Job Description: Propose ways to improve an organizations efficiency, develop human resource systems, write customized policies, perform salary surveys, assist with recruitment, and offer training and development to management.
General Career Path: At least 7 to 10 years work experience in human resources or related field before starting an HR consulting/management analyst business.
General Education Experience: A bachelors degree is the typical entry-level requirement for management analysts. Common fields of study include business, management, economics, political science and government, accounting, finance, marketing, psychology, computer and information science, and English. Some employers prefer to hire candidates who have a masters degree in business administration (MBA). A competitive advantage can be reached to those who attain a Certified Management Consultant (CMC) designation.
Average Salary: The 2012 median pay is $78,600 per year.
Career Outlook: The projected change in employment is 19% (faster than the 11% average for all occupations). Jobs in this field in 2012 numbered 718,700.
Bio of someone in the profession: Jill Carter has more than 30 years of diverse experience in human resource and management consulting. She obtained a masters degree in Public Administration with emphasis in Human Resources. She was a Questar Gas employee from 1984 to 1987 and shortly thereafter, she started her own consulting business. She went on to work for clients like the State of Utah, National Semiconductor, University of Utah, and Utah County. She was most recently director, department of administrative services for Salt Lake County. She has consulted for numerous companies in areas including workforce planning, compensation, employee relations, recruitment, total rewards, and employee development and engagement. Jill has also worked as adjunct professor at the University of Utah and taught courses at Westminster College and Brigham Young University. Presently she holds the position of Questars Director of Human Resources.
Pros & Cons: Pros: 1.Time to arrange schedule around raising a family. 2. Ability to use creativity. 3. Get to meet many new people. 4. Wide variety of work. 5. Rewarding to influence many lives with positivity. Cons: 1. Difficulty of finding/maintaining stable clientele. !" $%&&%'()*+ ,& %-./,(01 2%))%-3"
Your fit with this career: My initial interest with Human Resources was with entry-level positions as clerk, assistant, or specialist, but my interest has evolved more toward consulting and management analyst services. With use of the Internet, I have researched the different subcategories of human resources along with corresponding pay grades and job responsibilities. I have relied heavily on data obtained from the Bureau of Labor Statistics and personal interview with Jill Carter, Questar Gas Director of Human Resources.
Id like to begin by sharing the differences in entry-level, intermediary level, and management level of the Human Resources field as obtained from the Bureau of Labor Statistics Occupational Outlook Handbook. No college degree is required for most entry- level positions as a Human Resources assistant or clerk. The median starting annual salary is $30,650 with 1,567,100 holding this job title in 2012. Entry-level positions are not expected to experience very much change in 10 years with only 2% variance projected. The fact that there is such little projected change seems to indicate to me a high level of job satisfaction with those holding this job title and little growth. At the intermediary or specialist level of Human Resources the median annual salary is $55,640 with 495,500 holding this job title in 2012. In regards to education, a minimum bachelors degree is expected to obtain this job title. At specialist level a 7% growth is projected over the next 10 years, which is slower than average. Finally as a Human Resources Manager/Director the median annual salary is $99,720 with 102,700 holding this job title in 2012. A bachelors degree and masters of business administration (MBA) is expected in order to be competitive for this job title. At manager level a 13% growth is projected over the next 10 years, which is line with average.
In my phone interview with Jill Carter I asked what she recommended for my education and choice for a similar career. She recommended obtaining an associates degree with SLCC and transferring to the University of Utah to seek a bachelors degree in communications, business administration, or marketing. She further recommended that, while in school, I seek an entry-level position in lower level human resources departments in order to gain experience and have exposure to the environment. After finding an entry-level position I should climb the corporate ranks and to work in as many different areas of Human Resources as possible; i.e. benefits, employee relations, compensation, and training. She shared that it was a very rewarding career for her personally and she was able to have much needed time to raise her two children.
It should be noted that most human resources jobs are found with larger and more stable employers. Most small businesses are unable to afford a full-time Human Resources staff. I have become very interested in Human Resources consulting/management analytics for the same reasons. Employment for management analysts is projected to grow 19% from 2012 to 2022, faster than average for all occupations. Demand for the services of these workers will grow as organizations continue to seek ways to improve efficiency and control costs.
In conclusion I feel this occupation will be a good fit for me personally as it will provide rewarding work and flexibility to continue raising my family. I have thoroughly analyzed the expected salary for all levels work and the educational requirements needed to have a successful career. After interview with a woman professional of over 30 years experience in human resources/management consulting, I feel I have a good grasp of career possibilities. I have resolved at least to make sure I attain all educational requirements and keep my eyes open for an entry-level position to start.
Works Cited Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2014-15 Edition, Information Clerks, on the Internet at http://www.bls.gov/ooh/office- and-administrative-support/information-clerks.htm (visited July 14, 2014)
Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2014-15 Edition, Human Resources Specialists and Labor Relations Specialists, on the Internet at http://www.bls.gov/ooh/business-and-financial/human-resources-specialists- and-labor-relations-specialists.htm (visited July 14, 2014)
Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2014-15 Edition, Human Resources Managers, on the Internet at http://www.bls.gov/ooh/management/human-resources-managers.htm (visited July 14, 2014)
Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2014-15 Edition, Management Analysts, on the Internet at http://www.bls.gov/ooh/business-and-financial/management-analysts.htm (visited July 14, 2014).