Copywriteroffice

Serp data

Request Result

The request result help you to show your API requests results.

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                            [description] => Having trouble figuring out if HR is right for you? Here's a complete breakdown of the human resources career path to help you decide
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                            [body] => What is the Human Resources Career Path? Josh Fechter Updated on December 22nd, 2021The human resources career path is not something that requires life-long dedication to get ahead in. The thing about human resources management is that entering the field isn’t restricted at all. However, specializing in the field is a whole different story.A lot of people make lateral or inter-departmental switches to work in the human resources department, but that’s mostly observed in small organizations, and sometimes, medium-sized enterprises. Larger organizations usually have a hiring process dedicated to bringing on new employees. Anabolic bodybuilding risks oral turinabol testosterone bodybuilding buy anavar, dianabol sale frank cancerblog. If someone does make a career switch, the human resources career path always starts with some kind of HR certification. The most common among these certifications is one from the Society for Human Resource Management (SHRM) or the ones on HR.University here.If you're interested in learning more via video, then watch below. Otherwise, skip ahead. Why Go for a Human Resource Career Path?There’s a common misconception among people that the HR department’s job is easy. However, that’s far from the case. When you start listing down the sheer number of tasks associated with HR jobs, it’s almost never-ending.HR staff has to deal with labor relations, employment law, talent acquisition, employee benefits, development programs, company culture, human capital deployment, performance management, and various other tasks.However, like all departments, these tasks are divided among several human resources specialists, generalists, and other roles.While HR jobs are certainly fulfilling and complex, it is relatively easy to get into the HR world. Even if you have a Bachelor’s degree in business administration, you can opt for an HR position. To further your career, you can get a Master’s degree in HR and reach for higher-level positions.Even then, if you’re not involved in the HR field in any way, you can still make a lateral move towards an HR career if your company allows it. You’ll most likely have an entry-level position, but the career ladder in HR can be traversed, nevertheless.Some might say an easy career change will eventually lead to a saturation of HR people in the market. However, according to the Bureau of Labor Statistics, the number of HR specialists is estimated to grow by 7% by 2026. Similarly, the number of human resources managers is expected to increase by 9% over the same time period.Since HR is a people operation, HR roles cannot be automated. This means that the demand for HR people will always be increasing while the supply of HR officers will never diminish.Options in the Human Resources Career Path. The HR career path is a relatively simple one, but it can be slightly different for each company and organization. Some companies may have all the possible job titles for HR while others might combine the job descriptions of two into a single role.Similarly, along with the responsibilities, the salaries of HR professionals also differ according to different companies. However, with the help of online platforms like PayScale, Glassdoor, and Salary.com, as well as, the Bureau of Labor Statistics, a general average HR salary for each position can be deduced.The following is the order of a typical HR career path in their respective hierarchal order.HR Assistant. The HR assistant or HR officer is an entry-level position that usually requires a bachelor’s degree, but not necessarily in an HR-related field of study. The HR assistant’s job is to help facilitate various HR processes. This can include completing administrative paperwork for new hires, handling benefits plans, termination, and other delegated tasks.HR assistants are also responsible for solving common workplace issues regarding absences, wages, overtime, and other such problems. Furthermore, they may also be tasked with sending memos, reminders, organizing company events, employment verification, and more.The average salary for HR assistants is $39,000 per year. Some companies can even pay up to $47,000 per year, but the education and certification requirements may be strict.HR Coordinator. HR coordinators, otherwise known as recruiters, are mainly associated with the recruitment side of things. Their job is to assist the HR department with recruitment, payroll processing, employee records, and to provide administrative support.HR coordinators are expected to hunt for talent, arrange interviews, check applicant references, maintain their records, and conduct onboarding sessions.SMEs usually delegate HR assistant duties or HR specialist duties to HR coordinators.The average HR coordinator salary is $49,000, but that number can go up to $60,000.HR Specialist. When you get to the HR specialist position, you’re officially specializing in HR. This is where you start to focus on one specific HR function. For example, you can become an HR clerk, payroll specialist, training and development manager, or employee relations manager.At this point, your unique skill sets come into play. This can involve benefits, training, hiring, or payroll to name a few.Other than your specialist responsibilities, you may also be expected to help with daily HR operations and other organizational practices.Usually, at this point, you are expected to at least have a bachelor’s degree and 3 years of experience in the HR field.The average HR specialist salary is around $51,000. Larger companies promote HR specialists to senior HR specialists before they reach the HR generalist position. Senior HR specialists can earn up to $65,000 per year.HR Generalist. An HR generalist can be considered a training role in becoming an HR manager. Companies usually hire people as an HR generalist and promote them to an HR manager, rather than hiring a manager directly.HR generalists are responsible for practically everything: they help with hiring, training, benefits, payroll, compliance, and a range of other things.The requirements of becoming an HR generalist are similar to HR specialist requirements. However, the average HR generalist salary is $53,000, and if promoted to senior HR generalist, that number can go up to $68,000.HR Manager. HR managers are responsible for overlooking procedures, policies, and compliance-related issues. They have to ensure that all activities are compliant with local, state, and federal laws and that every aspect of HR (including parental leaves, vacation leave, flexible work programs, and insurance programs, among others) abides by the guidelines.The HR manager also partakes in business planning and budget development and is responsible for HR programs throughout an organization.Managers need to have problem-solving and leadership skills and should be familiar with human resource information systemsA Bachelor’s degree is mandatory for the role and 5 years of experience is expected. The average HR manager salary is $76,000 and up to $90,000 for senior HR managers.HR Director. The HR director position can play a number of roles, which may include heading up several departments or just managing the HR managers.HR directors are expected to act as strategic partners to all the employees in a company and may have to deal with day-to-day problems and complaints regarding HR processes.They may also have to deal with compliance and legal matters.Additionally, they could be required to partake in training, recruitment, and team-building activities.Typically, this position requires a master’s degree and more than 10 years of experience. The average HR director salary is around $82,000 and can go up to $110,000 for senior HR directors.Vice President of HR/People Relations/People Operations. The VP position is mostly present in companies with a dedicated Executive employee section. For all other companies, the position after the HR director is just the CHRO.For the VPs of HR, their responsibilities are usually just administrative. They tend to make the key decisions and are responsible for giving the final go-ahead for any new project, procedure, or process.The VP position in larger organizations may be known as VP of People Relations or VP of People Operations. Typically, it’s just semantics, but large enough organizations tend to break the roles down.The average salary of a VP of HR is $126,000, and it may go up to $185,000 for senior vice presidents of HR.Chief HR Officer (CHRO). The human resources career path leads all the way up to the chief HR officer role, which is the highest position you can have. It is a purely administrative role. The CHRO works in tandem with the CEO and other senior and executive staff.They’re responsible for supervising all of the HR administration for a company and can propose changes to senior management, set goals, and may check whether a company is following regulations.CHROs also focus on employee retention and staff development, and could be responsible for developing HR programs to train lower-level HR staff.The position usually requires 15 years of experience and a specialized master’s degree. The average CHRO salary is around $157,000 per year and can go up to $250,000 in larger organizations.If you're looking to learn more about the HR role and career path, then check out our HR Certification Courses.Is a Human Resource Management Career Worth It?Working in the HR department may not be for everyone since it involves handling other employees. However, if you’re working in a different department and are interested in HR, you can always make the switch.It’s one of those careers that are easy to enter and will always provide positive returns and growth.However, once you’re in the HR world, you should stick with it all the way. If you truly believe you’re a people person, becoming an HR professional may be the best decision you make. If you are new to Human Resources and are looking to break into a HR role, we recommend taking our HR Certification Courses, where you will learn how to build your skillset in human resources, build your human resources network, craft a great HR resume, and create a successful job search strategy. Josh FechterJosh Fechter has worked in the HR benefits and payroll software industry for the last several years.Related Posts. HR Coordinator Job Description Example: Roles and Responsibilities What is Employee Experience? [And Why it Matters] What is Bereavement Leave? [And Why It’s Important]Published in HR CultureTagged in
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                            [body] => The Comprehensive Guide to HR Career PathsSeptember 23, 2020January 12, 2022By Lyssa TestLattice TeamShare: Text LinkShare on: Facebook Twitter LinkedInText LinkShare on: Facebook Twitter LinkedInText Linkin this article:What Is Performance Management Software?in this article:What Is Performance Management Software?‍Human Resources professionals can often be so busy helping their employees with their careers that they forget to take the time to prioritize their own career advancement. But whether you’re just starting out in HR or are an experienced veteran in the industry, career path planning is crucial to having a successful career that fulfills your personal and professional goals.Career paths are especially helpful in this field because Human Resources has so many distinct disciplines you could pursue, like payroll, compliance, engagement, recruiting, benefits, diversity and inclusion (D&I), leave of absences, and more. Because there are so many different options, most professionals have to make a choice early on in their careers: Specialize in one core area of HR or remain a generalist.When faced with a major career decision like this, it’s best to know all your options so you can make an informed choice and start working toward your long-term career goals. To break down the differences between generalists and specialists, we spoke to Jovanny Chonillo, MHRM, Senior Human Resources Consultant at Tandem HR, a Chicago-based professional employer organization (PEO), who has years of experience in both types of roles.Here’s a closer look at the differences between generalist and specialist Human Resources career paths, examples of common HR job titles, and how to choose the best career option for you.Generalist vs. Specialist. As the names suggest, a Human Resources specialist is someone who is highly skilled and experienced in one aspect of HR, like recruiting, payroll, or benefits. A generalist, on the other hand, is someone who has general knowledge and expertise across a variety of HR disciplines.While neither option is better than the other, some organizations may benefit more from one type of role than the other. For example, smaller organizations may only need one or two generalists to handle all of their HR needs, while larger organizations might need an entire team of specialists for each HR discipline to deal with the volume and complexity of the business’s needs. Generalist roles are great for people who enjoy having lots of variety in what they do.“As a generalist, you have a hand in any and everything related to HR, which means no day is ever the same and you get to work on a lot of different projects at once,” said Chonillo, who spent almost seven years in generalist roles at LabelMaster, a logistics and supply-chain company based out of Chicago. The downside to a generalist role, cautioned Chonillo, is that you can easily become stretched too thin.“Oftentimes, there’s too much going on and you have to decide what you’re willing to let slip through the cracks,” Chonillo said. “When I was a generalist, I always felt like there were 50 things going on at once...I could never fully dedicate myself to a project I was working on and I never felt I was growing or making meaningful progress because my plate was always full.”Still, even if you intend to specialize in one aspect of HR, a generalist role can lay a solid foundation for a strong career.“It naturally creates an opportunity for you to figure out if there is one area that you do want to specialize in,” said Chonillo. “In my case, I used to want to be a teacher, so I love any role or project that lets me be involved with learning and development.”Specialist roles allow you to play to your strengths and really invest in your skills in one particular area of HR. By gaining experience and a unique skill set, you can become a highly skilled and sought-after candidate in your space.However, if you’re someone who needs variety in your day, you might get bored of doing similar work and projects day in and day out as a specialist. Or, should you decide to pursue a different career interest, you may feel pigeon-holed based on your specialized skill set.When it comes to making a decision as to which route to pursue, it’s important to take into account your unique passions and interests and make sure the path you choose is suited for you. This will lead to a fulfilling career regardless of whether you decide to become a generalist or specialist, or alternate between the two.Common HR Generalist Roles and Responsibilities. Interested in the generalist route? Using the Society for Human Resource Management’s (SHRM) resource center, we’ve compiled a brief list of popular generalist job titles and descriptions ranging from entry-level to executive-level positions.Here’s an idea of what a career as a generalist could look like for you.HR Assistant / Coordinator . This is where most people begin their careers in Human Resources. An HR Assistant or Coordinator is an entry-level role that lets an individual roll up their sleeves and learn about all the day-to-day HR tasks. It’s usually a very generalized role that might help out with recruiting, benefits, payroll, employee relations, engagement, performance management, and whatever else needs to get done.“It’s a great opportunity to learn and understand how the various disciplines of HR impact an organization,” noted Chonillo. “Plus, by gaining exposure to all the different facets of HR, employees can determine if they have a passion for one discipline and decide if that passion could develop into a more specialized role.”This is an excellent place to start if you want to work in Human Resources, and it can be an important jumping-off point for people’s careers.HR Manager. An HR Manager has more decision-making power and ownership of day-to-day HR processes, which, according to Chonillo, could include “ensuring you’re going to meet your 401(k) participation goals, deciding how to revamp communication during open enrollment, or brainstorming initiatives to increase employee engagement.”“Managers still receive a certain level of oversight from their superiors, but they are more empowered to make decisions and be analytical than an HR coordinator,” he said.As you gain experience or as the staff at your company grows, in this role you might lead a team of assistants or coordinators and be in charge of monitoring their performance and ensuring team goals are met.HR Director / VP of HR. A Human Resources Director and Vice President are more senior members of the HR department, usually with 5-10 years of experience or more.“Someone at this level is the owner of end-to-end process creation and the execution and oversight of every process and metric,” explained Chonillo. People in these roles help plan and develop HR strategy, create company policies, decide how to structure the department and teams, and supervise senior staff.“They ensure what the department is doing and accomplishing is aligned with the company’s mission, values, and goals,” Chonillo said. In order to optimally perform their jobs, they must have a solid understanding of all areas of HR, including employment law, organizational planning, employee development, workplace safety, and compliance.Chief HR Officer. Chief Human Resources Officer (CHRO) and Chief People Officer (CPO) are the most senior roles in HR. They typically report directly to the CEO and work closely with the rest of the C-suite and the company board to develop all company-wide HR initiatives, policies, and strategies.CHROs usually have 15 years or more of Human Resources experience; they must be familiar with strategic planning and have proven leadership skills, extensive knowledge of the HR space and core disciplines, and the ability to inspire individuals at all levels of the organization. They oversee and coordinate the entire HR team to ensure that monthly, quarterly, and annual goals are met to advance company objectives.Common HR Specialist Roles and Responsibilities. But not everyone sets out to be a CHRO; many people take interest in one specific aspect of Human Resources and decide to gain expertise and experience in that specific discipline. That might be areas such as payroll, recruiting, learning and development, employee engagement, or compliance, among others.If you’re considering following a more specialized career path, here are just a few of the options available to you.Benefits. Love building robust benefits packages and finding cutting-edge perks to keep your employees happy and healthy? Then maybe a career in benefits is right for you. A benefits specialist handles the planning and administering of benefits, including health, dental, vision, short-term, disability, life insurance, and retirement plans. They work with benefits brokers to secure the best plans at competitive pricing, and they are always on the lookout for new ways to improve existing programs and evolve offerings to suit employees’ changing needs.Common benefits job titles include:HR Benefits CoordinatorGlobal Benefits ManagerBenefits AnalystLearning and Development. Learning and development (L&D) departments build and oversee employee development and training programs. They help identify skills gaps in an organization and create an internal learning curriculum to teach employees new skills and improve existing ones. They’re the ones who oversee new hire onboarding, new and existing manager training, and ongoing employee development.People in these roles coordinate the entire professional growth program and help adapt learning materials for use across online, classroom, and blended learning options. They also track and analyze employee participation rates, engagement, and performance to evaluate and measure program effectiveness and identify opportunities for continued education.Some examples of learning and development job titles are: L&D LeadLearning AdministratorInstructional DesignerHead of Learning and DevelopmentPayroll. If you love working with numbers and are known for your keen attention to detail, you might enjoy a career in payroll. As a payroll professional you have one task: making sure that every employee gets paid correctly and on time each pay cycle. But, guaranteeing the accuracy and timeliness of each paycheck is no small feat.In addition to tracking and verifying employee hours, payroll professionals must process paycheck withholdings like state and federal taxes, and deductions for garnishments, 401(k) contributions, and benefits. They must also stay on top of all state and federal compliance requirements and ensure accurate record-keeping and reporting.A few popular payroll job titles include:Senior Payroll SpecialistPayroll ClerkPayroll ManagerDiversity, Equity, and Inclusion (DE&I). Many companies have renewed their commitment to building a diverse and inclusive workforce and culture. DE&I leads help set and achieve internal diversity goals, like hiring more diverse candidates and improving the internal mobility of minority employees. As well, they work to eradicate bias from internal processes, improve pay equity, and educate employees on diversity and inclusion.Ultimately, their job is to demonstrate how important diversity and inclusion is to an organization’s overall success and strategy, identify and resolve barriers to change, and hold the business accountable for meeting DE&I goals. Crucial to their work is building a culture in which every employee feels seen, heard, and celebrated.Here are a few examples of common D&I job titles:Diversity AssistantDE&I LeadDiversity, Equity, and Inclusion ManagerChief Equality OfficerIt’s easy to get caught up striving for increasingly senior and impressive titles, but it’s important to be intentional about choosing roles that align with your particular interests and will help you achieve your specific career goals.“Think more about the responsibilities and experience you can gain from a role,” Chonillo advised. “[For both specialists and generalists] job titles are usually influenced by the budget a company or hiring manager sets for a role and the responsibilities they think the role will have. The value of a role shouldn’t just be its title; it should be what you can learn from it and how it can get you closer to your career goals — whatever they may be.”additional resources:SHRM vs. HRCI: Which Certification Is Best for You?Articles 12 Global HR Certifications to Consider. Articles What I Wish I Knew: Advice for Those Just Getting Started in HR. Articles What Is Career Pathing?Articles The Ultimate Guide to Employee Development. eBooksNo items found.No items found.Related content. HR Development7 Tips for Writing Your HR Resume — and Making It Stand Out. HR DevelopmentCareers Spotlight: What Is an HR Generalist?HR Development4 Interview Questions You Should Be Prepared to Answer for a Role in HR. HR DevelopmentHow Mentorship Elevates Your HR Career.
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                            [body] => Entry Level to Executive: An HR Career Path Guide What is Human Resources? Human resources (HR) is simply a function in organizations designed to maximize employee performance in relationship to the employer’s strategic objectives. The field is a strategic and coherent approach to managing an organization’s most valued assets — the people who work there. According to the European Journal of Business and Management, the roots of HR can be traced to prehistoric times, when consistent methods for the selection of tribal leaders involved safety and health considerations. From 2000 to 1500 B.C., the Chinese used employee screening techniques, and the Greeks used an apprentice system to select and train individuals for jobs. The beginnings of modern HR developed in the 1700s when the Industrial Revolution took place. Cottage industries were replaced by large factories, creating an influx of immigrant workers. That helped create sizable workforce populations that contributed to themes like personnel functions for keeping worker records and the rise of middle-level supervisors. Power-driven equipment and improved production systems allowed products to be manufactured more cheaply than before, and monotonous, unhealthy, and hazardous jobs resulted. A clear division between management and the working class led to trade unions that fought for workers’ rights. In the early 1900s, governments in the United States and the United Kingdom became involved in work systems. They passed laws regulating work for women and children, establishing minimum wages for male labor, and protecting workers from hazardous working conditions. Management theorists began examining the nature of work and work systems, drawing on current psychological and sociological research. Those theories and research led to today’s HR practices. From the mid-1900s and into present day, several factors and themes emerged — such as collective bargaining and employment laws, computerization, employee benefits, automation, and globalization — forming the current state of HR. Why is Human Resources a Good Career Choice? HR presents a compelling case as a career choice. Entry-level positions typically start at $40,000 to $50,000, with high-level titles nearing and exceeding the six-digit mark. Job outlook is attractive, as well. Despite the integration of technology that can automate some low-level HR functions, the Bureau of Labor Statistics reports that the employment of HR specialists is projected to grow 5% through 2028, and HR managers by 7% over the same period. HR truly shines as a career when considering its intangibles; HR professionals get to have a real impact on workers. From finding top talent and training new hires to solving organizational issues, these professionals meet a fundamental need. A well- or poorly-run HR department can make or break a company. The “human” part of HR is not to be underestimated. HR workers interact with an organization’s employees to help them sort out issues with managers, receive benefits for a new child, and progress their careers so they can experience occupational growth and better provide for their families. Plenty of HR positions involve these sorts of scenarios, and no two days are the same. Advance your career with Concordia University St. Paul Advance your career in Business. B.A. in Human Resource Management M.A. in Human Resource Management It’s also important to note, as the following section covers, the sheer variety of positions in this field. There are general HR roles, titles involving specialization (like benefits or training), and managerial- and executive-level jobs. HR is one field that includes several types of professionals with different skills and job descriptions. Why is HR such a great career choice? HR is an in-demand, potentially lucrative, and dynamic field that offers a wide range of positions, responsibilities, and opportunities to truly impact people’s lives. Answering the question from the organizational perspective is also convincing. The statistics and research demonstrate why companies absolutely need a strong HR department with skilled, caring professionals. Only 15% of employees worldwide are engaged in their jobs, according to Gallup. Another survey found that 32% of workers ages 18 to 35 said they can see themselves leaving their job within a year. One way to prevent employee turnover is hiring the right people. The Harvard Business Review estimated that as much as 80% of turnover is due to bad hiring decisions. The results of ineffective hiring are costly. Research from the Society for Human Resource Management suggests that direct replacement costs can reach 50 to 60% of an employee’s annual salary, with total costs ranging from 90 to 200 percent of annual salary. Arguably, the costs can add up even more, as overall employee morale and productivity can be impacted by high turnover rates. On the other hand, happiness at work can lead to a 12% spike in productivity. Companies that invest in employee support and satisfaction can enhance happiness; Companies that invest in employee support and satisfaction can enhance happiness; Google’s employee satisfaction rates rose 37% as a result of those initiatives. Skilled HR professionals are needed to reverse the problematic trends surrounding employee engagement and turnover. Download the HR Guide HR Career Path. The size and structure of a company can create several different job titles and a wide range of responsibilities for HR positions. Here are some of the most common HR careers, using real-time salary information from PayScale at time of publication. HR Assistant: $40,100 An HR assistant helps facilitate various HR processes. The professional typically completes administrative paperwork for new hires, termination, benefits, and other workplace programs. Another common role is helping solve workplace issues regarding wages, overtime rules, absences, and other day-to-day operations. Other responsibilities include organizing company events, sending reminders, overseeing employment verification, and helping other HR professionals. This entry-level position typically requires a bachelor’s degree. HR Specialist: $50,400 An HR specialist focuses on one specific task or role within the department. For instance, the individual may work exclusively on payroll, benefits, training, and hiring for the company. Other responsibilities may be involved, such as assisting with daily operations of the HR department, along with helping out in other areas from time to time. Strong teamwork skills are needed to work with upper management and staff members. Computer skills, such as proficiency in Microsoft Word and Excel, will help with the typical office work required in HR departments. A bachelor’s degree is often required for this role. HR Generalist: $53,400 An HR generalist performs a wide range of duties in the department. Responsibilities often include payroll, benefits, training, and hiring. The generalist may also review company policies and help suggest changes. Skills and educational requirements are similar to HR specialist positions. HR Manager: $66,400 An HR manager oversees policies, procedures, and compliance relating to employees in an organization. The manager ensures that activities comply with local, state, and federal laws, including topics and policies like insurance programs, flexible work programs, parental leave, open enrollment programs, and vacation and sick leave. The HR manager is active in the daily operations of the department. Strategic elements such as business planning and budget development are also typical responsibilities for this role. Excellent leadership, multitasking, and problem-solving skills are needed to thrive as an HR manager. A bachelor’s degree is the minimum educational requirement. HR Director: $87,700 An HR director can have a large number of roles depending on the organization. In larger companies, a director may head up several departments and hire managers to oversee them. At smaller companies, the HR director may act alone and could even serve informally as the HR manager. The HR director is more of a strategic partner, working as proponents for the company and its employees. Duties may involve the day-to-day problems and complaints surrounding employees, their benefits, payroll issues, and paperwork. Other duties often include ensuring that programs comply with professional standards and laws, overseeing staff operations, and being in charge of recruiting, training, compensation, team building, and leadership. Interpersonal, managerial, organizational, and computer skills are all important. A bachelor’s degree is the minimum educational requirement, and a master’s degree may be needed for high level positions. Chief HR Director (CHRO): $151,136 A CHRO is an administrative role that typically reports to the chief executive officer and senior staff. Tasked with supervising all HR administration for the company, the CHRO is responsible for HR practices and regulations, proposing changes to senior management, and generally ensuring that the company has the necessary workforce to meet all business needs and goals. One particular focus for the CHRO is staff development and retention. Programs and initiatives to train, assign proper management personnel, and give performance-based bonuses can help enhance the organization’s staff. The CHRO continually assesses those types of initiatives and the general performance of personnel under the supervision of the officer. Ensuring that employee morale is high and determining any causes for low morale are primary aspects of cultivating a satisfied, engaged, and, as a result, a productive workforce. Around eight to 10 years of experience supervising HR staff is a typical requirement for the CHRO position. A bachelor’s degree is the minimum educational requirement; many employers prefer a master’s degree. Start or Enhance Your HR Career. Concordia, St. Paul’s online Bachelor of Arts in Human Resource Management and online Master of Arts in Human Resource Management can help you achieve your goals in this desirable career field. Enjoy small class sizes with a personal learning environment geared toward your success, where you’ll learn from knowledgeable faculty who have industry experience. Get started with CSP today. Get Started. Related Articles. Is An Online College Degree Worth It? Marketing vs. Communications Differences Between a B.A. in Business and an MBA Marketing vs. Advertising: What’s the Difference? Compliance Officer View All
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                            [body] => A Guide to the Human Resources Career PathReading time: about 6 minPosted by: Lucid Content TeamIf you’re good with people, passionate about fair and equal working conditions, and tend to be an advocate for others, you may have considered a career in human resources (HR).  Perhaps more than any other role, human resource professionals have the power to help shape company culture and set policy in organizations. With this power, however, comes significant responsibility. HR professionals can have an outsize role in dictating how a company runs, shaping everything from company culture to how the organization retains employees and achieves its long-term goals.  If you’re wondering how to get started with a career in human resources, this article will discuss roles within the HR career path and provide a strategy for mapping out your climb up the human resources ladder. Career Progression Chart for HR (Click on image to modify online)Generalists vs specialists . The human resource management sector is often broken out into two segments: generalist and specialist. Those designations are just how they sound: Generalists handle a wide range of human resources-related tasks across the organization, including benefits, onboarding, performance management, talent acquisition, and compliance. Specialists focus on a single area of human resources management.  A small organization may only need one or a few human resource generalists to handle all employee-related HR issues. Larger or enterprise organizations, however, may need a whole team of HR specialists to effectively handle, address, and give personalized attention to every single employee.  It’s not necessary to choose one path early in your career. However, it is important to think about how you prefer to work—if you enjoy more variety in your daily duties, pursuing a generalist role may be the right path for you. If you prefer a bit more predictability or want to dig deep into a specific topic, you may choose to specialize.  Roles within the HR career path. Should you pursue a career in human resources? While job titles can vary at different levels of seniority, there are plenty of commonalities when it comes to roles and responsibilities. Here’s a breakdown of the human resources ladder, including necessary qualifications, responsibilities, and expectations for each role.  HR assistant. Description: The HR assistant performs lower-level HR tasks. This role takes direction from and reports directly to senior HR staff. Qualifications B.A. or B.S. degree in Human Resources or related business-focused fieldEntry-level role Responsibilities Respond to employee questions and concerns Assist in events, employee communications, and documentationManage logistics of interviewing and hiring, including scheduling and reference checksHR generalist. Related specialist titles: Human resources clerk, training and development coordinator, payroll specialist Description: An HR generalist is a largely tactical role, with a broad knowledge of human resources functions, from hiring to onboarding and from employee compensation to evaluation. Qualifications Minimum 3 years of HR experienceBachelor’s degree or higherResponsibilities Manage the hiring process from recruiting to onboardingAttend to employee concerns and develop company cultureAdminister performance reportingEnsure company compliance across the boardHR manager. Related specialist titles: Employee relations manager, compensation or benefit analyst/manager, HR information systems manager, training and development manager, labor relations manager Description: HR managers oversee all elements of a human resources program, including hiring, benefits, training, compensation, and more. More than other human resources roles, they are responsible for driving cultural change and improving transparency by linking management and employees. Qualifications B.A. or B.S. degree in Human Resources or related business-focused field5 years of HR-related experience Responsibilities Ensure compliance with company and employee policies and local and business lawsManage teams of HR specialists, generalists, and/or assistants Develop and implement HR plansOversee company culture and human resources goals HR director. Description: HR directors own all human resource efforts across the organization and supervise HR staff to ensure smooth implementation and management of all policies.  Qualifications M.A. or M.S degree in HR or an MBA B.A. or B.S. degree in Human Resources or related business-focused field10 years of HR-related experience Responsibilities Create and implement company-wide policies around talent acquisition, diversity and inclusion, employee retention and dismissal, and benefits programs Build company morale with employee incentive, training, and benefits programs VP or HR or chief human resources officer (CHRO). Description: As the head of human resources, CHROs support the organization-wide HR plans, policies, and strategies around human capital. This role works with other members of the C-suite to develop HR plans affecting the entire company. Qualifications 10-20 years of HR-related experienceM.A. or M.S. degree in HR or an MBA Responsibilities Advise executive management teamOversee management succession and organizational change Develop and implement recruiting, compensation, retention, and benefits plans Oversee talent acquisition and career and leadership development4 tips for climbing the HR career ladder. If the roles and responsibilities mentioned above sound enticing and you want to start pursuing the human resource management career path, keep these suggestions in mind. Be yourself. Your employees bring the unique perspectives of their hobbies, goals, and aspirations to their jobs every day. The same should go for HR professionals. Showing your employees who you are behind your job title will make you a more approachable, empathetic leader.  Be a thought leader. It can feel intimidating—and maybe a bit risky—to share your thoughts and experiences with your peers, especially early in your career. Doing so, however, will help you gain new connections, learn from other’s experiences, and establish yourself in the industry.  Be a know-it-all. Whichever career path for human resources you choose, it’s always good to understand and have insight into the responsibilities of every role. This understanding gives you a 360-degree view of how the company runs (and can help you identify where else you might want to specialize down the line). Put the human in human resources. Human resources is about much more than managing human capital—it’s about truly getting to know the people affected by the policies and procedures you create. Set aside time to walk around the office and meet employees face to face.  What are their interests? What projects are they currently working on? What would make their jobs easier? You may not be able to address every need or concern, but you will gain a better understanding of employees beyond the company payroll or database.  Visualizing your human resources career path. Today’s workforce is more competitive than ever, so having a clear path for your career will help you set—and meet—your career goals. A career in human resources can offer a wide range of positions and experiences, but understanding your key areas of interest will help you build a successful, satisfying career. The first step to understanding where you’re going is seeing the full picture of each step along the way.  With Lucidchart, aspiring HR professionals and people managers can create flowcharts or organizational charts to clearly visualize the career paths from entry level to the C-Suite.  Try Lucidchart free todayStart diagramming with Lucidchart today—try it for free!Sign up freePopular nowWhat does HR actually do? 11 key responsibilitiesA Feature Comparison of Managed Computer Vision ServicesKeeping Pace With AWS Innovation: A Recap of New York Summit 2018About LucidchartLucidchart is the intelligent diagramming application that empowers teams to clarify complexity, align their insights, and build the future—faster. With this intuitive, cloud-based solution, everyone can work visually and collaborate in real time while building flowcharts, mockups, UML diagrams, and more. The most popular online Visio alternative, Lucidchart is utilized in over 180 countries by millions of users, from sales managers mapping out target organizations to IT directors visualizing their network infrastructure.Related posts:4 steps to strategic human resource planningA step-by-step guide to the PDP process
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                            [body] => HR Career Path: Types of Jobs, Salary, and Qualifications By Beth Braccio Hering, Writer Talented human resources professionals improve an organization’s return on its greatest asset—its people. Companies of all sizes depend on HR staff to handle employee-related tasks, such as hiring, training, enforcing policies, administering compensation/benefits, and dealing with workplace issues. In many cases, the first person from the company a potential employee meets is someone from HR. As an important recruiter and gatekeeper, an HR professional promotes the organization and seeks out talent that will help the business meet its goals. FlexJobs is a subscription service for job seekers that features flexible and remote jobs. With an A+ rating from the Better Business Bureau, the monthly subscription costs allow us to fully vet and verify all of the jobs on our site—ensuring that customers have a safe and positive job searching experience.  HR’s Role in Business. When hired, new employees turn to HR as an ally that aids in learning their new role and gets them through administrative matters such as healthcare enrollment and direct deposit setup. Throughout their time at the company, employees continue to seek out HR as an expert source to answer questions about anything from retirement plan specifics to how to deal with a bothersome colleague. HR also keeps in touch with staff on a regular basis for continuing education, policy changes, safety reminders, and other matters. At large companies, people in the HR department tend to have specialized responsibilities in order to maintain efficiency. Businesses with fewer employees to oversee and a lower HR budget require their human resource professionals to cover more ground. If you’re interested in an HR career, the following overview provides basic information on what it takes to get started and the various positions you might consider: Training and Qualifications for HR Careers. Entry-level HR positions typically require a bachelor’s degree. Many enter the field having majored in human resources or business. Classes in psychology, communications, professional writing, and education may prove helpful to understanding and teaching people. Training in accounting or finance can benefit job seekers looking to work in HR areas involving compensation and benefits. Employers often seek candidates with an MBA (master of business administration) or a master’s degree in human resources for higher roles. Likewise, achieving HR certification yields more career options and better pay. The Human Resources Certification Institute (HRCI) awards the Professional in Human Resources (PHR) and the Senior Professional in Human Resources (SPHR) to people who meet specific educational and experience parameters and pass a comprehensive exam demonstrating mastery of various industry concepts. Skills Needed for HR Careers. Because they interact with others on a regular basis, HR folks need outstanding interpersonal skills. Other beneficial qualities include: Solid verbal and written communication abilities A helpful, problem-solving nature High integrity/discretion, as they come into contact with confidential information Commitment to lifelong learning in order to stay abreast of changes to employment law, training methods, and best practices Common Types of HR Careers. If you’re interested in an HR career, the following jobs (depending on skill level) is good place to start. HR Manager. Median annual wage: $113,300 In addition to coordinating and overseeing the work of others within the HR department, HR managers serve as trusted advisors for leaders from other divisions to turn to for advice on handling worker-related issues. Other responsibilities might include developing recruitment strategies, mediating disputes, and assessing worker productivity. Large organizations sometimes employ specialized managers who devote their energy to a certain area of HR. For instance, a training and development manager plans and coordinates programs to boost the knowledge and skill sets of employees. HR Specialist. Median annual wage: $60,880 These professionals perform the tasks that commonly come to mind when one thinks of human resources—interviewing applicants, conducting new employee orientation, answering questions about benefits, processing payroll, and ensuring compliance with employment law, to name a few. Scope of responsibilities varies by company and oftentimes even by day! Proof of the broad nature of this job title: the Bureau of Labor Statistics considers both recruiters and HR generalists in this category. HR Assistant. Median annual wage: $40,700 These vital helpers work with others to keep the HR department functioning smoothly. Their duties oftentimes are administrative in nature, such as handling paperwork, keeping track of absences, posting job vacancies, and calling references of job candidates. Highly organized people who pay attention to detail and possess solid data entry skills may do well in this position. Recruiter. Median annual wage: $60,880 This type of HR career heavily focuses on a company’s hiring needs and filling open positions. Recruiters commonly work for a staffing company or agency that partners with companies to find them great candidates. That said, in-house roles are also prevalent. Helping with resumes, interview prep, and salary negotiation are a few other things recruiters may do to help job seekers. Familiarity with HR databases and applicant tracking systems (ATS) is needed. Professional HR Associations. Want to learn more about careers in human resources? The following groups can provide information and help you connect with others in the industry: The Society for Human Resource Management. The go-to group for all things related to human resources, this global organization offers members everything from career advice and learning opportunities to up-to-date information on pressing topics such as tax laws and sexual harassment prevention. The National Human Resources Association. Members of this volunteer-led organization have access to professional networking forums and a variety of career development programs. Boosting Your HR Career. HR can be a very rewarding—and flexible—career choice. Check out these success stories from members of FlexJobs for inspiration. Then, start weighing your options by browsing through the HR employment opportunities available on the FlexJobs site. We provide a worry-free experience by verifying all our postings so that you can spend your valuable time focusing on finding the job best-suited to your aspirations. You also will want to take a look at our list of the best 100 companies for flexible HR and recruiting jobs. CONNECT TO HR JOBS >>> Photo Credit: bigstockphoto.com Don't forget to share this article with friends! Related Articles. 10 Seasonal Accounting Jobs for Tax Season. 35 Flexible STEM Jobs. 9 Career Fields and Flexible Jobs for Introverts. 11 Legitimate Work-from-Home Data Entry Jobs. Related Categories. Companies for Flexible Jobs Jobs by Career Jobs by Location Top 100 Remote Companies Heather from Santa Cruz, NM. Just purchased the Monthly plan Nicole from El Sobrante, CA. Just purchased the 3 - Month plan Shanna from Wamego, KS. Just purchased the Monthly plan Steven from Saint Paul, MN. Just purchased the 3 - Month plan Sara from Cottage Grove, OR. Just purchased the 3 - Month plan Gloria from Blue Springs, MO. Just purchased the Monthly plan Sophia from Tokyo. Just purchased the Monthly plan Carol from Commerce, GA. Just purchased the Monthly plan Carolyn from San Pedro, CA. Just purchased the 3 - Month plan Rie from Rancho Cucamonga, CA. Just purchased the 3 - Month plan Want a Great Remote or Flexible Job? Save time and find higher-quality jobs than on other sites, guaranteed. Join FlexJobs Now! Recommended Jobs. Digital Transformation – Senior Consulting Manager Jan 12 100% Remote Job Full-Time Senior Investment Operations Analyst Jan 12 100% Remote Job Full-Time MN Senior Accountant Jan 12 100% Remote Job Full-Time Canada Financial Analyst Senior Jan 12 100% Remote Job Full-Time MN, WI Manufacturing Cost Accounting Jan 12 100% Remote Job Full-Time NC, NJ, PA, MA, GA, FL Trending Articles. 45 Happiest Companies That Hire Remote Workers 50 Virtual Companies that Hire for Work-From-Home Jobs 12 Companies Hiring for Flexible Jobs This Winter 7 Companies With Remote Jobs in Canada 35 Flexible STEM Jobs 10 Companies With Initiatives for Professionals With Disabilities FlexJobs in the News. How to Answer 12 of the Toughest Interview Questions FlexJobs Names 30 Hottest Companies Hiring for Work-From-Anywhere Jobs More of This Week's News Currently Hiring on FlexJobs. See All New Jobs Success Stories Just In! Keep up the great job! I have been marketing this platform to everyone who asks! Bevline S., Harare, Zimbabwe Growth Ops Specialist at Lean Labs Jan 12, 2022 FlexJobs is 100% worth it! I found the absolute perfect role for me thanks to FlexJobs! Masi W., Cornelius, NC Digital Marketing Specialist at Vector Security Jan 12, 2022 I'm happy to say I obtained my first remote position after applying to a position I saw on FlexJobs! Luella C., Illinois Customer Service Agent at Camping World Jan 11, 2022 I had a good experience and found a 100% remote job! Dale A., California Customer Service and Claims Representative at UnitedHealth Group Jan 10, 2022 I'm recommending FlexJobs to friends and family looking for a job or a career change! The seminars helped me! Cassandra B., Readfield, ME Clinical Support Associate at Cerebral Care Jan 7, 2022 FlexJobs is a very helpful tool for finding jobs! Tammy M., Tyler, MN Transcriptionist at Appen Jan 6, 2022 As a subscriber, I found using FlexJobs as a search engine for a job search gave me more options! Clarence N., Chicago, IL Customer Service Specialist at Alaska Airlines Jan 5, 2022 Read More Success Stories Weekly Newsletter. Get new job postings, the latest job search tips, trends, news, and exclusive promotions! Get Email Alerts Try FlexJobs for a better remote and flexible job search experience! Try Now! Learn More Expert Job Search Resources Career Advice Help Company Research Reconsider? Here are the top 3 reasons to join FlexJobs today. 1 Access 29,898 hand-screened work from home or flexible schedule jobs 2 Skills tests, courses, checklists, and expert content to help you land your next job 3 Helpful customer service from friendly humans We're not like the other sites. Come see why. Join Now! Find Remote Work From Home & Flexible Jobs Job Categories for Remote, Part-Time, Freelance, and Flexible Jobs New Remote Work From Home and Flexible Jobs Find Remote Work From Home and Flexible Jobs By Location Top Searched Remote Work from Home Jobs View Popular Job Searches Job Seeker Success Stories! About FlexJobs How FlexJobs Works The FlexJobs Team Careers at FlexJobs Press & Awards Contact Us FlexJobs App FAQ Gift Certificates Job Search Resources Research Top Flexible Companies Job Search Advice, News, & More See Flexible Job Trends Browse Companies by Name Career Coaching & Advice How to Find a Remote Job Guide Guide for Resumes & Cover Letters A Guide for Mom’s Returning to Work Remote Job Market Map National Flex Day Follow Us on follow on Facebook follow on LinkedIn follow on Twitter follow on YouTube follow on Pinterest follow on Instagram follow on TikTok follow on Reddit Reviews of FlexJobs Partner Sites Terms of Use  |  Privacy Policy  |  © 2007-2022 FlexJobs All Rights Reserved
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                                    [19] => stdClass Object
                                        (
                                            [term] => professional
                                            [tf] => 10
                                        )

                                    [20] => stdClass Object
                                        (
                                            [term] => time
                                            [tf] => 9
                                        )

                                    [21] => stdClass Object
                                        (
                                            [term] => 100
                                            [tf] => 9
                                        )

                                    [22] => stdClass Object
                                        (
                                            [term] => 12
                                            [tf] => 9
                                        )

                                    [23] => stdClass Object
                                        (
                                            [term] => follow
                                            [tf] => 9
                                        )

                                    [24] => stdClass Object
                                        (
                                            [term] => hr career
                                            [tf] => 8
                                        )

                                    [25] => stdClass Object
                                        (
                                            [term] => home
                                            [tf] => 8
                                        )

                                    [26] => stdClass Object
                                        (
                                            [term] => search
                                            [tf] => 8
                                        )

                                    [27] => stdClass Object
                                        (
                                            [term] => 100 remote
                                            [tf] => 7
                                        )

                                    [28] => stdClass Object
                                        (
                                            [term] => jan 12
                                            [tf] => 7
                                        )

                                    [29] => stdClass Object
                                        (
                                            [term] => job search
                                            [tf] => 7
                                        )

                                    [30] => stdClass Object
                                        (
                                            [term] => person
                                            [tf] => 7
                                        )

                                    [31] => stdClass Object
                                        (
                                            [term] => skill
                                            [tf] => 7
                                        )

                                    [32] => stdClass Object
                                        (
                                            [term] => employee
                                            [tf] => 7
                                        )

                                    [33] => stdClass Object
                                        (
                                            [term] => 100 remote job
                                            [tf] => 6
                                        )

                                    [34] => stdClass Object
                                        (
                                            [term] => ca purchased
                                            [tf] => 6
                                        )

                                    [35] => stdClass Object
                                        (
                                            [term] => work home
                                            [tf] => 6
                                        )

                                    [36] => stdClass Object
                                        (
                                            [term] => business
                                            [tf] => 6
                                        )

                                    [37] => stdClass Object
                                        (
                                            [term] => monthly
                                            [tf] => 6
                                        )

                                    [38] => stdClass Object
                                        (
                                            [term] => position
                                            [tf] => 6
                                        )

                                    [39] => stdClass Object
                                        (
                                            [term] => purchased monthly plan
                                            [tf] => 5
                                        )

                                    [40] => stdClass Object
                                        (
                                            [term] => purchased month
                                            [tf] => 5
                                        )

                                    [41] => stdClass Object
                                        (
                                            [term] => jan 12 100
                                            [tf] => 5
                                        )

                                    [42] => stdClass Object
                                        (
                                            [term] => 12 100 remote
                                            [tf] => 5
                                        )

                                    [43] => stdClass Object
                                        (
                                            [term] => remote job full
                                            [tf] => 5
                                        )

                                    [44] => stdClass Object
                                        (
                                            [term] => job full time
                                            [tf] => 5
                                        )

                                    [45] => stdClass Object
                                        (
                                            [term] => job seeker
                                            [tf] => 5
                                        )

                                    [46] => stdClass Object
                                        (
                                            [term] => purchased monthly
                                            [tf] => 5
                                        )

                                    [47] => stdClass Object
                                        (
                                            [term] => monthly plan
                                            [tf] => 5
                                        )

                                    [48] => stdClass Object
                                        (
                                            [term] => 12 100
                                            [tf] => 5
                                        )

                                    [49] => stdClass Object
                                        (
                                            [term] => job full
                                            [tf] => 5
                                        )

                                    [50] => stdClass Object
                                        (
                                            [term] => full time
                                            [tf] => 5
                                        )

                                    [51] => stdClass Object
                                        (
                                            [term] => find
                                            [tf] => 5
                                        )

                                    [52] => stdClass Object
                                        (
                                            [term] => full
                                            [tf] => 5
                                        )

                                    [53] => stdClass Object
                                        (
                                            [term] => median annual wage
                                            [tf] => 4
                                        )

                                    [54] => stdClass Object
                                        (
                                            [term] => work home flexible
                                            [tf] => 4
                                        )

                                    [55] => stdClass Object
                                        (
                                            [term] => remote work home
                                            [tf] => 4
                                        )

                                    [56] => stdClass Object
                                        (
                                            [term] => 2022 flexjob
                                            [tf] => 4
                                        )

                                    [57] => stdClass Object
                                        (
                                            [term] => median annual
                                            [tf] => 4
                                        )

                                    [58] => stdClass Object
                                        (
                                            [term] => annual wage
                                            [tf] => 4
                                        )

                                    [59] => stdClass Object
                                        (
                                            [term] => success story
                                            [tf] => 4
                                        )

                                    [60] => stdClass Object
                                        (
                                            [term] => customer service
                                            [tf] => 4
                                        )

                                    [61] => stdClass Object
                                        (
                                            [term] => home flexible
                                            [tf] => 4
                                        )

                                    [62] => stdClass Object
                                        (
                                            [term] => remote work
                                            [tf] => 4
                                        )

                                    [63] => stdClass Object
                                        (
                                            [term] => jan 2022
                                            [tf] => 3
                                        )

                                    [64] => stdClass Object
                                        (
                                            [term] => home flexible job
                                            [tf] => 3
                                        )

                                    [65] => stdClass Object
                                        (
                                            [term] => hr department
                                            [tf] => 3
                                        )

                                    [66] => stdClass Object
                                        (
                                            [term] => work hr
                                            [tf] => 3
                                        )

                                    [67] => stdClass Object
                                        (
                                            [term] => find remote
                                            [tf] => 3
                                        )

                                )

                            [page_rank_decimal] => 55
                            [rank] => 9808
                        )

                    [8] => stdClass Object
                        (
                            [position] => 9
                            [images] => Array
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                                            [emptyThumbnail] => 
                                        )

                                    [1] => stdClass Object
                                        (
                                            [sourceUrl] => 
                                            [targetUrl] => https://www.google.com/search?q=hr+career+path&num=30&hl=en&gl=US&tbm=isch&source=iu&ictx=1&vet=1&fir=SKwkYyYZJkBtlM%252CdUy6YPAE4vXc3M%252C_%253BZ8611n_peOHUEM%252CINcS-RVGB_8hlM%252C_%253BjymPfwopJ9IsrM%252CudwBWGFkfASk5M%252C_%253BTUMihO_-pN4l5M%252C2Tez2LSIBIPb5M%252C_%253BKC5LrMxFjDoi_M%252Cv9duvS-i9LkLcM%252C_%253Bht7nZx69RlE4VM%252CI4fbsAwSUISloM%252C_%253BDe5iLOjDl4QRhM%252CX_7vb_T6RGUBDM%252C_%253BQeAcfu-MdZ3GjM%252CFwePkho0CX-K3M%252C_%253BRChMNKBucMXZtM%252CJJKzbCoxvOoAJM%252C_%253BbxoKYO5rQ0_JXM%252CPkXpkDTkGyv5GM%252C_&usg=AI4_-kT9jDEO3eF7W1V8Jj9TBuTuOxcUYg&sa=X&ved=2ahUKEwjqnvbcvq71AhVNk2oFHVhwDQwQ9QF6BAhzEAE#imgrc=Z8611n_peOHUEM
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                                            [emptyThumbnail] => 
                                        )

                                    [2] => stdClass Object
                                        (
                                            [sourceUrl] => 
                                            [targetUrl] => https://www.google.com/search?q=hr+career+path&num=30&hl=en&gl=US&tbm=isch&source=iu&ictx=1&vet=1&fir=SKwkYyYZJkBtlM%252CdUy6YPAE4vXc3M%252C_%253BZ8611n_peOHUEM%252CINcS-RVGB_8hlM%252C_%253BjymPfwopJ9IsrM%252CudwBWGFkfASk5M%252C_%253BTUMihO_-pN4l5M%252C2Tez2LSIBIPb5M%252C_%253BKC5LrMxFjDoi_M%252Cv9duvS-i9LkLcM%252C_%253Bht7nZx69RlE4VM%252CI4fbsAwSUISloM%252C_%253BDe5iLOjDl4QRhM%252CX_7vb_T6RGUBDM%252C_%253BQeAcfu-MdZ3GjM%252CFwePkho0CX-K3M%252C_%253BRChMNKBucMXZtM%252CJJKzbCoxvOoAJM%252C_%253BbxoKYO5rQ0_JXM%252CPkXpkDTkGyv5GM%252C_&usg=AI4_-kT9jDEO3eF7W1V8Jj9TBuTuOxcUYg&sa=X&ved=2ahUKEwjqnvbcvq71AhVNk2oFHVhwDQwQ9QF6BAh1EAE#imgrc=jymPfwopJ9IsrM
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                                            [emptyThumbnail] => 
                                        )

                                    [3] => stdClass Object
                                        (
                                            [sourceUrl] => 
                                            [targetUrl] => https://www.google.com/search?q=hr+career+path&num=30&hl=en&gl=US&tbm=isch&source=iu&ictx=1&vet=1&fir=SKwkYyYZJkBtlM%252CdUy6YPAE4vXc3M%252C_%253BZ8611n_peOHUEM%252CINcS-RVGB_8hlM%252C_%253BjymPfwopJ9IsrM%252CudwBWGFkfASk5M%252C_%253BTUMihO_-pN4l5M%252C2Tez2LSIBIPb5M%252C_%253BKC5LrMxFjDoi_M%252Cv9duvS-i9LkLcM%252C_%253Bht7nZx69RlE4VM%252CI4fbsAwSUISloM%252C_%253BDe5iLOjDl4QRhM%252CX_7vb_T6RGUBDM%252C_%253BQeAcfu-MdZ3GjM%252CFwePkho0CX-K3M%252C_%253BRChMNKBucMXZtM%252CJJKzbCoxvOoAJM%252C_%253BbxoKYO5rQ0_JXM%252CPkXpkDTkGyv5GM%252C_&usg=AI4_-kT9jDEO3eF7W1V8Jj9TBuTuOxcUYg&sa=X&ved=2ahUKEwjqnvbcvq71AhVNk2oFHVhwDQwQ9QF6BAhxEAE#imgrc=TUMihO_-pN4l5M
                                            [thumbnail] => https://encrypted-tbn0.gstatic.com/images?q=tbn:ANd9GcRCyn5CVnVVIKFjmlZ-eje7qWFMGOXQbSt332LTHUjoHg&s
                                            [emptyThumbnail] => 
                                        )

                                    [4] => stdClass Object
                                        (
                                            [sourceUrl] => 
                                            [targetUrl] => https://www.google.com/search?q=hr+career+path&num=30&hl=en&gl=US&tbm=isch&source=iu&ictx=1&vet=1&fir=SKwkYyYZJkBtlM%252CdUy6YPAE4vXc3M%252C_%253BZ8611n_peOHUEM%252CINcS-RVGB_8hlM%252C_%253BjymPfwopJ9IsrM%252CudwBWGFkfASk5M%252C_%253BTUMihO_-pN4l5M%252C2Tez2LSIBIPb5M%252C_%253BKC5LrMxFjDoi_M%252Cv9duvS-i9LkLcM%252C_%253Bht7nZx69RlE4VM%252CI4fbsAwSUISloM%252C_%253BDe5iLOjDl4QRhM%252CX_7vb_T6RGUBDM%252C_%253BQeAcfu-MdZ3GjM%252CFwePkho0CX-K3M%252C_%253BRChMNKBucMXZtM%252CJJKzbCoxvOoAJM%252C_%253BbxoKYO5rQ0_JXM%252CPkXpkDTkGyv5GM%252C_&usg=AI4_-kT9jDEO3eF7W1V8Jj9TBuTuOxcUYg&sa=X&ved=2ahUKEwjqnvbcvq71AhVNk2oFHVhwDQwQ9QF6BAhyEAE#imgrc=KC5LrMxFjDoi_M
                                            [thumbnail] => data:image/gif;base64,R0lGODlhAQABAIAAAP///////yH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==
                                            [emptyThumbnail] => 1
                                        )

                                    [5] => stdClass Object
                                        (
                                            [sourceUrl] => 
                                            [targetUrl] => https://www.google.com/search?q=hr+career+path&num=30&hl=en&gl=US&tbm=isch&source=iu&ictx=1&vet=1&fir=SKwkYyYZJkBtlM%252CdUy6YPAE4vXc3M%252C_%253BZ8611n_peOHUEM%252CINcS-RVGB_8hlM%252C_%253BjymPfwopJ9IsrM%252CudwBWGFkfASk5M%252C_%253BTUMihO_-pN4l5M%252C2Tez2LSIBIPb5M%252C_%253BKC5LrMxFjDoi_M%252Cv9duvS-i9LkLcM%252C_%253Bht7nZx69RlE4VM%252CI4fbsAwSUISloM%252C_%253BDe5iLOjDl4QRhM%252CX_7vb_T6RGUBDM%252C_%253BQeAcfu-MdZ3GjM%252CFwePkho0CX-K3M%252C_%253BRChMNKBucMXZtM%252CJJKzbCoxvOoAJM%252C_%253BbxoKYO5rQ0_JXM%252CPkXpkDTkGyv5GM%252C_&usg=AI4_-kT9jDEO3eF7W1V8Jj9TBuTuOxcUYg&sa=X&ved=2ahUKEwjqnvbcvq71AhVNk2oFHVhwDQwQ9QF6BAhuEAE#imgrc=ht7nZx69RlE4VM
                                            [thumbnail] => data:image/gif;base64,R0lGODlhAQABAIAAAP///////yH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==
                                            [emptyThumbnail] => 1
                                        )

                                    [6] => stdClass Object
                                        (
                                            [sourceUrl] => 
                                            [targetUrl] => https://www.google.com/search?q=hr+career+path&num=30&hl=en&gl=US&tbm=isch&source=iu&ictx=1&vet=1&fir=SKwkYyYZJkBtlM%252CdUy6YPAE4vXc3M%252C_%253BZ8611n_peOHUEM%252CINcS-RVGB_8hlM%252C_%253BjymPfwopJ9IsrM%252CudwBWGFkfASk5M%252C_%253BTUMihO_-pN4l5M%252C2Tez2LSIBIPb5M%252C_%253BKC5LrMxFjDoi_M%252Cv9duvS-i9LkLcM%252C_%253Bht7nZx69RlE4VM%252CI4fbsAwSUISloM%252C_%253BDe5iLOjDl4QRhM%252CX_7vb_T6RGUBDM%252C_%253BQeAcfu-MdZ3GjM%252CFwePkho0CX-K3M%252C_%253BRChMNKBucMXZtM%252CJJKzbCoxvOoAJM%252C_%253BbxoKYO5rQ0_JXM%252CPkXpkDTkGyv5GM%252C_&usg=AI4_-kT9jDEO3eF7W1V8Jj9TBuTuOxcUYg&sa=X&ved=2ahUKEwjqnvbcvq71AhVNk2oFHVhwDQwQ9QF6BAhqEAE#imgrc=De5iLOjDl4QRhM
                                            [thumbnail] => data:image/gif;base64,R0lGODlhAQABAIAAAP///////yH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==
                                            [emptyThumbnail] => 1
                                        )

                                    [7] => stdClass Object
                                        (
                                            [sourceUrl] => 
                                            [targetUrl] => https://www.google.com/search?q=hr+career+path&num=30&hl=en&gl=US&tbm=isch&source=iu&ictx=1&vet=1&fir=SKwkYyYZJkBtlM%252CdUy6YPAE4vXc3M%252C_%253BZ8611n_peOHUEM%252CINcS-RVGB_8hlM%252C_%253BjymPfwopJ9IsrM%252CudwBWGFkfASk5M%252C_%253BTUMihO_-pN4l5M%252C2Tez2LSIBIPb5M%252C_%253BKC5LrMxFjDoi_M%252Cv9duvS-i9LkLcM%252C_%253Bht7nZx69RlE4VM%252CI4fbsAwSUISloM%252C_%253BDe5iLOjDl4QRhM%252CX_7vb_T6RGUBDM%252C_%253BQeAcfu-MdZ3GjM%252CFwePkho0CX-K3M%252C_%253BRChMNKBucMXZtM%252CJJKzbCoxvOoAJM%252C_%253BbxoKYO5rQ0_JXM%252CPkXpkDTkGyv5GM%252C_&usg=AI4_-kT9jDEO3eF7W1V8Jj9TBuTuOxcUYg&sa=X&ved=2ahUKEwjqnvbcvq71AhVNk2oFHVhwDQwQ9QF6BAhkEAE#imgrc=QeAcfu-MdZ3GjM
                                            [thumbnail] => data:image/gif;base64,R0lGODlhAQABAIAAAP///////yH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==
                                            [emptyThumbnail] => 1
                                        )

                                    [8] => stdClass Object
                                        (
                                            [sourceUrl] => 
                                            [targetUrl] => https://www.google.com/search?q=hr+career+path&num=30&hl=en&gl=US&tbm=isch&source=iu&ictx=1&vet=1&fir=SKwkYyYZJkBtlM%252CdUy6YPAE4vXc3M%252C_%253BZ8611n_peOHUEM%252CINcS-RVGB_8hlM%252C_%253BjymPfwopJ9IsrM%252CudwBWGFkfASk5M%252C_%253BTUMihO_-pN4l5M%252C2Tez2LSIBIPb5M%252C_%253BKC5LrMxFjDoi_M%252Cv9duvS-i9LkLcM%252C_%253Bht7nZx69RlE4VM%252CI4fbsAwSUISloM%252C_%253BDe5iLOjDl4QRhM%252CX_7vb_T6RGUBDM%252C_%253BQeAcfu-MdZ3GjM%252CFwePkho0CX-K3M%252C_%253BRChMNKBucMXZtM%252CJJKzbCoxvOoAJM%252C_%253BbxoKYO5rQ0_JXM%252CPkXpkDTkGyv5GM%252C_&usg=AI4_-kT9jDEO3eF7W1V8Jj9TBuTuOxcUYg&sa=X&ved=2ahUKEwjqnvbcvq71AhVNk2oFHVhwDQwQ9QF6BAhhEAE#imgrc=RChMNKBucMXZtM
                                            [thumbnail] => data:image/gif;base64,R0lGODlhAQABAIAAAP///////yH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==
                                            [emptyThumbnail] => 1
                                        )

                                    [9] => stdClass Object
                                        (
                                            [sourceUrl] => 
                                            [targetUrl] => https://www.google.com/search?q=hr+career+path&num=30&hl=en&gl=US&tbm=isch&source=iu&ictx=1&vet=1&fir=SKwkYyYZJkBtlM%252CdUy6YPAE4vXc3M%252C_%253BZ8611n_peOHUEM%252CINcS-RVGB_8hlM%252C_%253BjymPfwopJ9IsrM%252CudwBWGFkfASk5M%252C_%253BTUMihO_-pN4l5M%252C2Tez2LSIBIPb5M%252C_%253BKC5LrMxFjDoi_M%252Cv9duvS-i9LkLcM%252C_%253Bht7nZx69RlE4VM%252CI4fbsAwSUISloM%252C_%253BDe5iLOjDl4QRhM%252CX_7vb_T6RGUBDM%252C_%253BQeAcfu-MdZ3GjM%252CFwePkho0CX-K3M%252C_%253BRChMNKBucMXZtM%252CJJKzbCoxvOoAJM%252C_%253BbxoKYO5rQ0_JXM%252CPkXpkDTkGyv5GM%252C_&usg=AI4_-kT9jDEO3eF7W1V8Jj9TBuTuOxcUYg&sa=X&ved=2ahUKEwjqnvbcvq71AhVNk2oFHVhwDQwQ9QF6BAhbEAE#imgrc=bxoKYO5rQ0_JXM
                                            [thumbnail] => data:image/gif;base64,R0lGODlhAQABAIAAAP///////yH5BAEKAAEALAAAAAABAAEAAAICTAEAOw==
                                            [emptyThumbnail] => 1
                                        )

                                )

                            [isCarousel] => 
                            [moreUrl] => https://www.google.com/search?num=30&source=univ&tbm=isch&q=hr+career+path&gl=US&hl=en&fir=SKwkYyYZJkBtlM%252CdUy6YPAE4vXc3M%252C_%253BZ8611n_peOHUEM%252CINcS-RVGB_8hlM%252C_%253BjymPfwopJ9IsrM%252CudwBWGFkfASk5M%252C_%253BTUMihO_-pN4l5M%252C2Tez2LSIBIPb5M%252C_%253BKC5LrMxFjDoi_M%252Cv9duvS-i9LkLcM%252C_%253Bht7nZx69RlE4VM%252CI4fbsAwSUISloM%252C_%253BDe5iLOjDl4QRhM%252CX_7vb_T6RGUBDM%252C_%253BQeAcfu-MdZ3GjM%252CFwePkho0CX-K3M%252C_%253BRChMNKBucMXZtM%252CJJKzbCoxvOoAJM%252C_%253BbxoKYO5rQ0_JXM%252CPkXpkDTkGyv5GM%252C_&usg=AI4_-kT9jDEO3eF7W1V8Jj9TBuTuOxcUYg&sa=X&ved=2ahUKEwjqnvbcvq71AhVNk2oFHVhwDQwQ7Al6BAg0EGY
                            [organic_position] => 9
                            [serp_type] => images
                            [isOrganicPage] => 
                            [isOrganic] => 1
                        )

                    [9] => stdClass Object
                        (
                            [position] => 10
                            [title] => What is the Human Resources Career Path? The Complete Guide
                            [url] => https://www.criterionhcm.com/blog/human-resources-career-path
                            [destination] => https://www.criterionhcm.com › blog › human-resource...
                            [description] => Navigating the HR career path can be tricky. Learn what positions are available, and how to land them in this complete guide to your human resources career
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                            [body] => What is the Human Resources Career Path? The Complete GuideByGary AndersonFebruary 17, 2021Navigating the Human Resources career path can seem a little daunting. It's not like other career paths where everything is laid out in a seemingly straight line.Many people transition to HR careers later in life. And, even if you go straight from your college graduation to a human resources position, you may find there are more pathways for progression than you initially thought!Deciding which career moves to make is never easy. But, if you're interested in the HR career path and what it has to offer, we might be able to help.Below, we've outlined a complete guide to HR careers. We'll cover the basics of human resources. We'll also discuss the different positions you might hold as your career progresses. And, we'll talk about the different types of experience and education that you may want on your resume.Human Resources: An Overview . Let's start at the beginning. Human resources careers are all about managing employees. To be successful in HR, you need to be good with people, and you need to be very organized. You also need to stay up to date on the latest employment and wage laws.HR careers aren't merely about discussing wages or going over company and government regulations, however. Today, HR professionals are often involved in shaping corporate policy.Type of Work and Work Environment . A career in HR could lead you to be a senior official in a large corporation. There you may be responsible for strategizing talent procurement and overall retention strategies.But typically, and especially early on, HR professionals deal with compliance, hiring, and disciplinary actions. As you progress, you'll become the voice of the employees in management meetings. You become the ultimate advocate, and that comes with much responsibility.HR professionals typically work full time in office settings. And, for the most part, they work regular hours; Monday - Friday, 9 am - 5 pm. That said, some human resource jobs require frequent travel to job fairs and college campuses.Requirements for HR Success . Though many see human resources as an "easy" career, it's far from it. There are a lot of big decisions to make and many different personalities to manage. But, perhaps the reputation for simplicity comes less from the job itself and more from the relative ease of moving into an HR career.Usually, a Bachelor's degree in business administration is enough to make the transition into an entry-level HR position, even if you've spent the last five years in sales or accounting. That's because many corporations look for mature and experienced employees to fill HR roles.To progress, you can go for a Master's Degree in Human Resources. And, of course, there are certifications you can obtain as well.HR Jobs Outlook. Luckily, there's not much worry around job security once you've made the switch. Unlike other careers, human resources jobs aren't going to be automated anytime soon. Sure, algorithms can help sort out good potential hires from the not-so-great. But, as we've mentioned, a career in human resources is so much more than hiring talent!As employment and healthcare laws become increasingly more complicated, the need for knowledgeable HR professionals is only growing. In fact, over the next ten years, human resources jobs are projected to increase by 7%, which is faster than the average for all careers.HR Career Pathways . Now that you know a little more about human resources in general, we'll look at specific jobs you might hold on your HR career pathway. But first, let's talk about the difference between HR generalists and HR specialists.Generalist Vs. Specialist . Some companies, especially smaller ones, hire HR generalists. An HR generalist will have a comprehensive range of responsibilities, from hiring new employees to ensuring law compliance and everything in between.You'll typically find HR specialists at larger corporations. They focus on one unique aspect of human resources.Some focus on recruitment and hiring. Others might focus on risk assessment programs. Or, they might specialize in labor relations. In that role, they would negotiate collective bargaining agreements and work to interpret union contracts.Whether you generalize or specialize has a lot to do with the size of the company or corporation you work for. At a large corporation, you might become HR manager of Risk Assessment. But at a smaller business, you'll likely be an HR manager. And, your role will include risk assessment along with a variety of other tasks.Everyone's career path is different, and each company has various titles for their HR positions. So, we aim to give you the most commonly used HR job titles. And we've ordered them to represent a general HR career progression. But know that your specific pathway will likely vary and is dependent on the size of the companies you work for.HR Assistant. If you have a bachelor's degree in a business-related field, you likely qualify for an HR assistant position. HR assistants help upper-level human resource employees with various tasks like new hire orientations, benefits package preparation, or termination paperwork.They may also organize company events, send company-wide memos, and help solve workplace issues around wages or absences. But, typically, they do this under the guidance of another human resources manager.It's an excellent position for learning human resources. And, it's a crucial stepping stone for higher HR positions.HR Coordinator. You probably know what an HR coordinator is and does, but by a different name. HR coordinators are also called recruiters. They focus on talent recruitment. But they also help with payroll processing and provide administrative support.As an HR coordinator, you'll hunt for talent, interview potential hires, and help them through the onboarding process. But you'll probably report to someone higher up in human resources as well. And, that person will often delegate paperwork and other potentially menial tasks to you.So, this is still a stepping-stone position. But it's a great one to have because you get to learn talent recruitment, which may prove invaluable later on in your career.HR Manager. By the time you reach an HR manager position, you typically have five years of experience in HR and might have a master's degree as well.HR managers are in charge of compliance. It typically falls on them to ensure the company is following all labor laws.They also often oversee an HR assistant, HR coordinator, or other HR staff. And, they typically work with other members of a company's management team to set budgets. They may also be involved in long-term company planning.That makes this position challenging. You need a lot of interpersonal and leadership skills. You also need to be very familiar with employment law.HR Director. Once you surpass the level of HR manager, you may earn the title of HR Director. Human Resources Director roles vary from company to company.In some businesses, the HR director simply manages the many HR managers. In other companies, an HR Director may have to deal with many of the same day-to-day tasks an HR Manager and HR coordinator does. They may deal with compliance issues, as well as training, recruitment, and even team-building activities.That said, usually, director positions come with a higher salary than HR manager positions do. That's because director roles are generally found in larger corporations and will typically require greater responsibility.Executive Level HR Positions . Some larger corporations have Vice Presidents of Human Resources. And beyond that, some very big companies offer a Chief Officer of Human Resources (COHR) position.By the time you get to these levels, your job becomes administrative. You're probably not holding entry-level interviews, planning the company picnic, or dealing with termination paperwork. Instead, at the top levels, HR professionals make strategic company-wide decisions.They often generate or approve new processes meant to facilitate hiring, retention, or termination. They also oversee all other HR employees. And, they're likely involved in hiring other upper-level management positions.To get to these upper-levels, you'll likely need over ten years of experience, maybe over fifteen. And, a Master's Degree is a good idea.Education Requirements . We've gone through the basics of human resources and talked about different progressions through HR careers. But not everyone has the Bachelor's Degree they need to begin a career in Human Resources.And, even if you do, you may lack experience. So let's look at different educational options for a career in human resources.If you're interested in a career in human resources but don't yet have a Bachelor's Degree, the first step is to acquire one. That said, you don't want to get just any Bachelor's Degree.Preferably, you'll gain a degree in a business-related field of study. This could be economics, business arts, marketing, labor law, or a variety of other business degree options.While taking your undergrad courses, it's a good idea to look for available elective classes in behavioral and social sciences. Classes in those fields will help you understand people a little better, which is vital for a successful HR career!While you're in school or directly after, it's also a good idea to seek an internship. HR internships provide on-the-job experience and will make finding an entry-level HR position that much easier later on.Transitioning to HR from Another Career . If you already made it through college and have some real career experience under your belt, there's no need to run back to school for another Bachelor's Degree in Business Arts. Lots of people successfully transition into HR from other careers.That said, more education might be helpful. If your Bachelor's Degree isn't in a business-related field, you might want to consider an MBA program. MBA or Master's of Business Arts degrees are readily available from all sorts of reputable universities. And you can complete many of the curriculums online or via weekend classes in as little as a year.Once you have either an MBA or a Bachelor's in a business-related field, you can begin looking for entry-level HR jobs, such as an HR assistant position. If possible, leverage the contacts you already have from your prior career.Companies often look for mature and experienced people to fill their HR roles, even at an entry-level. That's because good conversational skills are vital in HR, and few young professionals have what it takes. So, you may be able to use your former career's contacts to gain an HR role by highlighting your communication prowess.You can also seek out HR seminars or certification programs. Both will help you to meet other HR professionals who could help land you a job. Listing seminars and certifications on your resume and mentioning them in an interview won't hurt your chances either!To Sum it Up . If you're considering a job in human resources, there are many options!You might find you love being an HR generalist at a smaller company. There you'll have direct contact with all employees. And you'll get to enjoy a variety of tasks from talent recruitment to running risk assessment programs.Or perhaps you'll journey down the HR specialist track. Maybe you'll even climb the corporate ladder and help create and implement employee programs for giant corporations.No matter which HR career path you pick, you'll likely have full-time but regular hours. And, you'll probably enjoy a stable office setting. Of course, if you prefer the jet set life, HR has options for that too. Recruiters often travel to job fairs and college campuses regularly.Regardless of where your HR career takes you, you'll need a Bachelor's degree in a business-related field. And some general work experience might not hurt either. Many companies look for more mature candidates to fill their HR roles. That makes it relatively easy to transition to an HR career path later on in life.Best of all, HR careers are only forecasted to grow. So transitioning or starting in this field is a good idea! If you're organized, good with people, and know you'll thrive as an employee advocate, HR is an ideal field for you. Hopefully, this guide helped you narrow down a potential HR career path!Gary AndersonVice President of SalesGary has been a driving force at Criterion since 2016, bringing over twenty years of experience in HCM, HR & Payroll solutions to our executive team. His team continuously works to anticipate & understand the HCM needs of SMBs, helping us to produce solutions to solve key business issues our customers face.Related Posts. HCM Without Compromise: The Right Digital Platform Meets Enterprise and Midmarket Needs. Running a midmarket or enterprise organization has never been simple: you’re standing between those organizations with the people power, time and resources to operate at scale, and the smaller businesses who can keep it lean and hands-on. We looked at three essential pain points facing larger and mid-sized organizations.User Simplicity with Enterprise Power: Why Midmarket HCM Software Needs Both . One of the biggest pain points for midmarket organizations is having to compromise between small-company resources and big company needs. In terms of HCM, that means choosing either easy to use software or sophisticated software, but not both. Usability is key for managers and employees, and power and complexity are vital for higher-level operational needs. The HR Evolution: Technology and Learning Agility . For our Future of Work webcast on June 16 2021, Criterion talked to Amanda Bailey, former VP of HR at Brown University about how to leverage technology to create an agile, dynamic learning environment for employees. Bailey, a veteran HR leader, says the recent HR evolution enabled remote employee learning just in time — but it’s the learning culture you build that makes all the difference.
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                            [body] => Becoming a Human Resources Manager – Career Outlook Search Programs. Expand in page Navigation Overview Skills to Acquire Alternative Paths Career & Salary FAQs What is a Human Resources Manager? The most basic definition of a human resources manager is that they are a liaison between the administration and the employees. This is a strategic role that requires a commitment to ethics, development, training, and organizational management. Human resources managers plan, coordinate, and direct administrative activities for a company. Typically, they are in charge of recruiting and hiring, interviewing staff, and training managers. They also play a role in putting together company policies; mainly where diversity, accessibility, harassment, and complaints are concerned. Additionally, HR managers are in charge of benefits programs and work with management teams to set a competitive pay structure, performance review schedules, and so on. Overview Skills to Acquire Alternative Paths Career & Salary Find Jobs FAQs Search Programs. Steps to Becoming an HR Manager . Just about every company needs a human resources department, even if they’re relatively small. Human resource pros are skilled at finding and retaining talent, they take control of the hiring process, manage employee relations, settle disputes, and help put together compensation and benefits packages. Human resources managers need to earn a bachelor’s degree. But we should mention this outright; more human resources managers end up in this role from a wide range of educational paths. In general, you’ll earn your degree and gain work experience. Some human resources managers specialize in one area such as recruitment or benefits, while others have a broad skillset, dabbling in everything from conflict resolution to scheduling performance reviews. If you’re interested in becoming a human resources professional, you’ll need to be a problem solver, an excellent communicator, and an all-around strategist. But before you begin your career as a human resources manager, there are some things you’ll need to know about this potential career path. Human resources is a growing field with plenty of opportunities and relatively high salaries. There are a few steps in between graduating from a bachelor’s degree and becoming a manager or even a director or VP of human resources and that includes gaining experience, earning certifications, and potentially going after a master’s degree. Step 1: Bachelor’s Degree Step 2: Master’s Degree (Optional) Step 3: Experience Step 4: Certification Step 1: Bachelor’s Degree. You might be able to find work with an HR associate degree, but your best bet is to earn a four-year degree. You can choose to earn a human resources management bachelor’s degree if you’re looking to jump right in, or you can earn a degree in the humanities and create more leeway for yourself to move into another career later on. Or you can earn a degree in business to give you more flexibility within a company. Most people who land a managerial role have studied business at the university level but common degrees include finance, marketing, business administration, and in some cases, human resources. While it seems obvious to study human resources, many schools don’t offer this as a degree program. Instead, it’s a subset within the business major. You may be able to earn it as a concentration with your business degree. While earning your bachelor’s degree, taking on an internship is a great way to start gaining experience before graduation rolls around. HR interns might perform tasks related to records management, recruitment, or data entry. Step 2: Master’s (optional). As with a lot of positions in the business sector, a master’s degree is not a requirement to gain entry or get promoted to the top. Many people who hold a master’s degree and work in human resources have an MBA with an emphasis on HR issues. However, despite the fact that it’s not necessary, earning a master’s may land you a higher paying job or fast track your path toward becoming a manager or director. Step 3: Experience. Most recent grads are not going to find themselves running a department right after college. Instead, you’ll likely have to work your way up. Generally, you’ll start out working as an HR assistant or a specialist. You might help the HR manager keep records, assist with employee onboarding, explaining benefit packages, or assist with recruiting. Over time, you’ll gain experience and increasing responsibilities. Step 4: Certification. One way to increase your pay and access to opportunities is to get certifications in the field. You’ll need to work in HR for at least a year before you are eligible to earn professional credentials, but there are a few options for HR workers who want to gain expertise in retirement plans or compensation management, among other designations. Additionally, joining a professional society such as SHRM can help you make connections with other professionals, as well as provide courses and materials for earning your certifications. What Does a Human Resources Manager Do? The short answer is, an HR manager does a lot. In the past, HR was mainly tasked with administrative duties like managing benefits, sick days, and vacation time. Today’s HR manager is focused on growth, employee satisfaction, and professional development. Human resources managers must play a strategic role as both an employee advocate and mentor, and as an impartial mediator and liaison between management and the rank and file. Often, the human resources manager is responsible for hiring, interviewing, training, and enforcing internal policies. Things like recruitment, training, and company culture fall into the HR purview. But, there’s a lot more to HR than hiring and putting together the employee guidebook. HR plans and manages how an organization can get the most out of their existing talent pool. They handle staffing issues and maintain safety and health on the job. Human resources managers also put together compensation and benefits packages aimed at retaining quality employees, while helping the organization save money. Additionally, human resources managers need to be familiar with employment law. While they don’t need to be lawyers, human resources managers counsel upper management on company policies to remain in compliance with federal and state laws such as equal employment opportunity, sexual harassment, accessibility, diversity, and more. Skills to Acquire. To work in human resources, you’ll need to be a detail-oriented person with strong communication skills. Human resources managers must keep up with compensation and benefits, changing workplace laws, company policies, and protocol related to sensitive issues like diversity, gender parity, and harassment. Human resources managers are also responsible for finding the best talent and maintaining organizational policies that ensure a company is getting the most out of their workforce and be able to help employees and managers develop their careers. They need to have the ability to identify talent and develop specific skills through appropriate training. Finally, the HR manager needs to be able to mediate disputes, remaining calm and impartial in the face of conflict. So, there’s a lot to consider. Here is a list of skills you’ll need to be successful in HR: Good Communicator Organizational Management Empathetic Organized Collaborative A Skilled Negotiator An Eye for Talent Critical Thinker Problem Solver Alternative Paths . Defining an alternative pathway for human resources is a difficult prospect. This profession covers a lot of specialties; benefits, recruitment, corporate culture. Those without a background in business or human resources can break into the field by landing a support role within the department or by working in a similar position. For instance, administration or accounting roles promise a smooth transition. Those with a background in communications or social science may also find that this role suits them well. From there, you can earn certifications through the SHRM and level up your expertise. The SHRM does allow HR professionals at all education levels to earn certifications in this field. However, you'll need more work experience (7 years in an HR role) to become eligible to obtain an SHRM-SCP. Human Resources Manager Career & Salary. Where Might You Work? . Human resources managers can work in all kinds of settings. All types of companies rely on human resources departments to manage their internal culture and policies. While human resources managers can work in a broad range of companies, they all share the same set of practices and goals. According to BLS data, human resources managers work in a supervisory role in companies from small startup operations to massive corporations. Managers work in retail, pharmaceutical, banking, telecommunications, insurance, and everything in between. Large companies might have multiple human resource managers, and often, these managers will have a specialty or work in a specific region. Smaller companies might employ one human resources generalist who oversees a small team or even works alone. Human resource managers can also work for schools; K-12 or in a college or university setting. In an educational environment, human resources managers hire and maintain records for school employees such as teachers, administrators, and maintenance employees. Or, human resources managers can find work in a government agency. Human resource managers and staff are needed at state and local offices, in the federal government and specific agencies. In this case, managers may coordinate recruitment efforts, spearhead training sessions, and ensure compliance with regulations. As you can see, there is no shortage of places where a human resources manager can find work. If you’re interested in pursuing this career path, keep in mind that some types of companies pay more than others. If you’re working for the public-school system, you’re not going to earn as much as the HR manager at a large financial firm. So, it’s about finding a culture that’s the right fit and an organization with growth opportunities available. Potential Career Paths. As mentioned above, HR manager is one title within the human resources field. Human resource is a broad category spanning several roles, both general and specialized. As such, there are several roles at all levels. We’ve listed a handful of familiar job titles that you might see on the path to becoming a human resources manager and beyond. Human Resources Clerk An entry-level HR role, a human resources clerk handles administrative and clerical tasks like maintaining records, documenting HR procedures, completing data entry tasks, and answering emails and calls. HR Assistant An HR assistant supports the manager, and is often tasked with scheduling interviews, handling reference checks, and maintaining records associated with personnel changes. Assistants might also help during benefits open enrollment and other special projects, prepare reports, and support the department’s documents and files. Recruiter Recruiters work in a range of fields and are often hired by companies to find qualified employees. The recruiter’s role is to find the best candidates through a combination of research, screener interviews, and research. Recruiters might work for a large company scoping out new talent year-round, or they may work for a recruiting firm that handles the search process for several companies. Often, they work on commission or retainer, so pay depends on placements. While this role differs from the traditional human resources manager role, recruiters must be familiar with hiring policies and best practices, as well as market rates within a profession. Labor Relations Specialist Labor relations specialists serve as a liaison between the companies they work for and the labor unions that employees are a part of. This position involves representing the company’s best interests during labor negotiations and often, they function as the spokesperson in the case of any court proceedings or televised appearances. Labor relations specialists must always keep a watchful eye on changing regulations, ensuring that the company remains in compliance. Human Resources Manager Human Resources managers oversee human resource operations and personnel within a company. Often human resources managers function as a liaison between the upper management and the employees, and work to create policies and procedures that aim to retain and attract top talent and keep business running as smoothly as possible. human resources managers also review compensation, benefits, and internal protocols, and make recommendations to managers. This role requires excellent communication skills, mainly where conflict management and sensitive issues are concerned. Training and Development Specialists This role centers around training and development initiatives for employees within an organization. Often the training/development specialist reviews a company’s training needs and puts together a strategy for developing talent where it’s needed or recruiting talent to fill in the gaps. Additionally, this role also involves creating a development plan for employees’ advancement in moving forward. This could include things like education reimbursement, management training programs, mentorship opportunities, and more. Compensation and Benefits Manager Compensation and benefits are a crucial focus of human resources in general. However, some HR pros exclusively handle benefits and compensation. This role involves putting together healthcare, dental, and vision packages, life insurance, and disability coverage. They also review market trends, conduct surveys, and look at salary data to ensure that employee salaries and benefits are in line with industry standards. Director of Human Resources A director of human resources has a similar job description to an HR manager, but the elevated title comes with higher pay and more responsibilities. A director might oversee multiple human resources managers across various specialties and their respective departments. In addition to managing benefits, compensation, and company culture, directors must work with upper management to establish a budget and human resources managers accomplish the organization's personnel goals without overspending. Human Resources Manager Career Salaries. Occupation Entry-Level Mid-Career Late-Career HR Specialist $45,000 $55,000 $61,000 HR Manager $51,000 $69,000 $75,000 Compensation or Benefit Analyst $50,000 $62,000 $66,000 HR Information Systems Analyst $54,000 $73,000 $83,000 **Salary info provided by PayScale Career Outlook . The Bureau of Labor Statistics (BLS) reports that 136,300 human resource managers are working in the US. Employment is rising at a 0.6% rate, while wages are growing at about 0.3%. The median salary is currently $110,100 though those working in the top 90% of earners take home nearly $200,000 per year. At the low end, human resources managers can still expect to earn about $65,000 annually. Most most human resources managers work in the private sector, in a management role for companies and enterprises. It’s important to note that this data only includes people who have the title human resource manager. The BLS states that this designation does not include those working as benefits managers and the agency categorizes HR specialists separately, as well. HR specialists, or people who are not necessarily managers, earn $60,000 per year on average. In the US, 553,900 people work as an HR specialist and growth in this industry is relatively stable, rising at about 0.5% per year. Often, newer HR employees work as a specialist or recruiter before becoming a manager or director but it’s important to understand that there are several related occupations within this field. Training and development managers, benefits specialists, recruiters, and those called employee relations managers. Because human resources are essential for all kinds of companies, agencies, and organizations, the demand is consistently higher than average. As such, aspiring human resources managers can expect a stable career with higher than average salaries. Advancing From Here. As you start gaining experience in a human resources role, one of the best ways to advance your career is by earning certifications in your field. The Society of Human Resource Management or SHRM offers several certification programs, and in many cases, employers prefer HR reps with SHRM credentials. Human resource managers can advance into a VP or Director of Human Resources role. Find Human Resources Manager Jobs Near You . Frequently Asked Questions. Expand All Collapse All How long does it take to become a human recourses manager? Human resources programs can range from associates to master's degrees. Most people working in human resources will obtain a four year bachelor's degree. What do human resources managers do? An organization's human resources department is responsible for company wide recruiting and hiring responsibilities. Human resources manager will follow local employment laws to create a training and development program and a compensation and benefits program for employees. What is the job outlook for human resources managers? Human resources manager jobs are expected to grow by 9% from 2020 to 2030 according to the Bureau of Labor Statistics. What qualities make the best human resources managers? A recourses manager needs to be sympathetic, good at making decisions, patient, and have strong communication skills. They will also need to follow local employment laws. Where can a human resources manager work? Human resources managers can work in a many different places as almost everywhere needs a human resources manager. Human resources managers can work in hospitals, schools, government agencies, and service companies. sources:. https://www.payscale.com/research/US/Job=Human_Resources_(HR)_Manager/Salary https://www.bls.gov/ooh/management/human-resources-managers.htm https://www.bls.gov/oes/2020/may/oes113121.htm https://www.shrm.org/ Browse All CareersBusiness Career Paths Search Programs. ✖
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                            [body] => The Hierarchy of HR Job Titles (With Salary and Job Descriptions)By Indeed Editorial TeamJune 9, 2021TwitterLinkedInFacebookEmailCopy to ClipboardThis article has been approved by an Indeed Career Coach Human resources departments often have a variety of job types and titles. The variety and ranking of HR positions can be confusing if you have little experience with the field. If you are interested in an HR career, however, it is important to know what jobs you might qualify for or get promoted to as you progress. In this article, we will explain the hierarchy of HR job titles and how to advance in an HR career path. Create a Resume on IndeedWhat is HR?Human resources, or HR, is the department within a company responsible for the hiring and development of its employees. Human resources staff manages all payroll, benefits and administrative tasks for employees. They also handle employee relations and resolve conflicts.Human resources departments are important because they help a company increase productivity while also maintaining employee satisfaction. Other reasons HR departments are important to include:Setting competitive salary and benefits plans to attract talented employeesProviding employees with a safe place to work by ensuring that the company follows occupational safety and health rulesResolving workplace issues between employees and employersOrganizing orientation and training for new and existing hiresAssessing employees’ job satisfaction and ways to improve itCreating a smooth process for recruiting, evaluating, interviewing and hiring skilled individualsMaking sure the company follows employment lawsBusinesses in all industries often hire a variety of HR professionals to meet these responsibilities. Bigger companies typically require a larger HR department with more specialized positions than smaller companies.Related: Human Resources: Definition and How it WorksHR job hierarchy. Human resources departments often build a hierarchy of jobs, each level containing employees who may support others or perform specialized duties. This ranking helps ensure the department operates smoothly and meets the company’s personnel needs. Here is a list of human resources job levels a company might have:Lower- or entry-level HR jobsMid-level HR jobsSenior-level HR jobsSpecialized HR positionsLower- or entry-level HR jobs. People can apply for entry-level HR jobs after getting a Bachelor’s Degree in Human Resources, Business Administration or a similar field. Most of these positions are administrative roles that report to the HR manager. Entry-level HR job titles and descriptions vary by company, but might include: Staffing coordinator. National average salary: $14.74 per hour Primary duties: These professionals help recruit employees, screen job candidates, assist in new hire orientation and administrative tasks, such as organizing time-off requests.Staffing specialist. National average salary: $15.30 per hour Primary duties: These individuals create job descriptions, assess applications and resumes, schedule interviews and manage employee schedules.HR assistant. National average salary: $16.28 per hour Primary duties: These professionals help HR managers with basic duties and administrative tasks, such as payroll, data entry, assisting employees and recruitment.HR associate. National average salary: $16.42 per hour Primary duties: Associates answer employee questions about payroll and benefits. They also organize staff paperwork and job applications.HR representative. National average salary: $18.18 per hour Primary duties: These professionals help employees and job candidates fill out paperwork and understand company policies and benefits.HR administrator. National average salary: $18.82 per hour Primary duties: Administrators maintain employment records, employee data, contracts and databases.HR analyst. National average salary: $56,982 per year Primary duties: Analysts gather and manage company and employee data, review salaries and other statistics, conduct surveys and present this information to their managers.Mid-level HR jobs. After two or three years in an entry-level HR position, professionals often receive promotions for mid-level jobs with more responsibilities and higher salaries. In these roles, they might oversee a team of lower-level employees or they might specialize in a certain area, such as training and development. They typically report to the HR director or another upper management position. Examples of mid-level HR jobs might include:HR specialist. National average salary: $51,609 per year Primary duties: Specialists help recruit and hire employees, conduct interviews and oversee orientation.HR generalist. National average salary: $53,996 per year Primary duties: Generalists oversee all human resources duties, from company policies to employee relations.HR supervisor. National average salary: $55,695 per year Primary duties: Supervisors oversee hiring, regulate employee relations, manage payroll and lead training events.Personnel manager. National average salary: $56,882 per year Primary duties: These professionals recruit, hire and train new employees. They also review performance after probationary periods or annually.Senior-level HR jobs. Upper-management HR professionals are responsible for all decision-making in the department. Depending on the company’s size, these individuals need at least 5 to 10 years of HR experience. Some high-level HR positions require a master’s degree. Human resources executives typically report to the company’s CEO. Examples of senior HR jobs might include:HR manager. National average salary: $73,653 per year Primary duties: These professionals oversee all HR tasks, including recruiting, training, payroll, benefits and employee relations.HR director. National average salary: $95,032 per year Primary duties: Sometimes called "deputy directors," HR directors oversee all employee relations, budgets, staffing, compliance, payroll and benefits.Chief human resources officer. National average salary: $113,766 per year Primary duties: Chief human resources officers manage the department and develop strategies to hire and train the most qualified candidates.Vice president of human resources. National average salary: $149,361 per year Primary duties: These professionals oversee and guide all staffing plans, employee relations, budgeting and more.Related: 12 Human Resources Jobs That Pay WellSpecialized HR positions. Large companies might have highly specialized mid-level jobs that focus on one area of human resources. These can include:Benefits administrator. National average salary: $17.09 per hour Primary duties: These individuals oversee employees’ health, dental, vision, disability and life insurance, retirement plans, profit-sharing and other benefits.Staffing manager. National average salary: $46,823 per year Primary duties: Staffing managers oversee all of a company’s staffing needs, from recruitment to hiring to training to firing.Recruiter. National average salary: $49,122 per year Primary duties: Sometimes called interviewers, these professionals create recruiting plans and search for new talent through a network of industry organizations, professional contacts, social media, job fairs and more.Employee relations manager. National average salary: $66,046 per year Primary duties: These professionals oversee relationships and challenges between coworkers as well as employees and their supervisors.Safety manager. National average salary: $77,450 per year Primary duties: These professionals make sure companies follow federal and state laws, ensure employee safety and perform safety training.Development manager. National average salary: $80,034 per year Primary duties: Development managers, also called "training managers," organize employee training programs and materials.How to advance in your HR career. You can follow these steps to progress in a human resources career path:1. Network with other HR professionals. A large network of professional connections and relationships can give you more opportunities to learn, develop and find jobs. Expand your network by meeting industry members through conferences, social events, trade shows, human resources organizations and professional networking websites.2. Maintain current industry knowledge.Stand out from others by staying up to date on new ideas and changes in the HR industry. Read human resources journals, blogs and magazines. Many HR associations, such as the Academy of Human Resource Development, produce articles and reports on the latest HR theories and practices.3. Update your resume. Every time you get a promotion, reach a milestone, give a presentation or earn another accomplishment, add it to your resume. You should have a current resume ready to send to potential employers if better job opportunities arise.4. Understand all HR jobs. Because human resources departments include so many job types, learning about each one can help you decide where you want to specialize. A basic understanding of multiple HR jobs can also prepare you for generalist or management positions that oversee all HR operations. To build your knowledge, ask your supervisor or colleagues if you can talk to them about their job duties or shadow them for a day.5. Get certified. Industry credentials, such as the HR Certificate Institute’s Professional in Human Resources certification or the Society for Human Resource Management certification, can improve your HR knowledge and set you apart from your coworkers. You must meet the education and experience requirements, then pass an exam to get certified. Add any certifications or continuing education courses to your resume.6. Obtain your master’s degree. An advanced degree can prepare and qualify you for upper-level job opportunities. A Master’s Degree in Human Resources, Human Resources Management or Business Administration can help you develop your skills and knowledge in subjects such as financial management, recruiting and business analysis. You might earn your master’s by taking in-person or online courses while still keeping your full-time HR job. A graduate program typically takes two years to complete.You might hold several HR positions throughout your career. Once you understand the hierarchy of HR job titles, you can determine which ones you are qualified to apply for and which fit in your career path.Related Articles. At-Home Jobs That Pay Over $40K With No College Degree. 12 High-Paying Jobs That Don’t Require a Bachelor’s Degree. Employers Virtually Interviewing Now.
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                            [body] => Getting into Human Resources without an HR Degree By: UCPath Center If you consider yourself a strong problem solver who is analytical, objective and impartial – plus you communicate well, then a career in human resources might be your calling. The human resources field is full of professionals who have a variety of different educational paths and backgrounds, but nearly all have a four-year degree. For example, those with strong math and science skills might find employment in compensation or employee benefits. Teachers could transition into HR by becoming trainers, while law school graduates may find positions as labor relations specialists. While there are a number of undergraduate HR programs available at U.S. colleges and universities, a bachelor’s degree in a related subject – such as communications, business, industrial/organizational psychology, sociology and the social sciences – could also be applied to a career in human resources. Erin Warnock, SHRM-CP and human resource analyst at the UCPath Center, said her journey to a career in HR consisted of several jobs in a variety of industries. She first obtained a Bachelor of Arts degree from UC Riverside with a double major in women’s studies and sociology. After college, Warnock briefly worked as an administrative assistant in an operations department of a construction company.  “While at that company, I transferred over to the safety, HR and risk management department,” she continued. “I absolutely loved the HR portion of the job – that started my career in HR.” Here are some tips on how to climb the human resources career ladder: Focus on Education and Training According to the Society for Human Resource Management (SHRM), HR professionals can further their career by earning an appropriate professional certification: The Associate Professional in Human Resources (aPHR) from the HR Certification Institute is the first certification designed for professionals new to HR. For those with experience, check outSHRM’s Certified Professional (SHRM-CP) and SHRM Senior Certified Professional (SHRM-SCP) Or look into the HR Certification Institute’s Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) The Professional in Human Resources – California (PHRca) certification is for an HR professional who has mastered the laws, regulations and HR management practices unique to California. Warnock said she currently holds a SHRM-CP certification. In order to become certified, candidates are first tested on their HR knowledge. “My biggest study tip is to get a study buddy and relate study material information to what you have already seen in your workplace,” she added. Aspiring practitioners can also work toward a career in human resources by signing up for a continuing education program. The University of California provides workshops and classes that broaden a professional’s HR skills. UCLA Extension, UC Riverside Extension and UC San Diego Extension all offer professional certificates in Human Resource Management that taps into special projects, case studies and role-playing opportunities to create a practical learning experience. Warnock said she also obtained a certificate in Human Resources Management from UCR’s Extension Center. Gain Experience in HR On-the-job experience in human resources is essential, as practitioners need to apply what they have learned in the classroom to the real world. According to Warnock, HR is not static. “There is always something new to learn.” One way to get experience is to work in an administrative role at an organization for several years and then transition into HR. For instance, some begin their HR journey in a payroll processing position. Another way to break into human resources without experience is by starting off as a recruiter at a staffing company. Extroverts comfortable in the sales and networking aspect of talent acquisition could leverage that experience into an employee services (customer service) role at the UCPath Center, for example. If you’re a college student or a recent graduate, an internship in an HR department can provide hands-on experience, as well as exposure to prospective employers. Or you can volunteer at an organization to further your professional development and expand your network. You can use these opportunities to see what areas of HR you enjoy the most and build up your skill set. One of the best ways to find an internship or a volunteer position in HR is to contact your alma mater and reach out to alumni in the HR industry. Cultivate Business Relationships Job candidates are finding their way into HR-related careers these days by attending professional networking events such as industry-specific conferences, local SHRM chapter meetings, and getting involved with professional associations. Warnock said she attended the California HR conference in 2017. “I learned so much,” she added. “I also attend a lot of UC Riverside alumni association events for networking.” It’s important to meet HR professionals in the community. Before you ask for their advice/help, it’s a good idea to find out how you can add value to their organization. Digital networking has risen in popularity in recent years, thanks to online social networking sites LinkedIn, Twitter, Facebook and Instagram. When it’s time to write a brief networking note, be sure to maintain a polite and professional tone. The goal is to establish rapport, and then ask for general information and advice. Remember, a successful professional should work hard at building their knowledge, as well as expanding and maintaining their business networks. Kickstart Your HR Career at the UCPath Center Those pursuing an HR career at the UCPath Center should take into account the evolving day-to-day responsibilities of the HR professional, as well as staying on top of training, acquiring the required skills and networking with industry experts and peers. The UCPath Center’s Human Resources team includes professionals in HR, training, and communications. The HR team’s core services include disability and leave management, learning and development, compensation, talent acquisition and employment. Employees at the UCPath Center are currently processing payroll, administering employee benefits, maintaining employee records, and answering employee questions regarding their benefits, paychecks and personnel transactions, among other responsibilities. Stay connected with the UCPath Center by following on LinkedIn, Twitter and Facebook. Join the UCPath Center team by browsing now. Please follow and like us: Copyright © Regents of the University of California
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                            [body] => 6 Tips for Navigating Your Human Resources Career Path May 21, 2019 by Lauren Pope Share Share What do you and your career path have in common? You’re both unique! Career planning is something every professional should keep at the forefront of their minds. Your career path is unique to you and your experiences. While there isn’t a single correct way to map your career growth, there are things you can do to plan ahead. A human resources career path is unique in that there are several different roads you can take as your career unfolds. With so many HR specialties and job descriptions, it can seem daunting for the HR newcomer to try and decide which path to take. We can’t tell you what company to work for or which job offer to take, but we can give you the tools you need to make those decisions for yourself. Navigating your human resources career path Finding a stride in your career is about patience and planning. You’ll likely run into roadblocks and resistance while planning your human resources career path – and that’s okay! Knowing how to readjust and keep your eyes on where you’re headed is the most important factor for career success. These six helpful tips will help you carve out your human resources career path and jumpstart your professional life. 1. Start by creating your career plan. Before you fall down the rabbit hole of HR job postings and dream companies, you need to know where you’re going. The human resources field is full of different specialities, job requirements, and buzzwords. Understanding where you want your career path to take you will prevent you from wasting time in a job search. That's a lot of information, which is why a career plan is vital to your career growth. What is a career plan? It’s a collection of your dreams, passions, skills, and where you want to go in your career. The great thing about a career plan is that you can make it as detailed as you’d like. Some people create a career plan that spans the entirety of their career, while others only plan a few years ahead at a time. The purpose of creating a career plan is to get your brain working. Thinking about your human resources career path can be overwhelming. A career plan is the perfect way to get all your thoughts straight and hone in on where you want to go – more importantly, how you’re going to get there. 2. Know which skills you need for the job. Once you have an idea of where you want to take your career, it’s time to figure out the skills you need. Just like a lawyer or a doctor, human resources requires a special set of skills. It’s important to know what skills will take you far when planning your human resources career path. Every company and position will require unique challenges and different skills for success. However, there are a few core skills that every HR professional should have. These are just a few of the overarching skills that most HR professionals need. You may need additional skills depending on which human resources career path you choose. For example, if you’re hoping to get a job dealing with labor laws or legal compliance, most companies will expect you to have a law degree. Tip: Check of these 9 human resources skills employers and looking for and learn how to highlight them on your resume 3. Pinpoint the job titles you want to target. Now that you’ve planned your career path and pinpointed your marketable skills, you’ll need to decide which jobs to target. Human resources has a variety of career paths that suit varying skill sets differently. If you have an accounting background, then compensation and benefits might be a perfect fit. If employee advocacy is more your speed, you might consider a path in employee relations. What are the different types of jobs in human resources? Compensation and benefits Recruitment and staffing Training and development Employee relations Labor laws and legal compliance Diversity and inclusion People and culture HR technology Each of the specialities listed above has certain job titles and career ladders associated with it. When planning your human resources career path, make sure the job you’re applying for fits into your broader career plan. You can consult websites like Glassdoor or LinkedIn to find what job titles are available for the position you’re looking into. You can also use these websites to conduct salary research. The best way to decide which job title you should target is to Google the HR job titles that you want to pursue and read through the job descriptions. You’ll start to get a feel for which jobs suit your skills and career aspirations and which ones you can live without. Tip: If you're interested in becoming a CHRO (Chief Human Resources Officer), here's what you'll need to know. 4. Flex your networking muscles. As an HR professional, you’re used to utilizing your people skills. Don’t stop using your network once you’ve landed a job; use those connections to your advantage. Opportunities open up for those who seek them. Even if you’re not looking to change careers or job hunt, there’s still a huge benefit to networking. Here are a few ways you can expand your professional network: Join professional organizations both online and in-person Follow thought leaders on social media and subscribe to their blogs Attend work-related conferences and events Find a mentor outside of your organization Expanding your connections will have long-term benefits. The benefits of creating powerful connections with professionals you can learn from is invaluable. You can promote your own professional development outside of your current role and cultivate new skills that will help guide your human resources career path. 5. Don’t be afraid to change paths. There are countless human resources career paths you can discover as you get further into your career. Many people make the mistake of locking themselves into a specific career path and never considering other options. This is a mistake because it can often blind you to new growth opportunities. If you find yourself being presented with a new opportunity that doesn’t fit your career plan, don’t discount it right away. Weigh the pros and cons of taking this new opportunity. It may take you down a different human resources career path than you were planning, but is that a bad thing? There are three things you should consider when being offered an alternative path: Will you learn something of value in this new position? Can this new role still help you get where you want to go? Does this new opportunity sound exciting to you? Sometimes you can get so stuck in your 10-year plan that you can miss out on an opportunity for growth. Don’t be so rigid in your career planning that you grow stagnant. Be curious and explore new opportunities when they come your way! Tip: Ready to take the next step in your career? Read more about how to change careers. 6. Be ready to deal with career disruptors. There will be times in your career when things don’t go as planned. These career disruptors can be roadblocks in your human resources career path. Understanding how to identify and deal with common career disruptors will help you avoid major missteps in your career planning. A couple of common career disruptors you may encounter are: You are offered an HR position with a different company You accept a promotion or lateral transfer with your current employer You are laid off, downsized, or otherwise terminated from your employer You decide you want to quit your job An unexpected life event prevents you from working for an extended period of time Circumstances force you to make a career move before you planned to do so As you can see, not every career disruptor is necessarily negative. A career disruptor is simply anything that comes up that you didn’t plan for. Understanding that these disruptions are a normal part of career planning will help you clearly navigate your human resources career path and beyond. Next stop? Your career goals! There’s a lot that goes into mapping a human resources career path. Ultimately, it comes down to knowing what you want out of your career and doing what it takes to get there. You have the knowledge on your side – now it’s time to get things done! Ready to take your career into your own hands? Check out our career advice hub for everything you'll need for career growth. Lauren Pope Lauren Pope is a Content Marketing Manager at Oracle and a former content marketer at G2. You can find her work featured on CNBC, Yahoo! Finance, the G2 Learning Hub, and other sites. In her free time, Lauren enjoys watching true crime shows and singing karaoke. (she/her/hers) Recommended Articles. Management 7 Ways to Successfully Change Careers. Burned out? Stressed out? Bummed out? Maybe it’s time for a change. by Lauren Pope Management 12 Types of HR Certifications (+Requirements and Costs). The talent market is becoming more competitive, so you need to do what it takes to stand out! by Lauren Pope Management How to Get a Job in Human Resources (+Salaries, Skills, and Job Titles). Job-hunting is hard, so we’ve decided to make it easier. by Lauren Pope Management 7 Ways to Successfully Change Careers. Burned out? Stressed out? Bummed out? Maybe it’s time for a change. by Lauren Pope Management 12 Types of HR Certifications (+Requirements and Costs). The talent market is becoming more competitive, so you need to do what it takes to stand out! by Lauren Pope Never miss a post. Subscribe to keep your fingers on the tech pulse. By submitting this form, you are agreeing to receive marketing communications from G2.
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                            [body] => How to Successfully Climb the Career Ladder as a Human Resources ProfessionalEveryday responsibilities and ever-changing industry developments can make it challenging for you to invest time in advancing your human resources (HR) career. Luckily, there are numerous innovative methods available to help you expand your knowledge and credentials. At MVNU, we’re dedicated to helping students attain online degrees in timeframes that work best for them. Here, we provide tips to support your progress in the human resources field. PROVE YOUR QUALIFICATIONS WITH A DEGREE OR CERTIFICATION. While many small- and medium-size companies often employ human resource personnel who pivoted into their roles from related jobs, it is challenging to expand your career without educational experience. Some people find going back to school to earn an HR degree online most benefits their career outlook. At MVNU, we offer a BBA in human resource management and an MBA in human resource management. Both programs feature exceptional courses that transform HR professionals into more effective leaders across several specialties.  Industry certifications also help boost your HR career. For example, the Professional in Human Resources (PHR) and Society for Human Resource Management (SHRM) certifications indicate your qualifications in the field. Regardless of how you grow in your knowledge of human resources, rest assured you’ll be with like-minded individuals who can assist in elevating your career. Go Above and Beyond at Work . In most any job, the more excitement and passion you bring to the role, the more likely it is for the leadership at the company to believe your work is first-rate. This statement is particularly vital in HR, where you encounter various situations that call for creativity. For example, HR teams typically must design cultural values that sustain long-term impact at growing companies. Instead of waiting for this assignment from your leaders, identify company needs and take action yourself. Don’t be passive in your HR position, but use your expertise to improve any ineffective processes or systems at your workplace. When you go beyond what executive leadership expects, you’re more likely to see promotions in the future. While a proactive spirit is vital to human resources careers, you must consult your leadership team on any innovations you wish to implement. Additionally, seek office feedback on new initiatives to measure their effectiveness. Remember that some new ideas may fail, but don’t let that prevent you from rethinking them and trying again.  Understand the Extent of the HR Industry . There are numerous unique human resources careers, making it necessary to explore each path before selecting a specialized role. Starting with a generalist position can help you decide on a specialty to pursue in the future as it allows you to gain experience with many HR duties, including benefits, employee development, and payroll. Your company value and chances of being promoted increase when you choose a specialization, making room for a highly rewarding career. Take the following steps to gain a broader knowledge of HR: Work on projects that expose you to areas your current role does not feature. Shadow members of your team or outside teams to experience other tasks.  Ponder your career goals as you try different positions to determine which are most beneficial long-term.  Gather Free Online Resources . Paid services will always be available to help you advance your career, but there are also countless free resources for HR professionals online. These materials can assist you with everything you need to climb the HR ladder, including: Social media platforms, such as LinkedIn or Slack, for networking with other professionals in the field and discovering new job opportunities  Local in-person gatherings or webinars for learning more about your profession from other HR professionals  Open communities, such as HR Open Source, for sharing and borrowing ideas with field experts  Informational newsletters or professional journals for offering advice from your experiences and possibly making new connections  Showcase Your Significant Skills. The human resources field is incredibly versatile, and many skills you’ve attained in past jobs may transfer to an HR role. If you apply for a new position, highlight all relevant job duties on your resume and write them to meet the job requirements. It also helps to consult your mentors and peers on your resume, as they may remember overlooked initiatives you worked on in the past. It also helps to consult peers or mentors who've followed a similar career path, as they can help you prepare for transitional challenges and note the skills most valuable to your new title. When starting a career in HR, don’t refuse a position just because it seems below your experience level. As mentioned, the scope of many human resources careers is broad, and responsibilities differ greatly depending on the size and structure of the business. For instance, an intern acting as the sole HR representative may perform more duties than an HR Associate working on a team of five.  Receive an Online HR Degree at MVNU. As you gain more industry knowledge and experience, you can become more successful in your HR career. Begin your journey by enrolling in an online human resources degree program at MVNU. Our focus is on adult learners, and all our bachelor’s and graduate programs help students get an education while balancing their busy lives. Contact us today for more information. Online Business Programs. Share Want more information? Fill out the form below and an enrollment counselor will contact you. Loading... By completing and submitting this form, I understand and authorize Mount Vernon Nazarene University representatives to contact me about the school and its program offerings by phone (both landline and mobile, dialed manually or automatically), text message, email, or mail. *The information you submit will remain confidential. Chat with us, powered byLiveChat
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                            [body] => 6 Tips For Climbing the HR Career Ladder Everything you need to know about advancing your career in HR.  For those considering a career in human resources, job prospects have never been better. After high-profile HR nightmares at companies like Uber and Thinx, the field’s importance is as apparent as ever. Want to capitalize on the trend? As your day-to-day responsibilities pile on, it may seem hard to step back and find the time to focus on your career. Between navigating an ever-changing compliance landscape and staying current with industry developments, investing in your own career—not just the careers of your employees—seems like a stretch. It doesn’t have to be. There are easy, low-cost ways to broaden your skills and strengthen your credentials. Whether you’re just getting started or looking to make your next move up the career ladder, we’ve put together everything you need to know to take the next step. 1. Be Proactive. A proactive attitude can help in any career, but it’s especially important in HR. Why? You’ll face a variety of situations that require creative solutions. The more innovation and enthusiasm you bring to your role, the easier it is for leadership to trust you and know that you’re doing a quality job. At growing companies, small HR teams often have to start from scratch to create and implement processes that will scale effectively. In most cases, it falls on HR teams to take the lead on initiatives that build a set of cultural values designed to support the company long-term. Here’s a tip: don't wait for someone to assign these responsibilities to you—recognize what your company needs and act on it. Work beyond your job scope to identify systems and processes that need attention and lend your expertise. Don't sit back and watch your company grow or wait for your role to unfold; look for opportunities and act. Everyone loves a positive go-getter who has the company’s best interest in mind. Follow these three steps to be proactive once you identify challenges or gaps within your organization: Get Leadership Support . As you approach uncharted territory, make sure you work closely with your leadership team. Want to introduce a new performance cycle? Thinking of incentivizing employees to go paperless? Pitch ideas to your C-level executives and keep them in the loop as you implement. There’s always room for innovation, but it’s important to have leadership buy-in as you try new things and scale your efforts. Ask for Feedback . Never be afraid to experiment, but always be sure to measure your effectiveness. If your ultimate goal is to increase employee engagement and retention, it’s critical to gather direct feedback on your new initiatives. At smaller companies, have as many in-person conversations as possible, and as you scale, check in with employees through pulse surveys. Learn from Mistakes . When building out HR processes, expect a lot of trial and error. If you introduce Summer Fridays and notice a big decrease in productivity, you’ll need to backtrack and rethink the perk. If your goal was to reward and incentivize employees, there may be a better way to do so that doesn’t negatively impact the business. Perhaps a summer company outing or monthly team happy hours would be a better alternative, for example. More resources on taking initiative in human resources. 3 Things Managers Should Do Everyday Defining Working Motherhood The Top 10 Personality Traits CEOs Care About Why I Turned Down A Director Title Why Stay Interviews Are The New Exit Interviews 2. Learn the Full Scope of HR . There are a variety of career paths that HR professionals might follow as they advance their careers. From talent acquisition associate to payroll guru, it’s helpful to understand each aspect of HR before settling on a specialization. HR generalist roles are a great way to dip your toes into a variety of functions and gain insights into HR’s most common challenges. If you’re on a small (or one-person) HR team, you’ll most likely be asked to perform an array of tasks and be challenged to execute across disciplines. You’ll likely have a hand in culture, benefits, payroll, and hiring—but as your team grows, you’ll have more time to focus on a specific function that appeals to you. Whichever function you zero in on, having generalist experience can make you well-positioned to take on a managerial role down the road. Explore all areas of HR before deciding on one specialization—there are a lot of different areas of HR (benefits, payroll, employee development, etc.). It's nice to see all aspects before deciding to specialize in a particular area—or you may even decide to be an HR generalist that handles a variety of duties in the long run. There are three ways to gain exposure to the full spectrum of HR duties. We’ve summed them up below: Shadow Your Peers. Consider shadowing members of your own, or even external, teams to gain exposure to different roles. Spend time with the HR Director to see if you like managing a team; learn how to process payroll from the finance team; or even talk through current benefits plans with your broker. Your colleagues won’t fault you for deepening your understanding of the business, and you can learn a lot from simply watching. Experiment with New Initiatives. If your role doesn’t touch on an aspect of HR that interests you, work on initiatives that give you exposure to those areas. For example, if your main focus is recruiting, but you’re interested in employee engagement, dedicate some time to a cultural initiative. Suggest a wellness, charity, or social activity and help bring it to life. If it’s successful, you may get to spend more time on similar projects in the future. Understand Long-term Opportunities . Is your ultimate goal to manage others? Work with the CEO to fill leadership roles? Or be the go-to resource for people analytics? Each role has distinct responsibilities that require a diverse skillset. As you explore different opportunities at the ground level, be sure to keep your long-term path in mind and consider what experiences will be most valuable to you down the road. More resources on career HR exploration. How I 'Fell" Into HR Your Guide to 5 of the Best HR Career Paths Tips & Tricks From HR Professionals  Fielding the Most Common Payroll Questions A Day in the Life of Payroll Professional: Cheri Greene  3. Consider Certification . While many HR practitioners at small and mid-sized companies “fell” into the profession, it’s important that your growing HR experience is reflected on your resume in order to advance your career. If you started as office admin for a five-person company and developed into an all-encompassing recruiting, payroll, and benefits role, you want your credentials to reflect your on-the-job expertise. This might mean going back to school for an MBA in an HR-related field—or it might mean getting an industry certification, like a Professional in Human Resources (PHR) or Society for Human Resource Management (SHRM) certification. With a certification in your back pocket, it can be much easier to show your qualifications and advance your career. Take advantage of every opportunity to advance your skills, including certification. If your superiors know that you are serious about building skills and see that you are engaged, you will get more opportunities to advance your career. Consider these three approaches as you take steps toward HR certification: Consult Your Mentors . Whether your ultimate goal is to be a director or a specialist, someone has done it before, so learn which certifications helped them the most in their journey. Some professionals may have found that higher education was crucial, whereas others might think industry certifications were just as useful for their career advancement. Do Your Research . What’s the difference between PHR, SPHR, SHRM-CP, or an MBA? What can each do for you? Which will provide the best ongoing resources and opportunities? Each has its advantages and there’s no wrong decision, but make sure to identify the certification that best aligns with your experience and career goals by putting in the time to research. Get Involved in HR Communities . Whatever route you choose, you will be among like-minded peers who can help you further develop your skillset. If you pursue a Master’s, make real connections with your classmates. If you go for your SHRM certification, utilize the organization’s online resources and attend conferences to get involved with their network. More resources on HR certification. HR Certifications: SHRM Vs. HRCI HR Membership Associations You Should Join Why I Got An MBA In HR 4. Spend Time Outside the HR Bubble . It can be easy to get caught up in the HR bubble—in other words, to fall into the trap of HR tunnel vision. Whether you tend to only converse with HR peers or just get into a heads-down routine, it’s important to come up for air once in awhile. It may seem counterintuitive to recommend that you not focus solely on HR. But you can actually make a greater HR impact if you have a well-rounded understanding of your company’s business and its people. Spend time walking around the office, getting to know employees, or pursuing mentorships with leaders outside of the HR space to help broaden your perspective—all of which you can apply back to your role. There are countless resources outside of the HR bubble. Here are a few ways to start taking advantage of them: Take a Walk . Set aside time daily or weekly to step outside of your department and walk around your office. Chat with employees in common spaces, invite them to grab a coffee, learn what they did over the weekend, find out what projects they’re working on right now. This puts the human in human resources and not only gives you a better understanding of your employees, but gives them a better understanding of you (and gives a face to the HR department!). Cultivate a Range of Mentors. HR mentors are great in terms of best practices, troubleshooting, and career advancement, but it’s also important to have mentors outside of the HR space who can broaden your perspective and expand your toolset. Leaders in other departments can help you better understand business practices and inspire creative solutions. Gain New Skills . HR is a perfect landscape for creativity. Amassing skills outside of the direct HR function can be applicable to many of your own initiatives. Tune into a webinar on marketing and apply what you learn to talent acquisition. Take a Photoshop workshop to help you better communicate internal events or explain complex benefits topic in a visually appealing way. Whatever your outside interests, there is likely a way to translate them into HR. More resources on branching out . Want To Advance Your Career? Step Outside The HR Bubble If I Weren’t In HR, I Would Be... How To Build A Strong HR-Finance Partnership 5. Utilize Free Resources . Thanks to the internet, you now have a world of free resources right at your fingertips. These resources can help you with everything from answering basic how-to questions to finding a network of HR professionals. There will always be paid resources, events, and certifications that you can try, but don’t overlook the opportunities that are publicly available at no charge. Continually challenge yourself and put yourself in the way of learning. Ask for projects from your managers, attend conferences, get an HR certification, ask deep questions, and connect with local HR peers to swap stories and get support. The best things in life are free—even in HR. There are a wealth of free HR resources available to you if you know where to look. Here’s how to get started: Network. Making connections is free and the best way to do this is to start reaching out. Read a blog post that inspires you? Email the author. Interested in learning how other small HR teams are building company culture? Reach out on LinkedIn. Join online networks, attend local meetups, and before you know it, you’ll have a whole network at hand whenever a question arises. Learn . There are countless free ways to grow your industry knowledge. Webinars, meetups, and local roundtables are just a few ways to enhance your HR knowledge. Subscribe to informational newsletters and participate in community networks such as LinkedIn or Slack groups to stay in tune with thought leadership in the HR space. Engage with open communities, like HR Open Source to share ideas among a network of HR practitioners with a range of experience.   Give Back . Whether you have six months of experience or six years, you most likely have unique insights to offer. Wrestled with a payroll issue, culture initiative, or benefits communication? Odds are someone else is up against a similar hurdle and would love to hear how you overcame the challenge. Don’t discount your own experience or thought leadership. More resources on free resources. 7 HR Podcasts To Download Right Now The 5 Best HR TED Talks 5 Ways For Small HR Teams To Make A Big Impact Boomerang Employees: A Guide 6. Highlight Relevant Skills . HR experience doesn’t only come from HR roles. No matter what previous titles you’ve held, you may have amassed numerous skills that are applicable to a wide range of HR positions. Don’t underestimate just how well your other experiences—be it in design, sales, or customer support, for example—might translate into HR qualifications. When you’re looking to make the jump to your next role, having on-the-ground experience, even with an administrative title, can make you just as qualified as someone with the “right” HR title. Work with your peers and mentors to make sure that your resume clearly reflects your HR abilities. Highlight any people management, coaching, mentoring or other HR-related duties that you have had in previous roles. Consider these tips to help you capture the full range of your qualifications as you prepare to make a career move: Audit Your Job Duties. When you’re ready to make the next step in your career, write down all of your job duties so that you can translate them to the requirements of the future role. For example, for someone looking to move from office admin to HR Generalist, it will be crucial to show that your office duties prepared you with experience in  onboarding, payroll administration, or employee event organization, to name a few. Ask for Help . It’s almost guaranteed that someone before you has forged a path, so reach out to others who have had a similar career progression. Get a sense of what skills were useful to them when moving into a new role and what was challenging in their transitions so that you’re prepared. Aim High, but Don't be Afraid to Start Low . Aim high as you build your career in HR, but don’t be afraid to accept a title that is seemingly below your experience level either. Titles in the HR landscape can represent vastly different responsibilities depending on company size and structure. You could be an intern on a one-person HR team, doing everything from recruiting to payroll—which might give you more experience than as an HR Associate on a five person team. More resources on HR skill development . Definitive Guide to Payroll The Future of HR Technology ‘What I Wish I’d Known’ About Talent Acquisition Conclusion. Every HR person follows a unique path, and while it can sometimes feel like a lonely road, there are a wealth of networks and resources available at every stage of the journey. Whether it be blogs, conferences, social networks, or working with a mentor, the best way to advance your career is to get involved in the HR community. Cultivating that support network will help you gain confidence, drive innovation at your company, and move your career forward.   The most successful HR professionals draw on their creativity and drive to help improve their work environments. There’s always room for new ideas. You’ll have some wins. And remember, the most successful HR pros have gotten where they are because of what they learned from mistakes they’ve made too.
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                            [title] => Building Your HR Career Path | Guide to Degrees | All Business Schools
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                            [body] => Building Your HR Career Path Are you good with people? Do you have an eye for details but also a keen understanding of the bigger picture? Then perhaps a stroll down the HR career path is for you. Fundamentally, a human resources manager develops a company's culture, maintains benefits and payroll, and recruits new hires. The HR manager is a pivotal position for any corporation, in every industry. An HR career can offer many exciting choices. HR professionals enjoy a range of career options from recruiting, to training and development, to labor relations and benefits administration. Understanding Your HR Career Path Options. It is important to understand what your HR career path is and how it works. Two key terms in the human resource management sector are "generalist" and "specialist." HR specialists focus their efforts in a single area, such as recruiting or trainingHR generalists are less focused and handle a number of areas and tasks simultaneously As a rule of thumb, small organizations and companies have one or more HR generalists who handle all HR issues. Larger organizations, on the other hand, have many specialists devoted to particular areas and services. A larger organization may also have select HR generalists devoted to managing employee relations. Charting Your HR Career Path. You can always switch between a generalist position and specialist position. Kathy DeCaprio, a Senior HR Manager, emphasizes that it is always easier to make such moves early in your career. As you spend more time in the industry, your skills and interests will become more fine-tuned and your expertise in certain areas will be valued, so career changes may become more challenging. It is a good idea to explore all possibilities early in your HR career. Matt Aspin, a board member of the Seattle chapter of the Society of Human Resource Management says that many entry-level positions are in recruiting and administrative roles. "As recruiters," Aspin says, "young HR professionals will most likely be able to interact with HR generalists and decide whether it is something they are interested in." Career Opportunities for Graduates. After obtaining a human resources certificate, a graduate is qualified for the following positions: Human Resources ClerkHR AssistantRecruiterTraining and Development CoordinatorPayroll SpecialistHR Generalist A recent graduate with a human resource bachelor's degree may anticipate being placed in the following positions: Human Resources ManagerEmployee Relations ManagerCompensation or Benefit Analyst/ManagerHR Information Systems ManagerTraining and Development ManagerLabor Relations Manager HR Professionals who graduated with a master's degree are qualified for the following positions: Director of Human ResourcesVP of Human Resources
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                            [body] => Finding Your Human Resources Career Path April 09, 2020 One of the greatest benefits of pursuing careers in human resources (HR) is that it's an exceptionally broad field with many different paths for success. Whether you’re trying to figure out how to start a career in HR or you've been working in HR for years, you'll be able to find and follow your own direction based on your personal interests and strengths.But regardless of which path you choose, there are fundamental steps toward success that remain the same — as well as the flexibility to change your mind or your direction as you gain more experience and a stronger sense for what you most want to do.What does it take to be a successful human resources professional?People who are drawn to working in human resources tend to have certain attributes in common. HR careers are very people-focused, so it's a great fit if you're a "people-person" who likes to help others and can work comfortably with diverse peers. Continuing down an HR career path requires you to stay on top of your certifications and ever-evolving best practices in the field — so it's best for individuals who like a challenge and enjoy constantly learning and growing.The tradeoff for working hard is that you get to have a hand in building the culture and shaping the corporate identity of the company or organization where you work. You'll have a very real impact on the lives of other people, whether you're running the HR department solo for a small company or part of a team keeping a larger organization running smoothly.1How do you advance in your HR career?Entry-level HR positions only require a bachelor's degree, but continuing down the human resources career path usually requires additional education (both formal schooling and on-the-job learning). Making the most of your HR career requires you to be proactive, responding to the needs of your organization without being asked and also seeking opportunities to educate yourself and grow in your knowledge and your connections.2 Find mentors — and not just within your field. Yes, it's important to learn from other people with HR careers. But as an HR professional, you'll need to be intimately familiar with the workings of every part of your company, especially if you're an HR generalist. Reach out to people in other departments and learn the ins and outs of their world, too.2 Join professional organizations. Being part of an organization can give you opportunities to meet other people in the field, pursue additional certification, find job postings, and more.3 Network, network, network. Connect with more experienced HR professionals you admire, people who may be able to serve as mentors or let you learn from their experience. But it's also important to establish relationships with your peers and with more junior HR professionals; you can help each other out and build professional friendships that will last throughout your career. Keep up with thought leadership in HR spaces. Take part in online conversations, listen to what leaders in the community have to say, sign up for newsletters — there are a ton of possibilities. Go back to school. Depending on your specific areas of interest in human resources, you can choose from a wide range of master's programs, from an MBA in something related to HR to a Master of Jurisprudence in Labor and Employment Law. Many universities even offer online programs that offer convenience without sacrificing the quality of your education.Choosing your career path: HR Specialist vs HR Generalist. Career paths in HR fall into one of two categories: HR generalist or HR specialist.1An HR generalist, as the name implies, does a little bit of everything. They are responsible for seeing the bigger picture, and they wear many hats. The HR generalist career path is a great choice if you like to stay busy and enjoy tackling many different challenges over the course of the day. Generalists are common at small organizations, where one person or a small team works to cover HR needs. These individuals need to be versatile and adaptable, and they need to be familiar with many different aspects of human resources.Generalists may also be employed by a larger organization, where they work as part of a larger team and collaborate with individual specialists.An HR specialist focuses on one particular area of human resources. While they will have a solid understanding of HR in general, these people are experts in their particular field. Some potential focuses include recruitment, compensation and benefits, training, and employee welfare.4Which human resources career path is right for you? Fortunately, you don't have to decide right away. It's possible to start as a generalist and move into a more specialized position, especially if you enroll in a master's program to build your skills in a particular direction.Careers In Human Resources. Human Resources Clerk/Assistant: Support an HR department or manager. Requires a high school diploma; may require a bachelor's degree. A good choice for newer HR professionals.5Recruiter: Seek and evaluate candidates for job opportunities. Requires a bachelor's degree; a good choice for newer HR professionals.4Payroll Specialist: Help with payroll services and tax preparation. Requires a bachelor's degree in accounting, as well as appropriate certification.6HR Generalist: Work with all elements of human resources. Requires a bachelor's degree.7Human Resources Manager: Oversee many different elements of HR, work with executives, and connect management with employees. Requires at minimum a bachelor's degree; often requires a master's degree as well.7Compensation or Benefit Analyst/Manager: Develop and oversee a company's benefits package for employees. Requires a bachelor's degree, but a master's degree is recommended along with five years of experience.4Human Resources Information Systems (HRIS) Analyst/Manager: Oversee changes to a company's HR system. Requires at minimum a bachelor's degree; often requires a master's degree as well.4Training and Development Manager: Work with managers and supervisors to help support professional development for employees. Requires at minimum a bachelor's degree; often requires a master's degree as well.4Employee Welfare Manager: Oversee programs for employee wellness. Usually requires a master's degree.4If you have years of experience working in human resources, you may also choose to pursue a position with more responsibility and more authority, such as a role as director or vice president of human resources.If you’d like to accelerate your HR career and gain the knowledge necessary to lay a foundation for success, see how an online Master of Jurisprudence in Labor & Employment Law (MJ-LEL) could help you achieve your goals.1. Retrieved on March 19, 2019, from allbusinessschools.com/human-resources/common-questions/building-your-hr-career-path/2. Retrieved on March 19, 2019, from https://library.namely.com/hr-career-ladder3. Retrieved on March 19, 2019, from ihirehr.com/careeradvice/pages/guide-to-professional-hr-organizations4. Retrieved on March 19, 2019, from monster.com/career-advice/article/human-resources-jobs-specialties5. Retrieved on March 19, 2019, fromstudy.com/articles/Human_Resource_Clerk_Job_Description_Duties_and_Requirements.html6. Retrieved on March 19, 2019, from certifiedpublicbookkeeper.org/license/certified-payroll-specialist/overview.cfm7. Retrieved on March 19, 2019, from bls.gov/ooh/business-and-financial/human-resources-specialists.htm#tab-2 Loading... Get Program Details Download a program brochure. Thank you for your submission! Oops, something went wrong. Which program are you interested in applying to? Master of Jurisprudence Title IX Certificate Training Questions? Let's Connect Request Info Apply Now
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                            [body] => The human resources career path: From HR assistant to CHRO HR's role has slowly gained more recognition as a strategic business partner. Learn about the typical HR career path and why technology is more important to the career than ever before. By Rachel Meltzer, Associate Editor Published: 10 Sep 2020 In the past, the human resources profession was widely known for paper pushing and handling employee relations. Although it's still a support function, HR has a far more strategic role than it once did. As an example, take HR's role during the beginning of the coronavirus pandemic. Many organizations relied on their HR departments to work with IT and brainstorm ways to connect with newly remote employees. HR teams gathered feedback, quantified data and worked on strategies to build up the virtual employee experience. For those who are interested in making their way into the profession, here's a guide to what an HR career path looks like and where to start. What is HR? Human resources (HR) is a department dedicated entirely to managing an organization's most valuable asset -- the people. The department works hand-in-hand with leaders and managers to contribute to and steer the workforce so the business can achieve its strategic goals. As the concept of employee experience has risen in importance, HR has taken a greater strategic role in ensuring employees have a positive experience in terms of both physical and emotional health and as it relates to workplace technology and physical spaces. Responsibilities and challenges. HR is a job field that has a wide range of responsibilities and opportunities. HR is instrumental in numerous administrative and strategic tasks throughout the employee lifecycle. Responsibilities may include any of the following: recruiting; scheduling interviews; preparing benefits paperwork; onboarding and managing employee relations; implementing employee experience strategies; helping with technology rollouts; overseeing or managing compliance related to employees; and handling employee disputes. Besides the core HR duties, modern HR professionals need to tackle changes with agility. For example, as COVID-19 created new workplace health issues and a sudden switch to remote work for many nonessential employees, HR teams faced challenges in helping to keep their workforce productive and informed. HR technology and software. Helping IT find and implement the right technology is an important HR responsibility. Some HR professionals determine their HR technology purchases, if they do the right research and present their business case. In addition, HR teams may work with IT and other departments to communicate digital transformation efforts and lead cybersecurity awareness education. A commonly used enterprise HR system is the human resource information system (HRIS). An HRIS automates many administrative processes. It typically can handle recruitment, performance management and learning development (L&D), just to name a few functions. A human resource management system (HRMS) is a similar system that falls under the HRIS umbrella. Both HRMSes and HRISes process payroll. Both systems serve as the core of HR and workforce data management. Most organizations now have an HRIS director, who is the point of contact for anything concerning the HRIS. These specialists know the system in and out, and work to develop, implement and modify these technology systems that help automate HR tasks and processes. The HR department may serve as a consultant or a driver on numerous other technologies that affect employees, such as collaboration platforms or video systems. HR generalist vs. HR specialist. The human resources field is often divided into two main tracks: generalist and specialist. Those who wish to enter the HR career path should study the opportunities in each. As an overview: HR generalists tackle a wide range of HR-related tasks across the whole organization. These include benefits, performance management, compliance and workforce development. Specialists focus on just one area of human resources, such as talent acquisition or benefits. Small and medium-sized businesses (SMBs) may only need a few HR generalists to cover basic HR tasks and any employee disputes. However, larger organizations may need a whole team of specialists who can address specific areas and give more personalized attention to employees. HR roles. Organizations need a strong HR department with diversely skilled professionals. The HR career path is a good fit for people who have traits such as the following: enjoys working with people; comfortable dealing with tricky interpersonal situations and sensitive information; business-savvy; strong attention to detail; great at problem-solving; enjoys research; and tech-savvy. Here is the career path to follow for anyone who wants to pursue a career in human resources. HR assistant . Becoming an HR assistant is the first step into the HR field. This employee typically fills out the paperwork for new hires, layoffs, benefits and other programs. Since this is an entry-level HR position, the person in this role typically fills in gaps in the department, such as organizing company events, sending out reminders and assisting other HR professionals in their daily tasks. A bachelor's degree is required for this role. HR specialist . An HR specialist focuses on one specific task within the department. This can include working exclusively with payroll, benefits or hiring. However, other responsibilities may include helping out in other areas, if needed, so it is important for this employee to still have knowledge in other areas of HR. HR specialist career paths include: Benefits and compensation/total rewards Payroll/finance Talent acquisition Talent development Terminations A bachelor's degree is required for this role. HR generalist . An HR generalist covers a wide range of responsibilities in the human resources department. These often include employee training and development. HR generalists may also review policies and suggest changes. A bachelor's degree is required for this role. HR manager/HR business partner . HR managers see the organization at a much higher level than HR generalists, specialists or assistants. HR managers oversees policies, procedures and compliance and ensures that anything taking place in the organization complies with the country, state and city's laws, including parental leave, paid time off and benefits. A bachelor's degree is the minimum requirement to become an HR manager. Excellent leadership, multitasking and problem-solving skills can help HR managers do well in this role. HR director . HR directors are leaders in the human resources department. Depending on the size of the company, HR directors either work with a large team underneath them or fill in as an HR manager. This role requires diverse, strategic skills, business savvy and flexibility to adapt to an organization's changing needs. HR directors also hire other HR team members and work with them to build the processes and functions required to execute the chief human resource officer's strategies. A bachelor's degree is the minimum requirement for this role and, in some cases, a master's degree is also required. Chief HR officer (CHRO) . A CHRO is the top leader in HR, although in some companies, that title may be chief people officer or chief experience officer. The CHRO typically reports to the CEO or another senior executive. This leader is responsible for all HR practices and regulations, recommending changes to senior management and ensuring that the organization has the required workforce to meet all business needs and goals. One particular focus for the CHRO is staff development and retention. The CHRO continually assesses those initiatives and the overall performance of the workers. Ensuring that employee morale is high and determining any causes for low morale are primary aspects of creating a motivated, engaged, and, as a result, productive workforce. The requirement to become a CHRO depends on the organization, but a common ballpark is eight to 10 years of experience supervising HR staff. A bachelor's degree is the minimum educational requirement, although many organizations prefer a master's degree. Dig Deeper on HCM implementation. HRIS vs. HRMS vs. HCM: Key differences and similarities By: David Essex HRIS administration requires close IT-HR collaboration By: Patrick Thibodeau Why is HRIS maintenance so important? By: Eric St-Jean HRIS (human resource information system) By: Luke Marson SearchSAP Security initiatives can accelerate an S/4HANA migration In this Q&A, Juan Pablo Perez-Etchegoyen, CTO at Onapsis, discusses why it's important for companies to include security measures... SAP strives to attract app developers with BTP SAP wants its Business Technology Platform to compete with development platforms from AWS, Azure and GCP and help it to modernize... 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                            [description] => HR plays an essential role in a company’s overall growth strategy. Whether you’re an HR generalist or HR specialist, here’s how to reach the top of your HR career path
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                            [body] => Defining Your HR Career Path (And How To Get To The Top) Conrado Tapado August 21st, 2018 12 min Are you a recent college grad thinking about going into HR? Or are you just starting out in your HR career path? If you fit into either category, you’re in a great position. Years ago, there was a perception that HR was mostly administrative. Today, there is a realization that HR plays an essential and increasingly visible role in a company’s overall growth strategy. We’re now at a point where there is unprecedented job growth for many industries; as such, the demand for HR professionals is swiftly rising. Because we’re now in a such tight talent market, every organization has to work smarter and harder to retain and attract talent. That means the need for talented HR professionals has never been greater. The data reflects this increasing demand for HR professionals. Here at PayScale, we found that wages for human resource jobs have grown an impressive 15.3 percent since 2006, steadily outpacing wage growth of the general market, which has increased just 12.9 percent. As an HR professional today, you have more opportunities than ever before to work as a strategic partner in your organization — if you know how to seize those opportunities. Now, the tricky question is: which opportunities do you want to seize? Should you be a generalist or a Jack/Jill of all trades, or is it a better move to focus on a particular domain? Below, we’ll talk about the different paths available within the HR, and provide some tips on how you can choose the path that’s best for you. OVERVIEW OF HR ROLES. After graduating from college and starting your career in HR, you can expect to start off as a HR coordinator or similar entry-level position before working your way up. Below are many common job titles in HR for lower, mid, and senior level employees. This progression depends on the organization you work for, your experience, skills, and credientels.  Lower Level or Entry-Level HR Jobs: HR Coordinator HR Assistant HR Associate HR Representative HR Administrator Mid-Level HR Jobs: HR Generalist HR Specialist HR Supervisor Senior-Level HR Jobs: HR Manager HR Director Chief Human Resources Officer (CHRO) VP of HR HR Generalist vs. Specialist. At the broadest level, you can think about whether you want to be an HR Generalist vs. a Specialist. Early on in your career, you might start off as an HR Coordinator. Eventually, as you gain work experience, you could work your way up to becoming a Generalist. With specific training, in any given discipline, you could also become a Specialist if you so choose. As a Human Resources Generalist, you have the ability to explore multiple disciplines and work with a variety of people within your organization. Typically, HR Generalists help managers make decisions relating to human resources, such as maintaining good relationships with employees, supporting new hire onboarding activities and training. Some HR Generalists will administer payroll and benefits. Depending on the size of the organization, they may also help with recruiting and hiring. Human Resources Specialists, on the other hand, focus more narrowly on just one or two areas of HR but have deeper expertise in these areas. Here are just a few of the areas HR Specialists focus on: Recruiting. First impressions matter. Recruiters are often the first point of contact with a company, setting the expectations and brand experience candidates will have. HR Recruiters oversee an organization’s recruiting process, and handle the hiring process from beginning to end. They’re responsible for advertising, posting job requisitions, qualifying and interviewing applicants, and filling out all employment paperwork. HR Recruiters set up interviews and facilitate the interview process. A career path in HR recruiting could eventually lead to a position as Human Resources Manager or Human Resources Director. Compensation Analysis. Compensation Analysts play a pivotal role in retention strategy. Working with operations and HR teams to perform a series of functions that ensure the company offers competitive compensation levels to attract and retain talent. Compensation Analysts administer the company’s business unit-specific variable pay programs. Responsibilities also include reviewing and updating existing pay programs and developing new pay programs. A career path in HR could ultimately lead to a position as Manager of Compensation or a Director of Compensation. Training and Development. Training and Development Specialists are responsible for providing support to employees through various types of training. This may include holding workshops to introduce techniques to the entire staff, or working one-on-one with employees to tend to their individual professional needs. Many who follow this career path end up becoming a Training Director or Organizational Development Director. Benefits Administration. HR Benefits Administrators provide human resources-related advice and information to the employees in their organization. They provide information about benefit programs and process applications. Benefits administrators should be comfortable discussing and explaining things like life insurance, health benefits, and 401(k) benefits to employees. The career path for this track could lead to a position as a Benefits Manager or Benefits Director. Employee Relations. Typically, the primary role of Employee Relations Specialist is to establish goals and objectives for improving employee relations. They monitor and audit company policies and procedures to determine their impact on the company’s employees. Employee Relations Specialists are also responsible for coaching managers and supervising managerial practices to ensure that disciplinary and performance reviews are being done properly. Many in this track eventually become a Director of Employee Relations. HR Career Path to the Top. Keeping your career path in mind, this begs the question, if your ultimate goal is to work your way up the ranks to VP of HR / Head of People or even CHRO, is it better to stay the course of the Generalist? Or is it better to focus on a particular discipline and become a Specialist? The answer is not completely clear cut. There are many factors and variables that come into play. When the economy is strong, like it is now, we often forget what it’s like during a slowdown. However, it’s important to remember that during those downturns, many organizations choose to shift their approach from having multiple Specialists to reliance on Generalists as a cost savings. Certainly being a Generalist would be a great benefit, and provide job security in those situations. Generalists also have the benefit of trying on many hats, and learning from multiple disciplines within their industry. A Jack/Jill of all trades has that opportunity. On the other hand, Specialists really have an opportunity to move the needle and make a huge direct impact in their role. For example, if an organization is struggling with recruiting talent, and improving retention, a Specialist more likely has the autonomy and ability to directly affect and shape the strategies and action plans for their specific department. Whichever career path you choose, one thing to keep in mind is how much technology and innovation are constantly affecting the industry. Many suggest that automation could be a potential threat to specialization in certain areas. In the case of compensation and benefits, there is indeed software that automates these processes. However, far from being a replacement for compensation professionals, compensation software can indeed be a good complement to a comp pro’s duties. Comp software can simply help them do their jobs more efficiently. So, how do you get to the top? Brian Webber, Senior People Partner at PayScale, offers a sound piece of advice. “If you want to be head of HR, you need to specialize in a number of areas. [Having] two or more could really set you apart.” For example, if you only have a background in talent acquisition, you’ll have gaps in other areas. But having experience in both talent acquisition and compensation would help you become a utility player. That being said, employee relations is typically the area with most risk for a company. Harassment, discrimination, labor law and compliance are just a few of the important issues to manage. Thus, a majority of companies are looking for someone with a background in employee relations. Ideally, a head of HR would have a background as a Generalist, with additional training and experience in employee relations, plus one or two other disciplines. Of course, it all depends on the culture of your company and the makeup of a team. As an organization grows, HR leaders can simply fill in the gaps by hiring Specialists to round out their team’s skills. Regardless of whichever career path in HR you choose, be sure to arm yourself with knowledge and research. Here are some additional tips for keeping yourself informed about potential HR career paths: Don’t be afraid to seek out mentors and advice. Be flexible and open to change. Join a professional industry organization, like SHRM. Look into HR certifications that could help round out your skill set. Christen Galletta, Senior HR Generalist at PayScale leaves us with some inspirational closing thoughts. “In HR, you have so much opportunity to be a change agent. Be cognizant of how you can enhance people’s experience. Our role is to help people do the best work they can within a supportive working environment.”   Topics: Comp Strategy & Structure Share. Click to share on LinkedIn (Opens in new window) Click to share on Facebook (Opens in new window) Click to share on Twitter (Opens in new window)
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                            [body] => ip to content Human Resources Degrees Explore and pick the best Human Resources Degrees in HR Anyone studying and getting an MBA in human resources will find many areas of this industry to choose from when it comes to job opportunities. You can work as an HR generalist and work your way up the ladder into a management role, or you can become a specialist. Specializing in a particular area of human resources allows you to work in a certain area you like best, such as educating employees, negotiating contracts, dealing with labor law issues, and a lot more. The Benefits of Obtaining an MBA in Human Resource. Human resource is a career that involves numerous job functions, including: • Recruiting, interviewing, screening, and hiring employees • Dealing with employee conduct and engagement • Helping employees understand benefits packages • Acting as a liaison between the employer and employees • Handling workplace discrimination and harassment issues You are responsible for understanding the needs of the employer and the employees as a human resource manager. Pursuing an MBA in Human Resources can help you understand these needs and help you climb the career ladder. Human Resource Management MBA Program Curriculum. Every college and university that offers an MBA in Human Resources has different admission and core coursework requirements. Some schools offer online classes with flexible schedules to accommodate your full-time work schedule. An example of some of the courses you will take include: • Employment law and ethics • Managing human capital • Organizational development • Ethical decision-making in human resources • Talent management and workforce planning • Labor market analysis and forecasting Getting an MBA in Human Resources Management takes two years of full-time study to complete. This program is about the same amount of time it takes to get a master’s degree in any other discipline. Summary of the 10 Best Careers for HR Professionals Chief HR Officer Human Resources Manager or Director International Human Resources Manager Training and Development Manager HR Consultant Executive Recruiter Labor Relations Manager HR Analytics Specialist Employment Manager Compensation and Benefits Manager 10 Best Careers for Human Resources Professionals. Once you have your MBA in Human Resources and have gained the necessary experience, it is time for you to seek career opportunities in HR. The jobs listed below represent some of the best jobs in human resources. These jobs are highly-rated in terms of job satisfaction, career potential, variety, freedom, monetary compensation, and more. Always look for these job opportunities within the organization where you currently work. It will be easier for you to make the job transition when you are already familiar with the culture. Also, look for these opportunities with other companies so that you do not limit your career growth. 1. Chief HR Officer. Why this career track is great: Excellent income If you are good at HR and like being a key decision-maker in an organization, then a Chief Human Resources Officer is the job for you. The Chief Human Resources Officer is the top position you can obtain if you are on the human resources executive track. A Chief HR Officer requires you to develop HR strategies, policies, and goals for your company. Some of the duties of a Chief HR Officer include: • Leading and supervising managers in the HR division • Communicate HR efforts to support and implement the strategic vision of the company • Function as a business advisor to the CEO and other C-level executives and managers • Develop strategies for recruiting and retaining employees, managers, and executives • Develop compensation and benefit plans • Provide career development, training, leadership development, and retention guidance As a Chief HR Officer, you are responsible for every aspect of the human resources department. You will need to demonstrate excellent organizational, analytical, supervisory, interpersonal, and communication skills. The Chief HR Officer position requires you to have a minimum of 15 years of human resources experience. Your HR experience should include a minimum of five years in a management position. The average salary of a Chief HR Officer is $214,432. Top income earners in this position can make up to $340,090. This salary does not include bonuses, which can be up to an additional $75,000. 2. Human Resources Manager or Director. Why this career track is great: Personal satisfaction Some companies have an HR manager, while others have an HR director. Regardless of the title, HR managers and directors have similar roles. HR managers and directors get the benefit of directly interacting and helping employees. They also work with the Chief HR Officer to plan, coordinate, execute, and manage HR activities. They are involved in guiding employees through the hiring process, explaining benefit programs, training employees, handling labor disputes, and other administrative tasks that are important to workers within a company. HR managers and directors are also called upon to serve as consultants on various issues such as equal employment opportunities, labor laws, and sexual harassment. They have a direct influence and positive impact on the people in a company. Helping others leads to many social benefits and the satisfaction of having a real impact on your fellow human beings. The median annual income for an HR manager or director position is $116,720, and top income earners can make up to $205,720. 3. International Human Resources Manager. Why this career track is great: International travel If you love to travel, can speak one or more foreign languages, and love interacting with other cultures with different customs, then you should consider being an international human resources manager. This HR position involves the same types of duties that a domestic human resources manager would conduct. The main difference is that you will work in different locations around the world. Some of these duties include: • Recruiting candidates into positions around the world where the organization has offices • Implement training and professional employee development standards across an international organization • Implementing compensation and benefit plans according to the laws of countries where the organization has offices • Provide guidance to the international organization on local labor laws and employee rights An international human resources manager is a unique and exciting HR career path. The median annual salary for this position is $133,249, and the top income earners can make up to $183,453. 4. Training and Development Manager. Why this is a great career path: Teach others and improve their skills Training and development managers help employees improve their skill sets and careers. They accomplish this by conducting continuing education classes, workshops, conferences, and other kinds of gatherings. Training and development managers may design the most effective coursework for employees that their organization wants to emphasize. Some of their other duties include: • Assess employees’ training needs • Review training materials from outside vendors • Teach and supervise other instructors • Update training programs to meet current organizational standards You will find this career path very fulfilling if you like standing up in front of people and helping them learn new skills that will improve their career prospects. Training and development managers make an average of $113,350 and can make as high as around $200,000 a year. 5. HR Consultant. Why this career track is great: Make plenty of money on a flexible schedule These days, companies are more complicated than ever before, and human resources departments are no exception. Sometimes an HR department needs an outside perspective to solve a problem. This is when they call a human resources consultant for advice and guidance. Human resources consultants charge companies an hourly rate to provide them with much-needed services. HR consultants may specialize in one or more fields like workplace harassment, labor laws, employee acquisition, retainment, compensation and benefits, employee incentives and rewards programs, company culture after mergers and acquisitions, or employee motivation. An HR department may even outsource some of its functions to an HR consultant. HR consultants assess a company’s current situation and offer systemic recommendations that will help get the HR department and the company to its desired goal. Meanwhile, the HR consultant gets to choose who they work with, when they work, and what to charge. Many HR consultants only get paid when they accept and complete a job. Their average annual compensation can range from $50,000 to $110,000. 6. Executive Recruiter. Why this is a great career path: You help find new careers If you are good at building relationships, a position as an executive recruiter could be a lucrative way to earn a living. Executive recruiters are tasked with finding candidates to fill job openings for C-level executives, senior executives, corporate officers, and directors. Executive recruiters generally get paid on retainers or paid in full after they have filled a position. Executive recruiters can charge large fees because companies are always in need of good senior talent. Executive recruiters need to build solid relationships with companies so that when an opening occurs, these companies call them first. At this point, the recruiter will launch their search and contact executives from other companies who are looking for better opportunities. Executive recruiting is a competitive field. The companies who hire you expect you to bring them the best candidates. If you are successful, you can earn up to $135,000 a year or more. 7. Labor Relations Manager. Why this a great career path: You can fight for the rights of workers Being a labor relations manager is the job for you if you like negotiating contracts and getting the best deal possible for the workers. Labor relations managers act as a mediator between the employees and employer on behalf of a labor union that represents the employees. When there is a dispute between management and a labor union, the labor relations manager helps both sides come to an agreement on issues such as wages, pensions, health benefits, work environment, and management practices. Some of the other duties a labor relations manager will encounter include: • Draft proposals on rules and regulations for collective bargaining agreements • Conduct meeting and be a line of communication between management and labor • Advise and train management on labor relations, labor grievances, and disciplinary procedures • Ensure human resource policies comply with union agreements This is a job where you will need to have good decision-making, listening, interpersonal, and writing skills. You will also need to be detail-oriented when dealing with labor laws. $69,020 is the median annual salary of a labor relations manager. A top labor relations manager can earn up to $124,380 a year. 8. HR Analytics Specialist. Why this is a great career path: Help establish pay and benefits for employees There are costs and benefits every time a company hires a new employee. If you are interested in knowing the cost of hiring, training, and promoting employees, then being an HR analytics specialist is for you. HR analytics specialists provide data that is used by the HR department. Some of the duties of an HR analytics specialist include: • Researching the amount of revenue generated per employee • Helping to improve a company’s talent acquisition strategy • Monitoring training expenses and efficiency • Measuring voluntary and involuntary turnover to improve recruiting and workplace environment • Making recommendations to HR managers Your analytical, business, critical thinking, and communication skills will come in handy as an HR analytics specialist. The average annual income for this position is $99,680, while top income earners in this position can make up to $204,000. 9. Employment Manager. Why this is a great career path: Help people gain employment Employment managers have the same duties as HR managers and directors. Employment managers in a small business may have all the duties of an HR manager, while an employment manager in a large corporation may only focus on recruiting, hiring, and staffing. The median annual salary for an employment manager is $113,700, and top income earners can make up to $143,312. 10. Compensation and Benefits Manager. Why this is a great career path: know the salaries and wages of everybody in your organization Do you want to know the hourly wage or annual salary of everybody in your organization? If you find this interesting, then a job as a compensation and benefits manager is the career for you. As a compensation and benefits manager, you are responsible for establishing a pay and benefits structure for employees. Other duties include: • Oversee the distribution of pay and benefits • Choose and work with insurance companies, investment managers, and other benefit partners • Provide pay and benefits information to employees • Monitor the pay and benefits the competitors provide their employees You will need strong leadership skills as you implement compensation and benefits programs and coordinate staff activities. You will earn an excellent income in this position. The median annual salary for compensation and benefits managers is $122,270. Top income earners in this position can earn up to $208,000. Before you embark on a career in the human resources industry, keep in mind that the salaries presented here are only estimates. Salary and wages for HR positions will differ based on the company, industry, region of the country, education, and work experience. There are excellent prospects for career growth in the human resources industry. Now is a great time to embark on this career path. Sources: www.bls.gov www.payscale.com Other Articles of Interest: Best Online Master’s in HR Degree Programs (MSHR) Best Organizations and Associations for Human Resource Professionals Best Bachelor’s Degrees for Future HR Professionals What is a Talent Acquisition Specialist? Top 10 PhD Programs in Human Resources Top 25 Bachelor’s in Human Resources Degrees Ranked by Graduation Rates Most Affordable Master’s in Organizational Behavior Degree Programs What is Human Resource Development?  
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                            [title] => How to build a career progression framework
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                            [body] => A career progression framework which works for everyone: how we fixed career progression at CharlieHR (2/3) Amy Cowpe Chief of Staff @ CharlieHR Without a strong sense of progression, your team is at risk of losing motivation and looking for opportunities elsewhere. Here's how CharlieHR fixed these problems by building a career progression framework.In the previous article, Ben Gateley wrote about how we had failed to give the Charlie team a meaningful sense of progression – and how it risked demotivating the company, harming our hiring process and even pushing people towards leaving the business.Eventually, Ben, Rob (our CEO) and I came to the conclusion that if we were serious about solving this problem, we had to build a career progression framework. This is how we did it.What is a career progression framework?In its most basic form, a career progression framework is something which:Defines the possible roles and titles across your businessShows which roles each team member can progress toExplains what someone has to do to progress to each roleAn effective career progression framework offers your team clarity, and gives them a sense of meaningful progression. It stops them feeling like they’ve stagnated – and the subsequent risk of them being demotivated, or looking for progression opportunities at other companies. Finally – and most importantly to Ben, Rob & me – it shows them that you’re invested in their personal development, something we have always strived to do at Charlie.Before you start. Throughout this entire process, the best and most important decision we made was to commit to this as a major project. This was an opportunity to build a foundational piece of Charlie culture, not something that we’d have to rebuild in a year’s time. We wanted this to sit alongside things like our Holiday Policy and our High Performance Behaviours as moments where we had put in the work, and got it right. Here’s what “committing” looked like:Giving someone total ownership of the project, for whom it could be their number-one priority.Understanding that this was going to take time. In the end, this was my main project for a month, and involved a good chunk of Rob & Ben’s time.Contracting Alistair Fraser of The People Collective. Our initial instinct was that we could do everything internally – but Alistair’s expertise and experience ended up being vital. Without his help, I’d probably have spent double the amount of time on this.There was one other crucial realisation in the planning stages: we couldn’t and shouldn’t build from scratch. Countless bigger, richer and more experienced companies have done this before us – and many of them have made their progression frameworks public. We took a lot of inspiration from Monzo and Buffer, and spent many hours browsing through the incredible collection of public progression frameworks at progression.fyi.How do you create a progression framework that works for everyone?At a basic level, a progression system turns your career into a series of levels, and provides rules for how you move from one level to the next.There’s a wide variety of jobs at Charlie, from content marketers to back-end engineers. So how do you build a system that works for them all?One answer would be to do everything on a granular, micro-level. Build discrete progression systems for each team, all with a different number of levels and unique rules about how and when you progressed.We decided pretty early on that we were not going to do this. Here’s why:This was already a major project. Creating unique structures for every job role at Charlie would turn it into a gigantic one.This would also require a lot of liaising with team leads, taking up their time.We’d need dozens of meetings to make sure everyone in the business understood each individual system.Instead, we chose to build a much broader system: one where everyone would have the same number of levels – and the same rules for how to move from one level to the next. This would mean a focus on behaviour and values, rather than job specifics.As this framework evolves over time, we'll add more granularity around specific skillsets – but the expectations of each level will always remain consistent.The second question: how do “levels” work?We had two main goals in mind which shaped the number of levels we had and how they were structured.Goal one: Solve the “individual contributor” (IC) vs “people manager” conflict. . Ben discussed this in the last article, but in short: not everyone wants to be promoted into managerial roles – some people want to focus in on honing a specific skillset to perfection. A perfect example is Jørgen, our senior product designer. His coding and design skills make him hugely important to Charlie – but he’s not particularly interested in managing people. Businesses need Jørgens – but if the only progression you’re offering them is moving them into people management, they’ll pack up and move elsewhere.To fix this we built the system to give an explicit choice between these roles. The levelling system starts junior employees off as ICs, but as they progress, the path splits. At this point, they’re given the choice between continuing as an IC, or moving into people management.Goal two: create a nuanced, tangible sense of progression. . Our old system was pretty traditional. We divided most roles up into “junior”, “mid-level”, “senior” and “Head of.” This simply wasn’t detailed enough to give people a feeling of progression. The most glaring example was the “developer” title, which sat between junior developer and senior developer. People felt stuck in this role, with no real idea of when or how they would progress to senior developer.We realised our new system needed to offer a larger number of levels. We looked over a lot of frameworks that had chosen to do this – most chose six or seven levels of progression. We chose to go with six.The result was this barebones framework:But even with six levels, we still worried about people feeling like they’d lost momentum. We wanted our system to cover a lifetime of progression. A level 1 person is just starting out, while a Level 6 is absolutely at the top of their game – so the jump between each level marks a major progression in someone’s career. To avoid this feeling intimidating, and people feeling “stuck” in a level, we added sub-levels. These give a stronger feeling of day-to-day, month-to-month progression, and work like this:How does someone move from one level to the next?We had our structure of levels and sub-levels. Now we needed to work out what the rules were for progressing from one level to a level above.This meant defining a set of expectations for each level. Since we were building a general structure to work across the entire business, these had to be broad enough to apply universally.We broke these expectations up into three areas, which we felt applied to everyone in the business, regardless of their specific role:KnowledgeDeliveryCommunication & LeadershipThen we went about deciding what we expected at each goal. This was no easy task – remember, this system is designed to cover a lifetime of progression. Each level had to have a set of expectations that represented a major bump in someone’s personal and professional development.It was slow, strenuous and expensive work – but we're really proud of the end result. In fact, we've decided to make it public, so if you're building a career progression system for your own business, you can save some time and money by building off the work we've done. Just click the image below to access the full spreadsheet of our expectations for all levels of Individual Contributor and People Manager: Building a compensation calculator. This was the most daunting part. We needed our levelling system to tell us not just someone’s seniority – but also exactly how much they should be paid. We knew that – if we wanted to hire and retain people – we’d have to be paying at least “market rate”. But “market rate” is hardly an exact number.  Different people and companies have wildly different ideas about what the 'right' salary is for any given role, and all those numbers will fluctuate according to the market. Making things harder, while a place like Glassdoor can give you an average number for a junior developer, you’ll never find benchmark data for an “IC4 software developer” – since that’s a classification unique to Charlie.The solution here was to reach out to The People Collective – a London-based consultancy that specialises in helping growing companies to get their people strategy exactly right. The team at The People Collective were able to give us accurate and reliable salary benchmarks for each level of seniority in our business, which we could then use to map onto our own compensation system (if you're looking for help with your team's compensation strategy, I highly recommend getting in touch with them – you can find their contact details here).In terms of experience, the jump from a level 1 to a level 2 – while nothing to sniff at – is much smaller than the jump from a level 5 to a level 6. Each step is larger than the last, and we wanted the salaries paid at each level to reflect that, so we added a multiplier effect – each time you go up a level, your salary increases by a larger percentage, making each jump larger than the last.Creating meaningful titles. We had a set of levels, a list of expectations for each level, and salaries linked to each level. Now we just had to give all the levels names.This task was an optional one. We could have left everyone with the basic IC/Manager numbers – adding titles to each level was just icing on the cake. But we decided to do this for a couple of reasons:A number alone doesn’t communicate someone’s role and responsibility particularly clearly – especially to people outside the business. If you say “I’m an IC5 software developer at CharlieHR”, nobody’s going to know what you mean.Simply changing a number isn’t a particularly satisfying reward for progressing to the next level. Getting an entirely new title feels weightier.Here’s a list of all the basic job functions at Charlie:Content marketingHR AdviceCustomer successGrowthOperationsData analysisDesignProduct designProduct managementCustomer operationsBusiness developmentSoftware developmentEach job was given its own set of titles, for all IC and manager levels, creating a result like this: This took a long time. A chief concern was fairness – particularly between the IC and managerial pathways. We wanted the framework to demonstrate that we valued managers and ICs equally. If the titles felt unbalanced between the two pathways, we were undermining all our work.For example - the highest position on the managerial path for software developers has the title “Director of Engineering”. That sounds super important - so how do you create a corresponding title for the IC alternative? How do you communicate that an IC software developer is as important as a Director of Engineering, but doesn’t have people management responsibilities? In the end, we decided on “Principal Software Developer” - which conveys a high level of seniority, but doesn’t imply any management commitments. We then repeated this process for dozens of other roles.Eventually, we got there. Click here and you can view a full list of every possible title CharlieHR and see how we dealt with the split between the IC vs people manager pathways. Note: these are potential roles. Many of them are currently unfilled at Charlie, and we don't expect to fill them all any time soon. This is a roadmap for progression, not a prescription for what the business should look like.Fitting everyone in. Everything up until this point had been theoretical. Now we had to see if it would work in practice.We assessed the entire team using the progression framework, working out what level they would be – and which title and salary they’d get as a result.This was a pretty intimidating prospect – what if there were discrepancies? What if the framework told us that someone was being underpaid or overpaid? What if we assessed someone in a senior position, and they weren’t hitting the expectations the framework listed for them?Fortunately, while there were discrepancies, they were pretty minor: a couple of people were being paid less than the framework suggested they should be, and a couple were being paid a bit more. For those being underpaid, this was a great opportunity for us to make up for a failing on our part: we’d been undervaluing their work. For those being overpaid, we committed to not lowering anyone’s salary, instead giving them a smaller bump in pay at their next promotion, bringing them back into line with the framework.But that part would come later on – since for now, everything was between me, Ben and Rob. We hadn’t even rolled any of this out to managers yet. Everyone knew that we were working on a progression framework – but nothing more than that – and explaining it to them was as big a task as creating it. In the next part of this series, we talk about the next step – rolling out our progression framework and making it part of Charlie's day-to-day reality. Your next reads... Performance Management and Employee Goals and Objective Examples 04 September 2020 Melanie Schmeelke Performance issues — How to agree a course of action to address underperformance 15 December 2020 Sara Mirza Please enable JavaScript to view the comments powered by Disqus. comments powered by Disqus
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                            [body] => Human Resources Career Paths Human Resources has developed an entirely new job classification system for positions covered by UCPEA. This new job classification system, Career Paths, was designed to be responsive to the changing needs of the University and the complex work environment in which we function. Career Paths aims to be a consistent, clearly defined, and more efficient and effective classification framework for managing our workforce and providing a better understanding of advancement opportunity for employees. Compared to the previous classification system, Career Paths more accurately describes individual positions by providing flexibility for leadership on how to describe and title position work, while using contemporary metrics to rank the work. Human Resources will implement and refine the system throughout 2020. UConn Career Paths: - Reduces the number of classification levels from 12 to 9; - Introduces new "categories" for employees, including Professional and Manager; - Has no negative impact to annual base pay; - Maintains job duties; and - Fulfills Article 31 of the UCPEA collective bargaining agreement. INTRODUCTION AND BACKGROUND. In 2016, during the bargaining process for the most recent contract between the University and UCPEA, there was general agreement that the University’s classification system for employees covered by UCPEA was no longer effectively meeting the needs of our employees or the University. The UCPEA contract supports the creation of a more accurate, meaningful, and flexible classification system. Human Resources reviewed best practices from other universities and gathered feedback from supervisors and employees through Job Inventory Worksheets (JIWs). HR used the JIWs to build and implement the new classification system - Career Paths. Career Paths reflects our strong desire to ensure that our classification and compensation practices are as fair and competitive as possible, enhancing our efforts to recruit and retain excellent employees. Introduction. SYSTEM BENEFITS. Career Paths is responsive to the changing needs of UConn and our complex work environment; it provides a clear understanding of advancement opportunities for employees, and it incorporates contemporary metrics to categorize and level work: Provides managers the flexibility to title and define the work specific to their workforce needs; Defines growth in a Job Path, outlining the requirements for each position, and demonstrating movement through the associated categories and levels; Defines core expectations, such as level of accountability, problem solving, and required skills; Defines the skills and qualifications of all the occupational groups, or the categories of work at UConn, supporting an employee’s interest to explore and consider shifts in their personal careers; Validates the work of employees by using an accurate description of the position. By readily providing employees with this information about work expectations, it allows the University to attract, retain, and motivate employees to optimally perform. Overview and Benefits. SYSTEM OVERVIEW. Career Paths uses general descriptors to categorize work by (1) Occupation and by (2) Level. Occupational Groups are broad categories of associated or related occupations. Each Occupational Group consists of Job Families, Job Paths, Job Titles, Job Categories, and Job Levels. The first subdivision of the Occupational Group is the Job Family. Job Families group related jobs with similar work, requiring like training, skills, knowledge, and experience. Job Families are more detailed than Occupational Groups, further organizing work through grouping professionally similar jobs that often possess different titles across UConn. The second subdivision of the Occupational Group is the Job Path. Job Paths group roles with a progressive growth in qualifications, complexity, and independence. For some employees, a Job Path may serve as a career trajectory. Career Paths decreases the number of classification levels from 12 to 9. Within these 9 classification levels, there are two primary “categories” for employees: Professionals and Managers. Positions within the Professional Category (also referred to as individual contributor) primarily provide a professional service, which may be specialized or general in nature, to any assigned department in the University. Positions within the Manager Category provide supervision or management over a department charged with providing a variety of cross-disciplinary services. The majority of time is spent supervising staff or setting a team’s strategic direction. CATEGORY DESCRIPTION Professionals Professionals 1 – 4:   Responsible and accountable for only their own work Success is determined by individual effort and contribution Does not formally supervise a department, but may lead work on a project- or on-going-basis. It may involve a small number of subordinates (e.g. one to three). Typically participates in the work of the project or office in addition to planning work, determining work methods, assigning, and reviewing work. Often has an area of specialization   Professionals 5-7:   Serves as a specialized resource whose work requires advanced levels of education or professional credentials and experience Supervision is not a primary function, but individuals may facilitate or lead larger projects Directly impacts projects and initiatives of the department, division, and/or University.   Managers Must have direct supervisory reports, generally including professional and non-professional staff Oversees business and administrative operations Success is determined by the efforts and contributions of subordinate staff Consistently leads major projects or initiatives and serves as a highly proficient and specialized resource Career Paths also contains a limited 9th level, reserved for highly-specialized positions that require specific credentialing and education to perform the primary role or core functions of the job. Positions within the 9th level must have direct impact on health or institution-wide initiatives. A position’s Job Level is based on the job’s core responsibilities weighted against five leveling criteria: General Role; Education, Knowledge, and Experience; Independence and Decision Making; Complexity and Problem Solving; and Scope and Measurable Effect. The 5 Leveling Criteria will determine job “mapping” in the new system. Depending on the type of position and the position’s hierarchal-standing within the organizational structure, each of these criteria exists in varying degrees. The position’s organizational level designation is based on the measure of these core criteria factors. The System: Occupation Based Descriptions. The System: Job Categories. The System: Level Descriptors. JOB TEMPLATES AND SPECIFICATIONS. A Job Template provides the scope, key responsibilities, knowledge, and skill requirements of a job; it also serves as the foundational job standards. A Job Template includes: the General Summary, Reporting Relationships and Teamwork, Essential Duties and Responsibilities, Minimum Qualifications, Competencies, and Conditions of Employment. As foundational standards, Job Templates represent a broad outline of a job that hiring departments can then transform into a more detailed position description for the local level. These detailed descriptions, known as Job Specifications, include the roles, responsibilities, duties, and scope specific to the department and position. Job Templates and Descriptions. How to Select a Job Template . Creating a Job Specification. SALARY BANDS. Effective July 3, 2020 Salary Band Minimum Midpoint Maximum 1 $41,531 $53,990 $66,450 2 $46,515 $60,469 $74,424 3 $52,096 $67,725 $83,354 4 $58,348 $75,852 $93,357 5 $65,350 $84,955 $104,560 6 $73,192 $95,149 $117,107 7 $81,975 $106,567 $131,160 8 $91,812 $119,355 $146,899 9 $102,829 $133,678 $164,527 GLOSSARY. PHRASE DEFINITION Complexity and Problem Solving Criteria Complexity and Problem Solving Criteria represents the analytical process required to asses and resolve problems commonly presented to the job. The range of prescribed options available to resolve problems and the latitude the incumbent has to revise or develop an option is taken into consideration. Education, Knowledge, and Experience Criteria The Education, Knowledge, and Experience Criteria provides the framework for the job's minimum qualification requirements. This includes such factors as the degree, years of experience, position specific knowledge, skills, and abilities necessary. Functional Job Title While every position has a Job Title, positions may also have a Functional Job Title. This Functional or “Business Card” Title is determined locally and creates a more distinct description for a position. General Role Criteria The General Role Criteria provides the general purpose or reason for the existence of the position. Independence and Decision Making Criteria Independence and Decision Making Criteria focuses on a position’s latitude to act independently and outlines the boundaries which limit a position's latitude. A position’s latitude is affected by factors such as supervisory controls and procedural/administrative constraints. Job Category Job Category is the broadest grouping category in the classification system. The UCPEA Job Classification System, Career Paths, groups jobs into one of two Job Categories: Professional and Manager. Job Classification System UConn’s Job Classification System, Career Paths, is designed to provide a systematic method to manage the categorization of professional staff positions at the University. This system is intended to group jobs by commonalities found in a job’s various attributes. Classification systems use a consistent metric to evaluate the work. Components of this Job Classification System include Leveling Criteria, Occupational Groups, Job Families, Job Paths, and Salary Bands. Job Specification The Job Specification is a detailed explanation of the position’s duties and responsibilities. Job Specifications are unique to each position and include the specific requirements and expectations of the role within the unit. Job Family The Job Family is the first subdivision of the Occupational Group. Job Families group related jobs with similar work, requiring like training, skills, knowledge, and experience. Job Families provide a more detailed category to further organize work through grouping similar jobs that often possess different titles across an institution. Each Family consists of different Job Paths and Titles. Job Level The Job Level is determined by the General Role and the amount of Education, Knowledge, and Experience, Independence and Decision Making, Complexity and Problem Solving, and the Scope and Measurable Effect a job requires. A position’s Job Level is based on the measure of these factor against the job's core responsibilities. Job Path The Job Path is the second subdivision of the Occupational Group by further grouping roles (the first being the Job Family). Roles grouped within the Job Path are primarily differentiated by a progressive growth in qualifications, complexity, and in the independence required of the job. The Job Path may serve as an employee's career path guide. Job Template The Job Template documents basic information such as the job’s title, duties and responsibilities, reporting line, and the minimum qualifications. The Job Template is relevant to all positions in the Job Title and serves as a starting point for the more individualized Job Specifications. Job Title The Job Title describes a job in the organization. Jobs with sufficient commonalities are grouped together and given a single title. Job Job describes a compilation of tasks assigned to and performed by employees in an organization. Leveling Criteria Leveling Criteria describe a group of factors in a job used to determine the job's level in a classification system. The five Leveling Criteria in the classification system include: General Role; Education, Knowledge, and Experience; Independence and Decision-Making; Complexity and Problem Solving; and Scope and Measurable Effect. Leveling Guide The Leveling Guide serves as a reference guide for the levels within a classification system, illustrating the differences by level for each leveling criteria. Manager The Manager Category is characterized by providing a combination of supervision/management over a department charged with providing a variety of cross-disciplinary services. Incumbents should generally have oversight of professional and non-professional staff, as well as business and/or administrative operations. Mapping Mapping is the process of determining the placement of a job in the new classification system. Occupational Group The Occupational Group broadly categorizes associated or related occupations. Each Occupational Group consists of Job Titles, Job Paths, Job Categories, and Job Levels. Professional Category The Professional Category (also referred to as individual contributor) is characterized by positions that are primarily accountable for providing service to any assigned department in the University. These positions are typically accountable for only their own workload and do not have formal supervisory responsibilities. Professionals 5-7 serve as an expert or an advanced resource capacity in an area of specialization. This specialization usually requires specific education or professional credentials and experience. These positions do not have formal or direct supervisory responsibilities, but may have lead responsibilities for the purposes of long termed projects. Salary Bands Salary bands standardize compensation across similar skill sets and responsibilities. There is an established minimum, maximum, and mid-point determined for each band. Scope and Measurable Effect Criteria The Scope and Measurable Effect Criteria speaks to the impact of a job’s actions, decisions, or role on individuals, a group of individuals, or a service being provided. Job Template Library Reconsideration Materials Job Specifications Leveling Guide Career Paths Informational Videos Supervisor Guide for Career Paths Conversations Frequently Asked Questions Procedure to Request a Position Reclassification Salary Bands Effective July 3, 2020 Salary Band Minimum Midpoint Maximum 1 $41,531 $53,990 $66,450 2 $46,515 $60,469 $74,424 3 $52,096 $67,725 $83,354 4 $58,348 $75,852 $93,357 5 $65,350 $84,955 $104,560 6 $73,192 $95,149 $117,107 7 $81,975 $106,567 $131,160 8 $91,812 $119,355 $146,899 9 $102,829 $133,678 $164,527   CONTACT US HR Communications 860.486.1868 UCPEA Legacy Classification System
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                            [body] => Working at Cornell Working at Cornell Job OpportunitiesExternal ApplicantsInternal ApplicantsImportant Notice to ApplicantsHow To ApplyCareer AreasInterviewing TipsPreparing your cover letterPreparing your resumeBenefits SnapshotRelocatingJob Search ResourcesDual Career ProgramNew Hire Engagement ProgramLabor Condition ApplicationsAnnual Security ReportFire Safety ReportBenefits, Pay & PerksHealth PlansEndowed PlansContract College PlansCounselingNavigating Health ChallengesFinance & RetirementFlexible Spending AccountRetirement and SavingsFinancial AssistanceFinancial ToolsNavigating personal finances and debtInsuranceLife InsurancePersonal AccidentHome, Auto, PetLong Term Care InsuranceLegal InsuranceEnrollmentOpen Enrollment & Option TransferBenefits EligibilityMarriage - Domestic PartnershipBirth-AdoptionDivorce/SeparationGain-Loss CoverageLeave/LayoffDeathReports & NoticesHow To Change Your AddressHow To Change Your NameRequired DocumentationContact VendorsEducationContinuing EducationEmployee Degree ProgramPart Time Study (formerly Extramural Study)Tuition AidStaff GraduatesNY’s 529 College Savings ProgramCornell Children’s Tuition ScholarshipFamily Life SupportSelf CareParentingElder & Adult [email protected] WorkMedical Leaves & AccommodationsAccommodationsShort-Term DisabilityLong-term DisabilityWorkers' CompMusculoskeletal Injury Prevention Program (MIPP)Personal Medical LeaveParental LeaveFamily Health LeaveMilitary LeaveNew York State Paid Family LeavePay & TimePayTime OffFlexible WorkPerks and DiscountsTransportationCommuter BenefitsHR PoliciesWellbeingEmployee Wellbeing UpdateSeven Dimensions of WellbeingHR Wellbeing LiaisonsResource Guide BookletMental WellbeingCounseling & Life CoachingMeditation and RelaxationSelf Care ResourcesRelationship WellbeingConnect at WorkCaring for ChildrenCaring for Elders and AdultsCaring for PetsMore Relationship ResourcesPhysical WellbeingGeneralExercise & RecreationFood and DietHealth ChallengesSafety MattersInclusionCultural WellbeingSupport for Diverse CommunitiesContinuing EducationOpportunitiesEnvironmental WellbeingActions to Make a DifferenceEnvironmental ResourcesWork EnvironmentOccupational WellbeingCareerDevelopmentCelebrating AchievementsRetirementFinancial WellbeingEmployee BenefitsFinancial ResourcesCareer DevelopmentNavigating your Career PathCareer Navigator ToolCareer Services ResourcesCareer Hub in WorkdayDevelopment OpportunitiesTraining DirectoryCareer SkillsMentoring & CoachingGig OpportunitiesCU LearnStaff Development DayContinuing EducationSupervising at CornellPerformanceSkills for SuccessLeadership Skills for SuccessPerformance DialoguesLean ProcessOur WorkplaceWorkplace PrioritiesUniversity Core ValuesStaff SurveyStaff ConversationsStaff ForumTalent ManagementAbout HRHR Vision and PrioritiesFind Your HR RepDirectory of ServicesVice President and Chief Human Resources OfficerHR GlossaryBelonging at Cornell (BAC) CouncilHR Community Center-(internal)Diversity & InclusionBias ReportingAdvancing Diversity Equity and Inclusion at CornellEqual Opportunity and Affirmative ActionDiversity ResourcesDiversity.cornell.eduCITEResponsibility at CornellAddressing Sexual Harassment in the WorkplaceStaff DEI Initiative Report 2021Appreciation & RecognitionAppreciation PortalInformal RecognitionAwardsEventsRecognition ProgramsStaff SpotlightCommunityColleague Network GroupsConnectEventsBig Red WritesVolunteer OpportunitiesFlexible WorkCore PrinciplesTypes of ArrangementsExpectationsEquipment and WorkspaceLiving & Working Outside New York StatePay & TimeSustainability Tips for Flexible WorkTips for Hosting Hybrid Work Gatherings Home  /  Compensation  /  Career Navigator: Job Titles & Pay Ranges Career Navigator. Use this tool to explore job titlesand pay ranges at Cornell! If you don't have a Cornell NetID,please enter as a guest: Current Cornell Employee Guest Looking for a job? The Career Navigator shows career paths and generic position information. For employment opportunities at Cornell, go here: External Applicants  (not already a Cornell employee) Internal Applicants  (current Cornell employees) How To Use Career Navigator. This presentation guides you through the Career Navigator's features and shows how you can use it to explore career possibilities at Cornell. View the Guide Career Management Toolkit. A step-by-step guide and resources to help you take charge of your career and maximize your potential! Open the Toolkit Career Development Opportunities. Cornell offers innovative ways for you to grow your career skills and explore new possibilities. Find a mentor, or try a new role through a hands-on career opportunity! Try Something New
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                            [body] => Navigating Your HR Career Path By Tori Fica•June 14, 2018 Organizations all over the world are finally starting to realize just how important a great HR professional is to their success. And not just for things like building employee policies and keeping up on compliance. More and more, HR is contributing to strategic business decisions and bottom-line growth, which means your HR career path has never looked brighter. However, with so much growth and opportunity, it can be difficult to know your next step, especially if you’re just beginning your career in HR. You may have questions like: Where am I headed? Is human resources a good career path for me? What skills do I need in order to progress? You’re not alone. Many an HR expert has wondered these same questions. That’s why we’ve put together this guide for navigating your HR career path, enhanced with advice from some of our very own HR professionals. Read on to see what they have to say. Beginning Your Career in HR. While some human resources professionals earn a bachelor’s or master’s degree and plan to go into that field, many stumble into an HR job by chance. If you are what we like to call an “accidental HR professional,” you may be wondering if this is even the right field for you. What does it take to be a good HR specialist? And what kind of career growth can you expect in the HR field? Qualities of a Great HR Professional. First, let’s look at the qualities and skills you need to be successful in human resources: Knowledge of human resources (obviously) Tactful communication Excellent time management Flexibility Personability Understanding of HR technology Analytical thinking Ability to effectively manage others (and avoid these bad boss behaviors) This is by no means an exhaustive list, but it’s a good place to start. If you struggle with some of these skills, you can think about how to improve. Are you constantly running out of time for important tasks? Think about trying new time management strategies. Don’t consider yourself tech-savvy? Learn the basics of HR software. The good news is there are plenty of resources to help you become a better HR manager—so start now! Do you have bad boss tendencies? We've identified what people think the 10 worst boss behaviors are Learn if you're a bad boss here Career Paths in HR. Now, let’s explore what opportunities lie in the HR field. Human resources may sound like a single career path, but there are countless subspecialties that you can pursue from payroll to hiring. Here are a few of the most popular: HR Generalist: This type of HR pro does it all. They have a hand in every HR function in their organization, including benefits, compliance, hiring, performance management, time tracking, and more. As a result, their knowledge of any single aspect of human resources may not be very deep; however, they also are able to keep a pulse on the entire organization. Talent Acquisition Specialist: These specialists oversee the recruiting and hiring processes for the organization. They are experts at finding and attracting top talent to fill vital gaps today, as well as planning for future needs tomorrow. Talent acquisition may also include a focus on onboarding. Compensation and Payroll Specialist: Managing other people’s compensation is a huge job. Payroll and comp specialists keep the payroll process running smoothly, maintain a fair compensation strategy, train managers how to discuss comp, and provide answers around these topics for employees. Benefits Administrator: Questions about benefits take up a majority of HR time in many organizations. Employees want to know the details on health, dental, 401(k) plans, and more. Benefits administrators help employees find answers to their questions and manage open enrollment each year. HR Data Analyst: As HR software continues to evolve and improve, more and more HR data is available to organizations. As a result, data analysis is a rapidly growing field within HR. These specialists run reports on things like turnover, engagement, hiring funnels, and more, and then use these reports to help their leadership teams make the best decisions for their organization. Which Industry is Best for HR? Since HR professionals can work in a variety of industries, you might be wondering which industry is the best fit. While each industry has its advantages and disadvantages,  HR pros said that consulting and professional services, information tech, and the recruitment industries were among the best-liked industries for human resources employees. Choosing and industry should also involve evaluating your strengths as different industries offer different challenges. HR pros working in the construction industry are working with ever-changing contracts and workforces. The finance industry, for example, is challenged by evolving business models and cultural transformation, while the technology industry offers the challenge of keeping and finding top talent. Designing Your HR Career Plan. To succeed in any career, including HR, it helps to have a plan. When you have an end goal in mind, along with milestone markers along the way, you can move forward with confidence, knowing that you’re going in the right direction. Of course, it’s impossible to predict how you will feel or what opportunities will come up down the road. Your plan should be fluid and flexible—don’t be afraid to change course as you gain experience and learn more about where you want to take your career. To help you put together a plan, SHRM created this worksheet. You can fill out the whole thing for yourself as you draft your HR career path, but for now we’ll outline the basic steps. #1 Set a Goal. First, as we mentioned above, you need to define your end goal. The worksheet refers to this as the “pinnacle job.” It’s the dream job, the final promotion, the peak of your career. Get specific here with what this job looks like. What are your duties and responsibilities? What kind of company are you working for? What other benefits or perks (both tangible and intangible) do you want? #2 Examine Your Current Position. Next, turn your attention to where you are today. Whether you’re just beginning your career in HR or you’ve been in the industry for years, chances are you haven’t reached your “pinnacle job” yet. It’s time to define the gap between where you are now and where you want to be in the future. What skills do you still need to master? Which certifications or degrees do you lack? Knowing the answers to these questions and others will help you map out your next steps. #3 Figure Out What’s Next. Once you’ve pinpointed where you are and where you want to go, it’s time to plan the route. Start by identifying your next job, a goal date for when you’ll have that job, and how it will help you reach the pinnacle job. If you’re missing any qualifications for that next position, you can focus on attaining those. This helps you keep the big picture in mind without getting overwhelmed by what you still need to accomplish. Just take it one step at a time, and adjust as you go. Conclusion. The best thing about a career in human resources is the opportunity to impact everyone in your organization in a meaningful way. You have the power to transform employee experiences, shape company culture, provide helpful benefits and fair compensation, and more. Plus, talk about job security: as long as people work and organizations exist, HR pros will have an important job to do. There are opportunity and growth aplenty on your HR career path if you have a specific goal and a smart plan to achieve it. If you haven’t yet, create your career plan now and see what you discover along the way. Let us know how it goes in the comments below! HR insights delivered to your inbox. Get caught up every month on all things HR. Don't worry, we promise we won't spam you. Tori Fica Senior Copywriter Tori Fica is a copywriter for BambooHR, the leading HR software solution for small and medium businesses. Through research, analysis, and writing, she creates content to help HR professionals think and plan more strategically. Her focus is on taking complex ideas and in-depth research and turning them into clear, digestible pieces of content. You might also like... HR Insights • 10 min Analytics in HR: A No-Nonsense Guide to Making Analytics Work for You We get it—analytics in HR can be daunting. Use this guide to start delivering actionable, data-driven insights for your organization. Read Now HR Insights • 5 min 8 Tips to Better Manage Employee Time Off During the Holiday Season The holiday season brings lots of questions about PTO. Check out our nine tips to better manage employee time off during the holiday season. Read Now HR Insights • 9 min 5 Tips for Juggling Back to School and Remote Work Get tips from BambooHR WFH parents for effectively managing a remote work schedule while caring for children during back to school season. Read Now HR Insights • 6 min 5 Significant HR Trends in Higher Education Safeguard the viability of your institution—learn about these five significant HR trends in higher education and what you can do to spearhead them. Read Now BambooHR Blog Product Announcements HR Insights Benefits & Comp People Data & Analytics Performance & Culture Hiring Onboarding Voices in Leadership Company About Us Careers Why BambooHR Blog Contact Us Customers Events Calendar HR Glossary Small Business HRIS Support Resources Webinars Services Partner with Us API App Marketplace Login Site Map Security & Privacy Terms of Service Privacy Policy © 2022 Bamboo HR LLC. All Rights Reserved. BambooHR® is a registered trademark of Bamboo HR LLC California residents: To submit a right to know, delete, or opt-out (aka “Do Not Sell My Information”) request regarding your personal information, click here or call toll-free: (888) 213-4233. To understand your right to opt-out and how we handle your personal information, please see our Privacy Policy. Smart move! Just enter your email below to get regular deliveries of awesome HR insights. No spam, ever—we pinky swear. Categories Benefits & Comp Hiring HR Insights Onboarding People Data & Analytics Performance & Culture Product Announcements Voices in Leadership Popular Searches Best Practices Employee Engagement Feedback HR Experts Interviewing Hints & Tips Training Videos HR Software Career Advice Leadership Development Guest Posts Research & Trends Why HR Send this to a friendSendCancel
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                            [body] => HR Career Paths: What’s the Next Step for You? Kat Valier December 14, 2021 Offices are reopening and HR positions are in demand.  Many professionals are wondering: What are the different HR career paths? And what is the best option for me? The time is right to ask these questions, especially with today’s job market.  Within the past two months, there was an increase of more than 45% in HR job postings.  Demand for professionals working in human resources exceeds that for other industries, like restaurants and retail. Due to this shift, HR professionals are looking at their options.  Some may be considering career advancement while others are taking hold of the opportunity to change positions. What’s the best way to move forward? This guide will help to chart out a future HR career path with success. HR Skills and Competencies Types of HR Career Paths What is an HR Generalist What is an HR Specialist HR Career Paths: Skills and Competencies. First and foremost, those who pursue an HR career path should know the skills needed as an HR manager. Generally, successful HR professionals possess a hybrid of job knowledge and personal qualities, known as hard and soft skills.  Hard skills are those that are more technical, job-specific, and easily taught. For example, legal knowledge and technological savviness.  In contrast, soft skills are those that are more dependant on personality traits and emotional intelligence.  For instance, conflict management and listening skills. For HR Professionals, these are the most important qualities to consider Soft Skills for HR. Leadership qualities Active listening abilities Effective communication Conflict Management Adaptability Problem-solving skills Interpersonal skills Emotional intelligence Hard Skills for HR. An understanding of HR metrics Fluency in labor laws Knowledge of HR practices Experience with HR software Although soft skills are a bit more difficult to develop, it is possible.  Professionals wishing to advance in their HR career paths may benefit from soft skills training courses and team-building activities.  With self-evaluation, HR professionals can measure their strengths and find the best-suited career options. Types of HR Career Paths. HR career paths are not always straightforward.  Some professionals advance from entry-level assistants to managers.  Others, however, choose to move from a generalist to a more specialized role. Job availability, personal strengths, and training opportunities all factor into career progression. Within a company, size and organization determine HR-related needs.  Larger companies might need an ample HR team and have several distinct positions carved out.  Smaller companies, however, might only need one or two personnel to carry out HR processes. In short, HR career paths are divided into two categories: generalist and specialist.  HR generalist positions are responsible for several different HR-related tasks while specialists are experts in a specific field. What is an HR Generalist? HR generalists are versatile individuals who have a good broad understanding of HR functions.  In sum, they are masters of variety and multitask.  Often, this position attracts personalities that resist repetition and enjoy connecting parts of a moving whole. HR generalist positions work especially well in small business settings where there are no divisional roles.  However, in larger business settings, specialists might be more commonly found. Although not always, the HR career path for generalists traditionally moves from HR assistant to a mid-level manager position.  With time and experience, professionals can advance to a more executive director role. HR Assistant. This is the position that many have upon entering the world of HR.   HR assistants have their hands in a little bit of everything! It’s a great opportunity for those who wish to establish a base knowledge of HR’s diverse functions. Above all, HR assistants serve as the right-hand person to HR managers. From recruiting to payroll, individuals working in this position might carry out whatever tasks are needed to move forward.  Although it isn’t always the case, often, the responsibilities are administrative and data entry is a crucial part of the job. The specific tasks for this position might include Administration Recording absences Posting job vacancies Calling references of applicants Software for this position: Time Off Management Software, Employee Time Tracking Software, Shift Management Software HR Managers. Human resources management roles are usually filled by professionals with more than 3 years of HR experience.  Essentially, HR managers act as a bridge between the goals of the employees and those of the company.   In general, they are responsible for overseeing all HR tasks. In addition to this, their duties include recruiting, training, payroll, managing performance, and employee relations.  Additional support and supervision might come from HR directors, VPs and Cheifs. Software for this position:  HR Management Software HR Directors and Chiefs of HR. HR directors and CHROs are the top positions of the HR department.  Generally, they are leaders with a wide influence on the direction of the company. Both are executive positions for professionals with at least 15 years of experience. CHROs in particular work in close contact with the CEO and other members of the C-suite. Responsibilities include developing strategies, coordinating, and organizing the HR team.  HR directors and CHROs ensure that the HR department is aligned with the company’s quarterly and annual goals. Software for this position: OKR Software What is a Human Resources Specialist? In short, HR specialists are individuals with a specific skill set and knowledge of a particular discipline.  Specialist titles encompass a range of fields, from DEI to payroll to recruiting.  Here are brief descriptions of some of the most commonly found positions. Head of Learning and Development. Specialists in L & D work to develop and strengthen training programs, onboarding, and professional growth.  These individuals are highly skilled at recognizing gaps between the workforce’s skillset, and the company’s objectives.  In addition to keeping tabs on employee progress, they organize programs to help train team members for success. Software for this position: Training Management System Recruiters. Recruiting managers or talent acquisition specialists are conductors of the hiring process.  They are adept at recognizing new faces to bring the organization to the next level.  In addition to sculpting the company’s workforce, they oversee all stages of recruitment and selection. In general, recruiters find ways of promoting job opportunities, selecting and interviewing candidates, and providing onboarding and orientation to new employees.  While hiring new talent, they look for ways to ensure a good candidate experience and project a positive brand image. Software for this position: Applicant Tracking System, Onboarding and Offboarding Software Diversity, Equity, and Inclusion Managers (DEI). DEI specialists are in charge of creating and managing the company’s efforts and goals towards diversity, equity, and inclusion.  Their responsibilities might include hiring a more diverse team, working to eliminate unconscious bias, and developing workplace inclusivity training. In general, individuals who specialize in DEI management look for underlying problems preventing the company from achieving its DEI goals.  Upon detecting problems, they consequently develop strategies to improve workplace diversity and inclusion. Subsequently encouraging all employees to participate and value the contributions of others. Software for this position: Performance Management Software Payroll Manager. HR professionals who choose to specialize in payroll make sure that employees are paid in an accurate and timely manner.  They are responsible for revising hours, calculating payments, and understanding and withholding employment taxes.  Payroll managers also oversee deductions and employee benefits. Deciding to specialize in payroll might be right for individuals who like to research and stay current with new employment laws.  Or, those who are skilled with calculations and numbers. Software for this position: Payroll variations, Expense Management Software Resources for HR professionals Subscribe to our weekly newsletter to get the lastest trends, tips and resources for HR professionals By subscribing you are accepting data treatment to receive the requested information Privacy policy Thanks for subscribing! Keep an eye out for our newsletter. Every Wednesday on your inbox Something went wrong. Try again in a few seconds Related posts . Categories Tips What are the Responsibilities of an HR Business Partner? An HR business partner performs a crucial role, serving as a link between the strategic goals of a business and the people responsible for getting [...] Cat Symonds January 12, 2022 Categories Tips Salary Benchmarking: How To Attract and Retain Top Talent. Salary benchmarking is a critical component of any talent retention strategy. It involves gathering information on pay and benefits and comparing pay packages with those [...] Cat Symonds January 7, 2022 Resources for HR professionals Subscribe to our weekly newsletter to get the lastest trends, tips and resources for HR professionals By subscribing you are accepting data treatment to receive the requested information Privacy policy Thanks for subscribing! Keep an eye out for our newsletter. Every Wednesday on your inbox Something went wrong. Try again in a few seconds
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                                    [42] => stdClass Object
                                        (
                                            [term] => subscribing
                                            [tf] => 4
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                                    [43] => stdClass Object
                                        (
                                            [term] => human resource
                                            [tf] => 3
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                                    [44] => stdClass Object
                                        (
                                            [term] => skill hr
                                            [tf] => 3
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                                )

                            [page_rank_decimal] => 42
                            [rank] => 1232222
                        )

                )

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                (
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                        (
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                        (
                            [term] => path
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                    [2] => stdClass Object
                        (
                            [term] => career path
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                        )

                    [3] => stdClass Object
                        (
                            [term] => hr
                            [tf] => 14
                        )

                    [4] => stdClass Object
                        (
                            [term] => resource
                            [tf] => 13
                        )

                    [5] => stdClass Object
                        (
                            [term] => human
                            [tf] => 13
                        )

                    [6] => stdClass Object
                        (
                            [term] => human resource
                            [tf] => 13
                        )

                    [7] => stdClass Object
                        (
                            [term] => hr career
                            [tf] => 9
                        )

                    [8] => stdClass Object
                        (
                            [term] => resource career
                            [tf] => 7
                        )

                    [9] => stdClass Object
                        (
                            [term] => hr career path
                            [tf] => 7
                        )

                    [10] => stdClass Object
                        (
                            [term] => human resource career
                            [tf] => 7
                        )

                    [11] => stdClass Object
                        (
                            [term] => human resource career path
                            [tf] => 6
                        )

                    [12] => stdClass Object
                        (
                            [term] => job
                            [tf] => 6
                        )

                    [13] => stdClass Object
                        (
                            [term] => resource career path
                            [tf] => 6
                        )

                    [14] => stdClass Object
                        (
                            [term] => guide
                            [tf] => 5
                        )

                    [15] => stdClass Object
                        (
                            [term] => the human resource
                            [tf] => 4
                        )

                    [16] => stdClass Object
                        (
                            [term] => the human resource career
                            [tf] => 4
                        )

                    [17] => stdClass Object
                        (
                            [term] => the human resource career path
                            [tf] => 4
                        )

                    [18] => stdClass Object
                        (
                            [term] => university
                            [tf] => 4
                        )

                    [19] => stdClass Object
                        (
                            [term] => your hr career
                            [tf] => 3
                        )

                    [20] => stdClass Object
                        (
                            [term] => your hr career path
                            [tf] => 3
                        )

                    [21] => stdClass Object
                        (
                            [term] => degree
                            [tf] => 3
                        )

                    [22] => stdClass Object
                        (
                            [term] => career path guide
                            [tf] => 2
                        )

                    [23] => stdClass Object
                        (
                            [term] => hr career ladder
                            [tf] => 2
                        )

                    [24] => stdClass Object
                        (
                            [term] => the hr career
                            [tf] => 2
                        )

                    [25] => stdClass Object
                        (
                            [term] => your human resource
                            [tf] => 2
                        )

                    [26] => stdClass Object
                        (
                            [term] => tip for
                            [tf] => 2
                        )

                    [27] => stdClass Object
                        (
                            [term] => and job description
                            [tf] => 2
                        )

                    [28] => stdClass Object
                        (
                            [term] => career path the
                            [tf] => 2
                        )

                    [29] => stdClass Object
                        (
                            [term] => i the human
                            [tf] => 2
                        )

                    [30] => stdClass Object
                        (
                            [term] => what i the
                            [tf] => 2
                        )

                    [31] => stdClass Object
                        (
                            [term] => the hr career ladder
                            [tf] => 2
                        )

                    [32] => stdClass Object
                        (
                            [term] => your human resource career
                            [tf] => 2
                        )

                    [33] => stdClass Object
                        (
                            [term] => resource career path the
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                        )

                    [34] => stdClass Object
                        (
                            [term] => i the human resource
                            [tf] => 2
                        )

                    [35] => stdClass Object
                        (
                            [term] => what i the human
                            [tf] => 2
                        )

                    [36] => stdClass Object
                        (
                            [term] => your human resource career path
                            [tf] => 2
                        )

                    [37] => stdClass Object
                        (
                            [term] => human resource career path the
                            [tf] => 2
                        )

                    [38] => stdClass Object
                        (
                            [term] => i the human resource career
                            [tf] => 2
                        )

                    [39] => stdClass Object
                        (
                            [term] => what i the human resource
                            [tf] => 2
                        )

                    [40] => stdClass Object
                        (
                            [term] => i the human resource career path
                            [tf] => 2
                        )

                    [41] => stdClass Object
                        (
                            [term] => what i the human resource career
                            [tf] => 2
                        )

                )

            [keywords_description] => Array
                (
                    [0] => stdClass Object
                        (
                            [term] => hr
                            [tf] => 61
                        )

                    [1] => stdClass Object
                        (
                            [term] => career
                            [tf] => 33
                        )

                    [2] => stdClass Object
                        (
                            [term] => human
                            [tf] => 21
                        )

                    [3] => stdClass Object
                        (
                            [term] => human resource
                            [tf] => 20
                        )

                    [4] => stdClass Object
                        (
                            [term] => path
                            [tf] => 19
                        )

                    [5] => stdClass Object
                        (
                            [term] => resource
                            [tf] => 17
                        )

                    [6] => stdClass Object
                        (
                            [term] => career path
                            [tf] => 15
                        )

                    [7] => stdClass Object
                        (
                            [term] => manager
                            [tf] => 13
                        )

                    [8] => stdClass Object
                        (
                            [term] => specialist
                            [tf] => 11
                        )

                    [9] => stdClass Object
                        (
                            [term] => job
                            [tf] => 9
                        )

                    [10] => stdClass Object
                        (
                            [term] => position
                            [tf] => 9
                        )

                    [11] => stdClass Object
                        (
                            [term] => assistant
                            [tf] => 8
                        )

                    [12] => stdClass Object
                        (
                            [term] => hr career
                            [tf] => 8
                        )

                    [13] => stdClass Object
                        (
                            [term] => hr assistant
                            [tf] => 8
                        )

                    [14] => stdClass Object
                        (
                            [term] => director
                            [tf] => 7
                        )

                    [15] => stdClass Object
                        (
                            [term] => generalist
                            [tf] => 6
                        )

                    [16] => stdClass Object
                        (
                            [term] => hr manager
                            [tf] => 6
                        )

                    [17] => stdClass Object
                        (
                            [term] => path hr
                            [tf] => 6
                        )

                    [18] => stdClass Object
                        (
                            [term] => chief hr officer
                            [tf] => 5
                        )

                    [19] => stdClass Object
                        (
                            [term] => employee
                            [tf] => 5
                        )

                    [20] => stdClass Object
                        (
                            [term] => manager hr
                            [tf] => 5
                        )

                    [21] => stdClass Object
                        (
                            [term] => hr generalist
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                        )

                    [22] => stdClass Object
                        (
                            [term] => assistant hr
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                        )

                    [23] => stdClass Object
                        (
                            [term] => resource manager
                            [tf] => 5
                        )

                    [24] => stdClass Object
                        (
                            [term] => hr career path
                            [tf] => 5
                        )

                    [25] => stdClass Object
                        (
                            [term] => hr manager hr
                            [tf] => 5
                        )

                    [26] => stdClass Object
                        (
                            [term] => hr assistant hr
                            [tf] => 5
                        )

                    [27] => stdClass Object
                        (
                            [term] => career path hr
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                        )

                    [28] => stdClass Object
                        (
                            [term] => in human resource
                            [tf] => 4
                        )

                    [29] => stdClass Object
                        (
                            [term] => career path in
                            [tf] => 4
                        )

                    [30] => stdClass Object
                        (
                            [term] => career in human
                            [tf] => 4
                        )

                    [31] => stdClass Object
                        (
                            [term] => bachelor degree
                            [tf] => 4
                        )

                    [32] => stdClass Object
                        (
                            [term] => career path in hr
                            [tf] => 4
                        )

                    [33] => stdClass Object
                        (
                            [term] => career in human resource
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                        )

                    [34] => stdClass Object
                        (
                            [term] => business
                            [tf] => 4
                        )

                    [35] => stdClass Object
                        (
                            [term] => relation
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                    [36] => stdClass Object
                        (
                            [term] => role
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                        )

                    [37] => stdClass Object
                        (
                            [term] => officer
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                        )

                    [38] => stdClass Object
                        (
                            [term] => chief
                            [tf] => 4
                        )

                    [39] => stdClass Object
                        (
                            [term] => professional
                            [tf] => 4
                        )

                    [40] => stdClass Object
                        (
                            [term] => hr director
                            [tf] => 4
                        )

                    [41] => stdClass Object
                        (
                            [term] => resource career
                            [tf] => 4
                        )

                    [42] => stdClass Object
                        (
                            [term] => career human
                            [tf] => 4
                        )

                    [43] => stdClass Object
                        (
                            [term] => hr specialist
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                        )

                    [44] => stdClass Object
                        (
                            [term] => human resource manager
                            [tf] => 4
                        )

                    [45] => stdClass Object
                        (
                            [term] => human resource career
                            [tf] => 4
                        )

                    [46] => stdClass Object
                        (
                            [term] => hr business partner
                            [tf] => 3
                        )

                    [47] => stdClass Object
                        (
                            [term] => path in hr
                            [tf] => 3
                        )

                    [48] => stdClass Object
                        (
                            [term] => generalist hr manager
                            [tf] => 3
                        )

                    [49] => stdClass Object
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                            [term] => looking for
                            [tf] => 3
                        )

                    [50] => stdClass Object
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                            [term] => what i
                            [tf] => 3
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                    [51] => stdClass Object
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                            [term] => director or
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                    [52] => stdClass Object
                        (
                            [term] => resource career path
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                        )

                    [53] => stdClass Object
                        (
                            [term] => hr business partner hr
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                        )

                    [54] => stdClass Object
                        (
                            [term] => hr manager hr director
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                        )

                    [55] => stdClass Object
                        (
                            [term] => generalist hr manager hr
                            [tf] => 3
                        )

                    [56] => stdClass Object
                        (
                            [term] => hr generalist hr manager
                            [tf] => 3
                        )

                    [57] => stdClass Object
                        (
                            [term] => human resource career path
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                        )

                    [58] => stdClass Object
                        (
                            [term] => hr generalist hr manager hr
                            [tf] => 3
                        )

                    [59] => stdClass Object
                        (
                            [term] => international human resource manager
                            [tf] => 3
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                    [60] => stdClass Object
                        (
                            [term] => show
                            [tf] => 3
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                    [61] => stdClass Object
                        (
                            [term] => partner
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                        )

                    [62] => stdClass Object
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                            [term] => system
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                        )

                    [63] => stdClass Object
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                            [term] => level
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                        )

                    [64] => stdClass Object
                        (
                            [term] => training
                            [tf] => 3
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                    [65] => stdClass Object
                        (
                            [term] => coordinator
                            [tf] => 3
                        )

                    [66] => stdClass Object
                        (
                            [term] => partner hr
                            [tf] => 3
                        )

                    [67] => stdClass Object
                        (
                            [term] => business partner
                            [tf] => 3
                        )

                    [68] => stdClass Object
                        (
                            [term] => employee relation
                            [tf] => 3
                        )

                    [69] => stdClass Object
                        (
                            [term] => level hr
                            [tf] => 3
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                    [70] => stdClass Object
                        (
                            [term] => resource hr
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                    [71] => stdClass Object
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                            [term] => generalist hr
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                        )

                    [72] => stdClass Object
                        (
                            [term] => specialist hr
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                        )

                    [73] => stdClass Object
                        (
                            [term] => business partner hr
                            [tf] => 3
                        )

                    [74] => stdClass Object
                        (
                            [term] => human resource hr
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                    [75] => stdClass Object
                        (
                            [term] => career human resource
                            [tf] => 3
                        )

                    [76] => stdClass Object
                        (
                            [term] => manager hr director
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                        )

                    [77] => stdClass Object
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                            [term] => hr generalist hr
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                    [78] => stdClass Object
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                            [term] => employee experience employee
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                        )

                    [79] => stdClass Object
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                            [term] => job classification system
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                        )

                    [80] => stdClass Object
                        (
                            [term] => new job classification
                            [tf] => 2
                        )

                    [81] => stdClass Object
                        (
                            [term] => career in hr
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                    [82] => stdClass Object
                        (
                            [term] => bachelor
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                        )

                    [83] => stdClass Object
                        (
                            [term] => level hr position
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                        )

                    [84] => stdClass Object
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                            [term] => the hr career
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                        )

                    [85] => stdClass Object
                        (
                            [term] => generalist v specialist
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                    [86] => stdClass Object
                        (
                            [term] => specialist hr generalist
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                        )

                    [87] => stdClass Object
                        (
                            [term] => hr specialist hr
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                        )

                    [88] => stdClass Object
                        (
                            [term] => hr coordinator hr
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                        )

                    [89] => stdClass Object
                        (
                            [term] => assistant hr coordinator
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                        )

                    [90] => stdClass Object
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                            [term] => path hr assistant
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                    [91] => stdClass Object
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                            [term] => the human resource
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                        )

                    [92] => stdClass Object
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                            [term] => new job classification system
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                        )

                    [93] => stdClass Object
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                            [term] => specialist hr generalist hr
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                        )

                    [94] => stdClass Object
                        (
                            [term] => hr specialist hr generalist
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                        )

                    [95] => stdClass Object
                        (
                            [term] => assistant hr coordinator hr
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                        )

                    [96] => stdClass Object
                        (
                            [term] => hr assistant hr coordinator
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                        )

                    [97] => stdClass Object
                        (
                            [term] => path hr assistant hr
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                        )

                    [98] => stdClass Object
                        (
                            [term] => career path hr assistant
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                        )

                    [99] => stdClass Object
                        (
                            [term] => the human resource career
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                        )

                    [100] => stdClass Object
                        (
                            [term] => generalist hr manager hr director
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                        )

                    [101] => stdClass Object
                        (
                            [term] => specialist hr generalist hr manager
                            [tf] => 2
                        )

                    [102] => stdClass Object
                        (
                            [term] => hr specialist hr generalist hr
                            [tf] => 2
                        )

                    [103] => stdClass Object
                        (
                            [term] => hr assistant hr coordinator hr
                            [tf] => 2
                        )

                    [104] => stdClass Object
                        (
                            [term] => career path hr assistant hr
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                        )

                    [105] => stdClass Object
                        (
                            [term] => human resource manager or director
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                    [106] => stdClass Object
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                            [term] => hr generalist hr manager hr director
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                        )

                    [107] => stdClass Object
                        (
                            [term] => specialist hr generalist hr manager hr
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                    [108] => stdClass Object
                        (
                            [term] => hr specialist hr generalist hr manager
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                )

            [keywords_description_meta] => Array
                (
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                        (
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                    [1] => stdClass Object
                        (
                            [term] => hr
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                    [2] => stdClass Object
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                            [term] => path
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                    [3] => stdClass Object
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                            [term] => human
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                    [4] => stdClass Object
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                            [term] => career path
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                    [5] => stdClass Object
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                            [term] => human resource
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                    [6] => stdClass Object
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                            [term] => resource
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                        )

                    [7] => stdClass Object
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                        )

                    [8] => stdClass Object
                        (
                            [term] => hr career path
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                    [9] => stdClass Object
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                            [term] => professional
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                    [12] => stdClass Object
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                    [13] => stdClass Object
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                            [term] => resource career
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                    [14] => stdClass Object
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                    [17] => stdClass Object
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                    [18] => stdClass Object
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                    [20] => stdClass Object
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                    [21] => stdClass Object
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                            [term] => hr business partner
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                    [36] => stdClass Object
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                    [39] => stdClass Object
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                    [41] => stdClass Object
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                    [42] => stdClass Object
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                            [term] => hr business partner hr
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                        )

                    [43] => stdClass Object
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                            [term] => new job classification system
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                    [45] => stdClass Object
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                            [term] => your hr career path
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                    [46] => stdClass Object
                        (
                            [term] => of your hr career
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                    [47] => stdClass Object
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                            [term] => your human resource career
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                    [48] => stdClass Object
                        (
                            [term] => hr career path and
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                    [49] => stdClass Object
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