by Vicki Salemi Compensation. Performance reviews. Promotions. Whether a human resources professional conducts the salary review process or enforces the company dress code, chances are they’ve seen it all. Ranging from benchmarking pension plans to counseling an employee who has auctioned an employer-blazed gift on eBay, human resources professionals are well-versed in problem solving, communicating, and keeping confidential matters private. And interceding in employee disputes just scratches the surface of human resources (HR); There’s also a plethora of opportunities in this expanding field. The Bureau of Labor Statistics indicates the HR profession continues to grow faster than average through 2014 thanks to a retiring workforce and overall surging employment opportunities in new areas of labor relations and human resources in general. In fact, this was reinforced by a 2006 workplace forecast report by the Society of Human Resources Management (SHRM), the world’s largest organization devoted to human resources management, that cited rising health care costs, increased demand for work/life balance, and a skills shortage due to baby boomers' impending retirements among recent HR trends. As trends emerge and issues arise, organizations increasingly rely on human resources professionals to find creative solutions. With specialties ranging from recruiters and training specialists to benefits professionals and compensation experts, opportunities in HR abound for professionals with the proper schooling and even those with a diverse background who desire a transition into human capital management. Old-school HR Regardless of specialty, most human resource positions require a bachelor’s degree in a related field. Dr. Michael Nastanski, dean of the school of business at Saint Leo University (Saint Leo, FL), advises aspiring HR professionals to pursue business administration with a major or specialization in human resources, specifically ones that expose students to liberal arts classes, management, and human resources. "The liberal arts component will give the prospective employee a background in writing, speaking, social sciences, and the arts that will serve them well in working with a diverse population,” he explains. Management classes provide students with an understanding of how organizations operate and human resources courses provide technical and interpersonal skills. “A well-rounded liberal arts/management/human resources degree provides students the fundamental building blocks for lifelong learning needed by all employees.” While it’s helpful to earn a degree related to HR, many feel that an undergraduate degree in another discipline may also parlay well into this profession. Audrey Boone Tillman, Esq., senior vice-president and director of corporate services at Aflac, a health insurance company, went into the field with a bachelor’s degree in political science and a juris doctor degree. She now oversees all aspects of human resource management, including training, talent acquisition, benefits and compensation, payroll, employee relations, HR communications, diversity, health services and facilities support for Aflac's more than 4,400 employees. In addition to a strong educational foundation, Tillman emphasizes the importance of demonstrating a track record of good performance, energy, intellect, and follow-through. “HR-specific skills are highly valuable, but the profession has evolved to a greater business-focused environment. Those who understand profit/loss, financing, and individuals with business degrees are highly sought after, but anyone who has energy and intellect can be taught to do the job,” she says. In addition to learning on the job, most professionals join SHRM and pursue the SHRM certification program to become an expert in the field. While additional education is not necessary for HR positions requiring a bachelor’s degree, according to Dr. Cynthia Fukami, professor and interim chair of the department of management, Daniels College of Business at the University of Denver (Denver, CO), there are specific routes to pursue at the master’s degree level: a behavioral science degree, most likely industrial psychology; an MBA with an HR specialization; or a master's degree from an industrial relations school. Lifelong learning Whether a potential HR employee has learned the profession from the ground floor or if they transfer into HR from another field, good listening skills, analytical skills, and computer skills are a must, says Jane Williams, chief human resources officer at Fulbright and Jaworski L.L.P., an international law services firm. “When looking for new members for our department, the qualities I seek are maturity, a pleasant demeanor, the ability to multitask, as well as someone who is a self-starter with the ability to appropriately handle confidential matters.” With a human resources career spanning 33 years, Williams manages facilities support, employee relations, benefits and compensation, and health services for a staff of 28. As for one of the best parts about her job? She and her team are constantly learning by continually reading about new laws and regulations as they relate to labor and employment law. In addition to lifelong learning, another benefit is job security, says Williams, since virtually every organization has an HR department. “I've worked in a variety of industries, including engineering and construction, as well as diversified manufacturing, banking and now legal," she explains. "People are the common denominator in each of the industries I've worked in.” The internship factor Like Williams, who interned in a personnel department at an amusement park during college, Jerry Hotovec, recruiter at Allina Hospitals and Clinics (Minneapolis, MN), agrees that internships help solidify future HR connections. As an intern with New Ulm Medical Center (Southwestern, MN) during his school days, he performed valuable staff development and HR-related work. "[The experience] put me in the position to transfer to the corporate office when the opportunity afforded itself.” Although the experience gained during the internship laid the foundation for his career, the bachelor’s degree graduate of community health decided to return to school for more relevant coursework. Hotovec is completing an online MBA with a focus on human resources this May from Walden University. “I am currently working on my final course, strategic Management and planning. This course uses real-world business simulations to fully immerse the student in the strategic decisions needed to run a business.” Since he recruits candidates in every level of the organization ranging from entry level through executives for radiology, surgery, cardio vascular, and behavioral health sciences, he notes that finding candidates is always a challenge. Unlike other HR career paths, which focus on internal interactions, a recruiter is often the conduit to the business and the outside world, working internally to meet demands of the business while finding and luring passive job-seekers into new opportunities. That's why Hotovec advises those pursuing recruiter positions be well-trained and equipped with tough skin and flexible outlook. “A recruiter needs to deal with difficult managers and applicants who feel you are being an obstacle to their goals, [as well as have the] flexibility to adapt to changing tactics and a fast-paced situation where nothing is the same day to day.” Countless Career Opportunities According to Tillman, a plethora of career paths exist within HR for those who are creative and strategic. “Some areas impacting talent management, career development, and overall employee relations are employee learning, diversity, and HR communications, which provides highly sensitive information to our workforce through newsletters and e-mail blasts.” Specific areas experiencing high growth within HR: Recruiters or placement specialists – Recruiters search for job applicants, screen candidates, conduct interviews, communicate with hiring managers, extend job offers, and may also check references. Recruiters must be knowledgeable about the organization and its human resources policies to discuss compensation, working conditions, and opportunities with prospective employees. According to BLS, median annual earnings of employment, recruitment, and placement specialists were $41,190 in May 2004. Employer Relations Representatives - typically found in government agencies, these reps maintain working relationships with employers by promoting the use of public employment programs and services. According to BLS, in 2004 median annual earnings of employer relations representatives were $84,850. Compensation Experts/Benefits Analysts – Comp experts conduct surveys to compare their company’s salaries to others in the marketplace to ensure their employees are being paid accordingly, and are often responsible for managing their firm’s performance evaluation system, and may design and implement incentive bonus plans. Benefits analysts manage the company’s benefits programs, in particular its health insurance and pension plans. According to BLS, earnings of compensation and benefits managers were $66,530 in May 2004. Training and Development Managers - develop and implement internal training programs for employees. According to BLS, in 2004 median annual earnings of training and development managers were $67,460. Vicki Salemi, a frequent contributor to ClassesUSA.com, Online Degrees Magazine, and The CollegeBound Network, writes regularly about education and career issues. She is also the author of "The ABC's of College Life.”
by Vicki Salemi