Description
Plan, direct, or coordinate human resources activities and staff of an organization.
Interests
- Enterprising
- Conventional
- Social
Work Values
- Relationships
- Recognition
- Working Conditions
Work Styles
- Integrity
- Self-Control
- Leadership
- Dependability
- Cooperation
Tasks
- Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
- Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
- Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
- Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
- Represent organization at personnel-related hearings and investigations.
Work Activities
- Communicating with Supervisors, Peers, or Subordinates
- Establishing and Maintaining Interpersonal Relationships
- Resolving Conflicts and Negotiating with Others
- Staffing Organizational Units
- Making Decisions and Solving Problems
Detailed Work Activities
- Communicating with Supervisors, Peers, or Subordinates - Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
- Establishing and Maintaining Interpersonal Relationships - Developing constructive and cooperative working relationships with others, and maintaining them over time.
- Resolving Conflicts and Negotiating with Others - Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
- Staffing Organizational Units - Recruiting, interviewing, selecting, hiring, and promoting employees in an organization.
- Making Decisions and Solving Problems - Analyzing information and evaluating results to choose the best solution and solve problems.
- Getting Information - Observing, receiving, and otherwise obtaining information from all relevant sources.
- Evaluating Information to Determine Compliance with Standards - Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
- Providing Consultation and Advice to Others - Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
- Updating and Using Relevant Knowledge - Keeping up-to-date technically and applying new knowledge to your job.
- Judging the Qualities of Objects, Services, or People - Assessing the value, importance, or quality of things or people.
Technology Skills
- Time accounting software
- Presentation software
- Human resources software
- Enterprise resource planning ERP software
- Accounting software
Skills
- Active Listening
- Management of Personnel Resources
- Speaking
- Judgment and Decision Making
- Reading Comprehension
Knowledge
- Personnel and Human Resources
- Administration and Management
- English Language
- Law and Government
- Education and Training
Most Common Education Level
The “Most Common Education Level” refers to the level of education held by the majority of workers in a given occupation. For example, if the highest percentage of workers in a role have an Associate’s Degree, that suggests this is the typical educational requirement. Knowing this helps you plan how many years of education you may need to pursue that career.
Certificates
Certificate name
Certified Professional of Incentive ManagementCertifying Organization
Incentive Marketing Association
Type
Advanced
Certificate name
Professional in Human Resources - InternationalCertifying Organization
Human Resource Certification Institute
Type
Advanced
Certificate name
Certified Temporary-Staffing SpecialistCertifying Organization
National Association of Personnel Services
Type
Specialty
Certificate name
Senior Professional in Human ResourcesCertifying Organization
Human Resource Certification Institute
Type
Advanced
Certifying Organization
SAP America, Inc.
Type
Product/Equipment
Income Percentile
The income percentiles show how earnings are distributed within a profession. The 10th percentile means that 10% of workers earned less than that amount. The median (50th percentile) indicates that half of workers earned more, and half earned less. The 90th percentile reflects what the top 10% of earners in the field make.
| Income Percentile | Income |
|---|---|
| Low (10%) | $NaN |
| Median (50%) | $NaN |
| High (90%) | $NaN |
Income by Experience
This table shows how income typically grows with experience—from entry level (0–2 years), to mid-level (3–7 years), to senior level (8+ years).
| Experience | Income |
|---|---|
| Entry Level | $50,000 |
| Mid Level | $100,000 |
| Senior Level | $150,000 |
Employability
There are currently 208,900 jobs in this career path. Over the next 10 years, that number is expected to increase to 222,500 positions, reflecting a projected growth of 7%.
The Projected Job Growth figure refers to the expected increase or decrease in employment within a specific career field over a certain period of time.
Projected Job Growth of 7%
The career information and data on this site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA), with ONET® being a registered trademark of USDOL/ETA. Used under the CC BY 4.0 license. O*NET® is a trademark of USDOL/ETA; CareerOneStop, sponsored by the U.S. Department of Labor, Employment and Training Administration (DOLETA) and the Minnesota Department of Employment and Economic Development (DEED); and the U.S. Bureau of Labor Statistics (BLS).
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