Why a Career Path in Human Resources May Be Right for You
Last Updated April 19, 2023
When shaping your ideal career path, it can be just as important to know what you don’t want to do for the next 10 or 20 years as it is to know what you want to do. What comes to mind when you think about what you want from your career?
You might want a profession that offers a chance to help people, provides a strong opportunity for growth, days with a variety of tasks, work you enjoy and possibly even telecommuting opportunities and flexible hours. If any of these things are on your “want” list, a career in human resources may be right for you.
4 Reasons to Work in Human Resources
Human resources (HR) or talent management, as HR is increasingly referred to, is a profession that consistently ranks high on lists of best careers. U.S. News & World Report ranks the role of human resources specialist No. 17 on their list of Best Business Jobs and as one of the 100 Best Jobs overall for 2020.
From high marks for job satisfaction and growth potential to the ability to impact individuals and entire organizations in meaningful ways, here are four reasons why human resources stands out as a “best careers” choice:
1. Variety
There is no typical day in HR, as today’s human resources departments are typically responsible for several functions in their support of the workforce: compensation and benefits; employee training and development; recruitment, hiring and placement; information systems; and employee assistance.
“Human resources jobs may literally involve any aspect of an employer’s workforce,” says HR consultant Nancy H. Segal. “There’s enough variety for everyone, and each specialty requires a different knowledge base.”
2. Flexibility
The U.S. News & World Report rankings found that human resources specialist jobs “often include flexible hours and telecommuting, and involve collaborating with project teams and employees based outside the office.” As working remote becomes a necessity, this will only increase, with technology and online resources becoming pivotal in the onboarding, training and development of remote employees.
This flexibility, along with positive ratings for work stress levels and upward mobility, give human resources specialist jobs solid marks for job satisfaction, according to the report.
3. Growth Potential
A huge factor in job satisfaction is growth potential (i.e. your prospects for landing the job, moving up and earning a promotion and raise). While the Bureau of Labor Statistics (BLS) projects a 5% employment growth for human resources specialists between 2018 and 2028 and job prospects expected to be “favorable,” with 67,700 openings projected annually through 2028.1
The potential to move into management is there, as employment of human resources managers is projected to grow 7% during this same timeframe.2 Moving up the HR ladder can lead to higher earnings potential: a $61,920 median annual salary for human resources specialists compared to $116,720 median annual salary for human resources managers, according to the BLS.*
4. Meaningful Work
Seeing how your job makes a difference to individuals and impacts the success of an organization can provide meaning and a sense of pride in your work. A role in human resources can provide that level of impact.
In HR, you’ll work with and ultimately shape the work experience of every employee in the organization at every stage of their careers by building a team culture. On the organizational level, human resources professionals must look at the big picture. You may have access to insider views on how the entire organization works and the opportunity to participate in long-range planning.
What Do Human Resources Professionals Do?
With all the possibilities in human resources, what do HR professionals do on a day-to-day basis? As stated above, they take on a “variety” of roles and tasks that affect organizational outcomes by managing the most valuable business asset: people.
Workers at all levels contribute to their employer’s sustainability and profitability. In effectively managing this human capital, organizations are increasingly recognizing that human resources needs to be both administrative and strategic. This has led to a greater emphasis on talent management within the human resources “family” of responsibilities.
Human resources management oversees and executes on the recruiting, hiring, training, compensation and benefits. Depending on the size of an organization, dedicated compensation and benefits specialists or managers may develop and manage the benefits packages and payment structures of the entire organization.
The talent management side of HR often consults with top management on the organization’s direction and overall strategic planning to leverage HR as a competitive advantage by attracting top talent, recruiting the best candidates for each position and enabling employees to develop their skills and talents for their own benefit and that of the company. Depending on the organization’s size and strategic goals, training and development specialists or managers may be part of the team, dedicated to planning and directing skill and knowledge enhancement programs for employee development.
All members of a human resources team or department connect the value of human capital to the company’s bottom line. They are adept at dealing with people from all backgrounds and levels of experience, knowledge, and skill. Some of the required attributes to succeed in HR include flexibility, patience, attention to detail, outstanding communication and listening skills, negotiation skills and professional discretion.
How Do I Get Started in Human Resources?
Many entry-level HR jobs require a minimum level of education, as well as experience, which can often be obtained through internships, temporary positions or part-time jobs. These introductory positions offer a realistic view of the profession and the company and may lead to a permanent, full-time job offer as an HR assistant or other entry-level position.
HR assistants often move into professional-level roles, such as recruiting manager, payroll manager, staffing manager, administrator or human resources manager. Most HR professionals choose between two broad paths: generalist or specialist.
- Generalist – Human resources generalists often perform a wide variety of tasks. They do recruit, hiring, training and development, compensation and planning. They often develop personnel policies and ensure that the organization is in compliance with all federal, state and local labor laws. Job titles held by HR generalists include HR assistant, HR manager, and chief HR officer.
- Specialist – Human resources specialists typically work in larger organizations. Compared to generalists, they have a higher level of technical skill and knowledge in specialized areas, such as workforce planning, HR development, rewards, employee and labor relations, and risk management. Specialized job titles or areas within HR may include recruiter, retention specialist, compensation specialist, labor relations manager, safety officer, risk management specialist, benefits analyst, and trainer.
Transitioning to HR From Another Field
Professionals frequently come to HR careers from diverse professional backgrounds. Some start in administration and then begin to focus on HR tasks. Still, other professionals may decide to move into HR, take appropriate courses, earn certifications, and then enter the field.
Academic degrees such as business, sociology, and psychology traditionally transition very well to HR. Employers will sometimes hire professionals with business experience who are willing to further their education and human resources training. For example, those with a strong math and science background might find employment in compensation or employee benefits. Teachers may become training and development specialists. Law-school graduates can often find positions as labor-relations specialists.
Benefits of a Human Resources Certificate
Another way for professionals from other fields to move into human resources is through continued education, such as an HR certificate program. These “micro-credentials” can offer a flexible and more targeted way to gain desired skills and knowledge over pursuing a second degree.
Certificate courses can also help those already in human resources to upskill in knowledge they may be lacking and gain the latest HR methods, helping them advance into positions of more responsibility with credentials such as a master’s certificate in HR supervisory management.
If human resources seems like it may be right for you, an HR certificate program can help you learn about the specifics of developing compensation and benefits strategies, legal issues, training and creating performance improvement measures, as well as enhancing your planning and leadership skills.
1Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, Human Resources Specialists. https://www.bls.gov/ooh/business-and-financial/human-resources-specialists.htm#tab-6 (visited July 2, 2020).
2Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, Human Resources Managers. https://www.bls.gov/ooh/management/human-resources-managers.htm#tab-6 (visited July 2, 2020).
*National long-term projections may not reflect local and/or short-term economic or job conditions and do not guarantee actual job growth. Information provided is not intended to represent a complete list of hiring companies or job titles, and degree program options do not guarantee career or salary outcomes. Students should conduct independent research on specific employment information.
