M.S. in Human Resource Management-Business Analytics Specialization

Credit Hours

Month Completion

Class Type

100% onlineSee state availability

Next Start Date

Sep 28, 2026

Placement Tests

GMAT/GRE not required for admission

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Home / Degrees / Master's Degrees / Human Resource Management / M.S. in Human Resource Management-Business Analytics Specialization

Turn workforce data into better business decisions with a people analytics master’s degree

People analytics isn’t optional anymore. HR is increasingly expected to bring evidence to workforce decisions. Franklin’s 16-month online M.S. in Human Resource Management with a Business Analytics specialization combines strategic HR expertise with applied HR and workforce analytics, so you learn the workforce questions that matter and how to investigate them. You’ll analyze business and workforce data, communicate what it means, and use analytics and emerging tools like AI to turn evidence into recommendations leaders can use.

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

Build Analytics on an HR Foundation

Add statistics, visualization and data management to your HR expertise.

Real-World Practitioners

Benefit from the teaching and experience of HR professionals.

Turn Data Into HR Strategy

Turn workforce data into evidence-based recommendations.

Make the Insights Clear

Create dashboards and visualizations that make findings easy to understand.

Put HR Analytics and AI to Work

Use analytics and emerging tools to investigate workforce challenges.

Build Toward Analytics Leadership

Develop skills for people analytics and workforce planning roles.

SHRM-Aligned Curriculum

Learn relevant theory and recommended HR practices.

M.S. Human Resource Management with Business Analytics Program Overview

Make HR data impossible to ignore

HR collects plenty of data. The advantage comes from knowing what it means ‒ and what to recommend next. In Franklin’s HR Business Analytics specialization, you’ll use HR analytics and workforce analytics to identify trends, evaluate performance, and turn what you find into evidence-based recommendations that connect HR decisions to broader business goals.

Go deeper than HR reporting

You won’t just learn to read an HR dashboard. You’ll work with statistics, regression, data visualization, SQL, databases and data warehousing to understand how data is built, analyzed and used. Because those skills sit alongside Franklin’s HRM core, you can bring analytical depth to questions about workforce performance, compensation, labor relations, talent and organizational strategy.

Explore what's next in HR technology

Data analysis is only part of the toolkit. You'll also explore HR technology and emerging tools like AI, learning how they're changing the way people and workforce analytics questions get investigated, and how to bring that thinking into HR decision-making.

Bring more evidence to HR strategy

The value isn’t knowing more numbers. It’s knowing which workforce questions to ask, how to find useful evidence, and how to explain what it means for the business. By combining Franklin’s HRM core with business analytics, you’ll build the HR knowledge, analytical capability and communication skills to support people analytics, workforce analytics, workforce planning and broader strategic HR decisions.

Future Start Dates

Fall 2026

September

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Sep 18

Fall 2026

November

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Oct 30

Spring 2027

January

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Dec 25

Spring 2027

February

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Feb 5

Spring 2027

March

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Mar 19

Summer 2027

May

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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 - Business Analytics

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$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)

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Instructor Led

Online courses taught by in-field experts = a winning combo for you.

Non-Profit = Student Focused

Unlike for-profit universities, Franklin invests in student success, not shareholder gain.

M.S. in Human Resource Management-Business Analytics Specialization Courses & Curriculum

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.

Standard or Specialization

HRM 706 - Organizational Development/Intervention (4)

This course addresses the need for planned change focused on an organization's ability to compete strategically. The framework of consultation as helping organizations reach a level of optimum performance will be applied. Topics addressed include individual, team, and organization-wide interventions that can raise productivity/quality, improve competitiveness, increase skills, morale, and commitment.

HRM 708 - Strategic Human Resource Planning (4)

The course will introduce students to the field of strategic human resource management (SHRM). Current topics in SHRM that have resulted from environmental and organizational challenges, e.g., technology, globalization, legislation, restructuring, work/life balance, changing labor markets, are discussed Emphasis will be placed on problem solving issues, policies, and practices affecting HR specialists, practitioners, and managers.

HRM 709 - Global Digital Human Resource Management (4)

This course prepares future HR leaders to strategically manage people and culture across borders in a digitally connected world. Students explore how AI, predictive analytics, and emerging technologies are transforming global talent strategy, workforce planning, and organizational performance. The course examines cross-cultural leadership, ethical AI governance, global compliance, and the influence of geopolitical and economic forces. Emphasis is placed on building inclusive, high-performing teams and leading with strategic agility amid digital transformation and evolution.

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.

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M.S. in Human Resource Management-Business Analytics Specialization Program Details

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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

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%

Administrative Services Managers

$106,475

32,278

10%

Administrative Services Managers

Median Salary: $106,475
Job Postings: 32,278
Projected Growth: 10%

Occupation

Job Titles

Skills

Industry

Description

Administrative Services Managers plan, direct, or coordinate one or more administrative services of an organization, such as records and information management, mail distribution, and other office support services. Medical records administrators are included in Medical and Health Services Managers (11-9111).

Projected Growth

Job Title	Job Postings	% of Job Postings
Business Office Managers	17,003	53%
Administrative Managers	2,700	8%
Executive Administrators	2,049	6%
Assistant Business Office Managers	2,197	7%
Administrative Services Managers	902	3%
Directors of Administration	671	2%
Business Services Managers	523	2%
Business Managers	720	2%
Administrative Directors	1,102	3%
Administrators	787	2%
Administrative Support Managers	361	1%
Administrative Fellows	453	1%
Administrative Business Partners	370	1%
Directors of Administrative Services	330	1%
Operations Managers	370	1%
Workplace Managers	384	1%
Administrative Associates	425	1%
Fellows	187	1%
Workplace Services Managers	407	1%
Business Administrators	337	1%

Skill	Job Postings	% of Total Postings
Office Management	9,443	37%
Accounting	8,347	32%
Billing	6,374	25%
Accounts Receivable	5,678	22%
Accounts Payable	4,824	19%
Finance	4,593	18%
Administrative Support	3,967	15%
Invoicing	3,605	14%
Medicaid	3,535	14%
Auditing	2,997	12%
Medicare	2,927	11%
Financial Statements	2,776	11%
Bookkeeping	2,476	10%
Project Management	2,450	10%
Purchasing	2,216	9%
Deposit Accounts	2,047	8%
Marketing	2,004	8%
Long-Term Care	1,750	7%
Workflow Management	1,635	6%
Office Supply Management	1,625	6%

	Industry	% of Occupation in Industry
	Local Government, Excluding Education and Hospitals		8%
	State Government, Excluding Education and Hospitals		7%
	Management of Companies and Enterprises		5%
	Education and Hospitals (State Government)		4%
	Education and Hospitals (Local Government)		3%
	Colleges, Universities, and Professional Schools		3%
	Other		69%

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%

Occupation

Job Titles

Skills

Industry

Description

Compliance Officers examine, evaluate, and investigate eligibility for or conformity with laws and regulations governing contract compliance of licenses and permits, and perform other compliance and enforcement inspection and analysis activities not classified elsewhere.

Projected Growth

Job Title	Job Postings	% of Job Postings
Compliance Analysts	9,227	15%
Compliance Officers	8,387	13%
Compliance Specialists	7,563	12%
Regulatory Affairs Specialists	7,211	12%
Compliance Coordinators	5,427	9%
Customs and Border Patrol Agents	2,115	3%
Regulatory Specialists	3,581	6%
Environmental Compliance Specialists	2,437	4%
Compliance Professionals	1,718	3%
Regulatory Analysts	1,605	3%
Cargo Agents	2,088	3%
Risk and Compliance Analysts	1,410	2%
Compliance Associates	1,796	3%
Regulatory Affairs Associates	1,452	2%
IT Compliance Analysts	1,232	2%
Regulatory Compliance Analysts	1,542	2%
Compliance Consultants	1,062	2%
Trade Compliance Specialists	770	1%
Security Compliance Analysts	1,067	2%
Regulatory Compliance Specialists	1,269	2%

Skill	Job Postings	% of Total Postings
Auditing	23,732	30%
Regulatory Compliance	14,782	19%
Project Management	11,870	15%
Regulatory Affairs	8,455	11%
Finance	7,250	9%
Accounting	7,206	9%
Risk Management	6,620	8%
Data Analysis	6,301	8%
Risk Analysis	6,152	8%
Marketing	5,804	7%
Process Improvement	5,591	7%
Internal Auditing	4,912	6%
Financial Services	4,410	6%
Compliance Risk	4,393	6%
External Auditing	4,093	5%
New Product Development	3,760	5%
Compliance Management	3,614	5%
Internal Controls	3,471	4%
Pharmaceuticals	3,428	4%
Workflow Management	3,403	4%

	Industry	% of Occupation in Industry
	Federal Government, Civilian		18%
	State Government, Excluding Education and Hospitals		11%
	Local Government, Excluding Education and Hospitals		9%
	Management of Companies and Enterprises		5%
	Management, Scientific, and Technical Consulting Services		3%
	Depository Credit Intermediation		3%
	Other		51%

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.

M.S. Human Resource Management with Business Analytics 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 agendas 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

Data Analytics & Statistical Decision-Making

Evaluate data quality and reliability for business and workforce analysis
Apply statistics, probability concepts and inferential methods to support evidence-based decision-making
Use regression analysis techniques to identify trends, opportunities, and business outcomes
Interpret analytical results to address organizational and workforce challenges
Conduct data analyses using statistical software tools commonly used in business environments

Data Visualization & Business Intelligence Communication

Develop visualizations that effectively communicate complex data insights to diverse stakeholders
Apply data storytelling techniques to transform analytical findings into actionable recommendations
Design interactive dashboards that monitor organizational performance and key business metrics
Process data from multiple sources to create comprehensive reports and visual presentations
Apply ethical data visualization practices that promote accuracy, transparency and informed decision-making

Data Management & Analytical Infrastructure

Manage and organize business data to support analytical and reporting initiatives
Design data models that support organizational reporting and decision-making needs
Apply data warehousing concepts to consolidate and analyze information from multiple systems
Leverage database technologies to retrieve, prepare, and structure data for analysis
Evaluate data management practices that improve accessibility, consistency and business insight

M.S. Human Resource Management with Business Analytics FAQs

What is an M.S. in Human Resource Management with a Business Analytics specialization?

Franklin’s SHRM-aligned Master of Science in Human Resource Management with a Business Analytics specialization combines a 24-credit HRM core with 12 credits focused on analytics, data visualization and applied database management. You’ll strengthen your HR foundation while building the analytical and technical skills to interpret workforce and business data, communicate insights clearly, and support evidence-based decision-making.

What can you do with an online M.S. in Human Resource Management focused on HR analytics?

Graduates can prepare for roles such as HR analytics manager, people analytics manager, workforce planning manager, HR business partner, and business intelligence analyst. The specialization also builds skills in workforce analytics, data visualization, HR technology and evidence-based decision-making that can support broader HR strategy and organizational planning.

Why get a master's in HR analytics?

HR professionals increasingly have access to workforce data. This specialization helps you do more with it. You’ll learn to identify trends, evaluate organizational performance, communicate findings through data visualization, and use analytics to develop evidence-based recommendations for workforce and business challenges.

What makes Franklin’s MS in Human Resource Management with Business Analytics specialization unique?

Franklin SHRM-aligned HR analytics master’s doesn’t separate HR strategy from the data used to support it. You’ll complete a strategic HR core covering areas such as labor relations, performance, compensation and HR strategy, then add applied business analytics skills in statistics, data visualization, SQL and database management. You’ll learn not only how to analyze the data, but how to recognize the workforce questions worth investigating and turn what you find into evidence-based recommendations. The degree can be completed 100% online in as few as 14 months.

When can I start Franklin’s online MS with a Business Analytics specialization?

Choose from eight start dates each year: fall (August, September and November), spring (January, February and March), or summer (May and June).

How much will my master’s degree in Human Resource Management with a Business Analytics specialization 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. Use Franklin’s free MyCost Estimator to get a personalized estimate of your total degree cost. If you have any questions, ask our helpful staff about available financing options and financial aid programs.

How long does it take to earn an M.S. in Human Resource Management with a Business Analytics specialization?

Franklin’s Master of Science in Human Resource Management with a Business Analytics specialization is a 36-credit program. Completion timing for this specialization can be as few as 16 months, but may vary based on the 12-week specialization courses, so students should confirm the current schedule with an admission advisor.

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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

Turn workforce data into better business decisions with a people analytics master’s degree

Build Analytics on an HR Foundation

Real-World Practitioners

Turn Data Into HR Strategy

Make the Insights Clear

Put HR Analytics and AI to Work

Build Toward Analytics Leadership

SHRM-Aligned Curriculum

Make HR data impossible to ignore

Go deeper than HR reporting

Explore what's next in HR technology

Bring more evidence to HR strategy

Partner? Pay Less.

Affordable Tuition

Highly Recommended

Tuition Guarantee

Instructor Led

Non-Profit = Student Focused

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

Program Prerequisites

English Language Testing & TOEFL IELTS

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

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