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Plan, direct, and coordinate human resource management activities of an organization to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance. (O'Net 11-3040.00)
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| Reported job titles:
Apprenticeship Training Representative,
Benefit Director,
Benefits Manager,
Commissioner of Conciliation,
Compensation Manager,
Contracts Specialist
(view all job titles)
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Career Video
for Human Resources Managers |
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No wage data for this occupation. |
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No trend data for this occupation.
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No industries of employment data for this occupation.
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Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. |
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Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. |
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Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. |
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Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. |
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Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. |
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Identify staff vacancies and recruit, interview and select applicants. |
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Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. |
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Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization. |
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Represent organization at personnel-related hearings and investigations. |
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Administer compensation, benefits and performance management systems, and safety and recreation programs. |
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| source: Occupational Information Network: Human Resources Managers updated June 2008 |
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Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
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Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
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English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
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Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
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Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
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Psychology - Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders. |
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Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. |
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Mathematics - Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. |
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| source: Occupational Information Network: Human Resources Managers updated June 2008 |
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Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
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Management of Personnel Resources - Motivating, developing, and directing people as they work, identifying the best people for the job. |
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Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do. |
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Speaking - Talking to others to convey information effectively. |
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Coordination - Adjusting actions in relation to others' actions. |
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Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. |
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Reading Comprehension - Understanding written sentences and paragraphs in work related documents. |
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Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
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Negotiation - Bringing others together and trying to reconcile differences. |
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Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
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| source: Occupational Information Network: Human Resources Managers updated June 2008 |
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Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences. |
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Written Comprehension - The ability to read and understand information and ideas presented in writing. |
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Oral Expression - The ability to communicate information and ideas in speaking so others will understand. |
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Speech Recognition - The ability to identify and understand the speech of another person. |
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Written Expression - The ability to communicate information and ideas in writing so others will understand. |
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Deductive Reasoning - The ability to apply general rules to specific problems to produce answers that make sense. |
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Speech Clarity - The ability to speak clearly so others can understand you. |
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Inductive Reasoning - The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
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Problem Sensitivity - The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem. |
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Fluency of Ideas - The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity). |
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| source: Occupational Information Network: Human Resources Managers updated June 2008 |
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Communicating with Supervisors, Peers, or Subordinates - Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
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Resolving Conflicts and Negotiating with Others - Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
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Establishing and Maintaining Interpersonal Relationships - Developing constructive and cooperative working relationships with others, and maintaining them over time. |
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Making Decisions and Solving Problems - Analyzing information and evaluating results to choose the best solution and solve problems. |
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Evaluating Information to Determine Compliance with Standards - Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. |
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Judging the Qualities of Things, Services, or People - Assessing the value, importance, or quality of things or people. |
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Getting Information - Observing, receiving, and otherwise obtaining information from all relevant sources. |
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Developing and Building Teams - Encouraging and building mutual trust, respect, and cooperation among team members. |
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Staffing Organizational Units - Recruiting, interviewing, selecting, hiring, and promoting employees in an organization. |
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Updating and Using Relevant Knowledge - Keeping up-to-date technically and applying new knowledge to your job. |
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| source: Occupational Information Network: Human Resources Managers updated June 2008 |
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Enterprising - Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business. |
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Social - Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others. |
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Conventional - Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow. |
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| source: Occupational Information Network: Human Resources Managers updated June 2008 |
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Integrity - Job requires being honest and ethical. |
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Stress Tolerance - Job requires accepting criticism and dealing calmly and effectively with high stress situations. |
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Leadership - Job requires a willingness to lead, take charge, and offer opinions and direction. |
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Dependability - Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
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Initiative - Job requires a willingness to take on responsibilities and challenges. |
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Self Control - Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
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Adaptability/Flexibility - Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
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Concern for Others - Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
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Cooperation - Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
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Persistence - Job requires persistence in the face of obstacles. |
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| source: Occupational Information Network: Human Resources Managers updated June 2008 |
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| No state licenses listed for this occupation.
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Job Zone Four: Considerable Preparation Needed |
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Education: Most of these occupations require a four-year bachelor's degree, but some do not. |
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Training: Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training. |
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Experience: A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified. |
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| source: Occupational Information Network: Human Resources Managers updated June 2008 |
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Related Instructional Programs |
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- Human Resources Management/Personnel Administration, General
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| | Search for schools offering these programs at |
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| source: National Center for Education Statistics 2000 Classification of Instructional Programs
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| Labor Exchange Information |
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A source for occupational characteristics, such as age, gender, race, and years of education
and an alternative source for occupational wage rates.
Limited to people looking for jobs and the jobs advertised through VDOL
Vermont Job Link. |
| Look for statewide information over the latest 12 months for Human Resources Managers . |
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| Occupational Outlook Handbook |
| The Occupational Outlook Handbook is a nationally recognized source of career information, designed to provide valuable assistance to individuals making decisions about their future work lives. Revised every two years, the Handbook describes what workers do on the job, working conditions, the training and education needed, earnings, and expected job prospects in a wide range of occupations. |
| Handbook occupations related to Human Resources Managers : |
| Human resources, training, and labor relations managers and specialists |
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| O*NET™ Online |
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O*NET Online is an interactive web site for those interested in exploring occupations through O*NET, The Occupational Information Network database.
All of the descriptive information on this page comes from the O*NET database, version 14.0, released July 2009.
The O*NET database takes the place of the Dictionary of Occupational Titles (DOT) as the nation's primary source of occupational information. |
| For additional information on Human Resources Managers , go to
O*NET Online Detail Report. |
For the O*NET Online home page, go to 
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| source: Occupational Information Network: Human Resources Managers |
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