Human Resources Managers

Career summary

Human resources managers may also be called personnel and training managers, human resource officers, personnel officers, employee benefit or compensation and benefit managers, labor relations managers, recruiting managers, training and development managers, or employment managers.

#Added 2 additional SOC code titles that make up this occ and are cited in the wage section to the alternate title paragraph, 3/30/06, CJ #updt 2/10/15 lh

Human resources managers develop policies for recruiting and getting new employees started in their jobs. Sometimes managers have to fire employees, settle disagreements, or conduct exit interviews.

Human resources managers keep records and write reports. For example, they prepare forecasts of employment needs. They prepare information for staff about pay or benefits. They develop ways to improve employment policies and give reports to officers. They also prepare budgets for their department.

Human resources managers also write training materials about topics such as how to avoid discrimination. They investigate work accidents and write reports. They write termination notices when employees are fired and represent the company at personnel hearings.

Some human resources managers oversee all aspects of an organization's human resources department. Human resources managers in large companies often work in one of several areas.

Compensation and benefits managers

Compensation managers plan and direct how and how much an organization pays its employees. Benefits managers plan and direct retirement plans, health insurance, and other benefits. They make sure employees have the required information about their benefit and retirement plans.

Labor relations managers

Some human resources managers work in the area of labor relations. They study laws and decisions about labor contracts to assess trends. They also negotiate new labor contracts and resolve disputes.

Recruiting managers

Recruiting managers oversee the recruiting and hiring of employees. They post notices for jobs. They also conduct orientations for new staff.

Training and development managers

Human resources managers who specialize in training perform many of the same tasks as other human resources managers. In addition, they set and evaluate training policies. They train instructors and supervisors. They write training manuals and create visual aids. In some industries, training managers interpret policies on apprenticeship programs. They also provide information to trainees and labor representatives.

Related careers

This career is part of the Business Management and Administration cluster of careers.

Related careers include:

• Arbitrators and Mediators
• Education Administrators
• Employee Training Specialists
• Instructional Coordinators
• Job Benefits and Analysis Specialists

Military careers

• Personnel Managers
• Recruiting Managers

Job duties

Task list

The following list of tasks is specific to human resources managers.

• Plan, direct, and supervise the work activities of human resources or training staff.
• May interview, hire, discipline, or fire employees.
• Develop procedures for recruitment, placement, training, and other areas of human resources.
• Create training policies and schedules. Develop training manuals, visual aids, and other training materials.
• Evaluate and modify wage rates, benefits policies, and training programs.
• Create budgets for personnel operations and training programs.
• Conduct new employee orientations and train instructors and supervisors.
• Maintain records, write reports, and prepare forecasts of employment needs.
• Prepare employee information about pay, benefits, and personnel policies.
• Develop methods to improve employment policies. Give reports to officers and managers.
• Write manuals for managers about policy in personnel matters.
• Investigate accidents and prepare insurance reports.
• Conduct exit interviews and write termination notices when employees leave.
• Contract with vendors for employee services.
• Represent organization at personnel hearings.
• Train staff about equal employment opportunity, sexual harassment, and discrimination.
• Interpret policies about apprenticeship programs. Provide information to trainees and labor representatives.

Common work activities

Human resources managers perform the following tasks. These tasks are common to many careers.

• Communicate with supervisors, peers, or subordinates
• Establish and maintain relationships
• Get information needed to do the job
• Make decisions and solve problems
• Update and use job-related knowledge
• Evaluate information against standards
• Coach others
• Provide advice and consultation to others
• Guide, direct, and motivate others
• Develop and build teams
• Use computers
• Resolve conflicts and negotiate with others
• Explain the meaning of information to others
• Organize, plan, and prioritize work
• Analyze data or information
• Teach others
• Develop goals and strategies
• Coordinate the work and activities of others
• Judge the value of objects, services, or people
• Process information
• Identify objects, actions, and events
• Think creatively
• Document and record information
• Communicate with people outside the organization
• Monitor and control resources
• Schedule work and activities
• Recruit, interview, or hire others
• Convince others to buy goods or change their minds or actions
• Perform administrative tasks
• Monitor events, materials, and surroundings

Work requirements

Working conditions

In a typical work setting, human resources managers:

Interpersonal relationships

• Have a high level of social contact. They work closely with supervised staff, other managers, and directors.
• Communicate by telephone, e-mail, and in person on a daily basis. They also communicate by letters and memos, but less often.
• Are often placed in conflict situations where people might become angry or unpleasant. Managers must often mediate disputes between employees.
• Are responsible for the work outcomes and results of those they supervise.
• Are responsible for the health and safety of others.
• Regularly work with a group or as part of a team.

Physical work conditions

• Nearly always work indoors.
• Work near others. They often share the same work space with other employees.

Work performance

• Must be sure their work is exact. Errors or omissions could cost the organization money in lost time or employees.
• Make decisions that strongly impact their employer. They often make important choices about benefits and retirement plans.
• Make decisions that affect employees on a weekly basis. They rarely consult a supervisor before deciding a course of action.
• Rarely talk with a supervisor before deciding on their daily tasks and goals.
• Repeat the same activities, such as filing paperwork or using a computer.
• Abide by strict weekly deadlines.

Hours/travel

• Usually work a set schedule.

Physical demands

Human resources managers frequently:

• Sit for long periods of time.

It is important for human resources managers to be able to:

• Speak clearly so listeners can understand.
• Understand the speech of another person.
• See details of objects that are less than a few feet away.

It is not as important, but still necessary, for human resources managers to be able to:

• See details of objects that are more than a few feet away.
• Use fingers to grasp, move, or assemble very small objects.
• Focus on one source of sound and ignore others.
• See differences between colors, shades, and brightness.

Skills and abilities

Human resources managers need to:

Communicate

• Speak clearly so listeners can understand.
• Understand spoken information.
• Listen to others and ask questions.
• Understand written information.
• Write clearly so other people can understand.
• Read and understand work-related materials.

Reason and problem solve

• Judge the costs and benefits of a possible action.
• Analyze ideas and use logic to determine their strengths and weaknesses.
• Use reasoning to discover answers to problems.
• Understand new information or materials by studying and working with them.
• Notice when something is wrong or is likely to go wrong.
• Combine several pieces of information and draw conclusions.
• Recognize the nature of a problem.
• Think of new ideas about a topic.
• Think of original, unusual, or creative ways to solve problems.
• Identify what must be changed to reach goals.
• Recognize when important changes happen or are likely to happen in a system.
• Follow guidelines to arrange objects or actions in a certain order.
• Develop rules that group items in various ways.

Manage oneself, people, time, and things

• Motivate, develop, and direct people as they work.
• Check how well one is learning or doing something.
• Manage the time of self and others.
• Decide how to spend money to get the work done and keep track of how the money was used.

Work with people

• Be aware of others' reactions and understand the possible causes.
• Change behavior in relation to others' actions.
• Use several methods to learn or teach new things.
• Teach others how to do something.
• Persuade others to approach things differently.
• Look for ways to help people.
• Solve problems by bringing others together to discuss differences.

Education and training

Educational programs

The programs of study listed below will help you prepare for the occupation or career cluster you are exploring.

Programs of study directly related to this occupation

• Human Resources Management
• Labor and Industrial Relations
• Organizational Behavior

Other programs of study to consider

• Business Management and Administration
• Business, General

Training

To work as a human resources manager, you typically need to:

• have a high school diploma or equivalent;
• have a bachelor's degree; and
• have five years or more of work experience in human resources.

Education after high school

Human resources managers often have a bachelor's degree or higher. Many colleges and universities offer programs in personnel or human resources management. Others have programs in labor relations. Additional programs of study that are good preparation are business administration and management. Regardless of your major, you should take courses in compensation, recruitment, performance appraisal, and training and development. If you want to specialize in labor relations, you should take courses in labor law and collective bargaining. As in other fields, knowledge of computers is important.

An advanced degree is necessary in some jobs. Many labor relations jobs require an advanced degree in labor relations. A background in law is desirable for labor relations or employee benefits managers. Some labor relations managers have law degrees.

Work experience

This is not an entry-level occupation. You must prove yourself as a human resources specialist before you can enter this occupation. Most human resources managers work for several years as interviewers, compensation specialists, or trainers before becoming managers.

On-the-job training

You should consider participating in an internship while in college. An internship is usually part of a four-year degree program. It offers you a chance to apply what you have learned in the classroom to a work situation. It also allows you to build skills and make contacts with people in the field.

Some employers provide on-the-job training for managers to learn the company's specific policies and benefits plans. Training may last up to a year.

Military training

Some branches of the military train people to be personnel or recruiting managers. You need a bachelor's degree to enter either of these military occupations. Training lasts for five to 16 weeks, depending on your specialty. Additional training occurs on the job.

Helpful high school courses

In high school, take classes that prepare you for college. A college preparatory curriculum may be different from your state's graduation requirements.

You should also consider taking some advanced courses in high school. This includes Advanced Placement (AP) and International Baccalaureate (IB) courses if they are available in your school. If you do well in these courses, you may receive college credit for them. Advanced courses can also strengthen your college application.

Helpful electives to take in high school that prepare you for this career include:

• Communications
• Computer Applications
• Ethnic and Gender Studies
• Introduction to Business
• Psychology
• Sociology

The courses listed above are meant to help you create your high school plan. If you have not already done so, talk to a school counselor or parent about the courses you are considering taking.

You should also check with a teacher or counselor to see if work-based learning opportunities are available in your school and community. These might include field trips, job shadowing, internships, and actual work experience. The goal of these activities is to help you connect your school experiences with real-life work.

Join some groups, try some hobbies, or volunteer with an organization that interests you. By participating in activities you can have fun, make new friends, and learn about yourself. Maybe one of them will help direct you to a future career. Here are examples of activities and groups that may be available in your high school or community.

Things to know

Employers usually seek college graduates to fill entry-level jobs in human resources. Many employers prefer applicants who have majored in human resources, personnel administration, or labor relations. Others look for graduates with a technical or business background. Many employers prefer graduates who have work experience from internships.

Employers look for a combination of experience, education, and management skills. Employers seek human resources managers who can speak and write effectively. They seek managers who can cope well with pressure or conflict. They also look for managers who are honest, fair, and get along well with others.

Some employers may require managers to have a year or more of direct, related work experience in human resources. For example, working as a human resources manager for a small company may give you experience to become a human resources manager at a larger company with more complicated benefits and personnel policies.

Some employers may desire applicants with professional certification through the Society for Human Resource Management. Two levels of professional certification are available: Certified Professional (SHRM-CP), and Senior Certified Professional (SHRM-SCP). See the Other Resources section in this description for contact information.

#Made update to certs offered 5/2/16 cj. Fine no changes 2/5/19 lh

Tips

Opportunities to enter personnel work from clerical positions are decreasing. Job shadowing can be an excellent way to find out about this field. Experience working in a personnel department through volunteer or summer jobs or part-time work is helpful. Join a professional association to make contacts and gain specialized training. Develop skills using a variety of business office software applications. A sense of humor and the ability to think on your feet is important.

Costs to workers

Some workers may wish to join a professional association, which may have annual dues. Managers who wish to be certified may have to pay for education, testing, and continuing education to maintain certification. Managers are usually expected to wear business attire.

Job listings

Listed below are links to job categories from the National Labor Exchange that relate to this career. Once you get a list of jobs, you can view information about individual jobs and find out how to apply. If your job search finds too many openings, or if you wish to search for jobs outside of Washington, you will need to refine your search.

• Compensation and Benefits Managers 
• Human Resources Managers 
• Training and Development Managers 

To get a listing of current jobs from the WorkSource system, go to the WorkSource website .

Wages

Wages vary by employer and area of the country. Wages also vary depending on the manager's level of education and experience. In addition, wages vary based on the type of position. For example, labor relations managers tend to earn higher salaries than other human resources managers.

Human resources managers receive typical benefits. These include sick leave, vacation, and health insurance. Most also receive retirement plans.

Employment and outlook

Washington outlook

The table below provides information about the number of workers in this career in various regions. It also provides information about the expected growth rate and future job openings.

National employment

Human resources managers work in nearly every industry.

Major employers:

• Federal, state, and local government agencies
• Business management companies
• Manufacturing companies

National outlook

Demand for this occupation will be good as companies grow and hire new employees. New employment laws also create need for human resources managers.

Competition for openings is very strong. Job prospects are best for those with advanced degrees and experience.

Other resources

American Management Association 

Association for Talent Development 
1640 King Street
PO Box 1443
Alexandria, VA 22313-1443
800.628.2783
703.683.8100

International Public Management Association for Human Resources 
1617 Duke Street
Alexandria, VA 22314
703.549.7100

Society for Human Resource Management 

TechServe Alliance 
1420 King Street, Suite 610
Alexandria, VA 22314
703.838.2050

Washington Business Week 
PO Box 1170
Renton, WA 98057
253.237.3545

References

Career cluster

• Business Management and Administration

Career path

• Enterprising (Business Communications)

O*Net  occupations

• Compensation and Benefits Managers (11-3111.00) 
• Human Resources Managers (11-3121.00) 
• Training and Development Managers (11-3131.00) 

O*Net job zone 

• Job Zone 4 - Considerable preparation needed. A minimum of two to four years of work-related skill, knowledge, or experience is needed for these occupations.

DOT occupations

• Apprenticeship Consultant (188.117-010) 
• Director, Industrial Relations (166.117-010) 
• Director, Merit System (188.117-086) 
• Manager, Benefits (166.167-018) 
• Manager, Compensation (166.167-022) 
• Manager, Education and Training (166.167-026) 
• Manager, Employment (166.167-030) 
• Manager, Personnel (166.117-018) 
• Police Academy Program Coordinator (375.167-054) 

Strong Interest Inventory

• Human Resources Manager

Holland occupational clusters

• Enterprising/Conventional/Social
• Enterprising/Social/Conventional

COPSystem

• Business Professional