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Human resources is the branch of an organization that oversees the inner workings of the organization and its employees. The role of a human resources professional encompasses many functions, including recruiting and hiring, orientation and training, compensation and benefits, workplace relations, and retention. 

Many master鈥檚 programs prepare students to become HR generalists, but some programs require students to focus on a particular aspect of HR, such as diversity and inclusion, benefits and compensation, international HR management, or human capital management.

The core of an online master's in human resources program includes advanced courses in human resources and business strategy. General graduate-level business courses will include statistics, performance management, finance, and leadership. Master's in human resources students will also take classes that examine HR topics such as staffing, compensation and benefits, workplace ethics, labor management relations, labor law and procedure, communications and interpersonal relations, organizational leadership, and training.

Many programs also require an internship or a capstone course. The capstone course involves working on a research project to address a human resources problem.

Most online master's in human resources programs can be completed in one to two years. Students enrolled on a part-time basis may take up to five years to complete their degree. The exact time for completion will depend upon a variety of factors, including the program format, the course load, and whether any credits were transferred into the program.

Students who wish to pursue a graduate-level degree in HR have two options: an MBA with a concentration in human resources or a master鈥檚 of science degree in human resource management. The curriculum for the two degrees may appear to have some overlap, but the MBA will be more generalized in terms of business applications while the MS-HRM will focus fairly narrowly on HR examples, situations, and areas of specialization.

According to members of the Society of Human Resource Management, there is some overlap between the two degrees available to graduate students interested in HR 鈥� the MBA with a specialization in HR and the master鈥檚 of HR management 鈥� but they are quite different. Students who are seeking a broader perspective on business in general will probably prefer the MBA program with a concentration in HR. 

The majority of courses for this degree are advanced business courses, such as management, statistics, finance, accounting, MIS, and marketing. These will be accompanied by three or four elective courses in HR management to meet the requirements for the HR specialization. Students who are intent on pursuing a lifelong career in HR management, however, will probably benefit from the more narrow curriculum of an MS-HRM degree that focuses exclusively on HR management. In this type of program, students will do a deep dive into various aspects of the profession, such as compensation and benefits, international HR, labor relations, labor law, and so forth.

Admission into an online master's in human resources program requires a bachelor's degree from an accredited institution. Students applying to an MBA program with a human resources specialization may need a bachelor's degree in business or a related field. 

Beyond this, criteria will vary by school but may include a minimum GPA, professional experience, letters of recommendation, a statement of purpose, and GRE/GMAT scores. While some programs will request scores, there are online master's in human resources that require no GRE or GMAT scores for admission.

When evaluating online master鈥檚 in human resources degree programs, students should consider which structure works best for them. Program options include part-time, full-time, fully online, and hybrid programs that incorporate both online and on-campus learning. They should also think about whether their schedule allows for synchronous classes鈥� which must be attended at a designated time鈥攁s opposed to asynchronous classes that they can access at their convenience.

Another factor to consider when choosing an online master's in human resources is whether the program offers any concentrations or unique features, such as graduate assistantships, field experiences, or internships. If students are interested in pursuing SHRM certification, choosing a program that is aligned to the SHRM鈥檚 curriculum guidelines may also be beneficial.

After evaluating the programs on these criteria, assessing each school's reviews, faculty credentials, and graduation rates can help determine which program will best fit their needs and career goals.

Students should also contact their school's financial aid department to determine whether they qualify for any aid offered through their office. Scholarship opportunities may also be available through industry organizations, such as the , The (National PELRA), or through private companies.

Colleges can earn institutional accreditation by allowing an independent organization to review their curricula, faculty, and services. Rest assured that all of the colleges we list on our list at OnlineU are institutionally accredited. 

Accreditation is vital when choosing the best online college because it's only with this stamp of approval that schools can accept federal financial aid, often an important consideration for master's students.

In many fields, individual programs can earn programmatic accreditation. However, the situation in HR is more complicated. There's no recognized program accreditor, but the Society for Human Resource Management (SHRM) has created a checklist of recommended curriculum items for HR programs. with the SHRM's recommendations. It's not necessary to attend an SHRM-aligned program to work in HR, but it may add extra authority to a student's qualifications. In addition, graduating from one of these programs automatically ticks one of the eligibility boxes for SHRM certification.

Human resources generalists are typically trained to handle all aspects of HR, from identifying the employers鈥� needs to recruiting and selecting candidates, and from monitoring employee benefits to administering the company payroll. However, it is also possible for HR professionals to specialize in particular aspects of the field, becoming experts in specific areas:

• Recruitment: After identifying the organization鈥檚 employment needs and developing job descriptions for all of the various roles, a recruitment specialist will find, screen, and interview viable candidates on an ongoing basis. Recruitment specialists often use job postings to recruit potential candidates, but they may also travel to college campuses and job fairs to find and interview candidates. Other tasks related to this role include testing applicants, conducting background checks, and negotiating job offers. Some recruitment specialists may also be responsible for introducing new employees to the organization, a process typically known as 鈥渙nboarding.鈥�
• Compensation and Benefits: Particularly in larger organizations, employee compensation and benefits programs are extensive and complex, which is why they often require specialists in these areas. These professionals are responsible for developing and overseeing an organization鈥檚 employment policies and benefits, which generally includes salaries, other forms of compensation, paid time off, 401K or pension programs, and all types of insurance packages. Some organizations are particularly concerned about their employees鈥� health and welfare, so compensation and benefits specialists may also be called upon to monitor occupational safety and health standards and practices, as well as premium benefits offered to employees, such as food service, recreational activities, childcare and elder-care programs, and counseling services.
• Training and Development: HR professionals who particularly enjoy teaching and assisting others in their professional growth may be interested in specializing in training and development. This can translate into working with managers and employee supervisors to develop performance improvement measures, conduct orientation sessions, and arrange on-the-job training, and it can also mean working directly with employees to help them improve and maintain their job skills. Organizations known to invest in their employees鈥� development often attract more ambitious and motivated employees.
• HR Information Systems Management: As in so many other areas of business, organizations are increasingly relying on sophisticated and complex information systems to manage their HR departments. Therefore, there is a need for specialists who have a passion for IT while also understanding the intricacies of HR departments. HRIS analysts typically only need an associate or bachelor鈥檚 degree, but to move into management positions, a master鈥檚 degree may be required.

Graduates of an online master鈥檚 in human resources program can pursue additional certifications as an HR professional. These certifications are often a requirement of higher-level human resources positions and can elevate one's earning potential. Some of the most recognized certifications include:

• : This certification demonstrates a superior level of knowledge and skills among early- to mid-career HR professionals. Earning this designation is considered beneficial for HR professionals and their employers.
• : This senior-level HR certification designates credential holders as experts in the human resources field. The certification is applicable to companies all over the world and in many industries.
•  (CEBS): Those who want to specialize in employee benefits can achieve this designation, which confirms that professionals have been trained to guide all facets of an organization鈥檚 benefits strategy.
•  (PHR): This designation, offered through the HR Certification Institute, helps human resources professionals master the technical and operational aspects of HR management.

In addition to gaining an in-depth knowledge of the HR field, graduates of a master鈥檚 in human resources program will have developed important skills in areas such as research, communication, and leadership. Depending upon their education and experience, they may be prepared for positions in HR management, compensation and benefits management, or training and development management. Most HR managers will work in office environments, although recruitment specialists may have the opportunity to travel to job fairs and college campuses to meet potential candidates.

The advanced skill set acquired through an online master鈥檚 in human resources program is useful beyond the realm of HR. Human resources professionals may be well suited for jobs in consulting, corporate training, social and community service management, administrative service management, and many other areas.

According to the Bureau of Labor Statistics, the median annual salary for . However, HR professionals with more education and more experience can work their way up to management positions. 

For instance, HR managers 鈥� just one of several occupations open to graduates of human resources programs 鈥� have a ; others, such as compensation and benefits managers, . 

While competition for these jobs is predicted to be strong, those with a master's degree may have increased prospects.

Students who are interested in research and academia may want to consider pursuing a doctoral degree in human resources management. PhD candidates study advanced concepts in HR and conduct original research for their dissertations. They can go on to teach in academia, where they also will most likely continue to conduct research, or they may seek executive-level positions and apply research to solving problems in the field of HR management. Most doctorate programs take two or more years to complete.

Joining a professional human resources organization enables graduates to stay up-to-date on industry news and trends and extends their networking opportunities. The following are a few prominent human resources organizations for graduates to consider:

• : SHRM is the largest professional network of HR professionals. It hosts local and global events and offers educational and professional tools to help members stay at the forefront of their profession.
• : The NHRA focuses on HR professionals鈥� individual development and leadership skills, from their earliest days in entry-level positions through executive careers.
• : This is a regulatory association devoted to protecting the public鈥檚 interest by governing the ethics and competence of the HR profession.
• This organization aims to gather HR faculty, scholars, and researchers interested in studying human resources development through research.
• (National PELRA): This nonprofit organization provides professional development, networking, and advocacy services to public-sector HR and labor relations professionals.