Welcome to the Human Resource Management Career Community!
People are at the heart of every business. And every facet of the employee experience—from recruitment, to benefits, to overall job satisfaction—is influenced by an HR manager. You will also find information here such as jobs, resources, courses, videos, and events specific to your major. Embrace your career and academic journey and get ready to embark upon career exploration that will lead to a more meaningful and informed career plan as you complete your education and beyond.
What Can I Do With My Degree? Human Resource Management
As a graduate with a degree in human resource management, you are equipped with the skills to work in various HR roles within organizations. You can pursue a career as a human resources manager, where you are responsible for overseeing the entire HR department, managing personnel, and implementing HR policies. Additionally, you may choose to become HR specialists, focusing on areas such as recruitment, employee relations, or training and development. Another career path is in labor relations, where you can work to maintain positive relationships between employers and employees, ensuring fair and effective workplace practices. Learn about additional roles you can pursue with your degree based on your experience level.
Explore Career Paths
- HR Assistant: This entry-level position focuses on administrative duties, such as helping with payroll, inputting data, and assisting with the employee recruitment process. A college degree is often not required for this role.
- HR Coordinator: An HR coordinator plays a supporting role to their superiors, handling healthcare plan enrollments, payroll, employee requests, record-keeping, background checks, new employee onboarding, and several other tasks. They also perform many clerical functions such as making photocopies, sending emails to candidates, and maintaining employee records. A bachelor’s degree or relevant experience is preferred for this position, but not always required.
- HR Generalist: Unlike specialists, HR generalists perform virtually every task their department requires, from conducting a training session to finding new talent or negotiating with a health insurance provider. As a midcareer-level employee, a generalist often oversees coordinators or assistants and delegates tasks when necessary. A bachelor’s degree and relevant experience are usually required for this position.
- HR Specialist: HR specialists are considered midcareer-level employees. They focus on finding and recruiting new talent to fill open roles. Their day-to-day responsibilities include creating job postings, reviewing resumes, screening candidates, and conducting interviews. A bachelor’s degree and relevant experience are usually required for this position. Other roles include: Organizational Development (OD) Specialist, Benefits Administrator
- HR Manager: An HR manager is considered a senior-level employee. In small- to medium-sized companies, the HR manager is usually the highest-ranking member of the HR department. In large companies, the HR manager may report to an HR director or a higher-ranking member. HR managers work closely with their team of specialists and generalists, ensuring that staffing goals and HR department objectives are met. HR managers are in charge of recruitment, interviewing, hiring, and onboarding of new employees. They approve job postings to ensure compliance with local, state, and federal regulations. Additionally, HR managers routinely develop training materials, create compensation strategies, and help resolve conflicts between employees. A bachelor’s degree in human resources is preferred, but business administration, psychology, and communication degrees are also acceptable to many employers. This role also requires several years of experience in HR or a leadership position. Other roles include: Benefits Manager, HR Ops Manager, Organizational Development (OD) Manager, HR Business Partner
- HR Director: An HR director is one of the human resources department’s most senior-level employees. Directors oversee the entire HR department and collaborate with senior leadership and C-suite executives to plan a company’s overall goals and strategy. It’s possible to become an HR director with a bachelor’s degree alone, but many companies prefer candidates with a master’s degree and at least five years of HR management experience. Additionally, they may also require an SHRM-certified professional or SHRM-senior certified professional credential. These certifications are offered through the Society for Human Resource Management (SHRM) and attest to an individual’s education and experience in the field of HR via a four-hour, 160-question exam.
- Vice President of HR: Vice president of human resources is an executive leadership position that oversees all HR operations. These leaders are responsible for the entirety of the HR department’s procedures, policies, best practices, and short- and long-term strategies. The VP of HR must be well versed in employment-related laws and regulations. A large part of their job responsibility is ensuring their company is legally compliant with all matters related to employment, insurance, benefits, and workplace safety. A bachelor’s degree in HR, business administration, or a related field is required for this role. A master’s degree in law or business along with professional certification is often preferred. At least a decade of HR management experience is typically required for this position as well.
- Chief HR Officer: The chief human resources officer (CHRO) holds the highest position in the human resources department. This role typically only exists in very large corporations with many employees. They oversee strategic leadership as it relates to HR, working directly with other executive leadership and responsible for reporting to shareholders and the board of directors. The main responsibility of the CHRO is to develop a comprehensive recruiting and retention plan along with a competitive and cost-efficient benefits and insurance plan. A Master of Business Administration, or a Master of Arts or Master of Science in HR or a related field, is preferred for this role, and professional certification is strongly preferred. A minimum of 15 years of HR experience is required as well, with at least five years’ executive HR experience.
Professional Development
Global & National HR Associations
Society for Human Resource Management (SHRM) – https://www.shrm.org
Association for Talent Development (ATD) – https://www.td.org
WorldatWork (Compensation & Benefits) – https://www.worldatwork.org
Human Resources Certification Institute (HRCI) – https://www.hrci.org
International Public Management Association for Human Resources (IPMA-HR) – https://www.ipma-hr.org
The Conference Board – Human Capital Center – https://www.conference-board.org
National Human Resources Association (NHRA) – https://www.humanresources.org
HR People + Strategy (HRPS) – https://www.hrps.org
Human Capital Institute (HCI) – Strategic HR Training and HR Conferences – Human Capital Institute
Diversity & Inclusion-Focused HR Associations
National Association of African Americans in Human Resources (NAAAHR) – https://www.naaahr.org
Latino HR Professionals Association – https://www.latinohr.org
HR Diversity Network – https://www.hrdiversitynetwork.com
Disability:IN (HR & Workplace Inclusion) – https://www.disabilityin.org
Industry-Specific HR Associations
College and University Professional Association for Human Resources (CUPA-HR) – https://www.cupahr.org
Healthcare Human Resources Association (ASHHRA) – https://www.ashhra.org
National Retail Federation – HR Professionals Group – https://nrf.com
Hospitality Human Resources Association (HHRMA) – https://www.hhrma.org
HR Development, Coaching, and Leadership Associations
Academy of Human Resource Development (AHRD) – https://www.ahrd.org
International Coach Federation (ICF) – HR Coaching – https://coachingfederation.org
The Leadership Institute (HR & Talent Development) – https://www.leadershipinstitute.org
HR Technology, Analytics & Workforce Planning
International Association for Human Resource Information Management (IHRIM) – https://www.ihrim.org
Society for Industrial and Organizational Psychology (SIOP) – https://www.siop.org
Association for Workforce Asset Management (AWAM) – https://www.awampro.org
Compensation, Benefits & Payroll Associations
American Payroll Association (APA) – https://www.americanpayroll.org
International Foundation of Employee Benefit Plans (IFEBP) – https://www.ifebp.org
Global Payroll Association (GPA) – https://www.globalpayrollassociation.com
Core HR Certifications
- SHRM Certifications To Explore
- Professional in Human Resources (PHR) – HR Certification Institute (HRCI)
- Senior Professional in Human Resources (SPHR) – HRCI
- Global Professional in Human Resources (GPHR) – HRCI
- Certified Professional in Talent Development (CPTD) – Association for Talent Development (ATD)
- Associate Professional in Talent Development (APTD) – ATD
Talent Acquisition & Workforce Planning
- Certified Professional Recruiter (PRC) – AIRS
- Talent Acquisition Strategist (TAS) – Human Capital Institute (HCI)
- Strategic Workforce Planning (SWP) Certification – HCI
Diversity, Equity, & Inclusion (DEI) Certifications
- Certified Diversity Professional (CDP) – Institute for Diversity Certification (IDC)
- Certified Diversity Executive (CDE) – IDC
- Diversity & Inclusion Certificate – Cornell University
Compensation, Benefits & Payroll Certifications
- Certified Compensation Professional (CCP) – WorldatWork
- Certified Benefits Professional (CBP) – WorldatWork
- Certified Payroll Professional (CPP) – American Payroll Association (APA)
- Fundamental Payroll Certification (FPC) – APA
HR Technology & Analytics Certifications
- Human Resource Information Professional (HRIP) – International Association for Human Resource Information Management (IHRIM)
- People Analytics Certificate – Wharton School of Business
- HR Data Analytics & Metrics Certification – HR Analytics Academy
HR professionals need a mix of HR software tools and technical skills to efficiently manage recruitment, payroll, compliance, employee engagement, and workforce analytics. Below is a categorized list of the most recommended HR software tools and skills for modern HR professionals.
HR Management Systems (HRMS) & Human Capital Management (HCM) Software
These platforms help HR teams automate and manage core HR functions.
- Workday – Cloud-based HR and finance management system
- SAP SuccessFactors – Enterprise-grade HCM suite
- Oracle HCM Cloud – HR, talent, and workforce management
- UKG (Ultimate Kronos Group) – HR, payroll, and workforce management
- BambooHR – HR software for small and mid-sized businesses
- ADP Workforce Now – Payroll and HR management
- Zoho People – Affordable HR software with automation features
Recruiting & Applicant Tracking Systems (ATS)
These tools streamline talent acquisition and recruitment.
- Greenhouse – Advanced recruiting and hiring software
- Lever – ATS with CRM functionalities
- iCIMS – Enterprise-grade recruiting platform
- JazzHR – Budget-friendly ATS for small businesses
- SmartRecruiters – End-to-end hiring software
Key Skill: Understanding how to use ATS for candidate sourcing, resume screening, and interview scheduling.
Payroll & Benefits Administration Software
These tools help automate payroll processing and benefits management.
- Gusto – Payroll, benefits, and compliance for small businesses
- Paychex Flex – Comprehensive payroll & HR solution
- Rippling – Payroll, IT, and HR automation in one platform
- QuickBooks Payroll – Integrated payroll solution for small businesses
Key Skill: Proficiency in payroll processing, tax compliance, and benefits administration.
Employee Engagement & Performance Management Tools
HR professionals use these platforms to boost employee satisfaction and track performance.
- 15Five – Continuous performance management & feedback
- Lattice – Employee engagement & performance reviews
- Culture Amp – Employee experience and engagement analytics
- Peakon (by Workday) – AI-driven employee engagement insights
- TINYpulse – Real-time employee feedback and recognition
Key Skill: Using engagement analytics to improve workplace culture and retention.
Learning & Development (L&D) Platforms
These platforms help HR professionals upskill employees and manage training programs.
- LinkedIn Learning – Online courses for professional development
- Coursera for Business – Learning programs for enterprise teams
- Udemy for Business – Affordable online training platform
- SAP Litmos – Corporate learning and compliance training
- Docebo – AI-powered learning management system (LMS)
Key Skill: Designing and managing corporate learning programs.
Diversity, Equity, and Inclusion (DEI) Tools
HR teams use these platforms to promote fair hiring practices and workplace diversity.
- Textio – AI-powered inclusive language tool for job descriptions
- Blendoor – Bias-free recruiting analytics
- Jopwell – Diversity hiring and talent sourcing platform
- EquitySim – AI-driven bias-free hiring simulation
Key Skill: Understanding bias detection in hiring and using DEI analytics.
HR Analytics & People Analytics Software
HR professionals use these tools to gain insights into workforce trends and data.
- Visier – Advanced people analytics and workforce planning
- Tableau – Data visualization and analytics for HR insights
- Microsoft Power BI – Interactive HR data reporting
- Sisense – AI-driven HR data analytics
Key Skill: HR data analysis and workforce planning using visualization tools.
Compliance & Legal HR Tools
HR teams use these platforms to ensure legal compliance with employment laws and regulations.
- HR Acuity – Employee relations and compliance tracking
- Eploy – HR compliance for recruiting teams
- BambooHR – Compliance management for small businesses
Key Skill: Knowledge of labor laws, data security, and HR compliance requirements.
Remote Work & HR Collaboration Tools
Essential tools for managing hybrid and remote teams.
- Slack – Internal team communication and collaboration
- Microsoft Teams – Virtual meetings and document collaboration
- Zoom – Video conferencing for remote work and HR interviews
- Trello / Asana – HR project and task management
Key Skill: Managing remote teams using collaboration and communication platforms.
Artificial Intelligence (AI) in HR
AI-powered HR tools help automate HR processes and improve decision-making.
- HireVue – AI-driven video interviewing and assessments
- Eightfold AI – AI-powered talent intelligence platform
- Pymetrics – AI-based behavioral assessments for hiring
- Hiretual – AI-powered candidate sourcing tool
Key Skill: Using AI and automation to optimize recruiting and workforce planning.
Summary of Key HR Skills Needed for 2025 & Beyond:
HRIS & HCM Software Management – Workday, SAP SuccessFactors, Oracle HCM
Recruiting & ATS Proficiency – Greenhouse, iCIMS, Lever
Payroll & Benefits Management – ADP, Gusto, Paychex
Performance & Engagement Strategy – 15Five, Lattice, Culture Amp
Data Analytics & People Analytics – Visier, Power BI, Tableau
AI & Automation in HR – HireVue, Eightfold AI, Pymetrics
DEI Strategy & Tools – Textio, Jopwell, Blendoor
L&D & Training Management – LinkedIn Learning, Coursera, Udemy
WATCH AS SNHU EMPLOYER PARTNERS SHARE
“A Day in the Life of a Human Resource Professional”
Learn about the daily responsibilities of our employer partners to gain understanding of their career paths and how they were able to transition into their careers. Everyone has a different path to success, no matter where you have been, where you are heading is important and hearing from others is a great way to create a career plan that will work for you.
Click on the top right icon to view all of the videos in the HR playlist and here from different HR professionals now.
Impact of AI (Artificial Intelligence) on Human Resources
Artificial intelligence (AI) is transforming Human Resources (HR) by automating tasks, improving decision-making, and enhancing employee experiences. AI will streamline HR tasks, but human expertise in empathy, ethics, and strategy will remain critical. HR careers will shift toward technology-driven, data-informed, and people-centered roles. Over the next five years, AI will reshape HR careers in six key areas, creating both challenges and new opportunities.
AI-Driven Automation Will Reshape HR Roles
Impact: AI will automate repetitive HR tasks such as payroll, benefits administration, resume screening, and compliance reporting.
Jobs Affected: Administrative HR roles may shrink, but strategic HR roles will grow.
Career Shift: HR professionals will need AI and analytics skills to interpret AI-generated insights and guide human-centered decision-making.
Example: Chatbots like Paradox Olivia and IBM Watson Assistant will handle HR inquiries, allowing HR teams to focus on strategy.
AI-Powered Recruiting & Talent Acquisition
Impact: AI will enhance recruiting by improving candidate sourcing, resume screening, and interview analysis.
Career Shift: Recruiters will transition from resume reviewers to strategic talent advisors, using AI for predictive hiring and bias reduction.
Example: AI tools like HireVue and Eightfold AI assess candidates’ skills and culture fit, reducing hiring bias.
People Analytics & Data-Driven HR Decision-Making
Impact: AI will provide predictive analytics on employee performance, engagement, and turnover.
Career Shift: HR professionals will need data literacy skills to leverage workforce analytics for better decision-making.
Example: Visier and Tableau for HR will predict which employees are at risk of leaving, helping HR teams implement proactive retention strategies.
AI-Enhanced Learning & Development (L&D)
Impact: AI will personalize employee training, recommending courses based on job roles and career aspirations.
Career Shift: HR professionals will curate learning pathways instead of managing static training programs.
Example: LinkedIn Learning AI suggests courses based on employees’ skills gaps and career goals.
AI in Employee Experience & Engagement
Impact: AI-powered tools will analyze employee sentiment, engagement, and feedback in real-time.
Career Shift: HR professionals will act as employee experience designers, focusing on culture, well-being, and engagement.
Example: AI-driven platforms like Peakon (by Workday) analyze employee feedback and recommend culture improvements.
Ethical AI & Compliance Challenges
Impact: AI decisions must be fair, unbiased, and legally compliant, creating a demand for HR professionals skilled in AI ethics and labor laws.
Career Shift: HR professionals will need expertise in AI governance, DEI (Diversity, Equity, Inclusion), and compliance.
Example: HR teams will use AI audit tools like Textio to ensure job descriptions are free from bias.
How HR Professionals Can Prepare for AI
Develop AI & Analytics Skills – Learn HR analytics tools like Visier, Tableau, and Power BI.
Embrace Strategic HR – Focus on employee experience, workforce planning, and change management.
Stay Updated on AI Regulations – Understand AI bias, compliance laws, and ethical AI use.
Get Certified in HR Technology – Consider AI-driven HR certifications (e.g., AI in HR from SHRM, People Analytics certifications).
Use AI as a Partner, Not a Replacement – AI will assist HR professionals, not replace them.
AI will transform rather than replace most HR roles, shifting the focus from administrative tasks to strategy, analytics, and human-centered decision-making. Below is an analysis of how AI will impact specific HR roles, categorized by degree of change (High, Moderate, or Low).
High Change (Automation & Redefinition of Role)
These roles will be significantly reshaped as AI automates routine tasks. HR professionals in these areas must upskill to stay relevant.
HR Coordinators & Administrators
AI Impact:
Automated onboarding, payroll, benefits administration, and compliance tracking
Chatbots handling HR inquiries (e.g., PTO requests, policy clarifications)
AI-driven document processing and workflow automation
Future Role: HR coordinators will shift to HR tech specialists, focusing on AI system management, compliance, and employee experience.
Recruiters & Talent Acquisition Specialists
AI Impact:
AI-driven sourcing and screening of candidates (e.g., LinkedIn Recruiter AI, Eightfold AI)
Automated interview scheduling and skill assessments
AI-generated job descriptions and diversity-focused hiring tools
Future Role: Recruiters will transition to Talent Advisors, focusing on candidate experience, strategic workforce planning, and employer branding rather than administrative hiring tasks.
Payroll & Benefits Specialists
AI Impact:
Automated payroll processing and benefits enrollment (e.g., Gusto, ADP, Rippling)
AI-driven compliance monitoring for tax and labor law changes
Real-time employee self-service benefits management
Future Role: HR professionals in payroll and benefits will need expertise in HR tech platforms and regulatory compliance to oversee AI-driven systems.
Moderate Change (AI-Assisted, But Human Expertise Still Critical)
These roles will incorporate AI to enhance decision-making and strategy rather than replace human input.
Learning & Development (L&D) Specialists
AI Impact:
Personalized learning recommendations (e.g., LinkedIn Learning AI, Coursera AI)
AI-generated training content and simulations
Adaptive learning platforms that adjust based on employee performance
Future Role: L&D professionals will act as learning experience designers, focusing on AI-driven curriculum development, career pathing, and continuous skill-building.
Employee Relations & Engagement Specialists
AI Impact:
AI sentiment analysis of employee feedback and engagement surveys (e.g., Peakon, Culture Amp)
AI-powered conflict resolution tools analyzing workplace trends
Chatbots handling routine employee queries
Future Role: AI will enhance but not replace the human touch needed in employee relations. HR professionals will focus on culture-building, leadership coaching, and personalized engagement strategies.
Compensation & Total Rewards Managers
AI Impact:
AI-driven salary benchmarking and predictive compensation modeling
Automated benefits optimization based on employee behavior data
Real-time analytics for pay equity and workforce trends
Future Role: HR professionals in compensation will become data-driven strategists, using AI insights to align pay structures with market trends, diversity goals, and retention strategies.
Low Change (AI-Enhanced, But Human Judgment Is Key)
These roles will see AI as a decision-support tool rather than a replacement.
HR Business Partners (HRBPs)
AI Impact:
AI-driven workforce analytics for strategic planning
Predictive insights for employee retention and performance optimization
AI-assisted scenario planning for business growth and restructuring
Future Role: HRBPs will evolve into workforce strategy consultants, leveraging AI insights but relying on human expertise in leadership, change management, and employee coaching.
Chief Human Resources Officers (CHROs) & HR Executives
AI Impact:
AI-driven decision-making for workforce planning and HR budgeting
Predictive modeling for future talent needs and skills gaps
AI-powered leadership development and succession planning
Future Role: AI will support data-driven HR leadership, but CHROs will continue to focus on human-centric culture, organizational development, and ethical AI governance.
Key Takeaways: How HR Professionals Can Adapt
Develop AI & Analytics Skills – Learn HR analytics, AI-driven tools, and workforce forecasting
Embrace HR Technology – Get familiar with HRIS, ATS, payroll automation, and engagement tools
Shift from Operations to Strategy – Move from task execution to data-driven decision-making
Focus on Ethical AI Use – Understand AI bias, compliance, and fair hiring practices
Enhance Human-Centered Leadership – AI can analyze, but HR professionals must lead with empathy and strategy
