What is the Human Resources (HR) Career Path?
Embarking on a career in Human Resources (HR) offers a dynamic and rewarding journey with diverse opportunities for growth and development. From entry-level roles to strategic leadership positions, the HR career path allows professionals to specialize in talent management, employee relations, and HR strategy.
Whether you’re just starting or looking to advance, understanding the various stages of an HR career can help you navigate your professional development and achieve success in this essential field.
If you want to learn more via video, watch the video 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 the number of tasks associated with HR jobs, it’s almost never-ending.
HR staff deals with labor relations, employment law, talent acquisition, employee benefits, development programs, company culture, human capital deployment, performance management, and other tasks.
However, like all departments, these tasks are divided among several human resources specialists, generalists, and other roles.
A Bachelor’s degree in business administration is an excellent beginning in HR. To further your career, you can get a Master’s in HR and reach for higher-level positions and certificates.
Even then, if you’re not involved in the HR field in any way, you can still make a lateral move toward 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.
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 period.
Options in the Human Resources Career Path
The HR career path is relatively simple, but it can be 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, you can check the average HR salary with the help of online platforms like PayScale, Glassdoor, Salary.com, and the Bureau of Labor Statistics.
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 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, terminating employees, and performing other delegated tasks.
HR assistants are also responsible for solving common workplace issues regarding absences, wages, overtime, etc. Furthermore, they may be tasked with sending memos and reminders, organizing company events, employment verification, and more.
The average salary for HR assistants is $50,000 per year.
HR Coordinator
HR coordinators, otherwise known as recruiters, are mainly associated with recruitment. Their job is to assist the HR department with recruitment, payroll processing, employee records, and administrative support.
HR coordinators are expected to find talent, arrange interviews, check applicant references, maintain records, and conduct onboarding sessions.
SMEs usually delegate HR assistant duties or HR specialist duties to HR coordinators.
The average HR coordinator salary is $58,713.
HR Specialist
The HR specialist position allows you 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.
In addition to your specialist responsibilities, you may also be expected to help with daily HR operations and other organizational practices.
At this point, you are usually expected to have at least a bachelor’s degree and three years of experience in the HR field.
The average HR specialist salary is around $75,000. Larger companies promote HR specialists to senior specialists before they reach the HR generalist position.
HR Generalist
An HR generalist can be considered a training role in becoming an HR manager. Companies usually hire people as HR generalists and promote them to HR managers rather than hiring a manager directly.
HR generalists are responsible for practically everything: they help with hiring, training, benefits, payroll, compliance, and many other tasks.
The requirements for becoming an HR generalist are similar to those for HR specialists. However, the average salary for an HR generalist is $89,852.
HR Manager
HR managers are responsible for overlooking procedures, policies, and compliance-related issues. They must ensure that all activities comply with local, state, and federal laws and that every aspect of HR (including parental leave, 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 oversees HR programs.
Managers must have problem-solving and leadership skills and be familiar with human resource information systems.
A Bachelor’s degree is mandatory for the role, and 5 years of experience is expected. The average HR manager salary is $103,597.
HR Director
The HR director position can play several roles, including heading up several departments or managing the HR managers.
HR directors are expected to act as strategic partners to all company employees 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.
This position requires a master’s degree and more than 10 years of experience. The average HR director salary is around $166,691.
Vice President of HR/People Relations/People Operations
The VP position is mostly in companies with a dedicated executive employee section. For all other companies, the position after the HR director is just the CHRO.
The VPs of HR’s responsibilities are 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 VP of People Relations or People Operations. Typically, it’s just semantics, but significant enough organizations tend to break the roles down.
The average salary of a VP of HR is $198,503.
Chief HR Officer (CHRO)
The human resources career path leads to the chief HR officer role, which is the highest position you can have. The CHRO is a purely administrative role that 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 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 $169,061.
If you’re interested in learning more about the HR role and career path, 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 HR, you should stick with it. If you believe you’re a people person, becoming an HR professional may be your best decision.
FAQs
Here are the most frequently asked questions about HR:
What is the role of HR professionals in strategic planning?
HR professionals are critical in strategic planning, aligning human resources strategies with the overall business goals. They ensure the organization has the right talent, skills, and development programs to support long-term growth. HR professionals collaborate with leadership teams to design and implement workforce plans that anticipate future needs, manage talent, and optimize employee performance.
How does an HR business partner contribute to HR strategy?
An HR business partner (HRBP) is a key player in shaping HR strategy within an organization. The HR business partner works alongside management to develop and execute human resources initiatives that align with the company’s business objectives. They provide insights into how HR practices, such as recruitment, performance management, and employee training, can be improved to drive better business outcomes. An HR business partner also bridges HR and other departments, ensuring that human capital strategies are fully integrated into the organization’s goals.
Why is employee training essential for successful HR practices?
Employee training is a cornerstone of effective HR practices because it equips employees with the skills and knowledge to perform their jobs efficiently. HR professionals focus on creating employee training programs that support career development, enhance performance, and adapt to changing industry demands. By investing in continuous learning, organizations ensure that their workforce remains competitive and capable of meeting both current and future business challenges, which directly contributes to the success of broader HR strategy initiatives.
How do HR practices influence the overall success of an organization?
HR practices, including talent acquisition, performance management, and employee engagement, directly impact an organization’s success. When HR professionals implement best practices in these areas, they ensure that employees are motivated, productive, and aligned with company goals. Effective HR practices also contribute to better retention rates, a more positive company culture, and a stronger employer brand. Strategic HR planning helps anticipate and address organizational needs proactively, making HR practices integral to day-to-day operations and long-term business success.
If you are new to Human Resources and are looking to break into an 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.
