Human Resources Careers

 

Humans, as you may know, are complicated—but breaking into HR doesn't have to be.

Human resources is the department of a company that manages the workers, whether they’re full-time, part-time, temps, or contractors. As such, HR is the core of any business.

What started out as personnel and payroll has evolved into many specialty areas, such as employment and placement; compensation and benefits; recruitment; labor relations; and training and development.

Depending on the company, a human resources job can encompass everything from recruiting to training to compensation, or it can focus on a single human resources specialty. A small organization may have just one human resources generalist or human resources manager. 

What Does Human Resources Do?

For a good definition of human resources, it helps to break down the actual term human resource:

Human: you, the worker—the provider of resources

Resources: your skills, labor, and time—all of which are resources you provide to a company

Humans, as you may know, are complicated. An entire HR department is needed to manage the give and take with your employers in the most efficient and effective way possible, beginning with your job application, throughout your tenure at a company, and all the way until the moment you walk out the door on your last day as a company employee.

It’s also HR’s job to make sure there’s a high level of employee satisfaction. After all, happy employees are more likely to stick around and hit their goals—and that makes a company successful.

The job of an HR department includes:

• Recruiting and hiring
• Onboarding
• Compensation and benefits
• Employee performance management
• Training
• Company culture

If you’re interested in breaking into this industry, you can develop your credentials and stand out as a human resources professional in three primary ways:

1. HR Certificate Programs

Certificates are the easiest credential to achieve and can help you gain practical, tactical knowledge about day-to-day HR issues.

Typically, these one- or two-day events are a great way to learn about new technologies, such as online psychological screenings and corporate education programs. They’re also a good way to explore a potential human resources specialty.

Certificates in state regulations and mandates are valuable because they let employers know you are familiar with important state government requirements.

Most certificate programs are open to anyone; degree and certification programs have stricter admissions requirements.

2. Degrees in Human Resources

Undergraduate and graduate HR degree programs offer deeper learning opportunities, but tend to focus more on theory than practical skills.

Because an understanding of business operations is crucial for those wanting to advance to a human resources management role, experts say an MBA carries the most weight among advanced degree programs.

Although many HR professionals pursue an MBA to gain basic business fundamentals, it's also valuable to know that MBA programs are becoming more geared toward HR pros. Today, many U.S. universities offer graduate programs, including MBAs, that feature concentrations in human resources.

Whereas in the past, HR may have veered more toward master's programs in organizational development, leadership, or HR management, today's MBA programs not only offer traditional curricula about finance and marketing issues but also change management, including how to get things done and the people side of business.

At some institutions, students can major in HR management. At others, HR-related courses such as team building are offered as first-semester requirements or as electives.

The business competencies you’ll acquire with an MBA include

• financial processes
• basic economics
• forecasting
• marketing
• statistical analysis
• labor relations
• organizational design and development
• strategic planning to address external factors (such as mergers and acquisitions, globalization and downsizings)

Upwardly mobile HR professionals should consider getting both an HR certificate and MBA degree to round out your hard and soft business skills. An MBA is super-valuable for long-term development and professional credentials. If you want to be a strategic player, you'll have to understand budgets, strategic planning, economic forecasts, and change management.

3. HR Certification

Another educational option is human resources certification because it truly demonstrates mastery of the subject. The two main bodies offer certification: the Society for Human Resource Management (SHRM) and the Human Resources Certification Institute (HRCI).

HRCI offers eight levels of certification, which are dependent on your years of experience and education:

High school diploma or equivalent:

• aPHR – associate professional in human resources
• aPHRi - professional in human resources – international

One to four years of experience:

• PHR – professional in human resources
• PHRca – professional in human resources – California (laws, regulations, and practices unique to this state)
• PHRi - professional in human resources – international

Minimum two years of experience:

• GPHR – global professional in human resources

Minimum four years of experience:

• SPHR - senior professional in human resources 
• SPHRi - senior professional in human resources – international

SHRM offers two levels of certification:

• SHRM-CP – designed for professionals in operational roles
• SHRM-SCP – designed for senior-level professionals in strategic roles

Nonprofit educational associations also offer certifications, including the Certified Employee Benefits Specialist (CEBS). This program was designed by the Wharton School at the University of Pennsylvania and is administered by the International Foundation of Employee Benefit Plans. Candidates pursuing this certification must complete five courses and pass the CEBS national examinations. Courses are generally offered through colleges and universities.

For additional human resources training, HR professionals can pursue a specialty certification in compensation, benefits, workforce planning, and other HR-related areas. These are particularly worthwhile if you want to be seen as a specialist in a particular area.

What Type of HR Professional Do You Want to Be?

HR Generalist

If you like to do a little of this and some of that and find that you get bored doing the same thing twice, then the generalist role might be more suited to you.

As a generalist, you are required to wear many different hats. One minute you may find yourself negotiating the employee benefit package for your company, and the next you could be conducting a training program for your line managers.

When you are a generalist, you often start your day doing one thing and wind up doing something totally different. For example, you might start to work on a compensation plan, only to find that you need to stop everything to deal with a line manager's emergency employee relations situation.

Some people find the unpredictability a bit unsettling, because it seems as if you never get to fully complete tasks. Others find it exhilarating.

If your goal is to manage the HR department for a small company, then you might want to go the generalist route, because smaller companies often look for generalists. They tend to outsource to outside consulting firms when they need specialized information.

To help determine if this is the right job for you, ask yourself the following questions:

• Do I enjoy changing gears on a moment's notice?
• Am I open to learning about areas in which I currently have no expertise?
• Am I comfortable leaving a project unfinished to handle emergency situations?
• Do I consider myself fairly flexible?

If you answered "yes" to these questions, then you'd probably be very happy in a generalist role. Consider contacting people in this field to learn what skills you need to get started. Check out this HR generalist sample resume to learn more.

HR Specialists

While small companies can get by with having one HR generalist, bigger corporations, spread HR management duties across several areas, including:

• employment and placement
• compensation and benefits
• recruitment
• labor relations
• training and development
• human resources information systems (HRIS) professionals

When you are a specialist, clients tend to be more open to paying higher fees since they know they do not have the level of expertise that you can offer inside their own organization.

According to Monster data, the median annual salary for human resources specialists is $49,905, with top earners making closer to $70,000.

Below are some in-demand human resources specialist jobs, with median pay data from the Monster Salary Tool and Bureau of Labor Statistics.

Compensation and Benefits Managers

What you’d do: These HR workers develop, implement, and administer a company’s rewards and benefits policies, including salaries, bonuses, pensions, life insurance, and sometimes medical insurance packages.

What you’d need: A bachelor’s degree in human resources management is a typical requirement. A master’s degree in management or human resources is helpful, as is at least five years of experience in the field or in a related area.

What you’d make: The median salary for a compensation and benefits manager is $79,026 per year.

Find compensation and benefits manager jobs on Monster.

Training and Development Specialists

What you’d do: These HR specialists conduct and supervise training and development programs for employees. This specialty is splintering into even more specialized human resources jobs, such as organizational development consultant and training and development manager. In general, a training and development specialist will work with training managers and employee supervisors to develop performance improvement measures, conduct orientation sessions, and arrange on-the-job training to help employees maintain and improve their job skills.

What you’d need: A bachelor’s degree, often in business administration or business management, is required. An MBA and more than five years of HR-related experience may also be needed.

What you’d make: The median salary for a training and development specialist is $53,691 per year.

Find training and development specialist jobs on Monster. 

Employment, Recruitment, and Placement Specialists

What you’d do: Also called recruiters, these specialists recruit and place workers. They may travel to job fairs and college campuses to find promising job applicants. They may also screen, interview and test applicants, and may check references and extend job offers.

What you’d need: Bachelor's degrees in psychology or business management are often expected in this field.

What you’d make: The median salary for a recruiter is $52,721 per year.

Find recruiter jobs on Monster.

Human Resources Information System (HRIS) Analysts

What you’d do: Professionals in this area coordinate, communicate, and implement changes to the HR information systems.

What you’d need: A BA or BS degree in information systems or a related field is usually required.

What you’d make: The median salary for a HRIS analyst $68,775 per year.

Find HRIS analyst jobs on Monster.

Employee Assistance Plan (EAP) Managers

What you’d do: Sometimes called employee welfare managers, manager of work and family programs, or work-life managers, these HR professionals oversee programs to enhance employee safety and wellness and improve work-life balance. They may manage occupational safety and health standards and practices, health and physical fitness plans, medical examinations, flextime programs, food service and recreational activities, childcare and elder-care programs, and counseling services.

What you’d need: A bachelor’s degree, and usually a master’s, in human resources management is required, plus at least five years of HR experience.

What you’d make: $122,270 per year

Find employee assistance plan manager jobs on Monster.

Most specialist positions require you to be very detail-oriented. For example, as a compensation and benefits specialist, you need to know the intimate details of the company's benefit plans, whereas HRIS professionals are often involved in product selection, systems customization, implementation, and ongoing administration of the technology and software that helps a company manage its personnel.

You are perceived as the company expert in a specific area, and people rely on you to give them informed answers to their questions. This means knowing things inside and out. 

These jobs require strong technical skills as well as good people skills—a rare combination. Unsurprisingly, specialists are harder to come by than generalists, which can give you an advantage in the talent pool.

Consider the following questions:

• Am I a detail-oriented person?
• Do I like to focus my talents and energy on a singular area of expertise?
• Do I have an aptitude for numbers?
• Do I have strong communication skills?
• Are my computer skills strong enough to be successful in this area?

Answering "yes" to these questions may mean you are better suited for a specialist role.

If your goal is to eventually open up your own human resources consulting practice, consider spending a few years in each of the specialties. This will provide you with a solid background in several different facets of HR. You will then be able to sell yourself as a specialist in several different areas of HR.

Ready to bring some humanity to human resources? Do this next

Need help getting your HR career off the ground? Monster can help with that. When you upload your resume for free and make it viewable to recruiters, they'll be able to connect you to the jobs that are the best fit for your skills. You be the human, we'll be your resource.

Accounting Clerk: job description, resume skills, salary

 

From the business world to the nonprofit sector, bookkeeping, accounting, and auditing clerks are essential.

These professionals produce and maintain financial records, helping businesses and organizations of all kinds sustain their operations. Find out which skills are in demand for bookkeeping, accounting, and auditing professionals at all experience levels

When you get your start as a bookkeeping, auditing, or accounting clerk, you'll need a few basic skills from Day 1. Whether you've just started your first job search or you're looking for a new entry-level position, get to know the skills you'll need to get a foothold in this field.

1. Math Skills

Most entry-level accountant jobs require you to have completed some basic accounting coursework to demonstrate that you grasp the fundamentals of the field. While these introductory courses are a step in the right direction, you should also make sure your math skills are up to speed.

In addition to your coursework, make sure you can solve simple arithmetic problems easily. After all, you'll deal with numbers constantly in this role. If you can't speak the language, you're bound to encounter endless stumbling blocks. If necessary, brush up on your math skills by investing in a software program or taking a community college course.

2. Computer Skills

No matter how comfortable you are with basic arithmetic, you must be able to apply your knowledge electronically. While many businesses maintain paper copies of financial statements and bank records, most rely on software programs to track numbers.

Before you start your first entry-level job, get comfortable with using computer spreadsheets and auditing software. If you've never used these applications, try completing a tutorial or joining a webinar to get hands-on instruction. In addition, take the time to hone your computer skills and research the programs that are most common for a professional at your level. If you're already familiar with the tools you need, you'll be prepared to shine from your first day on the job.

3. Attention to Detail

When you land a bookkeeping or accounting clerk job, you'll quickly learn that you can't succeed without excellent attention to detail. When you prepare financial statements and income reports, you'll be responsible for ensuring accuracy and avoiding errors of any kind. After all, even a small mistake can multiply and lead to big consequences.

If paying close attention to detail doesn't come naturally, you can take steps to develop this skill. Try making lists, limiting distractions, and taking on one task at a time. When you work to improve your focus, you'll become more detail-oriented and reduce your risk of making mistakes.

Mid-level Bookkeeping, Accounting, and Auditing Skills

After completing a few years in an entry-level position and receiving accolades, you'll undoubtedly be ready for a new challenge in the finance industry. Prepare yourself for a midlevel bookkeeper position by honing the following skills and abilities.

4. Integrity

To attain a midlevel position in the financial industry, you'll typically need to demonstrate your sense of integrity. After all, not just anyone is cut out for a role in bookkeeping, accounting, and auditing. In a midlevel position, you'll take on even more responsibility for guiding a business toward its goals. Most companies will seek assurance that you have their best interests in mind and that you can maintain confidentiality.

To demonstrate this skill, take steps to increase the transparency of your work. Don't withhold information from colleagues or superiors, and let your work speak to your honesty on the job.

5. Analytical Skills

In the financial industry, analytical skills are key to climbing the corporate ladder, as these go hand in hand with integrity and attention to detail. A natural inclination to analyze information can help you identify problems with financial records, spot errors in bank statements, and devise out-of-the-box solutions to puzzling issues. In some cases, strong analytical skills can also help your business prevent unethical or fraudulent practices.

6. Resourcefulness

Working in a mid-level bookkeeper position requires you to make decisions and solve problems constantly. To do this successfully, you'll need to be resourceful. To develop this ability, start anticipating probable issues and brainstorm ways to resolve them. If you take a proactive approach to problem-solving on the job, you could even improve your workflow or your company's standard procedures.

Senior-Level Bookkeeping, Accounting, and Auditing Skills

As you continue to excel at your role in the finance industry, additional opportunities will present themselves. Before you land that senior-level accounting manager job, you've been eyeing, however, you should make sure your skills are up to speed. Work on the following accounting skills to ensure that you succeed at the senior level.

7. Business Acumen

When you land an accounting manager role, you do much more than just crunch numbers. You also lead teams of accounting clerks and develop systems for analyzing and reporting financial information. In short, you take on a business-oriented role within the company.

To do this job well, you'll need business acumen, or the ability to assess risks and opportunities. To improve your business acumen, try enrolling in a few business courses at your local university, or seek out a higher level mentor who you can learn from one on one.

8. Legal Knowledge

As a high-level accountant, you'll need more than just business savvy. You'll also need specialized legal knowledge and an understanding of how financial law affects your company's practices.

This isn't a skill you're likely to develop naturally, but you might absorb all the legal knowledge you need over the course of on-the-job training and years of experience. If you find that you need to learn more, don't hesitate to enroll in a business law course to fill in the gaps.

Not just anyone is cut out to succeed as a bookkeeping, accounting, and auditing professional. If you have what it takes, put your skills to work and apply for an entry-level accounting clerk position or a senior-level management role in a field you love.

The perfect answers to 10 common job interview questions

 

Regardless of your industry, a job interview follows some particular patterns. Trust us, some of the same, time-worn interview questions will show up.

As you prepare for that interview, shift your perspective.

Prepare interview answers for categories, rather than to actual questions.

Because the sequence, wording and content will vary from interview to interview, you should focus on general topics. Doing so ensures you're ready for whatever comes your way. Plus, by thinking in big picture terms for each category, your answers will ultimately come across as more conversational, and believable, which will make the interview better for everyone. Here are the 10 biggies you should consider:

"Tell me about yourself."

At first glance, this question can seem easy to answer (and it can be), but you need to have your compass pointed true North to pull it off.

To prepare, start by thinking of 3-5 strong and relevant adjectives that describe you and your values. Tell the interviewer what they are, then give real examples of how you embody the adjectives. Certainly, you can mention hobbies or interests in your explanation, but keep them relatable to the job.

"Describe a challenge or conflict you've faced and how you dealt with it."

Your potential employer needs to know how you respond under pressure and how you resolve conflicts.

Most everyone has a story where they reacted less than ideally to a workplace issue. You can mention one of these experiences if you feel it's appropriate — it could ultimately make your case stronger. But you can also use an example that didn't happen in the office. The important part is how you describe the resolution, not that there was an issue.

Choose an incident in which you were frustrated but overcame the emotional turmoil or one where you had to make a sacrifice that didn't jeopardize the quality of your output. Your interviewer's asking this question to determine if you're candid, coolheaded and willing to compromise.

"What's your greatest personal achievement?"

Choose one or two max. You do not want to come off as boastful, even if you have accomplished a lot. Your discretion in the choices you make will speak far more positively of you than offering an endless laundry list.

The example you choose should be something that's not widely applicable, meaning don't mention graduating college. Choose something that sets you apart, such as organizing a charity drive for local animal shelters where you raised $10,000. BTW, quantifying an achievement (re: $10,000 to a good cause) is a great trick. Just don't exaggerate.

"What's your biggest strength/weakness?"

Many of us tend to dislike this question, but we actually think it's one of the more fun questions you can be asked. It's an opportunity to showcase how well you really know yourself, which is more critical to employers than many applicants realize.

People often get stuck on how to spin a weakness into a positive asset because, admittedly, you shouldn't be telling a potential employer that you have bad habits. Let's say you have a tendency to get distracted. You can tell your interviewer that, but clarify the actions you've taken to remedy it. Mention that you've now implemented a schedule where you wake up early, work out and set aside the hours from 7-9 to respond to emails, then don't check again until right before lunch. Demonstrating your drive to better yourself is key.

"Why do you want a change from your current career path?"

You committed to one professional direction, but you're not feeling it anymore. That's fine, but make sure you explain it in a less cavalier way than that.

You'll need more than just, "It wasn't the right fit." Why wasn't it? You can start by explaining the parts you got right (no one wants to hear you hated everything about your last job), then explain what you didn't. Lack of career advancement? Wanted more responsibility or challenging projects?

Know your reasons, stick to them, don't apologize. You wanted something better, and that's why you're interviewing now.

"Where do you see yourself in [X] years?"

Even if you are 100 percent positive at the time of interview that the job is right for you, it doesn't mean you're ready to commit the next 10 years of your professional life to it. Don't play lip-service if you genuinely can't see it. Instead, talk about the things you would want to do long-term.

Talk about your passion for the actual work you'd be doing: "As a product manager, I would be able to fulfill my dream of executing a business strategy from conceptualization to market; these types of business plans are what I plan to be designing for the rest of my career."

You can also talk about personal goals of yours: owning a house, starting a diverse investment portfolio, supporting a family, managing/starting your own business. You can connect how the job description would allow you to better attain those personal goals. Just use discretion when discussing the new job as a potential means to an end. No one wants to hire someone because they cite the job as an ideal way to start their 401(k). Talk about personal goals in addition to succeeding in something your passionate about in the industry.

"Why are you interested in our industry?"

Again, your preparation and research will come in handy here. If you have a story about what first sparked your curiosity about your industry, that's a great thing to describe now.

Pick a moment in time when you felt particularly connected to the work that was going on in your field (positive or negative) and explain those feelings. If possible, reference something that just broke in the news having to do with your industry.

"How do you evaluate success?"

There is no wrong answer to this question. Be cognizant of the type of job you are applying for. If you're aiming for a big corporation, your emphasis should be on the bottom line. If you're applying for a non-profit, you should place more importance on social impact. If you're applying for a start-up or maybe a fashion house, you should talk about influence and media presence.

You'll also want to make the answer personal to you, such as always improving performance, furthering the company's mission, making a positive overall impact, maintaining the best quality of your work, up-keeping team morale, successfully and reliably completing projects, etc.

"What gets you out of bed every day?"

What's important with your answer is what's implied — employers don't care if you're into fly fishing or Baroque painting, they care about your personal values, well-roundedness, and dedication.

Although you can answer this question with a work-related passion, we suggest picking a hobby or "extracurricular," so to speak. Perhaps your passion is music – why does it make you tick?

"Do you have any questions for me?"

They want something specific from you: to see if you've been paying attention and whether you can multitask. There's a lot of new information thrown at you in an interview, and the interviewer wants to see how well you've processed it all.

You should try to ask at least three questions at the end of your interviews, but don't just ask to ask. If you can easily Google it, don't ask it. We actually recommend you prepare some questions specific to the company in advance and memorize them. If your head is spinning at the end of your interview, you can refer back to them. At the very least, they will know you did your research.

It also doesn't hurt to ask questions about what you can expect from the role. Think of questions like: "What's the biggest challenge you think I'll face coming into this position?" "Why did the last person leave the role?" "Who would I be working with on a daily basis, and what might an average day in the position look like?"