How to Get a Job in Human Resource

Human resources offers good career opportunities. It’s one of the crucial business functions, where professionals help companies manage employees and other administrative functions to run the business smoothly. Increasingly, businesses are considering human resources as a strategic business function and are expected to contribute to the profit of a business.

HR professionals are expected to be more strategic and analytical in their approaches than possessing people skills. In the coming years, BLS (Bureau of Labor Statistics) predicts jobs in human resources are expected to grow at 14% annually. Further, an average salary of $ 69,000 among HR professionals boosts the credibility of jobs. An HR career indeed offers prospering opportunity. 

How to get started

One of the good things about getting a job in HR is—it doesn’t require specialized education to get a foot in the door. However, a bachelor’s degree in HR boosts opportunities and chances of getting a job fast. Even with closely-related bachelor’s degrees like management, operations, etc, fresh graduates are eligible for an entry-level role in HR.

A certification from institutions like TMI, SHRM, ATD and similar HR institutions increases credibility of skills and bolsters chances of getting a job fast.

Master’s degree, though not necessary, helps get promotion and grow up the career ladder fast in human resources.

Roles in HR

Human resources is a broad field and offers several opportunities. Common roles include HR Generalist, HR Managers, Compensation and Benefits Manager among other roles.

HR Generalist – As the name suggests, this HR professional is responsible for several tasks within the purview of the human resources department of a company. As a generalist professional, you will perform various tasks including payroll, resolving employee grievances, addressing employee queries and more. As an HR generalist, you are expected to be good at managerial skills.

HR Manager – HR Managers oversee the overall functioning of the HR department. In most cases, they report directly to the CEO or CHROs. They are tasked to govern HR functions and solve problems that impede HR processes. Knowledge of labor laws, managing employee relations, strategic talent management and succession planning are some of the skills expected from HR managers.

Compensation and Benefits Managers – Large organizations with hundreds and thousands of employees often hire compensation and benefits managers who address employee queries related to compensation and benefits. Knowledge of compensation and benefit dissemination is crucial to perform well in this role.

Talent Acquisition Specialist – These professionals oversee recruitment and build talent pipeline. From sourcing candidates to scheduling candidates for interviews and seeing their culture fit, these specialists do all of it. As a Talent Acquisition Specialist, you are expected to have good communication and interpersonal skills. Employer branding comes under the purview of talent acquisition specialist.

Additionally, smaller organizations have HR professionals who oversee payroll and other administrative tasks as part of the HR department. The remuneration across HR roles varies and increases as the role moves up the higher rung of career ladder.