Human Resource Management Career: 15 Career Paths You Can Follow in HRM
Those who are passionate about helping an organization reach its long-term goals and assisting employees across the employee life cycle will thrive in Human Resources Management careers.
According to the Higher Education Statistics Agency, 37% of Human Resources graduates work as HR, training, and other vocational associate guidance professionals 15 months after graduation. However, depending on your skills and interests, you can choose from a wide range of career paths within HRM.
This article examines what human resource management is, the most popular career paths within HRM (and the skills needed for each role), and how to start a career in HRM today.
Contents
What is Human Resource Management?
15 Human Resource Management careers
– Service provider roles
– Solution provider roles
– Strategic roles
– Advisory roles
– Generalist roles
How to start a career in HRM
What is Human Resource Management?
Human Resource Management is the strategic practice of hiring, developing, and supporting employees within an organization to help meet business objectives. While HRM will vary depending on the industry and size of the company, it generally involves recruitment, taking care of employees’ wellbeing, training and development, building a positive work culture, managing compensation benefits, and dealing with any employee grievances.
Ultimately, every organization wants to attract the right people with the right skills to fulfill the mission of the organization. The organization will also need to manage and develop those employees and retain top performers to ensure the company remains productive and profitable. The HRM function is pivotal in helping the organization achieve this.
15 Human Resource Management careers
Several different roles can be considered if you are interested in a career in human resource management. Below are five categories of the most popular ones: service provider roles, solution provider roles, advisory roles, strategic roles, and generalist roles.
It is important to note that this careers list is not exhaustive, and HRM offers many other career opportunities. If you need help deciding which path is best for you, look at the AIHR Career Map.
Service provider roles
1. HR Administrator
The HR administrator is an entry-level role focusing primarily on employee information documentation, managing HR data and systems (e.g., the HRIS), and evaluating employee relations. They work alongside managers to address concerns and resolve problems to ensure a positive, safe, and comfortable work environment for all employees.
HR skills for this role
- HR administration: Ensuring employee information is correct and up to date on the system, preparing employee contracts, onboarding documents, and compensation and benefits lists.
- Research and data analysis: Conduct research, and data analysis, and contribute to developing HR policies and procedures.
- Digital literacy: Using various tools to help with recruitment, storing documents, and conducting background checks.
2. Benefits Manager
The Benefits Manager crafts, implements, and oversees employee benefits programs. These programs encompass health insurance, retirement plans, wellness initiatives, paid time off, and other enticing perks to attract and retain exceptional talent while ensuring adherence to relevant regulations. Benefits Managers work alongside different departments, insurance providers, and vendors, collaborating to offer comprehensive and competitive benefits packages that elevate the employee experience.
HR skills for this role
- Benefits administration: Proficiency in managing various employee benefits programs, understanding plan structures, enrollment processes, and vendor management.
- Problem-solving: Effective at resolving employee benefits-related issues, addressing inquiries, and finding creative solutions to meet diverse employee needs.
- Data analysis: Proficiency in using HRIS and other tools to gather, interpret, and present benefits-related data for decision-making and reporting.
- Strategic thinking: Capacity to align benefits offerings with the organization’s overall strategic goals and contribute to long-term workforce planning.
3. HR Project Manager
The HR project manager is responsible for planning projects, creating teams, and handling resources (time, money, and people). This role involves using project management tools, organization, planning, and communication skills. Project management skills, in general, are helpful to be effective in this role.
HR skills for this role
- HR management: Assembling the right team with the right skills while managing resources, training, and developing team members to benefit the project. Project planning, scheduling, risk and task management, prioritization, leadership, and communication.
- Communication: Verbal and nonverbal communication is integral to the success of all projects and ensures that instructions and objectives are clear and that there’s open communication between teams, stakeholders, and clients.
- Research: Finding a solution for problems, filling in gaps in knowledge, and completing projects efficiently.
- Tool mastering: Good knowledge of project management tools for different tasks, work styles, team structures, and departments.
- Coaching: Ensuring the entire team is clear on their role and happy, productive, and motivated. Providing constructive feedback, highlighting areas for growth, managing concerns, and focusing on each individual’s strengths and weaknesses.
Solution provider roles
4. Organizational Development (OD) Specialist
The organizational development (OD) specialist evaluates the current working style, proposing and ensuring improvements for all departments to improve operational effectiveness and culture and boost profits and potential. As an OD specialist, you can progress to an OD manager role and later to the OD head position.
HR skills for this role
- Software proficiency: Proficiency in various software applications helps streamline operations, reduce repetitive administrative tasks, and gain insight into the organization’s operational effectiveness.
- Training: Introducing new processes and technology and training employees on using new tools to increase productivity, developing training systems and designing lessons, and strong communication and leadership skills to collaborate with HR and train employees.
- Business acumen: Analyze the company culture and operations to discover improvements and understand what leads to business success and failure. Have an understanding of finances, marketing, sales, recruitment, training, analytics, and HR to enact positive change.
- Data analysis: Understanding the business’s overall health using software to collect data and analyze and interpret the results.
5. Talent Acquisition Specialist
The talent acquisition specialist identifies skilled and suitable candidates for specific roles within an organization, particularly more specialist positions that require extensive talent or abilities.
They are responsible for sourcing, attracting, interviewing, hiring, and onboarding employees in keeping with the company’s long-term objectives. They’re also focused on ensuring existing employees are happy in their roles.
HR skills for this role
- HR tools and systems: Knowledge of how core HR systems work and the ability to use tools, including applicant tracking systems (ATS), third-party recruitment services, and other tools to assist talent acquisition.
- Analytical skills: Using analytics to understand current metrics like retention rates, performance and recruitment costs, and current top performers to search for the best candidates for the company.
- DEIB, employee experience and culture: DEIB is not only about fostering a diverse and inclusive workplace but also about ensuring compliance with anti-discrimination laws and regulations. Additionally, talent acquisition specialists must ensure that candidates are a good fit for the job and the company’s culture and values.
- Talent and performance management: Must be adept at evaluating candidates’ skills and competencies and matching them to the requirements of specific roles. They also require skills in talent management and succession planning – the ability to assess a candidate’s potential for growth and advancement within the organization.
6. Talent Manager
A talent manager is responsible for identifying talent gaps in the organization, helping employees develop their skills, and creating a positive work environment for all. Hiring, training, developing, and retaining talent is their core focus and is crucial to the organization’s success. This role requires a passion for working with people, building an extensive network, and understanding what contributes to business success.
HR skills for this role
- Strategy: Develop an effective recruitment plan that can be scaled and aligns with the organization’s goals and values. Create an effective interview process using a range of aptitude tests, assessments, and tasks to pinpoint the right candidates for each role. Assessing the current labor market, looking for potential skill gaps, and planning for the future to grow the business.
- Developing talent: Engaging with existing employees to highlight gaps in knowledge or skills and developing learning opportunities to develop existing talent to meet the long-term strategy of the business.
- Organizational development and design: Play a critical role in helping a company adapt, grow, and thrive by aligning its human capital with its strategic objectives.
7. HR Manager
The HR manager is responsible for the planning, direction, and coordination of admin in the HR department, including recruitment, learning and development, compensation and benefits, labor relations, and more. They also play a key role in supporting the leadership team, developing and executing HR talent strategies, managing the HR budget, and reporting on HR metrics.
HR skills for this role
- Strategic thinking: Align HR strategies with the company’s long-term objectives and build plans with a focus on the future.
- Leadership: Lead and motivate an HR team, manage several projects at any given time, and provide guidance to managers on employee issues, including performance management, disciplinary actions, and termination.
- Compliance: Stay up to date with employment laws and regulations and amend HR policies and documents accordingly to ensure the business remains compliant with all applicable laws.
- Business acumen: Understanding the operations and financial metrics of the business, providing HR support that aligns with the short and long-term goals, and demonstrating to leadership how this support plays a key role in the growth of the business.
Strategic roles
8. Director Total Rewards
The director of total rewards is responsible for developing and leading the reward strategy for the organization. The aim is to create a compelling compensation and benefits package that helps to attract, retain, and motivate top talent in a competitive job market. This person is also responsible for advising business leaders on the best strategy for total reward processes.
HR skills for this role
- Strategic thinking: Think strategically to develop a long-term vision for the company’s compensation and benefits program that aligns with the overall business strategy.
- Analytical skills: Be able to use specialized software and tools to analyze and evaluate data on employee compensation, benefits, and costs to develop an effective rewards program.
- Communication skills: Strong verbal and written communication skills are essential to convey key and complex information about the rewards program to a wide range of people, including leaders, managers, and employees.
- Leadership skills: Manage a team of compensation and benefits professionals, set clear goals, provide guidance and support where necessary, and build a positive, collaborative work environment for all.
9. HR Director
In the short term, the Chief Learning Officer can become the HR Director, who manages the policies, activities, and staff of the HR department. They contribute to the overall company strategy by advising the board on the HR implications of its decisions.
HR skills for this role
- HR expertise: Solid knowledge of HR principles, policies, and practices, including HR laws and regulations, recruitment, retention, technology, compensation and benefits, and employee relations.
- Strategic thinking and planning: Thinking and planning ahead is essential in a global organization and helps ensure that HR policies align with business objectives.
- Cross-cultural competence: Working effectively with a wide range of people from diverse cultural backgrounds and knowing how to tailor HR policies and practices to fit other cultures is important in a global organization.
- Innovation and creativity: Think creatively, stay on top of emerging trends, and innovate new HR policies and processes that deliver a competitive edge, future-proof the business, and align with long-term objectives.
10. CHRO
The chief human resources officer (CHRO) is on the executive team and is often known as the chief people officer, chief of talent or culture, or the VP of HR. They are the HR and culture leader of the business and a strategic partner who ensures that the HR strategy aligns with the overall business strategy. Another primary focus is championing an inclusive and diverse culture where all employees feel valued, heard, and respected.
HR skills for this role
- Strategic planning: The ability to develop and roll out an effective HR strategy that aligns with the organization’s goals and overall mission.
- Cultural sensitivity: Be a champion for an inclusive, diverse, and positive organizational culture to create a welcoming environment with equal opportunities.
- Technology & data management: Managing HR systems, software, and tools and using data analytics to spot trends and propose changes to help meet organizational goals.
Advisory roles
11. HR Business Partner
The HR business partner is a mid-level role in a growing company and focuses on hiring, HR administration, compensation and benefits, and more. They guide and advise leaders on decisions related to people, policies, practices, and processes.
HR skills for this role
- Business acumen: A strong understanding of business operations, financials, and strategy is essential to align HR practices with business goals.
- Strategic thinking: The HR business partner must be able to develop and execute HR strategies that support business objectives, anticipate future needs, and create an appropriate plan.
- Relationship building: Build strong relationships with people across the organization, including leaders, managers, and employees, to support HR initiatives, communicate effectively, and present data and insights clearly and concisely.
- Change management: The HRBP must be able to manage all change initiatives, such as communicating change, addressing concerns, and ensuring transition is successfully implemented.
12. HR Consultant
The HR consultant is either a generalist in a wide range of HR duties or a specialist focusing on one particular area. Their primary role is recruiting, training, and supporting employees to help grow the business and work toward its broader mission. They may work independently or as part of a wider team.
HR skills for this role
- Employee relations: Support employees by working with managers on employee disputes, assist in creating contracts, and offer development through training and career progression within the business to the right people.
- Analysis skills: Identify challenges by looking for patterns in data and use these findings to suggest changes or solutions to improve all facets of HR, including hiring retention and employee management.
- HR training: The HR consultant role is often temporary and includes training existing HR staff to help the organization improve its HR practices long-term.
Generalist roles
13. HR Generalist
The HR generalist is a mid-level role and is often the first HR hire for a growing company. Their responsibilities typically include hiring, organizing compensation and benefits packages, dealing with administrative tasks, and more.
HR skills for this role
- Administration: Be able to manage numerous admin processes, including job descriptions and adverts, payroll and rewards, legal applications, leave and absences, and more.
- Employee relations: Strong interpersonal skills to hire, onboard, and develop employees to retain top talent, meet business goals, and manage employee relations, including grievances, conflicts, and any other issues that arise.
- Knowledge of laws and regulations: A solid understanding of current employment laws and policies related to hiring, compensation, and employee relations, and staying up to date with any changes.
14. HR Assistant
The HR assistant is an entry-level role. They perform administrative tasks related to recruitment, payroll, creating and updating employee records, and supporting the day-to-day operations of HR and HR executives, employees, and candidates.
HR skills for this role
- Administration: Issuing employment contracts, compiling and maintaining paper and digital employee records, processing payroll and resolving issues, assisting with the documentation of employee compensation and benefits, entering employee data into a central database, writing and submitting reports on HR activities, and more.
- Communication: Maintain clear and open communication with applicants during the recruitment process and new hires during onboarding, and support all inquiries and requests related to HR.
- Support: Play a supporting role in vetting candidates, scheduling and conducting interviews, training programs and seminars, HR events and meetings, and maintaining the calendars of HR managers.
15. HR Specialist
The HR specialist will usually have one area of expertise, such as recruitment, employee relations, or compensation and benefits, and will be a part of a larger HR team. They will monitor all HR functions within their specialized field, including developing effective policies and processes, communicating with employees, analyzing results, and proposing improvements.
HR skills for this role
- Recruitment skills: The ability to screen applications, conduct interviews with candidates, and onboard employees to ensure they have a welcoming introduction to the company.
- Digital skills: A strong command of HR tools, including an HRIS, payrolling system, and applicant tracking system, to speed up processes and achieve better results for the organization.
- Communication: Communicate effectively with HR managers, hiring managers, business partners, and customers. Strong verbal skills for discussions and meetings and strong written skills for writing emails, letters, and memos are all important to fulfill the responsibilities of this role.
How to start a career in HRM
You can take several steps to start a career in human resource management and develop skills as an HR professional. These include pursuing education, experience, and mentoring. Let’s explore some key steps below.
Step 1: Gain a qualification
Although not mandatory when applying for some HR positions, gaining a degree or other similar qualification in human resources is a great way to lay the foundation for a successful HR career. It will look impressive on your CV, enable you to apply to jobs with formal education requirements, and present you as suitable for an HR role.
Step 2: Get a certification
Another option is to gain a professional HR certification. Many certifications can be completed online in your own time, allowing you to upskill yourself around your responsibilities and commitments. A certificate will also look great on your CV, making it easier to pursue a career in your chosen field. Think about the path you want to take and select an appropriate certification to match this.
Step 3: Become a T-shaped HR professional
Even if you know the area you wish to specialize in, it’s essential to still become a generalist in the five core HR competencies: business acumen, data literacy, digital agility, people advocacy, and execution excellence. This is known as becoming a T-shaped HR professional. Pay close attention to the skills you will need in the future as the landscape of work changes, particularly as we advance in technology.
Step 4: Get on-the-job training
Once you’re working in HR, look for opportunities to take on extra projects that push you out of your comfort zone and help you develop your skills. Working with more experienced HR professionals is a great way to learn faster and progress in your career. Also, continue to develop your skills professionally and learn specialized skills to provide further value for the business.
Step 5: Network
Attend HR industry events and join online networking HR groups (such as the AIHR community) to connect with peers. These are great places to ask questions, seek advice, share knowledge, hear about new job opportunities, and stay on top of emerging trends.
Step 6: Find a mentor
A great mentor is invaluable, no matter your field of work. Their experience and wisdom can help you make tough decisions, shape your career path, and help you develop essential HR skills. You can find a mentor within your current organization or through a networking group. Most people with a lot of knowledge and experience are happy to take a younger professional under their wing and be a source of inspiration.
Step 7: Keep learning
The final tip to enjoy a thriving human resource management career is to never stop learning. Stay on top of new technologies, changes in policies and best practices, as well as emerging trends. Continue to build on your skills and expand your knowledge. Reading industry blogs, industry magazines, research papers, and HR newsletters can all contribute to greater learning.
Key takeaway
Knowing the potential career paths you can take through human resource management and knowing where you want to go will help you develop the right skills, knowledge, and experience to land and thrive in your ideal position.
No matter where your particular interests and skills lie, there is an HRM career path that is perfect for you. Having a solid foundation of core HR skills and competencies is essential for anyone hoping to work within HR and sets you up for success no matter where you wish to grow.
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