8 HR Careers for a Human Resources Degree

An organization's human resources (HR) department plays an indispensable role in creating a thriving workforce. HR professionals oversee everything from recruitment and employee training to conflict resolution and regulatory compliance. A human resources degree can lead to numerous fulfilling career paths that positively impact employees' lives and help companies meet their goals. Covering essential topics such as organizational behavior, diversity and inclusion, HR technology, and employment law, HR degree programs provide a well-rounded education that empowers students to excel. Keep reading to explore eight in-demand HR jobs and learn how an HR degree can open doors to many rewarding opportunities.  

What Is a Human Resources Degree?

Earning a Bachelor of Science in Business Administration–Human Resource Management is often the first step toward a lucrative and dynamic career in HR. A human resources management degree program teaches students valuable skills and industry knowledge in the following areas: 

• Recruitment and employee management
• Benefits administration
• Policy management
• Diversity, equity, and inclusion
• HR technology
• Data analysis
• Global HR practices
• Business management
• Finance
• Economics
• Marketing

Those who want to further their education and qualify for advanced positions can pursue a Master of Science in Human Resources Management, which delves deeper into HR strategies, management communication, business operations, HR compliance, and data-driven decision-making.

General HR Responsibilities and Duties

A human resources professional works directly with an organization's leadership to develop and implement HR policies and procedures that support the company’s goals. They focus on creating a safe, professional work environment that fosters individual and organizational growth. Typical HR responsibilities include:

• Talent acquisition. Working closely with organizational leaders, HR professionals create job postings, interview candidates, and make hiring decisions. 
• Onboarding. By providing new employees with crucial information about organizational practices, HR professionals facilitate a seamless transition into the company and ensure employees are positioned for success in their roles.
• Training and performance management. HR professionals lead training programs, provide constructive feedback through performance evaluations, and help employees reach their work-related goals. 
• Safety compliance. Ensuring that the organization implements appropriate health and safety policies is an essential aspect of a human resources role. 
• Benefits and compensation. HR professionals manage payroll, help employees sign up for health insurance and other benefits, and ensure that the company complies with labor laws. 
• Developing and implementing HR policies. By creating protocols that advance the company’s objectives and adhere to the applicable laws and regulations, HR professionals maintain organizational integrity and promote a cohesive work environment. 
• Labor relations. HR professionals negotiate employee contracts, document grievances, and resolve workplace disputes. 
• Data analysis. Through detailed data collection and analysis, HR professionals identify trends, track metrics, and provide company leaders with valuable insights. 
• Diversity and inclusion. HR professionals implement DE&I programs that reduce discrimination and promote an inclusive, respectful company culture. 

What Can You Do with Human Resources Degrees?

The knowledge and skills acquired through a human resources degree apply to a variety of professions. Graduates may find opportunities in organizational development, policy development, talent acquisition, employee management, HR technology, or other fields. Individuals with an interest in the dynamic world of HR should evaluate their talents and passions to identify the roles that best suit them.

HR Specialists  

HR specialists handle day-to-day HR responsibilities such as recruiting new employees, leading training programs, conducting performance reviews, and helping employees register for insurance benefits. Large corporations may assign specific HR responsibilities to individual specialists. For instance, one specialist might oversee employee training and development, while another handles employee compensation and benefits. In smaller companies, an HR specialist’s job duties may span multiple areas. Most HR specialists have a bachelor’s degree in human resources, business, or a related field. They may also hold various professional certifications such as the SHRM Certified Professional (SHRM-CP) or Professional in Human Resources (PHR). According to the U.S. Bureau of Labor Statistics (BLS), the median annual salary for HR specialists is $64,240. 

Human Resources Manager  

Human resources managers oversee entire HR departments or specific teams within an HR department. They create and enforce HR policies and procedures, including employee codes of conduct, workplace safety standards, compensation packages, and recruitment processes. Acting as liaisons between employees and executives, they facilitate clear communication and help coordinate organizational goals with workers’ needs. They provide leadership and advocacy for employees, promoting diversity and inclusion initiatives that create safe, respectful workplaces. 

The educational requirements for HR managers vary depending on the size of the company and the scope of the manager’s job responsibilities. Some employers only require a bachelor’s degree, while others prefer candidates with a master’s degree. HR professionals seeking a management position can also acquire certifications designed for HR leaders, including the Senior Professional in Human Resources (SPHR) and Senior Certified Professional (SCP) certificates, to enhance their skills and demonstrate their proficiency to employers. The BLS reports that HR managers earn a median annual salary of $130,000.

HR Training and Development Specialists   

HR training and development specialists facilitate training programs that equip employees with the knowledge and resources they need to perform their jobs effectively. These programs can cover a wide scope of topics, including leadership development, customer service, diversity and inclusion, data privacy, and interpersonal communication. Whether through in-person training, webinars, simulation exercises, or workshops, HR training and development specialists foster a culture of continuous learning within their organizations. A bachelor’s degree in human resources, organizational development, business administration, communications, psychology, or adult education can establish the foundation for a career as an HR training and development specialist. The BLS reports that training and development specialists earn a median annual salary of $63,080. 

HR Training and Development Manager  

HR training and development managers design and oversee training programs. Playing a pivotal role in strategic planning, they identify gaps in employee education and engagement and implement training programs to fill these gaps. They also collect and evaluate metrics regarding training completion rates, program effectiveness, associated costs, and returns on investment. While training and development specialists focus on executing training sessions, managers have a broader perspective, overseeing large-scale training initiatives, resource allocation, and goal alignment. According to the BLS, training and development managers earn an average annual salary of $120,000.  

Job Analysis and Compensation Specialist 

Job analysis and compensation specialists are highly specialized and focus exclusively on managing wage and benefits programs. Using strong data analysis skills and a thorough understanding of employment laws, they help determine fair and competitive compensation packages that meet the organization’s budgetary requirements and comply with the applicable labor laws. By ensuring that employees are adequately compensated, these specialists help attract and retain high-performing workers who advance organizational objectives. Most job analysis and compensation specialists have a bachelor’s degree in human resources, business administration, data analytics, or a related field. The BLS reports that compensation, benefits, and job analysis specialists earn a median annual salary of $67,780. 

Compensation and Benefits Manager 

Compensation and benefits managers have a higher level of authority and responsibility than compensation specialists. Their primary role is to create and execute company-wide compensation and benefits strategies. They’re also responsible for implementing financial incentives, employee assistance programs, and other perks to enhance employee satisfaction. Successful compensation and benefits managers maintain a proactive mindset, keeping track of trends and identifying compensation best practices to ensure that the company stays competitive. Most compensation and benefits managers have at least a bachelor’s degree and several years of professional experience. Some organizations prefer to hire candidates with a master’s degree in human resources, finance, or business administration. According to the BLS, compensation and benefits managers earn a median salary of $131,280. 

Director of Diversity and Inclusion 

A director of diversity and inclusion oversees the implementation of policies and programs that promote an inclusive workplace in which all employees feel valued and respected regardless of their gender, race, religion, age, socioeconomic status, or sexual orientation. They cultivate work environments that provide equitable opportunities for employment and advancement across all departments, programs, and services. Typically overseeing a team of diversity, equity, and inclusion specialists, directors collaborate with senior leadership to integrate diversity and inclusion principles into every facet of the organization’s operations. Because the position comes with significant authority and responsibility, most directors of diversity and inclusion have at least a bachelor’s degree, and many have master’s degrees. Salary.com reports that, on average, diversity and inclusion directors earn an annual salary of $205,450.

Chief Human Resources Officer 

Chief human resources officers (CHRO) are typically senior executives who oversee HR managers, specialists, and other HR team members. They’re responsible for strategic planning and decision-making at the highest level. A CHRO provides guidance to other HR professionals to ensure that HR operations align with the organization’s expectations and goals. Collaborating with upper management, the board of directors, and other stakeholders, they spearhead HR strategies that improve employee productivity, engagement, and morale. A bachelor’s degree in HR is typically the minimum educational requirement for this position. Many companies require CHRO’s to have a master’s degree in human resources or business administration. Salary.com reports that chief human resources officers typically earn between $237,501 and $326,301 a year, and the median annual salary is $277,201.

How to Begin a Career in Human Resources  

Earning a B.S. in Business Administration–Human Resource Management can help individuals acquire the foundational business and managerial skills needed to excel in an HR role. For those seeking to advance their careers or qualify for senior HR positions, an M.S. in Human Resource Management provides deeper insight into advanced HR principles and leadership strategies. In addition to earning a degree, prospective HR professionals should consider acquiring relevant HR certifications. By earning these credentials, HR professionals can validate their expertise and demonstrate their commitment to professional growth. 

Frequently Asked Questions    

Is HR Growing as a Field? 

As companies adapt to evolving workforce dynamics, the rise in remote employment, legislative changes, and worker shortages, they rely heavily on HR professionals to navigate these challenges. Consequently, jobs in the human resources field are in high demand. The BLS states that, from 2022 to 2032, HR specialist job openings are expected to grow by 6%, which is twice the average growth rate for all occupations. During the same period, the demand for HR managers is projected to grow by 5%. 

What Else Can You Do with a Human Resources Degree?  

Individuals with a degree in HR obtain valuable knowledge and skills in management, leadership, finance, organizational behavior, employment law, and business management. These skills can apply to numerous occupations outside of the human resources field. For example, an HR degree can pave the way for a fulfilling career as an executive recruiter, career counselor, social media manager, sales and business developer, project manager, or payroll specialist.    

Is HR a Good Career?   

The HR field offers a diverse range of high-paying job opportunities, from policy development and strategic planning roles to positions overseeing training programs and diversity initiatives. With so many career paths to choose from, HR professionals can find a niche that aligns with their unique strengths and interests. HR offers competitive pay, ample job opportunities, a favorable job outlook, and the ability to make a positive difference in the lives of others.