M.S. in Human Resource Management

Credit Hours

Month Completion

Class Type

100% onlineSee state availability

Next Start Date

Aug 17, 2026

Placement Tests

GMAT/GRE not required for admission

Accreditation

IACBE

Request Info Apply Today Cost Estimator

Home / Degrees / Master's Degrees / Human Resource Management

Put your career in motion with an online master’s in human resource management degree

Human Resources is a complex profession, impacting both organizational performance and personnel. Franklin’s M.S. in Human Resource Management degree prepares you to become a strategic partner to the C suite – affording you the opportunity to advance your organization’s mission as well as your career. Our online Human Resource master's program can help you advance your leadership capabilities, including overseeing complex employee benefit plans, dealing with changing labor laws, and developing a talent management strategy.

Program Availability

Online

In , this program is offered through select employer partnerships. Please contact your employer to learn if you qualify.

In , this program may be offered through select employer partnerships. Please contact your employer to learn if you qualify.

On Site

IACBE Accredited

Our program follows best-practice standards for business education.

14-Month Completion

Finish your master's in human resource management faster.

SHRM-Aligned Curriculum

Learn relevant theory and recommended HR practices.

Real-World Practitioners

Benefit from the teaching and experience of HR professionals.

100% Online Classes

Take classes that fit with your busy life.

Networking Opportunities

Build contacts and enhance your professional development.

M.S. in Human Resource Management Program Overview

Learn how to grow organizations and individuals to greatness

The top-down, hierarchical mindset of old industrial bureaucracies doesn’t provide the flexibility, creativity and empowerment that define today’s high-performing workforces. Franklin’s transfer friendly M.S. in Human Resource Management (MSHRM) program focuses on key issues such as the role of people in driving a global competitive business, developing the leadership skills and knowledge of all employees, appreciating the diverse nature of today’s workforce, and creating cultures that reward, recognize and appreciate all employees.

Build your HR knowledge with hands on assignments

As a working professional, you’ll draw on your own experiences as well as those of your classmates. Most assignments in the master’s in HR program are applied so you’ll bring work challenges to your classwork and take solutions to your workplace. You’ll research and solve case examples related to the content of the course, or write about real-time issues happening in your work setting. Assignments will prompt you to examine leadership, team operations, restructuring, enhancing organizational culture, ensuring fair pay and benefits and other prevalent HR topics.

Gain knowledge and skills aligned with industry best practices

Franklin’s 14-month MSHRM program is recognized by the Society of Human Resource Management for offering a complete curriculum to provide students with the skills they need to excel in HR roles. Adding to the industry-aligned curriculum is the extensive real-world expertise of Franklin’s highly qualified instructors who will help you understand and appreciate the significant competitive, technical, legal and cultural issues of the workplace.

Learn to bring out the best in individuals at every level

While organizations struggle with escalating demands for high-quality goods and services and increasing global competition, most organizations already have the resources they need to succeed. Where many organizations struggle is not in available resources and infrastructure; it is with the leadership, management and employees that comprise the organization. In the MSHRM program, you’ll understand the importance of providing great services to employees and creating an organizational culture that encourages dignity, respect, safety, a high level of skill and knowledge, and the ability to be flexible and build deep organizational trust.

Get credit for what you know – before you even take your first class

Franklin demonstrates its commitment to ambitious adults by honoring their previous professional experiences and credentials, which includes national certifications. If you have earned certifications through professional organizations including the Society of Human Resource Management (SHRM) and HRCI, you may be able to get course credit toward your master’s degree.

The SHRM SCP (Senior Certified Professional) and the HRCI-SPHR (Senior Professional in HR) are both equivalent to HRM 701 (Human Resource Management), a 4-credit hour course. The HRCI-GPHR (Global Professional in HR) is equivalent to HRM 709 (International Human Resource Management), which is also 4 credit hours. To leverage your certification for course credit to satisfy degree requirements, you’ll need to submit your credential documentation. Your admissions advisor will be happy to assist you in any way.

Earn your Human Resources master's degree online from a university built for busy adults

Earn your Human Resources master's on your terms by taking classes 100% online. Accredited and nonprofit, Franklin was built from the ground-up to satisfy the needs of adult learners. Our seamless transfer process and team of academic advisors will help ease your transition to becoming a student, while our flexible course schedules help to balance your education with work, family and life. Get started on your future today.

International Accreditation Council for Business Education (IACBE)

The Ross College of Business at Franklin University has received specialized accreditation for its business programs through the International Accreditation Council for Business Education (IACBE) located at 11960 Quivira Road in Overland Park, Kansas, USA. For a list of accredited programs please view our IACBE member status page.

Click here to see our IACBE Public Disclosure of Student Achievement.

For more information about the International Accreditation Council for Business Education, please click here or visit www.iacbe.org.

Future Start Dates

Fall 2026

August

Recommended Register By:

Aug 7

Fall 2026

September

Recommended Register By:

Sep 18

Fall 2026

November

Recommended Register By:

Oct 30

Spring 2027

January

Recommended Register By:

Dec 25

Spring 2027

February

Recommended Register By:

Feb 5

Spring 2027

March

Recommended Register By:

Mar 19

Summer 2027

May

Recommended Register By:

May 7

Summer 2027

June

Recommended Register By:

Jun 18

Fall 2027

August

Recommended Register By:

Aug 6

Fall 2027

September

Recommended Register By:

Sep 17

Fall 2027

November

Recommended Register By:

Oct 29

Spring 2028

January

Recommended Register By:

Dec 24

Spring 2028

February

Recommended Register By:

Feb 4

Spring 2028

March

Recommended Register By:

Mar 17

Your Best Value M.S. in Human Resource Management

Finish Fast

MONTHS TO COMPLETE

Realize your career goals sooner and reap the benefits.

Take One Class at a Time

Balance your education with your life.

Partner? Pay Less.

Search below to see if you could save tuition through an employer or professional organization partnership.

$24,840

Total Tuition
(After Partner Discount)

Affordable Tuition

$690

PER CREDIT HOUR

Affordable tuition rates for the accredited M.S. in Human Resource Management provide value and quality.

Highly Recommended

98%

STUDENT SATISFACTION

98% of graduating students would recommend Franklin to their family, friends and/or colleagues.

Source: Franklin University, Office of Career Development Student Satisfaction Survey (Spring 2025)

Tuition Guarantee

Inflation-proof your degree cost by locking-in your tuition rate from day one.

M.S. in Human Resource Management Courses & Curriculum

36 Semester Hours

Major Area Required

HRM 713 - Human Resource Management (4)

This course examines the strategic role of Human Resources (HR) in driving organizational success through effective policies, practices, and human capital initiatives. Students will explore how HR contributes to enterprise-wide strategy, workforce planning, and talent management. Emphasis is placed on HR's collaboration with all types of managers in areas such as hiring, training, and compensation. The course also addresses the evolving responsibilities of HR in a global workplace and the challenges of a changing workforce, equipping students with strategies to enhance organizational performance and productivity.

HRM 702 - Employee Rights, Responsibilities, Discp (4)

The primary purpose of this course is to introduce the principle theories and practices in the area of employment and workplace law. Topics include the federal and state laws associated with hiring, firing and discipline, medical leave (including FMLA, ADA and worker's compensation), discrimination, harassment, immigration, labor law, unemployment compensation, workplace privacy. Additional topics may include workplace investigations, workplace violence and employment-related legal processes, including EEOC Charges and lawsuits.

HRM 703 - Strategic Labor Relations and Collective Bargaining (4)

This course explores the strategic role of labor relations in shaping organizational effectiveness in a rapidly evolving workplace. Students examine how collective bargaining, dispute resolution, and worker voice influence organizational strategy and workforce outcomes. Emphasis is placed on understanding modern labor challenges, such as technological change, AI-driven workplace transformation, shifting workforce expectations, and regulatory developments, and on applying contemporary labor relations frameworks to real organizational scenarios. The course equips students with the knowledge and skills needed to navigate union?management dynamics and design forward-looking labor relations strategies.

HRM 704 - Performance Appraisal Systems (4)

This course provides an in-depth understanding of performance appraisals and related issues. Topics focus on goal-setting, feedback and the rating process.

HRM 705 - Compensation Design & Administration (4)

This course examines compensation and benefits administration and design of compensation systems, job evaluation, internal and external pay equity, wage and salary surveys, pay-for-performance plans and other forms of financial and non-financial incentives. Topics include the pay model, the role of unions, benefit options, pay for performance plans, appraisals, benefit options, and legal issues surrounding wages and benefits in domestic and international settings.

HRM 710 - Capstone Project (4)

Directed research allows the students an opportunity to conduct an independent research project or examine a specific area of interest under the mentorship of a professor. This course also equips students to conduct the types of research and information-gathering projects that are a significant part of the organizational life of most HR managers and leaders. Students will submit a proposal to formulate and develop a project.

Specialization

Organizational Leadership Specialization:

MGMT 780 - Organizational Leadership Theories (4)

This course provides an overview of the historical and current leadership concepts, theories and constructs. Application and assessment of the individual leadership style will enable the student to develop their leadership voice. This course will provide a construct that will enable the student to identify transferrable skills that align with the organization that they are serving in. This course will challenge students to assess their own leadership strengths and weaknesses and produce an in-depth plan of action to develop and refine leadership competencies. Students will conduct substantive scholarly research to address and capture relevant and cutting-edge leadership theoretical work for application in course assignments.

MGMT 785 - Change Management for Organizational Leaders (4)

This course focuses on research and evaluation of the key theoretical concepts and practices central to the leading of organizational change initiatives. Students will evaluate real-world situations in a manner that supports the ability to initiate, implement and sustain major change. The management of change is a dynamic process. This course focuses on understanding how to plan and implement change in various organizations and other settings.

PSYC 603 - Managerial Psychology (4)

This course will explore the psychological influences on the development and behavior of managers and organizational leaders. Topics include: follower influences, nature vs. nurture in the development of leaders, relationship of personality to leadership style, behavioral decision- making biases, tactical, operational, and strategic decision-making , group think, and scenario planning.

Business Analytics Specialization:

MATH 601 - Introduction to Analytics (4)

This course provides an introductory overview of methods, concepts, and current practices in the growing field of statistics and data analytics. Topics to be covered include data collection, data analysis and visualization as well as probability, statistical inference and regression methods for informed decision-making. Students will explore these topics with current statistical software. Some emphasis will also be given to ethical principles of data analytics.

DATA 605 - Data Visualization & Reporting (4)

This course focuses on collecting, preparing, and analyzing data to create visualizations, dashboards, and stories that can be used to communicate critical business insights. Students will learn how to structure and streamline data analysis projects and highlight their implications efficiently using the most popular visualization tools used by businesses today.

DATA 630 - Applied Database Management (4)

This course teaches data management from an applied perspective. The topics include fundamentals of database management systems, structured query language (SQL) for data analytics, relational database design, and data warehousing.

Microcredentials Align with Job Essentials

In today's dynamic work environments, adaptive professionals thrive. A microcredential - either as a stand-alone course or integrated into your degree program - is a short, skill-specific recognition that enables you to demonstrate your competency in a distinct area. Like Franklin's degree programs, microcredentials are aligned with market and industry demand to ensure what you learn can be put to use right away. Microcredentials are easily shared via digital badges and can be stacked to create a unique portfolio of in-demand skills.

Learn More

M.S. in Human Resource Management Program Details

Tuition Costs

Learn More

Program Learning Outcomes

A learning outcome map functions as a roadmap to help guide students' progress through their program of study. Click HERE to view the M.S. Human Resource Management matrix.

Degree Requirements

To be awarded a graduate degree, students must:

Successfully complete all required curriculum courses.
Maintain a minimum cumulative grade point average (GPA) of 3.00.
Complete the residency requirement:
1. Master of Science – Human Resource Management students must earn at least 20 of the 36 required credits at Franklin University.
Complete the payment of all requisite tuition and fees;
Not to be under disciplinary dismissal due to academic dishonesty or violation of Student Code of Conduct.

Transfer credit awarded based on experiential learning shall not count toward the residence requirement at Franklin University.

Admission Requirements

The admission process reflects Franklin University’s efforts to clearly identify the performance standards that can help predict student success in graduate level study. The selection criterion for Franklin’s graduate programs, as determined by faculty, emphasizes academic ability, contributory work experience, and personal qualities and characteristics.

Requirements for admission include having earned a bachelor's, master's or doctoral degree from an institution accredited by the Accrediting Commission for Community and Junior Colleges, Western Association of Schools and Colleges (ACCJC), Higher Learning Commission (HLC), Middle States Commission on Higher Education (MSCHE), New England Commission on Higher Education (NECHE), Northwest Commission on Colleges and Universities (NWCCU), Southern Association of Colleges and School Commission on Colleges (SACSCOC), WASC Senior College and University Commission (WSCUC), or a Council for Higher Education Accreditation (CHEA)-recognized accrediting organization with a GPA of at least a 2.50 on a 4.0 scale.*

Submission of an official transcript from the educational institution where the bachelor’s, master's, or doctoral degree was earned is required. A student will not be permitted to register for courses in their initial term of registration until unofficial domestic transcripts or official transcripts are received. Official transcripts must be received before registering for the second term.

Master's Conditional Admission - GPA

Domestic applicants seeking enrollment into a Franklin University Master’s Program who do not meet the minimum GPA requirements may be considered for conditional admission into a program. An applicant must meet Franklin University’s other admission requirements to be eligible for conditional admission.
Applicants who earned a GPA between 2.250-2.499 on a 4.0 scale in their earned degree will automatically be granted conditional enrollment status. Applicants who earned lower than a 2.250 GPA on a 4.0 scale in their earned degree can petition for conditional enrollment status to the program chair by submitting a professional resume and an essay detailing other criteria that the applicant believes should be considered to demonstrate their ability to be successful in a graduate program. This petition could include details on the applicant’s work experience, work ethic, level of professionalism, personality characteristics, level of difficulty of program of study previously completed, etc.
Conditionally admitted students are required to achieve a final grade of “B” (3.0 GPA) or better in the first graduate-level course of their program, and are restricted to taking one graduate course at a time until this requirement is met. Students admitted to the programs listed below may take two 12-week classes concurrently, and would be required to earn a final grade of “B” in each course. If the terms of the conditional enrollment are not met, the student will not be allowed to advance in their program and will be unable to earn this graduate degree from Franklin University. Programs that allow for concurrent enrollment include: Business Analytics, Computer Science, Cybersecurity, Health Informatics, Data Analytics, Information Technology, and Information Systems.

Master’s Conditional Admission – Degree Conferral

Domestic applicants seeking enrollment into a Franklin University Master’s Program who have not yet completed their qualifying degree program may be considered for conditional admission into a program. Conditional admission may be offered up to two semesters prior to an applicant’s anticipated graduation.
Conditionally admitted applicants may register for classes prior to completing their qualifying degree, but may not begin master’s program coursework until the semester after their degree is conferred.
It is the responsibility of the student to provide an official transcript confirming successful completion of their qualifying degree program prior to the end of their first semester. If the terms of the conditional enrollment are not met, the student will not be allowed to advance in their current program.

Master’s applicants may be offered conditional admission for both low GPA and pending degree conferral.

For the following programs, transcripts are evaluated for co-requisite requirements during the admission process:
M.S. in Accounting
M.S. in Accounting-STEM
M.S. in Computer Science
M.S. in Cybersecurity
M.S. in Information Technology

English Language Testing & TOEFL IELTS

Prospective graduate students must demonstrate English language proficiency. A student who meets at least one of the following criteria is eligible for admission as a degree-seeking student:

The applicant is a citizen of a country where English is the primary language for education. A list of these countries can be found below.*
The applicant has provided official documentation that meets Franklin graduate admission requirements from an institution in which English is the medium of instruction.
Has submitted an official score report meeting the minimum requirements for admission (see Minimum Scores below) from one of the following exams approved by Franklin University: Accuplacer ESL, Cambridge English Qualifications, Duolingo English Test (DET), International English Language Testing System Academic (IELTS), Pearson Test of English Academic (PTE Academic), Test of English as a Foreign Language (TOEFL). Other officially recognized exams may also be considered. English proficiency scores must be less than two years old.

*For more information about English proficiency, including a list of English-speaking nations, please visit our International Students section.

Program Advisory Board

The University employs a team approach to planning, developing and maintaining its academic curriculum. An essential element of this process – and a key to the institution’s quality assurance practices – is the Program Advisory Board (and the associated Alumni Advisory Board). A diverse array of business and industry leaders make up these discipline-specific boards that provide guidance on theory-to-practice ideas, global business perspectives, and emerging topics in the field. Each academic year, Program Advisory Boards meet with Division Chairs and faculty for lively and engaged conversations, thus bringing members’ substantial professional experience and expertise into the classroom. In addition, some Division Chairs elect to engage Program Advisory Board members in the assessment of academic program outcomes.

Name	Organization	Title
Victoria Bates-Frye	Oakmont Education	VP, HR, Diversity+Well-Being
Gregory Bline	Dhl Supply Chain	Hr Director
Neal Brower	Ohio Department of Commerce	Chief HR Officer
Christina Burden
Pamela Green	Pamela J Green Solutions	CEO
Tristan Hall	Ohio Health/Riverside Hospital	Director (senior Advisor), Human Res.
Denise Kestner	Hometown Services	Chief Hr Officer
Amanda McCullouch	Mount Carmel Health System	VP+Reg. Chief HR Officer
Shelly Moore-Kennedy	Lisinski Law Firm	Human Resource Manager
Ramona Wheeler	Alvis, Inc.	VP+Chief HR Officer
Matilda Woods-Allen	COTA	Dir. Of Total Rewards

Request Information

Step 1 of 2

Get Started >< Back Next >Submit

In submitting my contact information, I understand that I will receive phone calls, text messages and email on behalf of Franklin University, including some through AI. I may opt out of these communications at any time.

Your privacy is important to us. Privacy Policy

Careers & Salary Outlook

10%

From 2023-2033, jobs in Human Resources are expected to increase by 10%

Occupation

Median Salary (2023)

Job Postings (2023)

Projected Growth (2023-2033)

Occupation

Compensation and Benefits Managers

$136,386

52,100

Compensation and Benefits Managers

Median Salary: $136,386
Job Postings: 52,100
Projected Growth: 6%

Occupation

Job Titles

Skills

Industry

Description

Compensation and Benefits Managers plan, direct, or coordinate compensation and benefits activities of an organization. Job analysis and position description managers are included in Human Resources Managers (11-3121).

Projected Growth

Job Title	Job Postings	% of Job Postings
Shift Managers	13,585	26%
Compensation Managers	4,890	9%
Field Reimbursement Managers	5,268	10%
Benefits Managers	4,763	9%
Employee Benefits Account Managers	4,391	8%
Directors of Compensation	3,020	6%
Total Rewards Managers	1,342	3%
Directors of Total Rewards	1,517	3%
Directors of Benefits	1,476	3%
Compensation and Benefits Managers	1,866	4%
Executive Compensation Managers	1,158	2%
Access and Reimbursement Managers	1,442	3%
Benefits Account Managers	1,067	2%
Human Resources Benefits Analysts	1,470	3%
Employee Benefits Managers	836	2%
Retirement Benefits Managers	944	2%
Program Managers	767	2%
Enrollment Managers	776	2%
Gastroenterology Physicians/Gastroenterologists	806	2%
Directors of Compensation and Benefits	716	1%

Skill	Job Postings	% of Total Postings
Project Management	7,860	14%
Finance	6,557	12%
Auditing	5,759	10%
Marketing	5,587	10%
Human Resources Information System (HRIS)	3,919	7%
Accounting	3,863	7%
Billing	3,261	6%
Process Improvement	3,155	6%
Benefits Enrollment Processes	3,022	5%
Data Analysis	2,739	5%
Medicare	2,519	5%
Medicaid	2,501	4%
Benefits Administration	2,498	4%
Workflow Management	2,445	4%
Brand Management	2,358	4%
Continuous Improvement Process	2,076	4%
Workday (Software)	2,072	4%
Compensation Strategy	2,026	4%
Benchmarking	2,006	4%
Employee Retirement Income Security Act	1,974	4%

	Industry	% of Occupation in Industry
	Management of Companies and Enterprises		26%
	Agencies, Brokerages, and Other Insurance Related Activities		7%
	Management, Scientific, and Technical Consulting Services		4%
	Computer Systems Design and Related Services		4%
	Insurance Carriers		4%
	Local Government, Excluding Education and Hospitals		4%
	Other		53%

Human Resources Managers

$136,344

195,533

11%

Human Resources Managers

Median Salary: $136,344
Job Postings: 195,533
Projected Growth: 11%

Occupation

Job Titles

Skills

Industry

Description

Human Resources Managers plan, direct, or coordinate human resources activities and staff of an organization.

Projected Growth

Job Title	Job Postings	% of Job Postings
Human Resources Managers	63,254	32%
Human Resources Business Partners	54,585	28%
Directors of Human Resources	31,313	16%
Directors of Diversity and Inclusion	7,061	4%
Talent Acquisition Managers	4,721	2%
Directors of Talent Acquisition	4,293	2%
Staffing Managers	2,791	1%
Human Resources Partners	3,347	2%
Recruiting Managers	2,481	1%
Workforce Managers	2,415	1%
People Business Partners	2,272	1%
Workforce Management Managers	1,916	1%
Vice Presidents of Human Resources	3,009	2%
Human Resources Supervisors	2,701	1%
Employee Relations Managers	1,688	1%
Talent Managers	1,786	1%
Human Resources Operations Managers	1,521	1%
HRIS Managers	1,526	1%
Employee Experience Managers	1,320	1%
Directors of People and Culture	1,533	1%

Skill	Job Postings	% of Total Postings
Employee Relations	45,271	31%
Performance Management	34,611	24%
Human Resources Information System (HRIS)	24,061	16%
Talent Management	23,960	16%
Project Management	22,927	16%
Human Resource Management	22,863	16%
Employee Engagement	18,799	13%
Labor Law	17,516	12%
Succession Planning	16,069	11%
Talent Acquisition	15,928	11%
Change Management	15,758	11%
Human Resource Strategy	13,156	9%
Business Strategies	12,914	9%
Organizational Development	12,518	9%
Workforce Planning	12,178	8%
Labor Relations	12,015	8%
Data Analysis	11,971	8%
Auditing	11,846	8%
Employee Onboarding	11,165	8%
Continuous Improvement Process	11,058	8%

	Industry	% of Occupation in Industry
	Management of Companies and Enterprises		13%
	Federal Government, Military		6%
	Employment Services		5%
	Computer Systems Design and Related Services		5%
	Management, Scientific, and Technical Consulting Services		4%
	Local Government, Excluding Education and Hospitals		4%
	Other		65%

Training and Development Managers

$125,050

27,958

11%

Training and Development Managers

Median Salary: $125,050
Job Postings: 27,958
Projected Growth: 11%

Occupation

Job Titles

Skills

Industry

Description

Training and Development Managers plan, direct, or coordinate the training and development activities and staff of an organization.

Projected Growth

Job Title	Job Postings	% of Job Postings
Learning and Development Managers	4,123	15%
Training Managers	3,139	11%
Managers-in-Training	2,711	10%
Training and Development Managers	2,231	8%
Directors of Staff Development	5,449	20%
Onboarding Managers	1,015	4%
Operations Managers	914	3%
Directors of Training	933	3%
Directors of Workforce Development	671	2%
Learning Managers	485	2%
Learning Program Managers	520	2%
Learning and Development Leads	509	2%
Assistant Event Managers	686	3%
Program Managers	642	2%
Directors of Learning and Development	704	3%
Directors of Leadership Development	676	2%
Directors of Leadership	783	3%
Training Program Managers	522	2%
Field Training Managers	725	3%
Learning and Development Program Managers	520	2%

Skill	Job Postings	% of Total Postings
Project Management	7,156	19%
Learning Management Systems	5,436	15%
Marketing	4,936	13%
Instructional Design	4,290	12%
Adult Education	3,987	11%
Curriculum Development	3,276	9%
Operations Management	2,577	7%
Organizational Development	2,530	7%
Continuous Improvement Process	2,490	7%
Selling Techniques	2,175	6%
Performance Appraisal	2,097	6%
Adult Learning Principles	2,082	6%
Auditing	1,969	5%
Finance	1,868	5%
Profit And Loss (P&L) Management	1,790	5%
Performance Management	1,732	5%
Process Improvement	1,723	5%
Change Management	1,685	5%
Data Analysis	1,682	5%
Learning Strategies	1,671	4%

	Industry	% of Occupation in Industry
	Federal Government, Military		16%
	Management of Companies and Enterprises		13%
	Education and Hospitals (State Government)		3%
	Management, Scientific, and Technical Consulting Services		3%
	Computer Systems Design and Related Services		3%
	General Medical and Surgical Hospitals		3%
	Other		59%

Labor Relations Specialists

$89,981

12,417

Labor Relations Specialists

Median Salary: $89,981
Job Postings: 12,417
Projected Growth: 3%

Occupation

Job Titles

Skills

Industry

Description

Labor Relations Specialists resolve disputes between workers and managers, negotiate collective bargaining agreements, or coordinate grievance procedures to handle employee complaints.

Projected Growth

Job Title	Job Postings	% of Job Postings
Employee Relations Specialists	4,000	32%
Employee Relations Partners	1,156	9%
Employee Relations Managers	1,083	9%
Employee Relations Consultants	889	7%
Labor Relations Specialists	788	6%
Human Resources Employee Relations Managers	620	5%
Employee and Labor Relations Specialists	527	4%
Employee Relations Coordinators	336	3%
Employee Engagement Specialists	351	3%
Employee Relations Generalists	315	3%
Employee Experience Specialists	281	2%
Employee Relations Advisors	267	2%
Labor Relations Managers	291	2%
Labor Relations Representatives	349	3%
Employee and Labor Relations Managers	254	2%
Directors of Employee Relations	149	1%
Labor Relations Consultants	196	2%
Employee Engagement Coordinators	212	2%
Employee Relations Associates	160	1%
Employee and Labor Relations Consultants	193	2%

Skill	Job Postings	% of Total Postings
Employee Relations	5,844	70%
Labor Relations	3,113	37%
Performance Management	2,372	29%
Conflict Resolution	1,815	22%
Labor Law	1,798	22%
Employee Relations Investigations	1,622	20%
Employee Engagement	1,210	15%
Regulatory Compliance	1,028	12%
Human Resource Management	987	12%
Collective Bargaining	917	11%
Risk Mitigation	894	11%
Project Management	887	11%
Family And Medical Leave Act Of 1993	870	10%
Legal Hearings	856	10%
Arbitration	843	10%
Mediation	789	9%
Human Resources Information System (HRIS)	739	9%
Performance Improvement	709	9%
Data Analysis	703	8%
Employee Communications	655	8%

	Industry	% of Occupation in Industry
	Business, Professional, Labor, Political, and Similar Organizations		78%
	Management of Companies and Enterprises		3%
	Federal Government, Military		2%
	State Government, Excluding Education and Hospitals		2%
	Education and Hospitals (State Government)		1%
	Local Government, Excluding Education and Hospitals		1%
	Other		12%

Compensation, Benefits, and Job Analysis Specialists

$74,526

63,605

12%

Compensation, Benefits, and Job Analysis Specialists

Median Salary: $74,526
Job Postings: 63,605
Projected Growth: 12%

Occupation

Job Titles

Skills

Industry

Description

Compensation, Benefits, and Job Analysis Specialists conduct programs of compensation and benefits and job analysis for employer. May specialize in specific areas, such as position classification and pension programs.

Projected Growth

Job Title	Job Postings	% of Job Postings
Compensation Analysts	12,608	20%
Benefit Specialists	8,069	13%
Benefits Analysts	5,210	8%
Benefits Administrators	3,040	5%
Benefits Coordinators	3,771	6%
Payroll and Benefits Specialists	3,251	5%
Benefits Specialists	3,031	5%
Retirement Plan Specialists	2,601	4%
Compensation Specialists	2,498	4%
Compensation Consultants	2,015	3%
Lawn Care Specialists	4,384	7%
Benefits Representatives	1,586	3%
Benefits Advisors	1,943	3%
Total Rewards Analysts	1,309	2%
Service Technicians	1,823	3%
Workers' Compensation Claims Specialists	1,543	2%
Benefits Consultants	1,213	2%
Sales Compensation Analysts	1,045	2%
Workers' Compensation Specialists	1,525	2%
Patient Benefits Specialists	1,140	2%

Skill	Job Postings	% of Total Postings
Auditing	13,860	13%
Finance	9,100	8%
Accounting	8,902	8%
Human Resources Information System (HRIS)	8,472	8%
Project Management	7,456	7%
Compensation Analysis	7,309	7%
Benefits Enrollment Processes	6,794	6%
Billing	6,490	6%
Data Analysis	6,290	6%
Benefits Administration	5,503	5%
Process Improvement	5,298	5%
Marketing	5,104	5%
Invoicing	3,871	4%
Workflow Management	3,835	3%
Data Entry	3,818	3%
Workday (Software)	3,814	3%
Case Management	2,954	3%
Social Work	2,896	3%
Administrative Support	2,853	3%
Continuous Improvement Process	2,758	3%

	Industry	% of Occupation in Industry
	Agencies, Brokerages, and Other Insurance Related Activities		15%
	Management of Companies and Enterprises		13%
	Local Government, Excluding Education and Hospitals		7%
	Management, Scientific, and Technical Consulting Services		7%
	State Government, Excluding Education and Hospitals		6%
	Insurance Carriers		5%
	Other		47%

Occupation

Job Titles

Skills

Industry

Description

Human Resources Specialists recruit, screen, interview, or place individuals within an organization. May perform other activities in multiple human resources areas.

Projected Growth

Job Title	Job Postings	% of Job Postings
Human Resources Generalists	90,498	33%
Recruiters	38,629	14%
Human Resources Specialists	24,555	9%
Talent Acquisition Specialists	16,434	6%
Human Resources Coordinators	17,047	6%
Staffing Coordinators	13,996	5%
Employment Specialists	9,313	3%
Human Resources Representatives	11,320	4%
HRIS Analysts	6,334	2%
Human Resources Recruiters	5,550	2%
Human Resources Analysts	5,529	2%
Talent Acquisition Coordinators	5,001	2%
Healthcare Recruiters	5,609	2%
Technical Recruiters	4,360	2%
Corporate Recruiters	5,059	2%
Talent Acquisition Partners	4,072	2%
Staffing Specialists	3,523	1%
Onboarding Specialists	3,684	1%
Human Resources Associates	3,699	1%
Recruiting Specialists	3,397	1%

Skill	Job Postings	% of Total Postings
Human Resources Information System (HRIS)	45,921	17%
Applicant Tracking Systems	34,800	13%
Employee Relations	31,787	12%
Auditing	27,403	10%
Full-Cycle Recruitment	22,690	9%
Talent Management	22,562	9%
Talent Sourcing	21,646	8%
Project Management	21,018	8%
Recruitment Strategies	20,416	8%
Employee Onboarding	20,356	8%
Performance Management	19,496	7%
Talent Acquisition	19,483	7%
Human Resource Management	19,024	7%
Marketing	18,488	7%
Labor Law	17,434	7%
Data Analysis	15,081	6%
Process Improvement	15,036	6%
Data Entry	14,102	5%
Administrative Support	13,722	5%
Finance	11,977	5%

	Industry	% of Occupation in Industry
	Employment Services		15%
	Management of Companies and Enterprises		6%
	Management, Scientific, and Technical Consulting Services		5%
	Federal Government, Civilian		4%
	Federal Government, Military		4%
	Computer Systems Design and Related Services		4%
	Other		62%

Occupation

Job Titles

Skills

Industry

Description

Training and Development Specialists design or conduct work-related training and development programs to improve individual skills or organizational performance. May analyze organizational training needs or evaluate training effectiveness.

Projected Growth

Job Title	Job Postings	% of Job Postings
Operations Management Trainees	19,209	24%
Training Specialists	9,676	12%
Complex Managers	5,686	7%
Training Coordinators	5,356	7%
Technical Trainers	4,400	6%
Learning and Development Specialists	4,093	5%
Youth Development Specialists	2,474	3%
Development Coordinators	3,342	4%
Training and Development Specialists	3,011	4%
Youth Development Professionals	2,766	3%
Trainers	3,350	4%
Asset Protection Officers	2,332	3%
Corporate Trainers	2,249	3%
Talent Development Specialists	1,656	2%
Night Stockers	1,906	2%
Digital Learning Coaches	1,457	2%
Consumables Associates	1,726	2%
Sales Trainers	1,765	2%
Development Specialists	1,345	2%
Assistant Managers in Training	2,425	3%

Skill	Job Postings	% of Total Postings
Process Improvement	15,063	13%
Merchandising	14,045	12%
Business Process	13,087	12%
Performance Management	12,730	11%
Community Outreach	12,132	11%
Retail Operations	11,798	10%
Visual Merchandising	11,578	10%
Profit And Loss (P&L) Management	11,224	10%
Project Management	11,102	10%
Learning Management Systems	10,151	9%
Adult Education	8,773	8%
Marketing	8,522	8%
Curriculum Development	8,361	7%
Instructional Design	7,468	7%
Technical Training	7,420	7%
Auditing	6,988	6%
Business Operations	5,498	5%
Continuous Improvement Process	5,480	5%
Workflow Management	4,653	4%
Data Analysis	4,357	4%

	Industry	% of Occupation in Industry
	Restaurants and Other Eating Places		7%
	Management of Companies and Enterprises		5%
	Computer Systems Design and Related Services		4%
	Management, Scientific, and Technical Consulting Services		4%
	Local Government, Excluding Education and Hospitals		3%
	Business Schools and Computer and Management Training		3%
	Other		74%

Occupation

Job Titles

Skills

Industry

Description

Human Resources Assistants, Except Payroll and Timekeeping compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports, and date of and reason for termination. May prepare reports for employment records, file employment records, or search employee files and furnish information to authorized persons.

Projected Growth

Job Title	Job Postings	% of Job Postings
Human Resources Assistants	35,372	31%
Human Resources Coordinators	26,331	23%
Human Resources Administrators	8,220	7%
Recruiting Coordinators	7,832	7%
Human Resources Administrative Assistants	8,184	7%
Security Officers	4,314	4%
Onboarding Coordinators	2,432	2%
Administrative Assistants	2,356	2%
Human Resources Clerks	2,620	2%
Human Resources Technicians	1,668	2%
Recruiting Assistants	2,195	2%
Unarmed Security Officers	1,814	2%
Human Resources Recruitment Coordinators	1,362	1%
Staffing Assistants	1,207	1%
Workforce Development Coordinators	1,177	1%
Workforce Coordinators	1,059	1%
Human Resources Officers	1,116	1%
Human Resources Associates	1,102	1%
Human Resources Administrative Specialists	932	1%
Assistant Managers	1,466	1%

Skill	Job Postings	% of Total Postings
Administrative Support	14,880	19%
Human Resources Information System (HRIS)	14,792	19%
Auditing	10,960	14%
Data Entry	9,799	12%
Employee Relations	7,081	9%
Employee Onboarding	7,038	9%
Applicant Tracking Systems	5,479	7%
Office Equipment	4,950	6%
Invoicing	4,832	6%
Human Resource Management	4,785	6%
Accounting	4,296	5%
Payroll Processing	3,732	5%
Office Supply Management	3,636	5%
Benefits Enrollment Processes	3,483	4%
Labor Law	3,347	4%
Project Management	3,290	4%
Marketing	3,085	4%
Performance Management	2,975	4%
Benefits Administration	2,927	4%
Bilingual (Spanish/English)	2,759	3%

	Industry	% of Occupation in Industry
	Federal Government, Civilian		9%
	Management of Companies and Enterprises		8%
	Employment Services		8%
	Federal Government, Military		6%
	Local Government, Excluding Education and Hospitals		5%
	Education and Hospitals (Local Government)		4%
	Other		61%

Employment outlook data is provided by Lightcast and represents labor market trends in the United States. It is not specific to Franklin University graduates or any particular degree level. Franklin University cannot guarantee employment placement, salary level, or career advancement.

Find the Human Resources Program That Fits Your Goals

MPA Human Resources

MBA Human Resources

M.S. Human Resources

Focus:
Build leadership skills to advance a government or public service agency with an emphasis on strategic HR best practices.

Skills:
Augment public sector leadership skills with knowledge in how to leverage organizational effectiveness, planned change and organizational strategy.

Careers:
Earn an MPA-HR for career advancement or to take on HR roles within a public service organization.

How many courses are in the program?
Nine, 6-week classes

How quickly can I complete the program?
14 months

Focus:
Grow your expertise in the foundational areas of business while increasing your familiarity with strategic HR, employment law and organizational development.

Skills:
Build management and leadership skills alongside a deeper understanding of strategic and legal HR issues, and the impacts of planned change.

Careers:
Use your MBA-Human Resources to lead diverse workforces in an ever-changing business environment.

How many courses are in the program?
Nine, 6-week classes

How quickly can I complete the program?
12 Months

Focus:
Advance your leadership capabilities as well as your ability to oversee benefit plans, navigate labor laws and develop talent management strategies.

Skills:
Get the skills to navigate compensation systems, strategic HR, organizational leadership, employment law and organizational development.

Careers:
Put your M.S. in Human Resource Management to work leading HR functions in a variety of industries.

How many courses are in the program?
Nine, 6-week classes

How quickly can I complete the program?
14 months

Human Resources Knowledge & Skillsets

Gain in-demand skills sought by employers with curriculum that teaches you:

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

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

M.S in Human Resource Management Degree Frequently Asked Questions

How long does it take to get a M.S. in Human Resource Management degree?

Franklin's master's degree programs are specifically designed for busy, working adults -- that means you could finish your degree in a as few as 14 months.

When can I start a M.S. in Human Resource Management degree?

Start taking the next step in your career. Begin your Franklin online master's degree program in February or September.

How much will my M.S. in Human Resource Management degree cost?

Franklin University offers a quality education at a competitive cost so you can afford to invest in your future. Our per credit hour tuition rates (vs. per year or per term rates) enable you to get a realistic estimate of exactly how much your degree will cost. Our 2026-2027 tuition rate is $690 per credit hour. Ask our helpful staff about available financing options and financial aid programs.

What is a M.S. in Human Resource Management degree?

Franklin University's M.S. Human Resource Management (MSHRM) is a master's-level degree program designed to advance your professional qualifications and career. In this program, you'll learn more about the major aspects of human resources, including compensation and incentives, labor laws, and organizational leadership and development. Upon completion, you'll be equipped to be a more strategic partner to top-level leadership.

What can you do with a M.S. in Human Resource Management degree?

With Franklin University's M.S. Human Resources master's degree program, you'll advance your skills and competencies, qualifying you for a variety of leadership roles within the HR discipline, including compensation, benefits, performance management, training and development, and organizational development.

Why get a M.S. in Human Resource Management degree?

This master's degree program can help qualify you for a leadership-level position in the field of human resources. With Franklin's M.S. in Human Resource Management degree, you'll expand your HR capabilities to include developing and implement training, addressing cross-cultural differences, and implementing strategies to foster collaboration, improve performance and promote work-life balance. Our MSHRM degree program not only teaches you the theory behind solving individual, workplace and staffing issues, but also how to apply what you've learn in the classroom to practical, real-world situations.

What makes Franklin’s M.S. in Human Resource Management degree unique?

Franklin's M.S. Human Resource Management degree program can be completed in as few of 16 months. Taught by academically qualified and industry-experienced leaders, this program is designed to advance your understanding of HR theories and concepts while also teaching you how to put into practice what you learn.

See All >

Back to College Blog

Related Programs

Franklin University Founded in 1902, Franklin is an accredited nonprofit university offering flexible college degrees online and at locations in Ohio and the Midwest.

Franklin University
201 S Grant Ave.
Columbus, OH 43215

Local: (614) 797-4700
Toll Free: (877) 341-6300
admissions@franklin.edu

Franklin University is accredited by the Higher Learning Commission (hlcommission.org/800.621.7440) and authorized by the Ohio Department of Higher Education.

Franklin University is committed to being an inclusive community free from all forms of discrimination and harassment.

2026 - 2027 Tuition	Cost Per Credit
Standard tuition per credit hour	$690
RN-MSN Pathway (NURS 500)	$298
Current service members	$536
Master's Prerequisite Courses (500 level)	$398
Master's Prerequisite Courses (500 level) - International Students	$526
2026 - 2027 Tuition	Cost Per Credit
Standard tuition per credit hour	$690

Other Fees and Charges	Cost
Resource fee (each semester)	$100

Class Type

Next Start Date

About Start Dates

Fall 2026

Spring 2027

Summer 2027

Fall 2027

Spring 2028

Placement Tests

Placement Information

Accreditation

Accreditation Information

Put your career in motion with an online master’s in human resource management degree

IACBE Accredited

14-Month Completion

SHRM-Aligned Curriculum

Real-World Practitioners

100% Online Classes

Networking Opportunities

Learn how to grow organizations and individuals to greatness

Build your HR knowledge with hands on assignments

Gain knowledge and skills aligned with industry best practices

Learn to bring out the best in individuals at every level

Get credit for what you know – before you even take your first class

Earn your Human Resources master's degree online from a university built for busy adults

Angela B.

M.S. Human Resource Management

International Accreditation Council for Business Education (IACBE)

SHRM Aligned

Finish Fast

Take One Class at a Time

Partner? Pay Less.

Affordable Tuition

Highly Recommended

Tuition Guarantee

Free Master's Toolkit

Know the Total Cost of Your Master’s from Day One

Program Prerequisites

English Language Testing & TOEFL IELTS

Request Free Information!

Request Information

We're Sorry

From 2023-2033, jobs in Human Resources are expected to increase by 10%

Description

Projected Growth

Description

Projected Growth

Description

Projected Growth

Description

Projected Growth

Description

Projected Growth

Description

Projected Growth

Description

Projected Growth

Description

Projected Growth

About This Data

I AM A:

SHORTCUTS:

Associated Sites