Human Resources Managers
Tasks Include:
- Administer compensation, benefits, and performance management systems, and safety and recreation programs.
- Identify staff vacancies and recruit, interview, and select applicants.
- Allocate human resources, ensuring appropriate matches between personnel.
- Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
- Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
- Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
- Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
- Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
more »
The data sources for the information displayed here include: O*NET™; US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Projections Quick View:
Virginia: +12.2%
National: +7.3%
Education
Bachelor's Degree
Job Zone:
Four: Considerable Preparation Needed
Income Range:
Highest ($50,000 and up)
Median Earnings:
National
$130,000.00
State
$145,720.00
Regional
Human Resources Managers
Description
Career Cluster: | Business, Management & Administration |
Plan, direct, or coordinate human resources activities and staff of an organization.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Education
Required Level of Education
- Bachelor's Degree = 73.91%
- Post-Baccalaureate Certificate - awarded for completion of an organized program of study; designed for people who have completed a Baccalaureate degree but do not meet the requirements of academic degrees carrying the title of Master. = 8.70%
- Master's Degree = 8.70%
- Some College Courses = 4.35%
- Post-Master's Certificate - awarded for completion of an organized program of study; designed for people who have completed a Master's degree but do not meet the requirements of academic degrees at the doctoral level. = 4.35%
Related Work Experience
- Over 4 years, up to and including 6 years = 54.17%
- Over 8 years, up to and including 10 years = 16.67%
- Over 2 years, up to and including 4 years = 12.50%
- Over 6 years, up to and including 8 years = 12.50%
- Over 1 year, up to and including 2 years = 4.17%
On-Site or In-Plant Training
- None = 33.33%
- Up to and including 1 month = 20.83%
- Over 6 months, up to and including 1 year = 16.67%
- Over 1 month, up to and including 3 months = 8.33%
- Over 3 months, up to and including 6 months = 8.33%
- Over 1 year, up to and including 2 years = 8.33%
- Over 4 years, up to and including 10 years = 4.17%
On-the-Job Training
- None or short demonstration = 33.33%
- Over 6 months, up to and including 1 year = 20.83%
- Anything beyond short demonstration, up to and including 1 month = 16.67%
- Over 1 month, up to and including 3 months = 8.33%
- Over 3 months, up to and including 6 months = 8.33%
- Over 1 year, up to and including 2 years = 8.33%
- Over 4 years, up to and including 10 years = 4.17%
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Tasks
Core Tasks Include:
- Administer compensation, benefits, and performance management systems, and safety and recreation programs.
- Identify staff vacancies and recruit, interview, and select applicants.
- Allocate human resources, ensuring appropriate matches between personnel.
- Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
- Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
- Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
- Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
- Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
- Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
- Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
- Analyze training needs to design employee development, language training, and health and safety programs.
- Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
- Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
- Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization.
- Conduct exit interviews to identify reasons for employee termination.
- Investigate and report on industrial accidents for insurance carriers.
- Represent organization at personnel-related hearings and investigations.
- Negotiate bargaining agreements and help interpret labor contracts.
- Prepare personnel forecast to project employment needs.
- Prepare and follow budgets for personnel operations.
- Develop, administer, and evaluate applicant tests.
- Oversee the evaluation, classification, and rating of occupations and job positions.
- Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
- Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards.
Supplemental Tasks Include:
- Provide terminated employees with outplacement or relocation assistance.
- Contract with vendors to provide employee services, such as food service, transportation, or relocation service.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Tools and Technology
Tools Include:
- Desktop computers
- Notebook computers
- Personal computers
- Scanners
Technologies Include:
- Accounting software
- AccountantsWorld Payroll Relief
- Intuit QuickBooks software
- Sage Peachtree software
- Charting software
- AASoftTech Web Organization Chart
- Compliance software
- Stratitec TimeIPS
- Computer based training software
- Training software
- Data base reporting software
- Business Objects Crystal Reports
- Data base user interface and query software
- Microsoft Access
- Automation Centre Personnel Tracker
- Document management software
- WinOcular software
- Atlas Business Solutions Staff Files
- Electronic mail software
- Microsoft Outlook
- Email software
- Enterprise resource planning ERP software
- SAP software
- Tyler Technologies MUNIS
- Infor ERP SyteLine
- Microsoft Great Plains software
- Oracle PeopleSoft
- Deltek Vision
- Human resources software
- ADP Enterprise HR
- Savitr RecruitX
- ADP HR/Benefits Solution
- ADP HR/Profile
- UCN inContact Workforce Management Software WFM
- AllNetic Working Time Tracker
- Applicant Tracking Systems ATS software
- Authoria Adviser
- Ceridian software
- Tesseract Benefits Manager
- Tesseract Human Resources Manager
- Arrow Electronics N/Compass
- Sage Abra HRMS
- Fidelity HR/Payroll
- Focus software
- Halogen e360
- Halogen ePraisal
- Harpers Payroll Services HR la Carte
- Human resource information system HRIS software
- Total Officer Personnel Management Information System TOPMIS
- Inception Technologies InfiniTime
- Infor SSA Human Capital Management
- Ultimate Software UltiPro
- Unicorn HRO Open4
- Midrange Software XpertHire
- UniFocus Watson Human Resources Manager
- WhizLabs software
- Oracle HRIS
- Paychex software
- Paycor Payroll Management software
- People-Trak software
- Personnel management software
- QuestionMark software
- Qwiz software
- Lawson Human Resource Management
- Lawson Human Resources Suite
- Internet browser software
- Web browser software
- Presentation software
- Microsoft PowerPoint
- Spreadsheet software
- IBM Lotus 1-2-3
- Microsoft Excel
- Time accounting software
- ADP ezLaborManager
- ADP Pay eXpert
- Data Management TimeClock Plus software
- Exact Software Macola ES Labor Performance
- Infotronics Attendance Enterprise
- Norchard Solutions Succession Wizard
- iSystems Evolution Payroll and Tax Management
- Jantek Electronics Jupiter Time & Attendance
- Kronos Workforce Timekeeper
- Qqest TimeForce
- Soft Trac Microix Timesheet
- Stromberg Enterprise
- Word processing software
- Corel WordPerfect software
- Microsoft Word
- Nuvosoft Rwiz
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Knowledge
% | Subject | Description |
---|---|---|
98.00 | 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. |
89.50 | 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. |
80.25 | English Language | Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
77.00 | Law and Government | Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
74.00 | 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. |
72.00 | 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. |
56.50 | 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. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Skills
% | Subject | Description |
---|---|---|
78.00 | Management of Personnel Resources | Motivating, developing, and directing people as they work, identifying the best people for the job. |
78.00 | 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. |
78.00 | Speaking | Talking to others to convey information effectively. |
75.00 | Reading Comprehension | Understanding written sentences and paragraphs in work-related documents. |
75.00 | Judgment and Decision Making | Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
72.00 | Writing | Communicating effectively in writing as appropriate for the needs of the audience. |
72.00 | Social Perceptiveness | Being aware of others' reactions and understanding why they react as they do. |
72.00 | Coordination | Adjusting actions in relation to others' actions. |
72.00 | Negotiation | Bringing others together and trying to reconcile differences. |
72.00 | Complex Problem Solving | Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
68.75 | Critical Thinking | Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
68.75 | Active Learning | Understanding the implications of new information for both current and future problem-solving and decision-making. |
68.75 | Systems Evaluation | Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system. |
65.50 | Monitoring | Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
65.50 | Persuasion | Persuading others to change their minds or behavior. |
65.50 | Systems Analysis | Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes. |
65.50 | Time Management | Managing one's own time and the time of others. |
59.50 | Instructing | Teaching others how to do something. |
59.50 | Service Orientation | Actively looking for ways to help people. |
56.25 | Learning Strategies | Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Abilities
% | Subject | Description |
---|---|---|
81.25 | Oral Comprehension | The ability to listen to and understand information and ideas presented through spoken words and sentences. |
81.25 | Oral Expression | The ability to communicate information and ideas in speaking so others will understand. |
78.00 | Written Comprehension | The ability to read and understand information and ideas presented in writing. |
75.00 | Written Expression | The ability to communicate information and ideas in writing so others will understand. |
75.00 | Deductive Reasoning | The ability to apply general rules to specific problems to produce answers that make sense. |
75.00 | Speech Recognition | The ability to identify and understand the speech of another person. |
75.00 | Speech Clarity | The ability to speak clearly so others can understand you. |
72.00 | 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 that there is a problem. |
72.00 | Inductive Reasoning | The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
68.75 | Near Vision | The ability to see details at close range (within a few feet of the observer). |
62.50 | 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). |
59.50 | Originality | The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem. |
59.50 | Information Ordering | The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations). |
59.50 | Category Flexibility | The ability to generate or use different sets of rules for combining or grouping things in different ways. |
53.00 | Selective Attention | The ability to concentrate on a task over a period of time without being distracted. |
50.00 | Mathematical Reasoning | The ability to choose the right mathematical methods or formulas to solve a problem. |
50.00 | Number Facility | The ability to add, subtract, multiply, or divide quickly and correctly. |
50.00 | Speed of Closure | The ability to quickly make sense of, combine, and organize information into meaningful patterns. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Work Activities
% | Subject | Description |
---|---|---|
95.75 | Communicating with Supervisors, Peers, or Subordinates | Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
93.75 | Establishing and Maintaining Interpersonal Relationships | Developing constructive and cooperative working relationships with others, and maintaining them over time. |
92.75 | Resolving Conflicts and Negotiating with Others | Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
92.75 | Staffing Organizational Units | Recruiting, interviewing, selecting, hiring, and promoting employees in an organization. |
87.50 | Making Decisions and Solving Problems | Analyzing information and evaluating results to choose the best solution and solve problems. |
86.50 | Getting Information | Observing, receiving, and otherwise obtaining information from all relevant sources. |
85.50 | 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. |
85.50 | Updating and Using Relevant Knowledge | Keeping up-to-date technically and applying new knowledge to your job. |
85.50 | Providing Consultation and Advice to Others | Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. |
83.75 | Judging the Qualities of Objects, Services, or People | Assessing the value, importance, or quality of things or people. |
83.25 | Developing and Building Teams | Encouraging and building mutual trust, respect, and cooperation among team members. |
82.25 | Coaching and Developing Others | Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
81.25 | Interpreting the Meaning of Information for Others | Translating or explaining what information means and how it can be used. |
81.25 | Guiding, Directing, and Motivating Subordinates | Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
79.25 | Developing Objectives and Strategies | Establishing long-range objectives and specifying the strategies and actions to achieve them. |
79.25 | Organizing, Planning, and Prioritizing Work | Developing specific goals and plans to prioritize, organize, and accomplish your work. |
78.00 | Training and Teaching Others | Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
77.00 | Analyzing Data or Information | Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
77.00 | Working with Computers | Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
76.00 | Coordinating the Work and Activities of Others | Getting members of a group to work together to accomplish tasks. |
73.00 | Identifying Objects, Actions, and Events | Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
70.75 | Documenting/Recording Information | Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
68.75 | Communicating with People Outside the Organization | Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
68.50 | Processing Information | Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
67.50 | Monitoring and Controlling Resources | Monitoring and controlling resources and overseeing the spending of money. |
66.75 | Thinking Creatively | Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
63.50 | Scheduling Work and Activities | Scheduling events, programs, and activities, as well as the work of others. |
60.50 | Performing Administrative Activities | Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
59.50 | Selling or Influencing Others | Convincing others to buy merchandise/goods or to otherwise change their minds or actions. |
58.25 | Assisting and Caring for Others | Providing personal assistance, medical attention, emotional support, or other personal care to others such as coworkers, customers, or patients. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Work Styles
% | Subject | Description |
---|---|---|
97.00 | Integrity | Job requires being honest and ethical. |
92.75 | Self-Control | Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
90.50 | Leadership | Job requires a willingness to lead, take charge, and offer opinions and direction. |
89.50 | Dependability | Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
88.50 | Initiative | Job requires a willingness to take on responsibilities and challenges. |
88.50 | Cooperation | Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
87.50 | Stress Tolerance | Job requires accepting criticism and dealing calmly and effectively with high-stress situations. |
84.50 | Persistence | Job requires persistence in the face of obstacles. |
84.50 | Concern for Others | Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
83.25 | Adaptability/Flexibility | Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
78.00 | Analytical Thinking | Job requires analyzing information and using logic to address work-related issues and problems. |
77.00 | Achievement/Effort | Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
77.00 | Attention to Detail | Job requires being careful about detail and thorough in completing work tasks. |
73.00 | Social Orientation | Job requires preferring to work with others rather than alone, and being personally connected with others on the job. |
69.75 | Independence | Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done. |
64.50 | Innovation | Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Work Values
% | Subject | Description |
---|---|---|
83.33 | Relationships | Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service. |
77.83 | Recognition | Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status. |
72.17 | Achievement | Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement. |
72.17 | Working Conditions | Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions. |
66.67 | Independence | Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
55.50 | Support | Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Work Context
% | Subject | Description |
---|---|---|
100.00 | Telephone | How often do you have telephone conversations in this job? |
100.00 | Electronic Mail | How often do you use electronic mail in this job? |
99.20 | Face-to-Face Discussions | How often do you have to have face-to-face discussions with individuals or teams in this job? |
95.80 | Freedom to Make Decisions | How much decision making freedom, without supervision, does the job offer? |
94.20 | Structured versus Unstructured Work | To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals? |
92.40 | Contact With Others | How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it? |
91.60 | Indoors, Environmentally Controlled | How often does this job require working indoors in environmentally controlled conditions? |
89.60 | Spend Time Sitting | How much does this job require sitting? |
86.60 | Impact of Decisions on Co-workers or Company Results | What results do your decisions usually have on other people or the image or reputation or financial resources of your employer? |
85.00 | Work With Work Group or Team | How important is it to work with others in a group or team in this job? |
84.20 | Letters and Memos | How often does the job require written letters and memos? |
81.60 | Frequency of Decision Making | How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization? |
80.80 | Importance of Being Exact or Accurate | How important is being very exact or highly accurate in performing this job? |
78.40 | Frequency of Conflict Situations | How often are there conflict situations the employee has to face in this job? |
77.60 | Coordinate or Lead Others | How important is it to coordinate or lead others in accomplishing work activities in this job? |
76.60 | Responsibility for Outcomes and Results | How responsible is the worker for work outcomes and results of other workers? |
75.80 | Time Pressure | How often does this job require the worker to meet strict deadlines? |
73.40 | Responsible for Others' Health and Safety | How much responsibility is there for the health and safety of others in this job? |
68.40 | Consequence of Error | How serious would the result usually be if the worker made a mistake that was not readily correctable? |
65.80 | Deal With Unpleasant or Angry People | How frequently does the worker have to deal with unpleasant, angry, or discourteous individuals as part of the job requirements? |
64.20 | Level of Competition | To what extent does this job require the worker to compete or to be aware of competitive pressures? |
60.80 | Importance of Repeating Same Tasks | How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job? |
57.60 | Deal With External Customers | How important is it to work with external customers or the public in this job? |
57.60 | Public Speaking | How often do you have to perform public speaking in this job? |
54.80 | Spend Time Making Repetitive Motions | How much does this job require making repetitive motions? |
52.40 | Physical Proximity | To what extent does this job require the worker to perform job tasks in close physical proximity to other people? |
50.80 | Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls | How much does this job require using your hands to handle, control, or feel objects, tools or controls? |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Job Zone Four: Considerable Preparation Needed
- Overall 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.
- Job Training
- Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
- Examples
- Many of these occupations involve coordinating, supervising, managing, or training others. Examples include real estate brokers, sales managers, database administrators, graphic designers, conservation scientists, art directors, and cost estimators.
- Education
- Most of these occupations require a four-year bachelor's degree, but some do not.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Earnings Benefits*
Region | Entry Level | Median | Experienced |
---|---|---|---|
United States | $76,610.00 | $130,000.00 | $171,170.00 |
Virginia | $87,370.00 | $145,720.00 | $179,390.00 |
Region | Entry Level | Median | Experienced |
Alexandria/Arlington | $123,250.42 | $176,661.22 | $209,650.45 |
Bay Consortium | $92,361.07 | $142,883.64 | $178,442.90 |
Capital Region Workforce Partnership | $86,743.72 | $121,624.78 | $155,939.82 |
Central VA/Region2000 | $82,434.83 | $125,456.37 | $153,492.17 |
Crater Area | $80,461.41 | $110,454.31 | $136,552.39 |
Greater Peninsula | $87,853.32 | $125,894.91 | $155,898.00 |
Hampton Roads | $84,711.15 | $130,125.26 | $159,065.67 |
New River/Mt. Rogers | $80,077.95 | $111,887.21 | $138,593.11 |
Northern Virginia | $114,505.17 | $168,382.04 | $210,442.88 |
Piedmont Workforce | $93,672.61 | $132,350.59 | $174,940.72 |
Shenandoah Valley | No Data | No Data | No Data |
South Central | $91,857.27 | $118,909.92 | $146,907.99 |
Southwestern Virginia | $78,499.21 | $112,987.63 | $147,566.81 |
West Piedmont | $79,544.56 | $103,869.11 | $134,787.02 |
Western Virginia | $82,708.15 | $118,752.87 | $151,311.72 |
* Earnings Calculations:
Regional Earnings:
Entry = Annual mean of the lower 1/3 wage distribution;
Experienced = Annual mean of the upper 2/3 wage distribution.
National and State Earnings:
Entry = Annual 10th percentile wage;
Experienced = Annual 75th percentile wage.
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Human Resources Managers
Employment Projections
Current | Projected | % Change | |
---|---|---|---|
United States | 174,200 | 186,900 | +7.3% |
Virginia | 4,163 | 4,671 | +12.2% |
Region | Current* | Projected | % Change |
Alexandria/Arlington | 619 | 689 | +11.3% |
Bay Consortium | 96 | 110 | +14.6% |
Capital Region Workforce Partnership | 702 | 799 | +13.8% |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | 170 | 191 | +12.4% |
Hampton Roads | 384 | 421 | +9.6% |
New River/Mt. Rogers | 97 | 110 | +13.4% |
Northern Virginia | 1,409 | 1,620 | +15.0% |
Piedmont Workforce | 131 | 151 | +15.3% |
Shenandoah Valley | 162 | 188 | +16.0% |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | 142 | 158 | +11.3% |
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Human Resources Managers
Related Occupations
Related Occupations
The related occupations here have similar general capabilities and interests; career explorers may also be interested in the related occupations:- Human Resources Specialists
- Human Resources Assistants, Except Payroll and Timekeeping
- Management Analysts
- Labor Relations Specialists
- Training and Development Managers
- Industrial-Organizational Psychologists
- Compensation, Benefits, and Job Analysis Specialists
- Compensation and Benefits Managers
- Social and Community Service Managers
- Equal Opportunity Representatives and Officers
- Chief Executives
- First-Line Supervisors of Office and Administrative Support Workers
- Administrative Services Managers
- Project Management Specialists
- Payroll and Timekeeping Clerks
- Compliance Managers
- Medical and Health Services Managers
- Public Relations Managers
- Eligibility Interviewers, Government Programs
- Training and Development Specialists
Careers in Human Resources Management Pathway:
- Compensation and Benefits Managers
- Compensation, Benefits, and Job Analysis Specialists
- Human Resources Managers
- Human Resources Specialists
- Labor Relations Specialists
- Training and Development Managers
- Training and Development Specialists
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
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Overview
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The data sources for the information displayed here include: New York State Department of Labor; New Jersey Department of Labor; California Occupational Information Coordinating Committee; CareerOneStop. (Using onet28)
Human Resources Managers
Military Training
The following military job classifications are available for this occupation:
- Community Activities Officers
- Educators and Instructors
- First Sergeants, Sergeants Major, and Leading Chiefs
- Health Services Administration
- Manpower and Personnel
- Morale and Welfare
- Operations Staff
- Personnel, General
- Munitions Systems
- Aircraft Armament Systems
- Personnel
- Human Resources Specialist
The data sources for the information displayed here include: Defense Manpower Data Center. (Using onet28)
Human Resources Managers
Proficiency Ratings
These proficiencies are scored on a scale from 1 to 5 with 1 being not
important to the job and 5 being extremely important to the job.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Titles
- Apprenticeship Training Representative
- Benefit Director
- Benefits Manager
- Commissioner of Conciliation
- Compensation Manager
- Director of Employee Development
- Director of Employer Services
- Director of Human Resources
- Director of Industrial Relations
- Director of Personnel
- Director of Placement
- Director of Training
- Director of Workforce Development
- Diversity Manager
- Education and Training Manager
- Efficiency Manager
- Employee Benefits Director
- Employee Benefits Manager
- Employee Relations Manager
- Employee Welfare Manager
- Employee Wellness/Fitness Coordinator
- Employment Manager
- Employment Recruiter
- Field Advisor
- Head of Human Resources
- Hospital Personnel Director
- Human Resource Officer
- Human Resources Administrator (HR Administrator)
- Human Resources Coordinator (HR Coordinator)
- Human Resources Director (HR Director)
- Human Resources Generalist (HR Generalist)
- Human Resources Manager (HR Manager)
- Human Resources Officer (HR Officer)
- Human Resources Supervisor
- Human Resources Vice President
- Human Services Manager
- Industrial Relations Director
- Industrial Relations Manager
- Job Analysis Manager
- Labor Relations Director
- Labor Relations Manager
- Labor Training Manager
- Manpower Development Specialist Manager
- Merit System Director
- Organizational Development Manager
- Personnel Administrator
- Personnel Director
- Personnel Generalist Manager
- Personnel Manager
- Position Classification Manager
- Position Description Manager
- Staffing Manager
- Training Director
- Wage and Salary Administrator
The data sources for the information displayed here include: O*NET™. (Using onet28)
Human Resources Managers
Related Schools
- American National University
- Averett University
- Bluefield University
- Bridgewater College
- Brightpoint Community College
- Bryant & Stratton College-Virginia Beach
- Christopher Newport University
- Columbia College
- DeVry University-Virginia
- Eastern Mennonite University
- ECPI University
- Emory & Henry College
- Fairfax University of America
- Ferrum College
- George Mason University
- Hampton University
- Hollins University
- IGlobal University
- J Sargeant Reynolds Community College
- James Madison University
- Liberty University
- Longwood University
- Mary Baldwin University
- Marymount University
- Northern Virginia Community College
- Old Dominion University
- Piedmont Virginia Community College
- Radford University
- Rappahannock Community College
- Regent University
- Richard Bland College
- Roanoke College
- Shenandoah University
- South University-Richmond
- South University-Virginia Beach
- Stratford University
- Strayer University-Virginia
- Tidewater Community College
- University of Lynchburg
- University of Management and Technology
- University of Mary Washington
- University of Richmond
- University of the Potomac-VA Campus
- University of Virginia-Main Campus
- Virginia Commonwealth University
- Virginia Peninsula Community College
- Virginia Polytechnic Institute and State University
- Virginia State University
- Virginia Union University
- Virginia Wesleyan University
- Virginia Western Community College
- Washington and Lee University
- William & Mary
The data sources for the information displayed here include: O*NET™. (Using onet28)