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Earn Your Master's in Human Resources
- $637/credit (36 credits total)
- Transfer up to 12 graduate credits
- 24/7 access to online classroom
- Built and aligned to SHRM standards
- Prepare for the SHRM-CP or -SCP
- $130,000 median annual wage for HR managers in 20221
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Online Master's in Human Resources Program Overview
Changes in technology, the mobilization of a multigenerational workforce and a rapidly changing economic landscape are evolving the role that human resource professionals play.
Southern New Hampshire University's online Master of Science (MS) in Human Resource Management program is designed to equip human resource professionals to become strategic leaders in HR with the creative problem-solving skills, data-driven decision-making, strategic management skills, empathy and ethics they need to forge a path for themselves and the organizations they represent.
Nancy Glasheen, a student currently working towards her master's in human resource management, feels the program's teachings extend well beyond the classroom. "I feel it has helped a lot to gain perspective and confidence in my abilities as an HR Professional and a human being."
The master's in human resources program also aligns with the Society for Human Resource Management's (SHRM) guiding principle – that human resource professionals must be prepared to be a key part of the success of today's agile companies. This degree focuses on the critical competencies identified by SHRM, including employee and labor relations, legal and ethical issues, recruitment, technology and the changing workforce.
SNHU's MS in Human Resources degree also helps prepare students for additional credentials through industry standard professional organizations like SHRM and HRCI, which can give students a competitive advantage in today's job market.
What You'll Learn
- Human resource solutions
- Strategies to support organizational goals
- Risk management and ethical practice
- Appreciation for diversity of teams
- Change management and collaboration
How You'll Learn
At SNHU, you'll get support from day 1 to graduation and beyond. And with no set class times, 24/7 access to the online classroom, and helpful learning resources along the way, you'll have everything you need to reach your goals.
Career Outlook
In today's HR roles, "we lead and design strategies [that] develop talent, respect diversity and equity and create personalized pathways for talent growth," said Deborah Gogliettino, SNHU’s associate dean for human resources. "Organizational learning goes beyond one size fits all. Human resource leaders need to assess the individuals’ alignment with organizational goals and provide opportunities to develop their own path forward."
The outlook looks good for those entering a career or advancing their role in HR upon earning an online master's in human resource management.
Job Growth and Salary
Job Growth
According to the U.S. Bureau of Labor Statistics, job opportunities for HR managers are projected to grow 5% through 2023, while job opportunities for training and development managers are projected to grow 6% during the same time period.1
Salary
The median annual salary in 2022 was $130,000 for HR managers and $120,000 for training and development managers.1
Understanding the Numbers
When reviewing job growth and salary information, it’s important to remember that actual numbers can vary due to many different factors — like years of experience in the role, industry of employment, geographic location, worker skill and economic conditions. Cited projections do not guarantee actual salary or job growth.
Though those are popular roles in the workforce, the beauty of an HR degree is in its versatility. Not only can the skills you learn throughout the program – like communication, collaboration, problem solving and building relationships – apply to a wide variety of positions from managerial to executive, but they'll also be useful throughout your career, no matter where it takes you.
Job Settings
Common industries that employ HR and training and development staff, according to the BLS1, include:
Educational Services
Help train educators and administrators to make positive impact on education systems and services.
Employment Services
Help people discover their passions, find their careers or advance in their current careers.
Government
Help strategize ways to help people work together more efficiently so they can better serve communities.
Healthcare and Social Assistance
Make an impact in communities and healthcare setting by helping to hire, manage and train staff.
Companies and Enterprises
Be "the people person" at large-scale and enterprise companies, overseeing hiring and training programs.
Expanding HR Expertise
The responsibilities of human resources in a company have certainly expanded – especially when it comes to organizational strategy.
"Emerging human resource leaders can expect to expand their HR expertise with experiential learning focused on strategic HR, technology, HR policy, labor relations and negotiations, talent acquisition and development strategies, ethical and legal problem solving, workforce planning and effective models of human resource service delivery," Gogliettino said.
This includes:
- Compliance and legal: Understand the legalities of contracts to ensure decisions are being made with your organization's best interests in mind.
- Data: Take a role in understanding overall business performance so you can help improve success metrics, such as sales, revenue and employee satisfaction.
- Hiring: Build a strategic team by understanding the scope of the role focused on.
- Managing overall staff for efficiencies: Operationalize systems and tools to help employees do their jobs better.
- Operations: Create and establish effective business flow by helping to put the right people and processes into place.
- Strategic vision and goals for the organization: Work with leaders to determine how to achieve short- and long-term goals.
Overall, "your job is to build the workforce,” Gogliettino said. “And in order to understand how to build it, you have to understand the organization.”
Looking for an MBA in Human Resources instead? If HR leadership is in your future, you may also want to consider an online MBA in Human Resources.
Start Your Journey Toward an Online Human Resources Management Degree
Why SNHU for Your Master's in Human Resource Management
Admission Requirements
How to Apply
What SNHU Graduates are Saying
Kalisha Fitzpatrick ‘21
"Now that I have my degree, I advanced my career. I love every aspect of my new role!"
Courses & Curriculum
The master's in human resource management degree curriculum gives you the skills that can help you climb the corporate ladder – even if you have your eye on a position in the C-suite.
The coursework at SNHU emphasizes the importance of ethics, legal practice and a global outlook on human resources and talent development.
“We build programs now with the business acumen students need,” said Deborah Gogliettino, SNHU’s lead faculty for human resources. “If you’re only going into HR because you like people, don’t bother. You should like to solve problems, build competencies, build career paths.”
You'll learn to approach HR initiatives from a strategic, data-driven, programmatic perspective and understand how HR impacts organizations systematically from instructors with real-world experience.
"The courses challenged me to be creative, especially having to work from home online. Each class was fun and engaging with great insight from teachers," said Nancy Glasheen, who is currently pursuing her MS in Human Resources Management. "The professors were all such advocates for my success in their respective classes."
SHRM Aligned Curriculum
The Society for Human Resource Management (SHRM) has acknowledged that SNHU's MS in Human Resources Management fully aligns with SHRM's HR Curriculum Guidebook and Templates.
Choose to go further and establish yourself as a globally recognized human resource expert by earning the new standard in HR certification:
- SHRM Certified Professional (SHRM-CP™)
- SHRM Senior Certified Professional (SHRM-SCP™)
These professional certifications can open doors for professional advancement, serve to harmonize standards with changing expectations and signal to employers advanced professional development.
And why would you want to earn SHRM certification? According to the organization, it's recognized across industries, and it's offered by the world's largest HR membership organization.2 With over 5,000 employers seeking SHRM credentials each month, you'll likely want to enroll in a HR program that can set you up for success with SHRM.
Plus, certifications can always set you apart from competition, especially in a tougher job market.
Beyond completing education requirements for certification, you'll also complete a capstone project, which provides employers with an example of the skills you've developed throughout your online master's in human resources program. The course is structured to support student success in fulfilling program requirements.
Don't have a business background? This HR program is built to support students with or without prior business experience and education. For students without business background, this program begins with a Business Foundations course designed to give you the necessary background to understand the language and topics that can set you up for success in the master's in human resources program.
| View Full Curriculum in the Catalog |
|---|
| MS in Human Resource Management |
| Courses May Include | ||
|---|---|---|
| MS in Human Resource Management Online | ||
| MGT 550 | Managing Through Communication | Learn how to manage people and organizations effectively using communication as a tool. Enhance skills and techniques in motivating, leading change, developing relationships and team building through effective communication of core visions, active listening and providing feedback. Develop strategic management and communication skills that positively affect stakeholder behavior. Gain comprehensive, hands-on-experience in constructing documents and presentations that inform, persuade and influence the intended audience to achieve strategic goals. |
| OL 600 | Strategic Human Resource Management | Examine key regulatory procedures and human resource requirements as they relate to applications in organizations. Analyze the strategic role of the human resource manager in performing functions of recruitment, hiring, training, career development and other contemporary processes within the organizational setting. Study concepts aligned with the Society for Human Resource Management (SHRM) Body of Competency and Knowledge (BoCK). |
| OL 620 | Total Rewards | This course examines the compensation and benefits functions within the organizational structure and ways they impact the management function. Topics include job analysis, surveys, wage scales, incentives, benefits, HRIS systems and pay delivery administration. Students design a compensation and benefits program as a course outcome. |
| OL 645 | Law, Ethics, and Politics in HR | This course contends with the question, "Is legal compliance synonymous with ethical behavior in HR?" The interrelationship of legal governance, ethical practice, and political influence in human relations management are a central focus of the course. Students will develop relevant expertise in employment law and HR ethics by actively applying their knowledge to vexing issues facing HR professionals today. Topics related to employment law, workplace health, safety, and security, corporate social responsibility, and ethical guidelines and conduct for HR professionals will be addressed in the course. |
| OL 655 | Talent Development and Workforce Planning | Organizations are engaged in continual and dynamic changes in today's business environment, increasing the demand for human resource professionals to leverage strategies to recruit, train, develop, and support a diverse workforce. This course integrates advanced talent management and development skills with strategic workforce planning, asking students to analyze gaps in employee competencies, plan strategic talent development strategies, and forecast workforce needs. Issues such as employee engagement, creating an employment brand, supporting talent through career development, and creating effective succession plans will be emphasized. |
| OL 663 | Leading Change | This course focuses on transforming organizations by introducing Kotter's eight processes by which leaders effect change. Because organizations, leaders, and employees differ, various techniques and strategies are examined. The course integrates Kotter's processes for leading change, organizational development and transformation theory and practice, and analysis of an organization which has effected systematic change. The use of work teams as a key change factor will have special emphasis. |
| OL 667 | Human Resource Information Systems | Information systems and data management are essential components of an effective human resource management plan. This course introduces students to the process for researching information systems technology, conducting needs assessments of the organization, selecting an appropriate HR information system (HRIS), and integrating the system effectively. Additionally, a large focus of the course is on the analysis, use, and protection of data in an HRIS. The goal of this course is to provide the necessary skills for students to effectively research, integrate, and leverage various HR information systems for a variety of purposes in and beyond the course. |
| OL 668 | Human Resources in Global Contexts | Organizations increasingly rely on an international workforce and global markets to succeed. As the workforce has become increasingly diverse, cultural competence is a necessary component of any HR strategy. This course situates strategic human resource management in the global stage, focusing on a wide range of issues related to global markets, global security, managing an international workforce, effective cross-cultural management and communication, and diversity in the workplace. The emphasis is placed on how businesses can become more competitive by leveraging an effective HR plan for diversity and international business. |
| OL 751 | Human Resource Management Capstone | This capstone course is the culminating experience for the M.S. in Human Resource Management program. The aim of the capstone is to assess students' ability to synthesize and integrate the knowledge and skills they have developed throughout their coursework, rather than introducing new concepts. This course is structured to support student success in fulfilling program requirements. |
| QSO 500 | Business Research | This course presents an overview of the various primary and secondary research methodologies used in the business world and the application of statistical techniques to those strategies. The focus of this course is the design and execution of a practical, primary research. It is recommended that this course be one of the first three taken in degree programs in which it is required. |
| WCM 510 | Negotiation/Advocacy in the Workplace | This course introduces the processes and practice of negotiating and advocating effectively in settings where continuation and strengthening of the relationship matter. Course content will include the uses, strengths, and weaknesses of distributive and integrative bargaining; the sources and uses of power in negotiation; and gender and cultural influences on negotiation style and practice. |
| WCM 620 | Managing Difficult Conversations at Work | The art and practice of dialogue building is the act of engaging conflict effectively and transforming difficult conversations into better decisions, healthier work relationships, and stronger organizations. This course examines approaches for de-escalating conflict conversations, choosing if and when to intervene, tapping the creative potential in conflict, and creating workplace environments that foster constructive conflict engagement. |
| Total Credits: 36 | ||
Minimum Hardware Requirements
Learn from Experienced Faculty
Vanessa R. Harvey ‘21
"All the professors seemed to be deeply involved in what they were teaching: They knew what they were teaching, they liked what they were teaching, and they were involved in the field in some way."
University Accreditation
Southern New Hampshire University is a private, nonprofit institution accredited by the New England Commission of Higher Education (NECHE)as well as several other accrediting bodies.
This program and its concentrations are accredited by the Accreditation Council for Business Schools and Programs (ACBSP). Student achievement data can be found on the ACBSP accreditation page.
Tuition & Fees
Tuition rates for SNHU's online degree programs are among the lowest in the nation. We offer a 25% tuition discount for U.S. service members, both full and part time, and the spouses of those on active duty.
| Online Graduate Programs | Per Course | Per Credit Hour | Annual Cost for 15 credits |
|---|---|---|---|
| Degree/Certificates | $1,911 | $637 | $9,555 |
| Degree/Certificates (U.S. service members, both full and part time, and the spouses of those on active duty)* | $1,410 | $470 | $7,050 |
Tuition rates are subject to change and are reviewed annually.
*Note: students receiving this rate are not eligible for additional discounts.
Additional Costs:
Course Materials ($ varies by course). Foundational courses may be required based on your undergraduate course history, which may result in additional cost.
Frequently Asked Questions
Is a master's degree in human resources worth it?
How much can you make with a master's in human resources?
Is HR a good career path?
What can I do with a master's in human resources?
What is the SHRM certification?
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References
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