Human Resources Management
Career Workshop
Presented by
Frank L. Ciminelli Family
CAREER RESOURCE CENTER
Main Areas of HR
• Staffing & Recruitment
• Benefits & Compensation
• Training & Development
• Employee Relations
Staffing & Recruitment
• Screen, select and hire new employees
• Attract (or recruit) top talent and match them to the
correct job
• Ensure the company is appropriately staffed
• Strategic planning for the future
Benefits & Compensation
• Evaluate employees’ compensation to ensure it is
competitive, or for keeping costs down
• Manage employees’ benefits & retirement accounts
• Create or manage performance based reward
systems
• Analyze specific job duties of every job title
Training & Development
•
•
•
•
Train new employees on the company’s processes
Identify areas where training is necessary
Develop training processes and programs
Develop current employees including ongoing
training to improve their skills or gain new skills
Employee Relations
• Also known as Labor Relations
• Maintain working relationships with the employees
• Address concerns the employees may have with
management
• Prepare information for management to use in
collective bargaining agreement negotiations
(working with unions)
HR Generalist vs. HR Specialist
• HR Generalist
▫ Usually at smaller companies, or in a particular department
▫ Handle ALL aspects of HR
▫ One individual may be responsible for selecting and hiring
new employees, training them and managing their benefits
enrollment
• HR Specialist
▫ Specializes in one particular area
▫ Example: Recruiter, there job is to attract and hire top
talent. Once that person is hired, their job is complete.
Someone else will conduct training; someone else will
enroll them in benefits, etc.
Common HR Job Titles
• Benefits Associate
• Compensation Analyst
• Director of Human
Resources
• Employee Relations
Representative
• HR Coordinator
• HR Generalist
• HR Generalist Associate
• HR Manager
•
•
•
•
•
•
•
HR Representative
HR Specialist
Occupational Analyst
Recruiter
Recruiting Team Lead
Staffing Specialist
Talent Acquisition
Manager
• Training & Development
Manager
• Training Specialist
HR Representative - Sample
• Responsibilities: This is an excellent opportunity to enhance your career in
Human Resources within our dynamic organization and team. This individual will
provide operational support for the day-to-day activities surrounding the various
programs and policies for both leadership and employees. This may include
participation in benefit administration, compensation practices, processing
various Leave of Absence paperwork (FMLA, STD, LTD, Worker Compensation)
and HRIS / Payroll utilizing the highest degree of integrity and confidentiality.
• Requirements: The successful candidate will have an Associates Degree in
Business Management or related field, in addition to a minimum of two years'
experience in the Human Resources field or a Bachelor's Degree in Human
Resources-related discipline. Experience with HRIS and Payroll a plus. The
candidate should also exhibit exceptional interpersonal skills - ability to establish
and nurture highly effective relationships with employees at all levels of a diverse
organization; well developed written and verbal communication skills with great
attention to detail and the ability to make decisions with respect to priorities
and routine issues.
HR Generalist / Consultant - Sample
• In addition to competitive pay and benefits, we offer:
▫ Exceptional leadership and a diverse, talented team that sets us apart in the
fast-paced IT industry
▫ The Opportunity to make a difference as you set the pace for your career
development in a progressive, high-performance culture
▫ Teamwork, respect, accountability, integrity and innovation – these are our
values, which guide our decisions and behaviors
• Responsibilities: In collaboration with assigned business leaders, this position
provides HR expertise and consulting to teams applicable to building
organizational capability. The focus is to achieve current and future business
objectives through the development and implementation of practical, costeffective, and proactive human resource strategy, policies and practices.
• Requirements: Minimum Bachelors Degree or 4 years related external experience
(HR management, consulting, business, or project management) or 2 years related
COMPANY NAME experience. Three to five years strong professional, progressive
experience required. It is desired that a minimum of two of these years be spent
working in a large corporate environment. PHR professional certification
preferred.
Manager, Talent Acquisition - Sample
• Responsibilities: The successful associate will manage the company’s recruitment
and selection processes and provide leadership to the HR Generalist staff.
Responsible for positioning our talent practices to strategically differentiate DNC in
the hospitality industry and gain a competitive edge in the competition for
hospitality talent. Develop standards & measures to ensure efficient recruitment
& selection delivery. Manage with a focus on continuous process improvement of
the talent acquisition workflow to include estimating staffing needs, sourcing,
recruiting, and selection. Must be able to demonstrate strong management
tactics to execute against our recruitment needs and utilize data results to impact
business staffing trends with an eye to strategic planning and modeling for longerterm needs. Manage the corporate support employee relations’ activities to
include HR compliance issues and retention based programs.
• Requirements: The ideal candidate must possess a Bachelor’s degree or
equivalent experience (5-10 years). A minimum of 3 plus years experience in a
relevant management capacity is required. Excellent communication skills; ability
to work in a highly paced environment managing multiple priorities. Good
judgment in resolving numerous business issues. Must be creative and challenge
the status quo in analyzing and executing against existing practices.
Recommendations and improvement strategies will need to be thoroughly vetted
and appropriately matched and deliverable to the needs of the business.
HR Certifications
• Not always mentioned…but can be preferred in some
cases or even required
• Certification includes both educational and
experience components
• Types:
▫ PHR (Professional in Human Resources)
▫ SPHR (Senior Professional in Human Resources)
Next Step: Conduct more research
• Learn more about the HR field
• Read overview in Occupational Outlook Handbook
http://www.bls.gov/oco/
• Read more job descriptions
• Network with HR professionals
• Attend Employer Information sessions
Step 2: Build your résumé
• Get experience!
• Look for internships or part-time jobs related to HR
• If you’re working now, seek out more HR related
duties…like training new staff
• Join the HR club at UB School of Management,
SHRM - Society for Human Resource Management
• Become a CRC Practice Interviewer
• Become a Peer Advisor through UB Career Services
Resources
• CRC – School of Management
http://mgt.buffalo.edu/career/students/
• Career Preparation
• Career Tools
• Job Market and Research Tools
• Company/Industry Information (Vault Guides)
• Functional Resources
• Job and Internship Opportunities
• Internships
• Credit Bearing Internship Program
http://mgt.buffalo.edu/studentcbip/
• Networking
• Telementor Program
• Career Services, 259 Capen Hall
careers.buffalo.edu/student.php
http://www.ub-