How to Become a Human Resources Manager

Even in an increasingly technology-driven work environment, employees are still an organization’s most important asset. Human resources is the entrance point, training ground, and source of support for an organization’s employees. Human resources professionals ensure that all employees are on the same page and feel supported. No matter the industry, an organization with well-trained human resources managers will be the most resilient.

A human resources manager not only leads in their department but also coordinates cross-functionally with departments across the entire organization. Training employees on all systems is a major part of their role. Remote, hybrid, and in-person workplaces all require strong systems and effective leaders to teach people how to use them.

To prepare to become a human resources manager, individuals can earn a Master of Arts (MA) in Leadership to develop the skills and knowledge they need to qualify for the role.

What Does a Human Resources Manager Do?

Human resources managers work on administrative and people operations at an organization. They oversee functions that include daily office operations, people recruitment, conflict resolution, legal compliance, and efficiency.

At the beginning of their career, human resources professionals may focus on one aspect of human resources or assist HR managers in their role. Getting a view of the range of their responsibilities can be helpful in understanding what it takes to become a human resources manager.

New Employee Onboarding 

The first part of an employee’s experience is their hiring and onboarding process. Human resources professionals recruit talent by identifying and preparing candidates for interviews with hiring managers and onboarding new employees during the orientation process.

Human resources managers must stay up to date with state and federal regulations on fair hiring practices and integrate them into their processes. According to the U.S. Equal Employment Opportunity Commission (EEOC), employers must work to diversify their hiring pools, while human resources managers have to be trained on Equal Employment Opportunity (EEO) policies to prevent discrimination in hiring based on race, gender, or ability.

According to the Pew Research Center, 46% of all managers in the U.S. were women in 2023, which was up from 29% in 1980. Part of this rise was due to the active recruiting of women to correct the imbalance in men and women in the workforce.

Human resources managers also work with leadership to identify the employee healthcare insurance options and overall benefits to offer to employees based on which are most cost-effective for the organization. They also ensure that offer letters to new employees include all the details on these benefits. When a candidate accepts an offer, a human resources manager onboards them as a new employee in the system and makes sure they have access to all their benefits information.

Staff Engagement

The more an employee advances in an organization, the more they’ll need human resources. Employees get yearly performance reviews from their managers, and HR is a part of that process. Human resources managers also help with promotions and raises.

Human resources managers are responsible for managing employee appreciation events, planning staff retreats, and coordinating professional development opportunities as well. Since human resources professionals have a major role in fostering the culture of the organization, they also may keep calendars of employees’ birthdays, their anniversaries, and key organization celebrations (such as holidays and organization-specific events). Engagement is a key aspect of employee retention.

According to the Society for Human Resource Management, in 2025 the cost-per-hire of a new employee was $5,475. Human resources managers help with cost savings by helping to retain employees and promote from within.

Conflict Resolution

Human resources managers are responsible for helping employees resolve conflicts. When there is an issue between employees for personal or work-related reasons, human resources managers may work as mediators to determine what next steps need to be taken to solve the problem. Human resources managers can use their conflict resolution experience to guide other human resources specialists in active listening and maintaining professional standards while working on complex interpersonal issues.

According to a study conducted in 2024 by the Workplace Peace Institute, 73% of respondents cited trust as the main driver of conflict at their organization, while 55% cited destructive communication patterns. Human resources managers can work to identify gaps in trust and communication among employees, such as situations where employees feel they can’t speak up or are receiving competing information from multiple departments.

Legal Compliance and Employee Well-Being

There are a number of rules and regulations designed to help ensure workplaces are safe for everyone. The Occupational Safety and Health Administration (OSHA) outlines rules for workplaces that encompass everything from specific requirements that help ensure the safety of people doing highly physical labor to general standards for providing a comfortable environment.

The mental well-being of workers in an organization is also very important. Human resources managers pay attention to the mental health concerns of employees and ensure that they’re aware of the services available to them. Many workplaces have mental health care as part of their benefits, or employee resource groups for discussions about identity and how it plays into their role at work.

Steps to Become a Human Resources Manager

The career path to become a human resources manager involves education, work experience, and identifying growth opportunities.

Step 1: Earn a Bachelor’s Degree

Most entry-level human resources positions require a bachelor’s degree. Students who wish to pursue this career path can pursue a degree in human resources, business, psychology, or a related field.

Courses that focus on communication, business, and financial analysis are all important for skill-building for a future career. Exploring different fields through general education requirements allows students to understand what excites them for the future and enables them to pursue careers that align with those interests.

Students who thrive in classes about organizational management, employment law, and research for evidence-based decision-making would likely work well in human resources environments.

Step 2: Gain Work Experience 

While pursuing their bachelor’s degree, students can look into internship opportunities in human resources. These kinds of roles are available in talent acquisition, employee operations, and research.

Entry-level positions in human resources are available in similar categories, but a recent graduate can also get their foot in the door at an organization through an administrative role. Working as an executive assistant or office assistant gives a new employee an understanding of how a workplace functions. Transitioning into a human resources role with preexisting knowledge of the organization sets up an employee well for talent recruitment and people management since they understand both what hiring managers are looking for and how the existing organization operates.

A human resources manager is a well-rounded leader. Specialist experience helps them understand the different pieces of human resources and how they fit together.

Step 3: Develop Managerial Skills

Human resources specialists gain mastery of the technical and administrative structures of an office environment. Skills specific to human resources professionals, such as talent recruitment, resume assessment, and employee onboarding, are foundational to a human resources worker.

These are some of the areas in which human resources managers need technical and soft skills:

• Data management
• Knowledge of current employment laws and standards
• Talent identification and discernment for hiring
• Communication
• Priority management and alignment
• Cultural sensitivity
• Employees’ physical and mental well-being in accordance with state and federal law
• Administrative and operational expertise
• Teamwork
• Strategy planning
• Coaching and mentorship

Step 4: Earn an Advanced Degree and Pursue Leadership Opportunities

Earning a master’s degree in business administration prepares individuals for executive and business planning roles, while earning a master’s degree in leadership enables them to master the people management aspects of work. Earning a master’s in leadership can be a great stepping stone for human resources specialists looking to grow into managers.

Completing a class in a leadership program on ethical and value-based leadership can provide individuals with an important foundation that will help them as they pursue their careers. Additionally, studying communication allows professionals to learn about both the professional way to approach communication and the knowledge of how to break down technically difficult information (such as employment law and healthcare packages) into understandable language. One of the biggest issues human resources managers will have to face is change. With AI transforming work, professionals can prepare for what’s to come by completing coursework on change management to gain crucial skills in this area.

For professionals who need to continue working while they pursue a degree, there are plenty of flexible, online master’s in leadership programs available that are designed for busy professionals.

Human Resources Manager Salary and Job Growth

The median annual salary for human resources managers was $140,030 as of May 2024, according to the U.S. Bureau of Labor Statistics (BLS). Job growth for this position was projected to be 5% between 2024 and 2034, which is higher than the average growth projected for all occupations, according to the BLS.

Pursue an MA in Leadership to Advance in Your Human Resources Career

The best human resources managers bring a mix of skills from their education and real-world experience to the role of leading people within an organization. Legal knowledge is just as important as ethically driven leadership capabilities.

The MA in Leadership program at Belmont Abbey College is designed to educate students in how to demonstrate servant leadership, as embodied by the school’s values. Students in the program complete courses in value-based leadership, technical skills, communication, using data, and organizational change management. As a full-time student, you can complete the fully online master’s program in one year.

Find out how earning a master’s degree from Belmont Abbey can help you gain the knowledge and skills you need to become a human resources manager.

Recommended Readings

Servant Leadership vs. Transformational Leadership: Key Differences
How to Successfully Lead Through Change
4 Types of Leadership Styles

Sources:

Business News Daily, “What Does It Cost to Hire an Employee?
Human Resource, “10 Effective Employee Retention Strategies”
Los Angeles Times, “Four Trends Talent Management Leaders Will Need to Prepare for in 2026”
Pew Research Center, “Women Are a Rising Share of U.S. Managers and Professionals”
Robert Half, “2026 Human Resources Job Market: In-Demand Roles and Hiring Trends”
Society for Human Resource Management, “The Real Costs of Recruitment”
Society for Human Resource Management, “SHRM Releases 2025 Benchmarking Reports: How Does Your Organization Compare?”
U.S. Bureau of Labor Statistics, Human Resources Managers
U.S. Bureau of Labor Statistics, Human Resources Specialists
U.S. Department of Labor, Occupational Safety and Health Administration
U.S. Equal Employment Opportunity Commission, Best Practices for Employers and Human Resources/EEO Professionals
Workplace Peace Institute, “State of Workplace Conflict in 2024: Insights and Solutions”