The Evolution of HR Management
To start, let’s talk a little about the role Human Resources plays in an organization today. Along with administering HR policies within the company, the HR department also works diligently to recruit, develop, and maintain top talent through benefits and employee relationships. Naturally, with the variety of responsibility involved in HR, certain specializations have developed. We’ve detailed some of the most in-demand managerial HR roles and their Minnesota salary ranges below.
Compensation & Benefits Manager ($82,125 – $120,000)
This role is responsible for managing the day-to-day operations of the benefits and/or compensation department as well as designing and modifying benefits and compensation programs and policies. It generally requires a bachelor’s degree with 5+ years of compensation/benefits administrative experience.
Recruitment Manager ($72,545 – $100,100)
The Recruitment Manager utilizes various traditional sourcing and recruiting strategies. This role is often responsible for managing/overseeing a department’s recruiting function, while also recruiting and sourcing for various positions. It typically requires a bachelor’s degree with 5+ years of relevant corporate HR recruiting experience.
Learning & Development Director ($110,000 – $152,150)
This individual develops and implements learning development strategy across the organization, as well as establishing a long-term strategy for leadership development. This role typically requires 8+ years of experience in curriculum/eLearning design.
Senior Human Resources Manager ($100,000 – $135,201)
The Sr. HR Manager plans, manages, and coordinates all human resources initiatives in an organization including recruitment, compensation, benefits, training, and employee relations. This person manages daily departmental operations and business planning. The role requires a bachelor’s degree and 7+ years of related HR management experience.
With the variety of initiatives and goals that a given firm pursues at any one time, dedicated teams are helpful in ensuring that the company as a whole is evolving to meet current markets. Strategic HR planning is required to create a cohesive department that can effectively aid an organization’s growth.
Download our 2015 Human Resources Salary Guide for more information on building a strategic HR team. As a single-source talent acquisition firm specializing in recruitment throughout Minnesota, our HR recruiters can help bring top HR professionals to your organization.
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