Human Resources Career Path. Help!

Career Opportunities & Internships
1

<p>Hi all! I hoping to get some advice regarding a career in Human Resources. </p>

<p>A little background information. I am about to enter my senior year at UCLA; I am a history major double minoring in International Area Studies and Labor and Workplace Studies. For a long time my plan was to attend law school. However, this doesn't seem like the best choice considering the job market for lawyers and the cost of attendance. </p>

<p>Upon researching various career paths I stumbled upon human resources and became very intrigued with the practice. Its far too late to earn a B.A. in HR (UCLA doesn't offer any major). So I was wondering what educational path would be best for me and offer me various methods of career advancements. </p>

<p>One option is M.A. in Human Resource Management
and another option is getting a certificate in HRM from UCLA's extension school. </p>

<p>My question is which option will be a better career choice, and how is the HR field as a career (good/bad, growing, good pay). What HR M.A. programs are best. All advice about any facet of Human Resources is great appreciated! </p>

<p>Thanks so much for your help! :)</p>

2

<p>HR is certainly growing, and the pay is quite acceptable once you get beyond the HR assistant role. I work as a salaried human resources manager in the retail industry and I can say it is becoming an increasingly important role in this industry in particular due to the state of retail and sue-happy individuals (though this may also be true in other industries). HR’s function is also shifting to that of a “business partner,” meaning that HR is expected to take a greater interest and understanding of the business and partner with management to assist in performance management, training, etc. rather than just fill openings, file paperwork, and discuss benefits. </p>

<p>There are many different aspects of HR: recruiting (head hunters), benefits coordinators, compensation/payroll analysts, generalists (do a bit of everything), consultants (usually specialize in an area, such as employee relations or leaves of absence) and managerial roles. Do you know which area you’re most interested in? A masters in HR is best suited in my opinion for those seeking managerial, generalist, or consultant positions. From my experience, most of those other positions are commonly obtained through work experience, self-education, and lateral career moves. </p>

<p>Despite its growth HR is a difficult path to break into, particularly if you have no prior work history. This is due to the highly sensitive nature of HR - you don’t want someone firing people if they don’t understand EEOC or FMLA laws, or if they have never had to battle in unemployment hearings. Many individuals make a lateral move into HR after working in other managerial roles. I started as a sales manager prior to taking the HR position at my former company. Some individuals start off as HR or office assistants and then get promoted. Others work HR internships in college and end up getting hired by the company. </p>

<p>HR manager roles and above (directors, VPs) tend to favor a degree in HR (some lean toward a masters degree depending on the level of responsibility). I have my BA in psychology with no HR academic training - I was one of those individuals who made a lateral move into the field. However, gaining experience and then getting your PHR is usually valued more than just a degree in the field (PHR is a certification as an HR professional, which requires taking a lengthy test to get the certification and then taking courses/lecture credits periodically to maintain the certification). The PHR is valued because it requires you to keep up on the changes in laws and HR practices in order to keep the certification. Whereas once you get a degree, you don’t <em>have</em> to keep up with those changes to keep the degree (though it is still wise to do so if you want to be useful in your job).</p>

<p>You can also consider an MBA with a concentration in HR management, which is sometimes viewed as more valuable than a masters degree in HR, especially if you don’t have an undergraduate business degree (though you would want some quality work experience before pursuing this). This is because of the “business partner” role of HR at many companies. Yet other companies may not care if you have an MBA or masters in HR. The MBA will focus more on the “bottom line” of business. Masters programs in HR will offer a greater variety of HR courses and will focus more on the human capital aspect - the people who are contributing to the bottom line. </p>

<p>There are also associate degrees in HR and certificate programs that may help you to land an internship and get your foot in the door if you’re not ready to devote to an advanced degree program.</p>

3

<p>Thank you for your detailed advice! It’s much appreciated. I’m hoping to somehow land a hr internship this coming school year. If not, my plan is to try my best to get an HR assistant job after graduation and in a couple years apply to a HR masters program. I do have a lot of work experience: PR assistant (over a year), receptionist position, and also working with the LA superior court. Do you think this would suffice for an entry level hr assistant position?</p>

4

<p>It depends on the position and how involved you really are. Many HR assistants will assist in scheduling interviews, maybe even do a brief phone screen prior to scheduling. They may help process and/or file new hire paperwork, and assist in orientation. Most of the tasks are basic enough to be taught to someone with little or no HR background or understanding, so your office experience should help you to gain an entry level position. You would probably assist more in recruiting, onboarding, and helping to track paperwork such as performance reviews or attendance; you wouldn’t likely do much with benefits, payroll, or employee relations, but again, it varies based on the industry and whether the “assistant” role is really entry-level. </p>

<p>Verbal and written communication skills are important, as are being detail oriented and able to multitask. A professional demeanor and ability to keep information confidential is critical. Being sympathetic, patient, and a good listener are also useful, although companies may just see that as icing on the cake if all else is good. </p>

<p>Some companies value an HR staff who is hands on and really involved with associates; others prefer HR in the office but still providing a resource to associates if they want it. I’ve always enjoyed retail because many companies are hands on and HR is very involved in associate matters such as performance, advancement, training, and handling concerns or conflict. At my company HR is NOT a disciplinarian - I do not address write-ups with associates, and I do not terminate associates; the managers do that. I am a resource for the associate to turn to if they need it following a write-up or termination. Other companies expect HR to handle all of the disciplinary actions. So do some research or ask questions on the type of role HR plays in that company when you’re looking for internships and jobs.</p>