HR Specialist: Job Profile & Salary

Overview

The workplace is becoming an increasingly varied and challenging environment. Jobs often feature flexible hours, telecommuting, collaborative employees who may be based anywhere in the world, and project teams that form and fade away seamlessly as needs dictate. Human resource (HR) specialists oversee all of these moving pieces and try to make sure workplaces run smoothly, that the best new talent is recruited and hired, and that existing employees are properly compensated, fairly managed and evaluated, and, if need be, trained, disciplined, or even fired. HR specialists often deal with all employee levels in an organization, including the very top management. These positions are increasingly specialized with the size and scope of an employer. Large employers may require specially trained HR specialists for recruiting and hiring, training, compensation and benefits oversight, performance evaluations, employee assistance and relations, and other specialized needs. At smaller companies, an HR manager may wear many, if not all, of these hats. A college degree usually is required, including strong business and management course work. There is a good career advancement chain at larger companies. Top performers can reach high management positions, or may move to an HR consulting firm.

The Bureau of Labor Statistics projects HR specialist employment growth of 28.3 percent between 2010 and 2020. That's 61,600 new jobs and 36,700 replacement jobs. There were 217,700 HR specialists in 2010. This is expected to be a rapid-growth field as the economy continues to recover from the recession.

Salary

According to the Labor Department, the median annual salary for an HR specialist was $54,160. The best-paid 10 percent made an average of $89,490, while the lowest-paid 10 percent were paid $31,110, on average. The executive branch of the U.S. government, the oil and gas extraction industries, and electric power employers paid the highest salaries. The highest-paid HR specialists worked in three metropolitan areas in California: San Luis Obispo, San Jose, and San Francisco.

Training

If you're just starting out, you'll need an internship to be considered for even an entry-level HR job, says Deb Cohen, senior vice president of knowledge development at the industry's largest professional association, the Society for Human Resource Management (SHRM). "Even if you have a great degree from a great school, you still need experience to get hired." By contrast, she notes, "If it's somebody who's experienced in HR, they need to make sure they are involved in professional associations. Networking is basically the answer" to being favorably considered for a job that requires experience. So is getting certified in one of the profession's increasingly specialized areas, such as in compensation or training. "It's not the same thing as a license, but it declares that you know the body of knowledge in the profession."

Reviews and Advice

The field is growing again, Cohen says, but it's very much a buyer's market for HR positions these days. Many companies downsized during the recession, and as they staff back up, they have the luxury of looking at lots of qualified candidates. Cohen says the most attractive candidates are very focused. "In the past, people could get into HR on purpose or sort of fall into the job," she says. "Today, you need specific qualifications. The field is not just about liking people. It's really about knowing the technical side of the job," including HR laws and the employer's business objectives. It's also about having a strategic grasp of how HR can help the employer meets its goals. "The ticket for entry is knowing your nuts and bolts," Cohen says. "But it's also showing the business acumen and showing the ability to work as a strategic partner in advancing the interests of the organization."

» Real Advice From Real HR Specialists