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M.S. Degree in Human Resource Management

Human Resource Master’s Degree Program - HR Master’s Degree Program OverviewProgram DetailsWhy Choose Franklin

Secure top talent and lead global workforce initiatives

The Master of Science in Human Resource Management (MSHRM) from Franklin University prepares graduates for overseeing complex employee benefit plans, understanding changing labor laws, and becoming "strategic partners" to CEOs - providing an opportunity to advance your career and your organization’s mission.

Tap into the extensive real-world expertise of Franklin’s highly qualified instructors to help guide you through our MSHRM curriculum and complete your graduate degree in as few as 16 months.

  • Develop and implement training, performance management, and total reward systems
  • Manage change and labor-management practices in a global environment
  • Recognize international human resources management practices, making adjustments for cross-cultural differences
  • Critically analyze and recommend strategic action plans to implement strategies that foster collaboration, work/life balance, and commitment
  • Apply learning and new insight immediately at work

Earn your degree from a university built for busy adults

Earn your degree on your terms by taking classes 100% online. Regionally accredited and nonprofit, Franklin was built from the ground-up to satisfy the needs of adult learners. Faculty with industry expertise means you gain relevant knowledge to apply directly to your current or future career, while our flexible course schedules help to balance your education with work, family, and life. Get started on your future today!

Gain The Skills Employers Desire

  • Strategic Human Resource Management
    • Identify key forces impacting the workforce, such as skill shortages, economic conditions, and changes to business strategy
    • Understand the current state of the workforce in terms of metrics and trends, developing key insights into the “story behind the data”
    • Develop, execute, and continually improve global people strategies, human resource systems, and programs
    • Use workforce analytics and other business metrics to drive strategic decision making
    • Partner with business leaders on workforce planning strategies to address core skill gaps and resource shortages
    • Create an engaging work environment with a positive culture, positioning the organization as an employer of choice
    • Manage the human resources budget to strategically maximize funds in ways that move the organization forward
    • Build talent pipelines through effective employee recruiting, hiring, and retention strategies
    • Engage in proactive workforce planning to ensure the availability of an appropriate number and quality of staff to support current needs and growth plans
  • Employment Law
    • Monitor human resources-related policies and procedures to ensure compliance with applicable state and federal laws
    • Address employee complaints, issues, and policy violations
    • Provide advice and counsel to management with respect to compliance with employment law
    • Keep abreast of legal requirements and government reporting regulations affecting human resource functions
    • Manage the implementation and communication of human resources policies, procedures, and processes
    • Understand the need, importance, and legal requirements of Equal Employment Opportunity
    • Protect the organization from liability and avoid legal risk before it arises through a comprehensive understanding of labor legislation
    • Adhere to workplace compliance laws such as ADA, FMLA, sexual harassment, and the Civil Rights Act
    • Conduct compliance reviews to keep HR policy up to date with federal and state regulations
  • Compensation & Incentive Systems
    • Oversee the design and implementation of competitive total reward programs in order to increase employee motivation, retention, and productivity
    • Develop and implement benefits and compensation best practices across the enterprise
    • Design commission structures and incentive plans that maximize productivity and ROI
    • Implement a world-class performance review process that rewards appropriate behavior in accomplishing key business objectives
    • Ensure benefits and compensation programs are scalable and competitive in a changing business environment
    • Assist in the design, administration, and continuous improvement of compensation programs, including base pay, variable pay, and merit increases
  • Organizational Development & Intervention
    • Lead impactful, large scale interventions by organizing stakeholder groups, setting agenda and goals, and ensuring that outcomes produce transformative objectives
    • Initiate projects related to organizational design, organizational capabilities, process re-engineering, and the alignment of people with business strategy
    • Work with senior leadership and frontline supervisors on performance management and succession planning
    • Leverage workforce competencies to capitalize on emerging opportunities resulting from changing market conditions
    • Create new structures, roles, and processes to create speed and efficiency while supporting shifting business demands
    • Identify innovative ways to leverage technology and organizational design to increase productivity and efficiency
    • Coach top executives and grow the leadership bench to position the organization for future success
    • Provide consulting support to executive leadership on matters of goal setting, policy development, communication, and strategic implementation
  • Organizational Leadership
    • Build trust and confidence among employees by modeling high ethical standards and commitment toward the organizational mission
    • Act as a mentor to employees, keeping lines of communication open and providing opportunities for growth
    • Understand the strengths and weaknesses of team members, aligning them with tasks that optimize their performance
    • Cultivate an environment where independent thinking is valued and employees are encouraged to challenge the status quo to achieve performance gains
    • Lead collaborative, high performing teams that effectively meet the human capital needs of an organization
    • Coach other leaders in areas related to communication, decision making, performance feedback, skill gaps, and articulating a compelling vision
    • Provide management coaching to build leadership capabilities and resolve employee issues
  • International Human Resources
    • Perform global compensation benchmarking and administer activities related to international compensation
    • Research international employment laws for the establishment of offices in new countries
    • Attract and retain A-list employees in international markets
    • Administer international employee benefits and conduct research on international insurance providers
    • Understand cultural differences and problem solve all aspects of HR in a global environment
    • Implement human resources strategies, policies, and procedures internationally
    • Support the mobilization and demobilization of expatriates at overseas locations
    • Partner with key leaders on global team initiatives and projects, ensuring consistency with global processes and procedures

Career Opportunities

  • Human Resources Director

    Human Resources Directors oversee the recruiting, interviewing, and hiring of employees and implement strategies and programs related to employee benefits, morale and culture, and training and productivity.

    View Salary Trends
  • Human Resource Manager

    Human Resources Managers assist in recruiting and screening prospective employees, handling employee-related functions such as hiring, firing, and problem-solving.

    View Salary Trends

Employment Outlook

In 2012 there were 19,155 job openings related to Human Resources Management. That same year, 13,576 students completed programs in Human Resources Management.

Occupations Job Openings (2012) Expected Growth
(2012-2022)
Compensation and Benefits Managers 2,624 10.4%
Human Resources Managers 4,587 16.9%
Training and Development Managers 1,071 14.9%
Compensation, Benefits, and Job Analysis Specialists 2,624 10.4%
Human Resource Specialists 14,478 11.9%
Labor Relations Specialists 1,365 .7%

Source information provided by Economic Modeling Specialists International (EMSI) - October 2014

Our Recipe For Your Success

Academic & Industry Experts

Classes are taught and designed by credentialed professionals with real-world experience.
 

  • Programs are designed by combining the insight of industry leaders with the academic expertise of our faculty, ensuring what you learn translates into on-the-job success.

  • Academic concepts and theories are brought to life through our teaching faculty’s professional expertise, and can be immediately applied in your career.

  • Faculty with industry experience teach our courses, not graduate students or life-time academics, so you learn not only the theories behind the practice but also how to apply them in real-world situations.

Relevant & Consistent Curriculum

What you learn is a reflection of the program you choose, not the format in which it’s applied.
 

  • All programs are designed for learning outcomes to flow from the program level into actual coursework.

  • This top-down approach allows credentialed professionals to customize assignments based on trending industry topics without deviating from a program’s core outcomes.

  • Regardless of your professor or the format of your class, you receive the same quality education.

Hands-On Learning Experience

Franklin's coursework teaches not only theories and concepts, but also how they apply to practical situations.

 

  • Professional course designers ensure that class activities such as learning simulations, case studies, interactive videos, and group exercises are relevant and appropriate.

  • A curriculum development team is dedicated to making sure all courses are intuitively designed so content is taught in a logical manner that facilitates your success in the classroom and beyond.

Continuously Evolving Programs

Consistent program reviews ensure our programs stay at the forefront of industry trends.
 

  • Survey results and feedback from student and faculty assessments are reviewed regularly so that our programs are always improving and up-to-date.

  • A structured review process helps identify industry gaps that guide curriculum enhancements allowing our academic and industry experts to regularly implement new industry trends.

  • Regular assessment provides hard data that is used to improve student learning and teaching methods.

Get the details

View curriculum, read course descriptions,
and meet program faculty.

View Program Details