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SHRM certification is the only HR certification offered by the world's largest HR membership organization. It is the only competency-based HR certification focused on the knowledge and behaviors needed to be proficient in the HR profession. As the industry leader in HR professional development, SHRM supports more than 100,000 employers, representing 140 million employees worldwide.

What is the value of a SHRM certification?

SHRM certification credential holders are recognized as experts and leaders in the HR field. Those who hold a SHRM certification designation report:

• Significantly higher levels of credibility.
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The SHRM Certified Professional (SHRM-CP) is for individuals performing HR-related duties or pursuing a career in Human Resource Management. Most applicants, 77%, take the SHRM-CP first. The SHRM Senior Certified Professional (SHRM-SCP) is for individuals who do strategic-level HR-related work.

Is the SHRM certification exam difficult?

SHRM-CP and SHRM-SCP exams are designed to assess an individual’s competence as an HR practitioner in the ever-changing world of work. HR work can be challenging, and the exams appropriately reflect that challenge. However, solid study and preparation can increase the chances of success. A proven method of preparation is to start with the SHRM BASK (the blueprint for the exam) and pair it with the SHRM Learning System. Leverage additional SHRM resources (prep courses, study guides, practice item workbooks, etc.) to take your preparation experience to the next level. The SHRM Learning System and other resources are available through the SHRM Store.

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Applicants generally decide to apply and study about 3-4 months before taking the exam. Exam appointments are scheduled for 4 hours and consist of 3 hours and 40 minutes of actual testing and a total of 20 minutes of pre- and post-exam activities. Ninety percent of candidates complete the exam in less than the allotted time, working at their natural pace and without needing to rush.

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11.1 An Introduction to Human Resource Management

• What has been the evolution of human resource management (HRM) over the years, and what is the current value it provides to an organization?

Human resource management over the years has served many purposes within an organization. From its earliest inception as a primarily compliance-type function, it has further expanded and evolved into its current state as a key driver of human capital development. In the book HR From the Outside In (Ulrich, Younger, Brockbank, Younger, 2012), the authors describe the evolution of HR work in “waves”. 1 Wave 1 focused on the administrative work of HR personnel, such as the terms and conditions of work, delivery of HR services, and regulatory compliance. This administrative side still exists in HR today, but it is often accomplished differently via technology and outsourcing solutions. The quality of HR services and HR’s credibility came from the ability to run administrative processes and solve administrative issues effectively. Wave 2 focused on the design of innovative HR practice areas such as compensation, learning, communication, and sourcing. The HR professionals in these practice areas began to interact and share with each other to build a consistent approach to human resource management. The HR credibility in Wave 2 came from the delivery of best-practice HR solutions.

Wave 3 HR, over the last 15–20 years or so, has focused on the integration of HR strategy with the overall business strategy. Human resources appropriately began to look at the business strategy to determine what HR priorities to work on and how to best use resources. HR began to be a true partner to the business, and the credibility of HR was dependent upon HR having a seat at the table when the business was having strategic discussions. In Wave 4, HR continues to be a partner to the business, but has also become a competitive practice for responding to external business conditions. HR looks outside their organizations to customers, investors, and communities to define success—in the form of customer share, investor confidence, and community reputation. HR’s credibility is thus defined in terms of its ability to support and drive these external metrics. Although each “wave” of HR’s evolution is important and must be managed effectively, it is the “outside in” perspective that allows the human resource management function to shine via the external reputation and successes of the organization.

Catching the Entrepreneurial Spirit

Human resources outsourcing—entrepreneurial ventures.

Human resources is a key function within any company, but not all companies are able to afford or justify full-time HR staff. Over the last decade, HR outsourcing has become a good business decision for many small companies whose current staff doesn’t have the bandwidth or expertise to take on the risks of employee relations issues, benefits and payroll, or HR compliance responsibilities. This has led many HR practitioners to try out their entrepreneurial skills in the areas of HR outsourcing and “fractional HR.”

Human resources outsourcing is very commonly used by smaller companies (and often large companies too) to cover such tasks as benefits and payroll management. This is an area that has been outsourced to third parties for many years. More recent is the trend to have “fractional HR” resources to help with the daily/weekly/monthly HR compliance, employee relations, and talent management issues that companies need to address. Fractional HR is a growing industry, and it has become the service offering of many entrepreneurial HR ventures. Fractional HR is essentially as it sounds—it is the offering of HR services to a company on a part-time or intermittent basis when the company may not be able to justify the cost of a full-time HR resource. An HR professional can be available onsite for a specified number of hours or days weekly or monthly, depending on the company’s needs and budget. The HR professional handles everything from HR compliance issues and training to employee issues support. Also, for companies that are keen on development of employees, the HR resource can drive the talent management processes—such as performance management, succession planning, training, and development—for companies who require more than just basic HR compliance services.

How does a business leader decide whether HR outsourcing is needed? There are generally two factors that drive a leader to consider fractional HR or HR outsourcing—time and risk. If a leader is spending too much time on HR issues and employee relations, he may decide that it is a smart tradeoff to outsource these tasks to a professional. In addition, the risk inherent in some HR issues can be very great, so the threat of having a lawsuit or feeling that the company is exposed can lead the company to seek help from a fractional HR professional.

HR entrepreneurs have taken full advantage of this important trend, which many say will likely continue as small companies grow and large companies decide to off-load HR work to third parties. Some HR companies offer fractional HR as part of their stated HR services, in addition to payroll and benefits support, compensation, and other HR programmatic support. Having a fractional HR resource in place will often illuminate the need for other HR services and program builds, which are generally supported by those same companies. Whether you are an individual HR practitioner or have a small company of HR practitioners and consultants, fractional HR and HR outsourcing can be a very viable and financially rewarding business model. It can also be very personally rewarding, as the HR professional enables smaller companies to grow and thrive, knowing that its HR compliance and processes are covered.

• What do you believe is contributing to the growth of the fractional HR and HR outsourcing trend? Do you expect this trend to continue?
• At what point should a company consider bringing on a full-time HR resource instead of using a fractional HR resource? What questions should the company ask itself?

Human resource management provides value to an organization, to a large extent, via its management of the overall employee life cycle that employees follow—from hiring and onboarding, to performance management and talent development, all the way through to transitions such as job change and promotion, to retirement and exit. Human capital is a key competitive advantage to companies, and those who utilize their human resource partners effectively to drive their human capital strategy will reap the benefits.

Human resource management includes the leadership and facilitation of the following key life cycle process areas:

• Human resources compliance
• Employee selection, hiring, and onboarding
• Performance management
• Compensation rewards and benefits
• Talent development and succession planning

Human resources is responsible for driving the strategy and policies in these areas to be in accordance with and in support of the overall business strategy. Each of these areas provides a key benefit to the organization and impacts the organization’s value proposition to its employees.

Concept Check

• How has the function of human resource management evolved over the years?
• In what way do you usually interact with human resources?

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Human resource management: the ultimate guide to HRM

Human Resource Management (HRM) is the practice of managing people within an organization. It involves hiring, training, compensating, managing, and retaining employees. HRM covers strategic planning, decision-making, and work related to building and maintaining a team.

Content manager Keith MacKenzie and content specialist Alex Pantelakis bring their HR & employment expertise to Resources.

Implementing an effective human resource management strategy can have a wide range of benefits that impact every facet of your business.

Improve employee relations, raise retention rates, inspire employee performance, and create a positive work environment by investing time and effort into talent management.

What is human resource management?

Human resource management (HRM) is the practice of hiring, training, compensating, managing, and retaining the employees of an organization. To put it more simply, HRM is people management.

Every aspect of the strategic planning, decision-making, and work involved with building and maintaining a team of employees is part of personnel management.

Learn the language of human resources:

• HR terms: the plain-spoken glossary
• HR terms: get context, clarity, and insight
• What is human resources (HR)?
• HR Terms: the most extensive HR glossary

How does human resource management work?

Human resource management isn’t limited to the work of the HR department. While it’s true that HR professionals are often in charge of hiring, onboarding, managing employee benefits and compensation, overseeing company policy, and other administrative tasks, team leaders and managers also have responsibilities that can be defined as human resource management.

Employee training, professional development, performance management, and even inspiring and motivating employees, all fall under the definition of HRM.

Check out the following resources to help streamline your hiring process:

• Top 5 human resources (HR) email template examples
• The top 10 questions asked in the HR interview

The importance of human resource management

The basics of HRM ensure that your organization has employees, but a well-developed strategy enhances the employee experience and reflects the core values of your organization.

When implemented thoroughly and thoughtfully, human resource management can increase employee engagement and improve your brand’s reputation, which also makes it easier to attract top talent.

Read more about why human resource management is important:

• Crisis management in the workplace: the role of HR
• How to assess human resource skills
• Key HR metrics: The most important metrics you should track
• Auditing to improve the HR workflow
• Why HR for startups is a good thing
• How to write a recruitment policy

Objectives of human resource management

The main goal of human resource management is to fulfill staffing needs while creating and maintaining a positive work environment for employees. Additional objectives of HRM include:

• Optimizing organizational behavior
• Achieving organizational goals
• Creating a positive work culture
• Implementing training and development
• Supporting employee empowerment
• Improving retention
• Complying with employment law

HRM career opportunities and requirements

HRM positions are ideal for organized, detail-oriented people who enjoy helping others and coordinating solutions to administrative and personal problems.

Examples of human resource management careers include:

• Human resources manager
• Human resources assistant
• HR consultant
• Benefits manager
• Benefits administrator
• Payroll specialist
• Compensation specialist
• Training manager
• Training coordinator
• HRIS specialist
• Employee relations manager
• Labor relations specialist
• Leadership coach
• Talent acquisition manager
• Internship coordinator
• Diversity, equity, and inclusion specialist

Entry-level HR positions often require a bachelor’s degree, with a focus of study that relates to human resources, business, or accounting and finance for jobs that involve compensation.

An MBA or a master’s degree and certifications from the Society for Human Resource Management (SHRM) or the Human Resources Certification Institute (HRCI) can be helpful for landing leadership or management positions in HRM.

Learn more about human resource management careers:

• How to succeed as a HR leader: forget ‘best practices’
• Hiring skills you should have if you’re in HR
• Hiring an HR manager for the first time – A complete how-to guide

What is the difference between HR and HRM?

How are human resources and human resource management different from one another? Human resources is part of the broader scope of human resource management, but the two terms are not synonymous.

Human resources is the department that deals with the tasks and resources associated with hiring, compensation, and administration of employees.

Human resources management is the practice of implementing principles of management to effectively organize and optimize employees of an organization.

Read more about related human resources terms:

• What’s the difference? – a guide outlining common terms and the differences between each
• People operations vs. HR management

Skills and responsibilities of an HR manager

Human resource managers oversee staffing and work with executives to make strategic decisions to create sustainable change to improve the employee experience within their organization. Skills and requirements to be an HR manager include:

• Degree in Human Resources or related field
• Previous experience as HR Manager or other HR Executive
• Experience with HR systems, databases, and metrics
• In-depth knowledge of labor law and HR best practices
• Detail-oriented with excellent communication and interpersonal skills

The responsibilities of an HR manager may include:

• Overseeing the talent acquisition process, from recruiting to training
• Working with executives to align talent management to the organization’s objectives
• Managing the daily workflow of the Human Resources department
• Analyzing trends in compensation and benefits
• Coordinating professional development and growth initiatives for staff
• Handling performance reviews, disciplinary issues, and terminations
• Ensuring compliance with local, state, and federal labor laws and regulations

Read more about HR skills:

• The most important HR skills and how to master them

How to become a Human Resources Manager

Starting a career as a Human Resources Manager often requires a Bachelor’s degree in Human Resources, Business Administration, or a related field and prior professional experience in a human resource management position.

HRM tools & software

Since HRM covers such a broad range of relevant positions and objectives, there is a wide variety of tools and software available to streamline the process. A Human Resources Information System (HRIS) can help make managing people, policies, and procedures more simple. HRIS solutions make it easier to record and analyze information such as applicant tracking, onboarding, payroll, and performance management.

Human Management Resource Systems (HMRS) perform similar functions to HRIS solutions, but also include features about more qualitative information about the performance and engagement of employees.

Discover additional resources to streamline HRM:

• HR Toolkit: resources to support the full HR lifecycle
• HR tools & calculators
• How to write an employee handbook
• 21 HR tools designed for growing companies
• Recruiting budget: HR planning tips and examples

Human resource management trends

The most significant shift in recent human resource management trends involves a new emphasis on benefits and work/life balance. Offering a healthcare plan and the occasional birthday cake in the breakroom doesn’t cut it in today’s competitive job market.

Company culture and the employee experience matter more to potential applicants than 401k matches, in many cases. Consequently, organizations are staying competitive by offering perks that improve an employee’s quality of life, such as remote work opportunities, four day work weeks, flexible working hours, and generous (or unlimited) PTO.

HRM is about more than filling positions — it has evolved into creating a work environment where employees feel valued, supported, and empowered to be their best personal and professional selves.

• HR statistics and trends: Demystifying 2020
• The future of HR: what does it hold for recruiters?
• Josh Bersin’s recruiting and HR trends for the future

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Human Resource Management

A collective term for all formal systems to manage employees and other stakeholders within a company

What is Human Resource Management?

Human Resource Management (HRM) is a collective term for all the formal systems created to help in managing employees and other stakeholders within a company. Human resource management is tasked with three main functions, namely, the recruitment and compensation of employees, and designating work.

Ideally, the role of HRM is to find the best way to increase the productivity of an organization through its employees. Despite the ever-increasing rate of change in the corporate world, the HRM role is not likely to change in a significant way.

Until recently, a company’s HR department was categorized in the lower rungs. This is surprising considering the crucial role that this department plays in replenishing and nourishing an organization’s resources.

Principles of Human Resource Management

The HR department has transformed significantly from the task-oriented nature of administration it used to be in the 1980s. It is now viewed as a strategy-focused extension of every firm. The HR department thrives on specific principles, as highlighted below:

1. Commitment

One aspect that the HR department tries to deal with is job security. To guarantee job security, many employees know that they need to show commitment to the company and their job duties. The HR management comes in to put measures in place that ensure that staffing levels correspond to the company’s needs and that, in the process, assure employees of their long-term positions within the organization. The firm demonstrates its long-term commitment to the workers by providing regular training, performance evaluations, and goal-setting activities .

2. Competence

Competence is one of the core principles that supports a company’s growth and development. It is also an aspect that affects employees’ job satisfaction and how the company benefits society. The success of a firm depends on the competency of its employees. The HRM department tries to sustain workforce competency by providing training opportunities. It also schedules orientation programs, which provide avenues to enlighten new employees on a company’s mission and objectives.

Training and orientation are essential in improving employees’ skills, knowledge, and competency. The benefit of having a competent workforce is that it leads to the production of safe and reliable products and services that consumers can rely on. In the absence of a high level of competence, a company will be susceptible to lawsuits and legal claims resulting from the products and services that it renders.

Main Functions of Human Resource Management

1. employee recruitment.

Recruitment is the process of identifying talent gaps in a company and finding the right people to fill the roles. There are four stages in the employee recruitment process:

• Job analysis – This involves defining the various aspects of a job through job description and specification. Through job description, the HRM department identifies the tasks required for a specific job while the latter defines the requirements an individual needs to fulfill that job.
• Sourcing – This encompasses the different techniques a company employs to attract potential candidates to fill a given position. This can be achieved through internal and external advertisements.
• Screening and selection – This is the process of evaluating the candidates who apply for the job. The evaluation is performed to determine the skills, qualifications, competency, and job-related experience that potential candidates bring to the table.
• Selection of the right candidates – Once the best candidate has been selected, the next process that follows is onboarding. This is simply helping the new recruits become productive members of the company.

2. Employee Orientation

Another core function of human resource management is employee orientation. Also known as onboarding, it is the process of teaching new recruits the necessary skills, knowledge, and behaviors so that they can transition to the new company effectively.

Employee orientation is a broad process conducted by the HR department, and it’s done through different methods, including lectures, meetings, videos, mentoring, and team-building exercises. The main objective of the orientation is to provide new recruits with adequate information regarding the company’s targets, rules, policies, and activities.

3. Employee Development

Employee development refers to all the efforts for improving personal, team, and organizational effectiveness. One aspect the human resource department tackles is talent development. This involves aligning the employees’ skills with the company’s needs. In addition to hiring, training, and orienting employees, HRM should also improve their career opportunities.

Essentially, it is more economical to improve a company’s current workforce than to hire new employees in the future. So, employee development is a trade-off through which human resource management saves money by avoiding the potential costs of hiring new employees.

Human resource management refers to the process of recruiting and developing a company’s workforce. The HR department is concerned with identifying talent gaps in a company, advertising for positions, evaluating potential candidates, and hiring top talent.

Human resource management does not just handle the recruitment of new employees; it also oversees redundancy for companies that want to downsize. HR management also oversees orientation programs to introduce new employees to the company’s goals, objectives, and policies. Overall, human resource management guarantees the smooth running of employees within a company.

Related Readings

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Online HR Degree Bachelor's in Human Resource Management

Cost per credit $330

Total courses 40

Term length 8 weeks

Program Overview Why get a human resource management degree?

People are at the heart of every business. And every facet of the employee experience — from recruitment, to benefits, to overall job satisfaction — is influenced by human resources.

Join the growing field of human resources with SNHU's online Bachelor of Science (BS) in Human Resource Management . As a student, you'll engage with real-world scenarios faced by HR professionals every day. From labor relations, DEI, policy, compensation and benefits, hiring practices and HR policy, this program covers every role within HR units of all sizes.

Skills you'll learn:

• How to foster company cultures
• Data collection and analysis
• HR goal development
• Talent acquisition strategies
• Retention and growth tactics
• Risk mitigation policies

Courses & Curriculum Online HR management courses built for today's workforce

Combining a foundational business education with the key fundamentals of human resources, the BS in Human Resource Management degree program is built to help the modern human resources professional support today's employees.

Exhaustive market research informed SNHU's program to be built with considerations for DEI, HR as an integrated business partner, the changing landscape of talent acquisition, people management in a virtual space and strategic management of an effective and efficient workforce.

In addition, if you're looking to start your education with SNHU's undergraduate HR certificate, you can roll those courses into this bachelor's degree.

Online human resources degree courses

Degree courses cover HR-specific problem solving and situational analysis, data analytics and visualization, strategic thinking and planning, the holistic employee experience, employee and labor relations, change management and more.

Courses may include

Visit the course catalog to view the full BS in Human Resources Management curriculum .

The Commons: SNHU's gen ed program

All undergraduate students are required to take general education courses , which are part of SNHU's newly redesigned program, The Commons. The goal of The Commons' curriculum is to empower you with some of the most in-demand skills, so you can succeed not only in your academic career, but in your personal and professional life too.

Courses may include:

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Apple (Mac OS) Technical Requirements

Additional Information:

• Laptop or desktop?   Whichever you choose depends on your personal preference and work style, though laptops tend to offer more flexibility. 
• Note:   Chromebooks (Chrome OS) and iPads (iOS) do not meet the minimum requirements for coursework at SNHU. These offer limited functionality and do not work with some course technologies. They are not acceptable as the only device you use for coursework. While these devices are convenient and may be used for some course functions, they cannot be your primary device. SNHU does, however, have an affordable laptop option that it recommends: Dell Latitude 3301 with Windows 10. 
• Office 365 Pro Plus  is available free of charge to all SNHU students and faculty. The Office suite will remain free while you are a student at SNHU. Upon graduation you may convert to a paid subscription if you wish. Terms subject to change at Microsoft's discretion. Review system requirements for  Microsoft 365 plans  for business, education and government. 
• Antivirus software:  Check with your ISP as they may offer antivirus software free of charge to subscribers. 

Licensure and Certification Disclosures

SNHU has provided additional information for programs that educationally prepare students for professional licensure or certification. Learn more about what that means for your program on our licensure and certification disclosure page .

Aligned with professional HR standards

SNHU's BS in Human Resource Management program is also aligned with the Society for Human Resource Management's Body of Applied Skills & Knowledge™ (SHRM BASK™) competencies. Developed through a series of large-scale research studies, SHRM BASK incorporates global HR viewpoints to collectively establish a grouping of critical HR competencies and content areas.

The SHRM BASK is also used to define the content areas for SHRM's two main certification exams, the SHRM Certified Professional (SHRM-CP®) and the SHRM Senior Certified Professional (SHRM-SCP®). Alignment within SNHU's program supports content preparedness for eligible individuals seeking either credential.

Earn industry-recognized certificates along the way

This program is also an integrated content partner with the Human Resources Certification Institute® (HRCI®), a premier credentialing organization for the human resources profession. Through this partnership, you'll progress through a series of HRCI-administered certificates as part of the required coursework, giving you the opportunity to graduate with credentials beyond your degree.

The SNHU BS in Human Resource Management also covers the 5 main content areas covered on the HRCI Associate Professional in Human Resources® (aPHR®) certification exam. Students self-study for the exam while progressing through HRM coursework. The aPHR is beneficial to business professionals both in and out of HR fields due to its integrated focus on people management.

Enrollment in the SNHU BS.HRM program also includes discounted pricing on the aPHR examination as well as access to HRCI test prep materials for one year after graduation.

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Our no-commitment application can help you decide if SNHU is the right college for you and your career goals. Apply up until 2 days before the term starts!

Upcoming term starts: January 06, 2025 | March 03, 2025

Next term starts: Oct. 28, 2024

Online student experience what’s it like going to snhu.

Attending college online at SNHU can be a life-changing experience. In fact, 93.2% of online students would recommend SNHU according to a 2023 survey with 21,000+ respondents.

What to expect:

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You’ll take your courses within SNHU’s Brightspace platform. This is where you’ll find your:

• Schedule of weekly assignments
• Discussion boards
• Instructor announcements

What support services are available?

• Chat with your advisors Get hands-on help from dedicated academic and career advisors.
• Drop in for tutoring Work with a tutor, any time of the day or night – no appointment necessary.
• Learn from industry professionals Instructors lead discussions and offer guidance – and they’re just an email away.
• Use the online library Access 600,000+ resources or chat with a librarian 24/7.
• Reach out for accessibility help Receive accommodations as an eligible student with disabilities.
• Focus on your well-being Connect with professionals to improve your health and wellness.

Learn from experienced HR faculty

Our instructors are dedicated to your success, helping to provide you with the knowledge and skill set employers seek. And with real-world experience in human resources management, they bridge theory to practice so you can see how scenarios unfold for actual organizations.

Featured Faculty

Deborah gogliettino.

With over two decades of teaching experience in higher education and 25 years of leadership in human resources at the C-suite level, Deborah Gogliettino brings a wealth of knowledge to the HR faculty at SNHU. Credentialed in executive coaching, Gogliettino enjoys mentoring emerging leaders. She also holds the designation of Senior Professional in Human Resources ® (SPHR) from Human Resource Certification Institute ® and has written about the value of continuous learning for the organization.

Position Associate Dean, Human Resources

Joined SNHU 2015

Education Master of Arts in Administration from Western Connecticut State University Master of Arts in Leadership from Grand Canyon University

Read more about Deborah Gogliettino and other online faculty at SNHU .

At Southern New Hampshire University, you'll have access to a powerful network of more than 400,000 students, alumni and staff that can help support you long after graduation. Our instructors offer relevant, real-world expertise to help you understand and navigate the field. Plus, with our growing, nationwide alumni network, you'll have the potential to tap into a number of internship and career opportunities.

Recently, SNHU has been nationally recognized for leading the way toward more innovative, affordable and achievable education:

• U.S. News & World Report Named SNHU the 2024 Most Innovative University in the North
• The United States Distance Learning Association (USDLA) Awarded SNHU the 21st Century Distance Learning Award for Excellence in Online Technology
• Google.org Gave SNHU a $1 million grant to explore soft skills assessments for high-need youth

Founded in 1932 , Southern New Hampshire University is a private, nonprofit institution with over 180,000 graduates across the country. SNHU is accredited by the regional accreditor New England Commission of Higher Education (NECHE), which advocates for institutional improvement and public assurance of quality.

Admission Applying to SNHU is fast and free

No application fee. No test scores. And no college essay. Just a simple form with basic information. It’s another way SNHU helps you reach your goals sooner.

All it takes is 3 simple steps

It's easy, fast and free.

Whether you're applying for an undergraduate or graduate degree, you’ll fill out a form to verify your previous education experience. As part of our admissions process, we'll help you request transcripts from your previous school(s) to see if you can transfer any credits into your SNHU program! (Also for free!)

After reviewing your official evaluation, you can decide if SNHU is right for you! If you choose to enroll, just pick your start date and get ready for classes to begin.

Talk to an admission counselor: 888.327.SNHU  | [email protected]

Accreditations

SNHU is accredited by the regional accreditor the New England Commission of Higher Education (NECHE) , which means we meet certain standards of academic quality, and have the tools and resources necessary for students to be successful. The university also carries specialized accreditations for some programs.

Tuition Cost & Savings College can be more affordable than you think

As a nonprofit university, SNHU offers some of the lowest online tuition rates in the country. And when you work with our Financial Services team, we'll explore ways to help you save even more on your education – and customize a payment plan that works for you.

Online undergraduate tuition

*before previously earned credits are applied

Tuition rates are subject to change and are reviewed annually.

**Note: Students receiving this rate are not eligible for additional discounts.

Additional costs: Course materials vary by course.

Transfer credits and lower your cost by:

If 30 of your prior learning credits ($330/credit) are accepted toward your bachelor’s degree.

Your remaining tuition cost: $29,700

If 45 of your prior learning credits ($330/credit) are accepted toward your bachelor’s degree.

Your remaining tuition cost: $24,750

If 60 of your prior learning credits ($330/credit) are accepted toward your bachelor’s degree.

Your remaining tuition cost: $19,800

If 75 of your prior learning credits ($330/credit) are accepted toward your bachelor’s degree.

Your remaining tuition cost: $14,850

If 90 of your prior learning credits ($330/credit) are accepted toward your bachelor’s degree.

Your remaining tuition cost: $9,900

How we estimate your tuition cost:

We look at the cost per credit multiplied by the number of credits you need to earn for a bachelor's degree. Most bachelor's degrees require 120 credits. SNHU allows you to transfer in up to 90 credits, requiring a minimum of 30 credits to be taken at SNHU. This is only a tuition estimator, and doesn't account for other fees that may be associated with your program of choice.

Ways to save on online tuition

Transfer up to 90 credits toward your bachelor's degree program at SNHU. If you’ve taken one course or many, we’ll evaluate them for you.

Fill out the FAFSA to see if you’re eligible for grants or work-study. (You could also be offered loans, though you’ll have to pay those back later.)

Earn credits in leadership, technology and more – while taking advantage of a 30% online undergraduate tuition discount for active-duty service members and spouses.

Getting free money for college – from SNHU or an outside organization – could help you save hundreds or even thousands of dollars.

Bring in credits from popular options like CLEP, Sophia Learning, Google and other common credit for prior learning (CPL) experiences.

Receive an online tuition discount if your organization has partnered with SNHU for educational benefits. And consider asking your employer about tuition reimbursement.

Career Outlook What can I do with an online human resource management degree?

To help prepare you for success in your field, SNHU's online human resources degree emphasizes the use of human resource skills to improve company culture through effective people management.

As a graduate of the BS in Human Resource Management program, you'll be equipped with the skills you need to step into entry- and mid-level roles in recruitment, training and development, compensation and benefits, labor relations and more.

Occupations

Earning your HR degree online could help set you up for success in a variety of roles, including:

• Recruitment
• Development
• Policy Implementation
• Strategic Planning
• People Analytics
• Culture Curator
• Compensation Specialist
• Benefits Planner

Increase in human resources manager positions through 2032, according to the U.S. Bureau of Labor Statistics (BLS). 1

Median annual pay for human resources manager positions as of May 2023, according to the BLS. 1

Understanding the numbers When reviewing job growth and salary information, it’s important to remember that actual numbers can vary due to many different factors—like years of experience in the role, industry of employment, geographic location, worker skill and economic conditions. Cited projections do not guarantee actual salary or job growth.

What SNHU students are saying

Frequently Asked Questions Can you get a human resources degree online?

Yes. Learning online can be an excellent way for adults to pursue their degree while juggling work, family and personal commitments. By giving students the flexibility to access their coursework anytime and anywhere, online education can help make earning a degree accessible to most.

Just ask Adetokunbo Osinowo '20 . Before she discovered SNHU, going back to school seemed impossible.

"Working full time, I didn't think I'd be able to go back to school and give it my 100%," Osinowo said. "I think another reason was the fear of failure and self-doubt. What if I do it and I fail? What if I don't finish? What if I'm not good at it? Those excuses were holding me back from taking that plunge."

Finally, she went for it – and soon realized just how much she was capable of.

"I could finally see that earning my degree was something I could achieve – something that I could give my 100%."

If you haven't taken online classes before, the staff at SNHU can walk you through the platform – and they'll be by your side throughout your program.

"The nervousness and anxiety associated with the unknown quickly dissolved," said student Nicole Thompson '23 . "The professors and student advisors take great care in assisting me throughout the process to make sure I succeed during each term."

Earning a human resources degree online over attending traditional in-person classes is sometimes a necessity.

"I could continue to still work full time and then complete my degree at night," said Susan Jones '18 . "I liked the online portion because I had small children at the time and I wouldn’t have to be away at night and have to worry about childcare. I could come home, still spend time with them and then complete coursework after they went to bed."

Earning an online human resources degree can open up a variety of career paths in the HR field, including: 1

• Human resources specialist : Represent the front line in a company's recruitment of skilled workers, handling all or part of the process of vetting, hiring and onboarding new recruits, as well as tasks related to benefits, training, employee relations.
• Recruitment specialist: Find, screen and interview applicants for job openings in an organization, by posting listings, attending job fairs and visiting college campuses.
• Training and development specialist: Work with executives, managers and employees to determine the skills workers need, and then design, organize and carry out necessary training programs.
• Compensation, benefits and job analysis specialist: Research and compare benefits policies and plans, classify position descriptions to set fair salaries and ensure your company complies with employment laws and regulations.
• Labor relations specialist: Interpret labor contracts and make sure that companies follow the agreements they’ve made when it comes to pay, pensions and management practices.

It's important to note, too, that an HR degree can help open doors in a number of different industries, for organizations both big and small. This gives you the ability to choose your work environment based on what you love. Let's say tech is your thing. You could be the recruitment guru for a software engineering company. How about sports? You could be the MVP who rounds up a dream team of marketers for a major league soccer club. Wherever you hope to go, a degree in HR can help position you to get there.

"A student’s decision to be in one industry or another has to do with their passions," said Deborah Gogliettino , SNHU’s associate dean for human resources. "I [personally] like mission-driven organizations. I like the multi-layers of complex issues you get in healthcare. But a student who’s adept at HR can work in any industry."

Learn more about what you can do with an HR degree .

Yes, it is. While human resources jobs were once considered administrative in nature, a changing workforce and developments in technology have made the HR roles of today much more complex.

Take, for example, the ways employee benefits have evolved over the years, from learning and development initiatives to stock options and other perks. The recruitment process has become more involved, too. A once-simple job description now lives on multiple digital job boards and social media channels, where user-generated reviews can make or break a company's image among current employees and job seekers alike.

Add to the mix a growing emphasis on work-life balance, and you have an entire workforce that expects more than a paycheck from their employers.

According to SHRM, HR professionals play "a vital role in perpetuating a strong culture, starting with recruiting and selecting applicants who will share the organization's beliefs and thrive in that culture." 3

As business leaders are well aware: These cultures take work. Therein lies the need for a strong human resource professional to not only recruit talent but also give them a reason to stay. That means implementing sustainable career development opportunities, ensuring benefits that promote long-term health and wellness and offering initiatives that reward and recognize high-performing employees.

In other words, to really flourish in this field, an HR worker needs to be more than a people person with strong administrative skills – they need to be strategic leaders.

“HR interacts with every department at every level of employment,” said  Deborah Gogliettino , SNHU’s associate dean for human resources. “In other careers, you only really interact with people in your department, doing the same thing the same way every day. HR interacts with everyone and every day is a new challenge.”

Becoming a certified human resources professional can give you a leg up when applying for HR jobs and indicates a high level of knowledge and skills.

The SNHU BS in Human Resource Management is aligned with 2 major HR credentialing organizations: HRCI (Human Resource Certification Institute) and SHRM (Society for Human Resource Management).

HRCI Content Partner

The BS in HR Management covers the 5 main content areas covered on the HRCI Associate Professional in Human Resources (aPHR) certification exam. Students self-study for the exam while progressing through HRM coursework. The aPHR is beneficial to business professionals both in and out of HR fields due to its integrated focus on people management.

Enrollment in the SNHU BS HRM program also includes discounted pricing on the aPHR examination as well as access to HRCI test prep materials for one year after graduation.

SHRM Alignment

SNHU's BS in Human Resource Management program is also aligned with the Society for Human Resource Management's Body of Applied Skills & Knowledge (SHRM BASK) competencies. Developed through a series of large-scale research studies, the SHRM BASK incorporates global HR viewpoints to collectively establish a grouping of critical HR competencies and content areas.

The SHRM BASK is also used to define the content areas for SHRM's two main certification exams, the SHRM Certified Professional (SHRM-CP) and the SHRM Senior Certified Professional (SHRM-SCP). Alignment within SNHU's program supports content preparedness for eligible individuals seeking either credential.

The certifications link directly to on-the-job scenarios and demonstrate that you can apply your learning to real-world situations. Both the SHRM-CP and SHRM-SCP require at least a bachelor’s degree in human resources or a related field and varying years of professional HR experience in order to qualify for the exams.

Students interested in furthering their education can continue on to SNHU’s online HR management master’s degree program, which is aligned with SHRM competencies on employee and labor relations, legal and ethical issues, recruitment and technology and the changing workforce.

Earning a master’s degree in human resources from SNHU can reduce the number of years you must work in HR before taking certain certification exams.

A bachelor’s degree is typically required for most human resources roles. Earning an online bachelor’s degree in human resources management can serve you well in a variety of HR jobs.

As human resources becomes increasingly more strategic, a bachelor's degree can help you understand the various business systems at play within an organization and give you the skills you need to manage relationships between various departments and work as part of an organization’s leadership team.

SNHU also offers an online undergraduate human resources certificate  program. This certificate can be easily stacked into the BS in HR Management, meaning your course credits will transfer directly into the program.

If you'd like to continue your education once you earn a BS in Business with a concentration in Human Resources Management, SNHU offers an MBA in Human Resources  and an online master's in HR management .

Learn more about what degree you need to get into HR .

If you want a career helping others and making real change within an organization, then yes.

Human resources management is a growing, versatile field with many opportunities available for skilled workers across a variety of industries. Most human resources jobs require at least a bachelor’s degree, with some leadership positions seeking master’s degree holders.

According to the U.S. Bureau of Labor Statistics (BLS), jobs for human resources managers are projected to grow 5% by 2032. 1 Professionals in these roles reportedly earned a median annual salary of $136,350 in 2023. 1 Similarly, training and development specialist jobs are projected to grow 6% by 2032, as companies seek to reduce costs by boosting employee retention and developing their existing workforce. 1 Professionals in these roles reportedly earned $64,340 in 2023. 1

With a human resource degree from SNHU, you’ll learn how to communicate effectively to diverse audiences, helping you lead strategic changes, act as a bridge between employees and company leadership and help form a positive team or organizational climate for all workers.

We know that cost is a major factor when deciding whether or not to continue your education. That's why SNHU offers some of the most affordable online tuition  rates in the country.

Undergraduate tuition rates at SNHU are $330 per credit hour, totaling $39,600 for a full bachelor's program (120 credits). This number, however, can be reduced, depending on your previous college credits, scholarships and grants. You can also reduce upfront costs by applying for financial assistance.

Affordability is one of the main reasons Laura Swedberg '21 was attracted to SNHU.

"Choosing SNHU for my college education was the best decision I could have made," she said. "I am not carrying financial stress from student loan debt."

That said, the actual cost of your degree will vary based on the specific courses you take, the materials they require and your previous college credits.

While our online college degree  programs aim to make use of free resources whenever possible – including ebooks, websites and training videos – some courses will require textbooks.

SNHU also offers a generous transfer policy, accepting up to 90 transfer credits  toward bachelor’s degree programs that can save you time and money.

At the end of the day, our goal is to make education accessible and affordable to you. That's why, in addition to the features we've already mentioned, we also offer grants and scholarships  to eligible students.

Personal preferences, goals, academic progress, transfer credit eligibility, cost and time considerations are all factors to determine how long it takes to earn a bachelor's in human resources.

At SNHU, many earn their bachelor's in about 4 years. But if you're looking to save time, there are a few ways to finish faster.

• Transfer credits. At SNHU, we accept up to 90 credits for bachelor's programs. If you're eligible for the full 90, you could finish the remainder of your coursework in about 1 year.
• Take prior learning assessments. Through prior learning assessments, such as Pathways to Math Success, you may be able to get credit for what you already know.
• Consider becoming a full-time student. If you opt to become a full-time online student (taking 2 classes per term), you can progress much more quickly through the program.

Related Programs

Related articles.

Sources & Citations

1 Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, on the internet, at:

• https://www.bls.gov/ooh/management/human-resources-managers.htm (viewed April 23, 2024)
• https://www.bls.gov/ooh/business-and-financial/training-and-development-specialists.htm(viewed April 23, 2024)

Cited projections may not reflect local and/or short-term economic or job conditions and do not guarantee actual job growth.

Graduate Certificate in Human Resource Management

• Gatton College of Business and Economics

This 100% online graduate certificate program provides an opportunity to obtain a set of competencies to effectively manage an organization’s employees and contribute to its talent strategy. This 15-credit certificate is appropriate for recent graduates hoping to learn more and better prepare themselves for a career in human resources and for working professionals who recognize the need to deepen their understanding and update their skills in this increasingly complex field.

At a Glance

Credits and tuition cost (2024-2025).

• All Programs
• Graduate Certificates
• Human Resource Management

Request Information

Graduate Certificate in Human Resource Management overview

What you'll learn, areas of focus.

• Talent acquisition
• Talent management
• Employment law
• Effective use of analytics to manage human capital

The program also features an experiential capstone course giving students the ability to apply principles and techniques learned in their coursework to solve real organizational problems.

Course Examples

• MGT 650 Talent Acquisition
• MGT 653 People Analytics
• MGT 651 Talent Management
• MGT 652 Employment Law
• MGT 670 Human Resource Consulting (Capstone)

Connect with a Program Representative

How to apply, application requirements.

Standard graduate application requirements apply.

• Three (3) references (Only email addresses required. Our system will email them to upload their reference.)
• Personal Statement - Discuss career goals, your interest in HR, and why you are applying to our program

Admissions Criteria

Standard graduate admission requirements apply.

Program Contact

Gatton College of Business and Economics Accreditation

The Gatton College of Business and Economics is accredited by the Association to Advance Collegiate Schools of Business. Accreditation by AACSB has been earned by less than 5% of the world's business programs and demonstrates a commitment to ongoing continuous improvement to ensure that the institution will continue to deliver the highest quality of education to students.

Distance Learning

Licensure & authorization.

Where you live matters when completing distance education activities. If you will live outside of Kentucky while completing your program, please check the Distance Learning Authorization & Licensure page to confirm that the program can be offered in your state or country, and if relevant, that it meets professional licensure requirements in your state. Please note: Admission and enrollment in a fully-online program can NOT lead to the issuance of a J-1 or F-1 student visa. 

Student Support

Once you become a student, you will have access to a wide variety of academic support services to maximize your success. These services are available completely online to meet the needs of our online students.

Why UK Online

One tuition rate, be supported, related programs.

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Human Resource Management and Training MSc, PGDip, by distance learning

2 - 2.5 years.

Our programmes in HR management and training gives you the flexibility to work from home, so you don’t fall behind in your professional life. Without strategic guidance and education, employees and organisations have a tough time making real progress.  With high-level knowledge and skills in human resource management and training, you'll be the one that makes all the difference.

Human Resource Management and Training MSc, PGDip, by distance learning , 2 - 2.5 years

Course information.

UK fee £10,950

International fee £10,950

Taught by School of Business

• 20% alumni discount
• International student information
• Book now for a taster session

Admissions enquiries +44 (0)116 252 5281 Submit a course enquiry

Course enquiries +44 (0)116 252 2041 [email protected]

School of Business website

Course description

This degree looks in-depth at human resource management and training processes and their relationship with organisational performance and culture.  You will acquire the specialist knowledge and skills needed to succeed as a professional in the field of HR management and training.

You will gain a comprehensive grounding and critical understanding of a variety of human resource management topics including recruitment, managing labour relations, workplace learning and employee development.  You will also look at the culture of organisations and the workplace and the broader environmental factors that can impact on the decision-making of human resource management and training professionals.

This degree will equip you with the skills and knowledge to engage critically with theories and practices around training and learning in the workplace and the role of the human resources practitioner.  It will also develop your practical transferable skills such as oral and written presentations, problem solving, team-working, self-appraisal, and independence in the planning and management of learning.

This course has been design to meet your needs if you are either a newly qualified graduate or an experienced professional looking to enhance your career prospects.

In addition the masters route gives you the choice of completing your studies in two or two and half years.  In the standard two and half year model you will study all of the modules sequentially before moving onto your dissertation.  In our accelerated two-year model you will study module one before studying modules two and three simultaneously, before going on to study your fourth module and then your dissertation.

You'll also have the opportunity to gain a Level 7 CIPD qualification at the same time as studying your MSc Human Resource Management and Training.  This will incur costs by joining CIPD as a student member.

We have over 30 years experience of offering distance learning education that gives you the flexibility to fit your study around existing commitments and enhance your careers prospects without having to leave employment, as well as the opportunity to build your global network.

What's the difference?

If you take the Postgraduate Diploma you will follow the same course structure and use the same course materials as the MSc but will not complete a dissertation.  If you register for the Postgraduate Diploma and at the end of the final module have enough pass marks, you can transfer to the MSc, pay the fee difference and complete the dissertation.

Entry requirements

• A first- or second-class honours degree or equivalent in a relevant field
• Or an approved professional qualification coupled with three years or more suitable professional experience

If you do not hold a relevant qualification but have three or more years of substantial work experience in human resources, management, training or employee relations then you can be considered for the course based on providing a copy of your CV and a personal statement of 500-1,000 words detailing your suitability and relevant work experience.

English Language Requirements

IELTS 6.5 or equivalent. If your first language is not English, you may need to provide evidence of your English language ability .

International Qualifications

Find your country in this list to check equivalent qualifications, scholarships and additional requirements.

Fees and funding

Uk students, starting in october 2025 and april 2026.

• MSc: £10,950
• PGDip: £7,295

Find out more about how to pay and scholarships and funding .  A Sanctuary Scholarship  is available on this course for refugees/asylum seekers and their dependants.

Did you know you can apply for a Government Postgraduate Loan?  Find out if you're eligible.

International Students

Accreditation.

The CIPD has been championing better work and working lives for over 100 years.  It helps organisations thrive by focusing on their people, supporting our economies and societies.  It's the professional body for HR, L&D, OD and all people professionals - experts in people, work and change.  With almost 160,000 members globally - and a growing community using its research, insights and learning - it gives trusted advice and offers independent thought leadership.  It's a leading voice in the call for good work that creates value for everyone.

When you graduate, you can become a CIPD Associate Member and use the designation Assoc CIPD.  You may also be eligible to become a CIPD Chartered Member or CIPD Chartered Fellow, depending on your experience.

This will incur costs to join CIPD as a student member.

Careers and employability

Our business, management and human resource management courses have been developed with the professional in mind and offer many opportunities for career enhancement.  Our courses are both intellectually stimulating and relevant to career needs, a fact endorsed by over 20,000 School of Business graduates from over 100 countries.

Studying for a distance learning qualification can help your career prospects – you will gain the deeper knowledge and high-end skills that will set you apart. Studying with us gives a clear signal to employers. It demonstrates that you have the spark, ambition and commitment to take your career to the next level. Your employer will also benefit directly from your newly acquired understanding and capabilities.

By taking the MSc in Human Resource Management and Training, you will acquire the latest academic and professional knowledge in the areas of recruitment, selection, managing labour relations, training and career development, employee and organisational development, which will enhance your professional development and career prospects. The course has been designed to meet the needs of newly qualified graduates as well as experienced professional looking to enhance their career prospects.

Professional Support

Our dedicated School of Business Careers Team will support you to develop both personally and professionally.

Working closely with the programme team, we aim to equip you with the tools and knowledge to maximise career progression and business impact.

Our career and professional development support includes:

Business-Focused Events

We work closely with business contacts to give you opportunities to interact with industry professionals and alumni and gain insights into a wide range of business areas including sector insights, leadership essentials and journeys along a variety of potential careers paths. Through events, including our Career Development Exhibition, Investment Conference and Management Conference, you will have the opportunity to network with business representatives at all levels from SMEs to large corporates. Previous organisations represented have included J P Morgan, Santander, Lloyds, GSK, Goldman Sachs, Boots, NatWest, DPD, British Gas, National Grid, Enterprise Rent-a-Car, Cummins, LinkedIn, Chartered Institute of Marketing, Ericsson and M&C Saatchi.

Career and Professional Development Resource

Our on-line resources contain a wealth of resources to inform and guide you at every stage of your career journey. There are links to available opportunities, upcoming careers and employability events, awards and competitions, together with recordings of careers sessions and seminars. A selection of interviews with industry professionals and University alumni provides a first-hand insight into a range of business sectors and career success stories. You will also find resources to support you in skills and career planning, including CV and application advice and interview tips.

Career Hub @ Brookfield

If you are ever visiting Leicester, our Career Hub @ Brookfield is open daily. The Hub provides an opportunity to talk about all things careers and employability-related and signpost you to available opportunities and further areas of support.

Business Start-up and Enterprise Support

We offer support if you are considering starting your own business, are in the early stages of business or how have an established business you wish to develop. Support includes events, online resources and our Entrepreneurs in Residence programme.

Lifelong Support

Our careers support to you is lifelong and continues even after you have completed your studies and we have welcomed you into our alumni community.

Our Career and Employability Service  is here to support you – by email, phone or skype – with advice on interviews, CVs, work experience and more. From registration to Graduation and beyond, they are here to help you reach your professional goals.

Related courses

The leicester mba, browse all courses, receive email updates, course structure.

Firstly you take a non-credit bearing module Academic Practice before moving on to study:

• Employee Development and Workplace Learning
• Managing Human Resources in a Business Context
• Implementing Improvements in Organisational Performance
• Managing Change and Technology at Work
• Research Methods and Dissertation

Modules shown represent choices available to current students. The range of modules available and the content of any individual module may change in future years.

Why Leicester?

You have the flexibility and choice to study an accelerated or standard route through the programme, choosing to complete your studies in two or two and a half years. Whichever route you choose the total course fee is the same and you can change your mind when you start the programme.

You'll have the opportunity to visit the School of Business to attend our week-long Leicester Masterclass held every August at Brookfield. The Leicester Masterclass is a great opportunity to meet your tutors and network with your distance learning students.

At Leicester you will be taught by leading experts, who have both an excellent academic reputation and real-world industry experience.

The School of Business attracts students and academics from all over the world, ensuring a truly global feel and letting you become part of an inclusive, diverse and professional international network.

Teaching and learning

Our programme gives you the flexibility to fit your studies around your professional and personal commitments, while ensuring that you meet the learning and progression requirements.

As a distance learning student you will receive support throughout the course from module tutors and personal tutors to enable you to make the most of your studies.

You will use online study materials available electronically via Blackboard, our virtual learning environment.  This will give you online access to materials to support each module.  You will also have live seminars which are undertaken in small groups and scheduled so that they re convenient for different time zones.

You will be invited to attend our Leicester Masterclass held on campus at the University. This week-long programme of lectures, activities and workshops takes place every August and is open to students on any School of Business distance learning course at any point in their studies.

You will be assessed during each module by a variety of course work assignments.  Your final piece of work, the dissertation, will be 10,000 words.

Distance Learning

Online learning is an important feature of this course, therefore it is essential that you have reliable, regular access to the internet (preferably with a broadband connection) in order to participate.

As a distance learning student, you will have access to the University Library's electronic service, the Leicester Digital Library, which includes a large number of e-journals and e-books.

If you live close to Leicester you can, of course, visit the Library and the School of Business facilities in person. For UK-based students who wish to use other libraries, we can issue you with a card which allows you to do so. This is a national scheme which allows distance learning students to borrow material from up to three other participating libraries.

Start date: 7 October 2024 Application deadline for October 2024 start: 16 September 2024

Start date: 7 April 2025 Application deadline for April 2025 start: 17 March 2025

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My time at Leicester has given me confidence in my work and helped me learn so much more about the Human Resources field. The lectures have been interesting and relevant, and I have learned a lot here that will help me in the future.

Amy, MSc Human Resource Management and Training

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• Human Resource Management Career: 15...

Human Resource Management Career: 15 Career Paths You Can Follow in HRM

What is Human Resource Management?

15 Human Resource Management careers

Service provider roles

1. hr administrator.

HR skills for this role HR administration: Ensuring employee information is correct and up to date on the system, preparing employee contracts, onboarding documents, and compensation and benefits lists. Research and data analysis: Conduct research, and data analysis, and contribute to developing HR policies and procedures. Digital literacy: Using various tools to help with recruitment, storing documents, and conducting background checks. 

2. Benefits Manager

HR skills for this role Benefits administration: Proficiency in managing various employee benefits programs, understanding plan structures, enrollment processes, and vendor management. Problem-solving: Effective at resolving employee benefits-related issues, addressing inquiries, and finding creative solutions to meet diverse employee needs. Data analysis: Proficiency in using HRIS and other tools to gather, interpret, and present benefits-related data for decision-making and reporting. Strategic thinking: Capacity to align benefits offerings with the organization’s overall strategic goals and contribute to long-term workforce planning.

3. HR Project Manager

HR skills for this role HR management: Assembling the right team with the right skills while managing resources, training, and developing team members to benefit the project. Project planning, scheduling, risk and task management, prioritization, leadership, and communication. Communication: Verbal and nonverbal communication is integral to the success of all projects and ensures that instructions and objectives are clear and that there’s open communication between teams, stakeholders, and clients.   Research: Finding a solution for problems, filling in gaps in knowledge, and completing projects efficiently.  Tool mastering: Good knowledge of project management tools for different tasks, work styles, team structures, and departments.  Coaching: Ensuring the entire team is clear on their role and happy, productive, and motivated. Providing constructive feedback, highlighting areas for growth, managing concerns, and focusing on each individual’s strengths and weaknesses. 

Solution provider roles

4. organizational development (od) specialist.

HR skills for this role Software proficiency: Proficiency in various software applications helps streamline operations, reduce repetitive administrative tasks, and gain insight into the organization’s operational effectiveness.  Training: Introducing new processes and technology and training employees on using new tools to increase productivity, developing training systems and designing lessons, and strong communication and leadership skills to collaborate with HR and train employees.  Business acumen : Analyze the company culture and operations to discover improvements and understand what leads to business success and failure. Have an understanding of finances, marketing, sales, recruitment, training, analytics, and HR to enact positive change.  Data analysis: Understanding the business’s overall health using software to collect data and analyze and interpret the results. 

5. Talent Acquisition Specialist

HR skills for this role HR tools and systems: Knowledge of how core HR systems work and the ability to use tools, including applicant tracking systems (ATS), third-party recruitment services, and other tools to assist talent acquisition.  Analytical skills: Using analytics to understand current metrics like retention rates , performance and recruitment costs, and current top performers to search for the best candidates for the company.  DEIB, employee experience and culture: DEIB is not only about fostering a diverse and inclusive workplace but also about ensuring compliance with anti-discrimination laws and regulations. Additionally, talent acquisition specialists must ensure that candidates are a good fit for the job and the company’s culture and values. Talent and performance management: Must be adept at evaluating candidates’ skills and competencies and matching them to the requirements of specific roles. They also require skills in talent management and succession planning – the ability to assess a candidate’s potential for growth and advancement within the organization.

6. Talent Manager

HR skills for this role Strategy: Develop an effective recruitment plan that can be scaled and aligns with the organization’s goals and values. Create an effective interview process using a range of aptitude tests, assessments, and tasks to pinpoint the right candidates for each role. Assessing the current labor market, looking for potential skill gaps , and planning for the future to grow the business.  Developing talent: Engaging with existing employees to highlight gaps in knowledge or skills and developing learning opportunities to develop existing talent to meet the long-term strategy of the business.  Organizational development and design: Play a critical role in helping a company adapt, grow, and thrive by aligning its human capital with its strategic objectives.

7. HR Manager

HR skills for this role Strategic thinking: Align HR strategies with the company’s long-term objectives and build plans with a focus on the future.  Leadership: Lead and motivate an HR team, manage several projects at any given time, and provide guidance to managers on employee issues, including performance management , disciplinary actions, and termination. Compliance : Stay up to date with employment laws and regulations and amend HR policies and documents accordingly to ensure the business remains compliant with all applicable laws.  Business acumen: Understanding the operations and financial metrics of the business, providing HR support that aligns with the short and long-term goals, and demonstrating to leadership how this support plays a key role in the growth of the business. 

Strategic roles 

8. director total rewards.

HR skills for this role Strategic thinking: Think strategically to develop a long-term vision for the company’s compensation and benefits program that aligns with the overall business strategy. Analytical skills: Be able to use specialized software and tools to analyze and evaluate data on employee compensation, benefits, and costs to develop an effective rewards program. Communication skills: Strong verbal and written communication skills are essential to convey key and complex information about the rewards program to a wide range of people, including leaders, managers, and employees. Leadership skills: Manage a team of compensation and benefits professionals, set clear goals, provide guidance and support where necessary, and build a positive, collaborative work environment for all. 

9. HR Director

HR skills for this role HR expertise: Solid knowledge of HR principles, policies, and practices, including HR laws and regulations, recruitment, retention, technology, compensation and benefits, and employee relations.  Strategic thinking and planning: Thinking and planning ahead is essential in a global organization and helps ensure that HR policies align with business objectives.  Cross-cultural competence : Working effectively with a wide range of people from diverse cultural backgrounds and knowing how to tailor HR policies and practices to fit other cultures is important in a global organization.  Innovation and creativity: Think creatively, stay on top of emerging trends, and innovate new HR policies and processes that deliver a competitive edge, future-proof the business, and align with long-term objectives. 

HR skills for this role Strategic planning: The ability to develop and roll out an effective HR strategy that aligns with the organization’s goals and overall mission.  Cultural sensitivity: Be a champion for an inclusive, diverse, and positive organizational culture to create a welcoming environment with equal opportunities.  Technology & data management: Managing HR systems, software, and tools and using data analytics to spot trends and propose changes to help meet organizational goals. 

Advisory roles

11. hr business partner .

HR skills for this role Business acumen: A strong understanding of business operations, financials, and strategy is essential to align HR practices with business goals. Strategic thinking: The HR business partner must be able to develop and execute HR strategies that support business objectives, anticipate future needs, and create an appropriate plan.  Relationship building: Build strong relationships with people across the organization, including leaders, managers, and employees, to support HR initiatives, communicate effectively, and present data and insights clearly and concisely.  Change management: The HRBP must be able to manage all change initiatives, such as communicating change, addressing concerns, and ensuring transition is successfully implemented.

12. HR Consultant

HR skills for this role Employee relations: Support employees by working with managers on employee disputes, assist in creating contracts, and offer development through training and career progression within the business to the right people.  Analysis skills: Identify challenges by looking for patterns in data and use these findings to suggest changes or solutions to improve all facets of HR, including hiring retention and employee management. HR training: The HR consultant role is often temporary and includes training existing HR staff to help the organization improve its HR practices long-term. 

Generalist roles

13. hr generalist.

HR skills for this role Administration: Be able to manage numerous admin processes, including job descriptions and adverts, payroll and rewards, legal applications, leave and absences, and more.  Employee relations: Strong interpersonal skills to hire, onboard, and develop employees to retain top talent, meet business goals, and manage employee relations, including grievances, conflicts, and any other issues that arise.  Knowledge of laws and regulations: A solid understanding of current employment laws and policies related to hiring, compensation, and employee relations, and staying up to date with any changes. 

14. HR Assistant

HR skills for this role Administration: Issuing employment contracts, compiling and maintaining paper and digital employee records, processing payroll and resolving issues, assisting with the documentation of employee compensation and benefits, entering employee data into a central database, writing and submitting reports on HR activities, and more.  Communication: Maintain clear and open communication with applicants during the recruitment process and new hires during onboarding , and support all inquiries and requests related to HR.  Support: Play a supporting role in vetting candidates, scheduling and conducting interviews, training programs and seminars, HR events and meetings, and maintaining the calendars of HR managers.

15. HR Specialist

HR skills for this role Recruitment skills: The ability to screen applications, conduct interviews with candidates, and onboard employees to ensure they have a welcoming introduction to the company.  Digital skills: A strong command of HR tools, including an HRIS, payrolling system, and applicant tracking system, to speed up processes and achieve better results for the organization.  Communication: Communicate effectively with HR managers, hiring managers, business partners, and customers. Strong verbal skills for discussions and meetings and strong written skills for writing emails, letters, and memos are all important to fulfill the responsibilities of this role. 

How to start a career in HRM

Step 1: gain a qualification, step 2: get a certification, step 3: become a t-shaped hr professional, step 4: get on-the-job training, step 5: network, step 6: find a mentor, step 7: keep learning, key takeaway.

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