Develop your own talent with a master’s in HR

To be awarded a graduate degree, students must:

1. Successfully complete all required curriculum courses.
2. Maintain a minimum cumulative grade point average (GPA) of 3.00.
3. Complete the residency requirement:
   1. Master of Science – Human Resource Management students must earn in residence at Franklin University at least 28 of the 40 required credits.
4. Complete the payment of all requisite tuition and fees;
5. 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.

• 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

• 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

• 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

• 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

• 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

• 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