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Exploring Careers in HR
Human Resources (HR) is a dynamic and versatile field that offers a wide variety of career paths. From people-focused roles to data-driven analytics and operational specialties, HR professionals play a crucial role in shaping organizational success. With opportunities spanning industries and sectors, HR is a career that combines strategy, creativity, and impact. Whether you’re just starting out or looking to advance in your career, understanding the diverse opportunities within HR can help you make informed decisions about your future.
Career Pathways in HR
The HR profession is often divided into several core disciplines, each offering entry-level, mid-level, and advanced roles. There are many ways to define a HR job family, and the approach will vary based on an organization’s industry, location(s), and size. Below is an expanded overview of key HR disciplines, sub-disciplines, and typical career trajectories, along with experience requirements and pay ranges based on data from U.S. industry sources (2024-2025.)
Entry-Level: HR Coordinator/Specialist ($45,000–$65,000)
- Responsibilities: Providing support in employee relations, recruitment coordination, and assisting in HR programs and initiatives.
- Experience Needed: 0–2 years.
Mid-Level: HR Business Partner ($75,000–$110,000)
- Responsibilities: Collaborating with leadership to implement HR strategies, supporting workforce planning, and managing employee engagement programs. Translating business strategies into human capital plans.
- Experience Needed: 4–7 years.
Advanced: Sr. HR Business Partner/Director ($120,000–$160,000+)
- Responsibilities: Driving organizational change, aligning HR strategies with business objectives, and leading complex HR initiatives across multiple departments. Leading teams of HR business partners.
- Experience Needed: 7–10+ years.
Entry-Level: HR Assistant ($45,000–$60,000)
- Responsibilities: Supporting day-to-day HR operations, managing employee records, assisting with recruiting and onboarding processes, and all other HR related activities.
- Experience Needed: 0–3 years.
Mid-Level: HR Generalist ($55,000–$95,000)
- Responsibilities: Collaborating with leadership to implement HR strategies, supporting workforce planning, and managing employee engagement programs. Overseeing employee relations, facilitating training programs, and all HR activities.
- Experience Needed: 3–7 years.
Advanced: Sr. HR Generalist/Manager ($95,000–$140,000+)
- Responsibilities: Leading the HR department, partnering with leadership for workforce and organizational needs. All HR activities and leading teams.
- Experience Needed: 6+ years.
Generalists are often used at small to medium size companies.
Entry-Level: Recruitment Coordinator ($45,000–$60,000)
- Responsibilities: Scheduling interviews, coordinating candidate communication, assisting with job postings, and maintaining applicant tracking systems.
- Experience Needed: 0–2 years.
Mid-Level: Talent Acquisition Specialist/Recruiter ($65,000–$90,000)
- Responsibilities: Sourcing candidates, conducting interviews, managing recruitment processes, and collaborating with hiring managers to meet workforce needs.
- Experience Needed: 2-5 years.
Advanced: Director of Talent Acquisition ($100,000–$150,000+)
- Responsibilities: Overseeing recruitment strategy, workforce planning, managing recruitment teams, and aligning talent acquisition goals with organizational objectives.
- Experience Needed: 5–10+ years.
Entry-Level: Compensation Analyst ($55,000–$70,000)
- Responsibilities: Assisting with salary benchmarking, conducting market research, and ensuring equity in compensation practices.
- Experience Needed: 0–3 years.
Mid-Level: Compensation Manager ($85,000–$110,000)
- Responsibilities: Designing pay structures, managing salary reviews, conducting market analyses, and aligning compensation with organizational goals.
- Experience Needed: 4–7 years.
Advanced: VP of Compensation ($140,000–$200,000+)
- Responsibilities: Leading enterprise-wide compensation initiatives, developing executive pay strategies, and ensuring compliance with regulatory standards.
- Experience Needed: 10+ years.
Some organizations will merge compensation and benefits into a Total Rewards discipline.
Entry-Level: Benefits Coordinator ($50,000–$65,000)
- Responsibilities: Administering employee benefits programs, maintaining records, and assisting with open enrollment processes.
- Experience Needed: 0–2 years.
Mid-Level: Benefits Manager ($80,000–$110,000)
- Responsibilities: Designing benefits packages, negotiating with vendors, ensuring compliance with regulations, and analyzing benefits utilization.
- Experience Needed: 4–7 years.
Advanced: VP of Benefits ($140,000–$200,000+)
- Responsibilities: Overseeing organizational benefits strategies, managing vendor relationships, and driving innovative benefits programs.
- Experience Needed: 10+ years.
Some organizations will merge compensation and benefits into a Total Rewards discipline.
Entry-Level: ER Coordinator ($40,000–$55,000)
- Responsibilities: Handling employee inquiries, assisting with policy communication, supporting HR initiatives, and maintaining personnel records.
- Experience Needed: 0–2 years.
Mid-Level: Employee Relations Specialist ($65,000–$85,000)
- Responsibilities: Managing conflict resolution, conducting investigations, advising managers on policies, and fostering a positive workplace culture.
- Experience Needed: 3-6 years.
Advanced: Employee Relations Manager ($90,000–$130,000+)
- Responsibilities: Leading employee relations strategies, ensuring legal compliance, driving engagement initiatives, and implementing organizational policies.
- Experience Needed: 7-10+ years.
Entry-Level: HR Data Analyst ($60,000–$75,000)
- Responsibilities: Collecting and analyzing HR data, conducting employee surveys, creating reports and dashboards, identifying workforce trends, and providing insights for decision-making.
- Experience Needed: 0–3 years.
Mid-Level: Workforce Planning Specialist ($85,000–$110,000)
- Responsibilities: Forecasting workforce needs, aligning data insights with business strategies, and developing staffing models.
- Experience Needed: 3-6 years.
Advanced: People Analytics Director ($90,000–$150,000+)
- Responsibilities: Driving data-driven HR strategies, integrating analytics into decision-making processes, and shaping organizational performance.
- Experience Needed: 10+ years.
Entry-Level: Training Coordinator ($40,000–$60,000)
- Responsibilities: Organizing training sessions, maintaining learning management systems, supporting trainers, and coordinating training logistics.
- Experience Needed: 0–2 years.
Mid-Level: Learning and Development Manager ($75,000–$100,000)
- Responsibilities: Designing training programs, coaching employees, measuring training outcomes, and promoting a culture of continuous learning.
- Experience Needed: 3–7 years.
Advanced: Vice President of Learning & Development ($130,000–$200,000+)
- Responsibilities: Leading organizational learning strategies, aligning development with company goals, and overseeing talent development initiatives.
- Experience Needed: 10+ years.
Entry-Level: Talent Coordinator ($50,000–$65,000)
- Responsibilities: Assisting in succession planning, maintaining talent inventories, and supporting employee development initiatives.
- Experience Needed: 0–2 years.
Mid-Level: Talent Development Manager ($80,000–$110,000)
- Responsibilities: Overseeing succession planning, identifying high-potential employees, implementing leadership development programs, and monitoring talent pipelines.
- Experience Needed: 4–7 years.
Advanced: VP of Talent Management ($140,000–$200,000+)
- Responsibilities: Designing and executing talent management strategies, aligning leadership pipelines with business goals, and ensuring long-term workforce readiness.
- Experience Needed: 10+ years.
A Legacy of Success
Texas SHRM Winners 4 of 5 years!
2019: 1st Place
2021: 1st Place
2022: 1st Place
2024: 2nd Place
Building Your Career Map
Creating a personalized career map can help you navigate the HR field and achieve your professional goals. Start by identifying your strengths and interests—are you more people-oriented, data-focused, or operationally driven? Then, explore roles within those areas, gaining relevant experience, certifications, and mentorship to advance your career.
Leveraging resources like student-led professional organizations, internships, certification programs, and industry conferences can also help you launch your career. Networking with HR professionals and participating in peer communities are excellent ways to stay informed and connected in this ever-evolving field.
Why Choose HR?
HR offers:
- Diverse Career Paths: Opportunities in analytics, operations, strategy, talent acquisition, and more, allowing professionals to find roles that match their interests and strengths.
- Impactful Work: Shaping workplace culture, fostering employee growth, and driving organizational success through strategic human capital management.
- Transferable Skills: HR expertise is applicable across industries and organizations, making it a resilient and versatile career choice.
- Rewarding Growth: The HR profession not only provides financial stability but also offers personal fulfillment by making a tangible difference in employees’ lives and organizational outcomes.
$68,000/yr
Average starting salary for UT Dallas BSHRM graduates.
(Based on exit surveys.)
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