Personnel, Training & Labor Relations Managers Description OES Code: 13005 Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization. Work may involve establishing employer/employee relations policies; directing the selection, training, and evaluation of employees; administering benefits, safety, and recreation programs; developing wage and salary schedules; coordinating collective bargaining activities; and advising on labor contract administration. CA Wages/hour median range New, no experience: $11.03 minimum – $24.41 New, experienced: $18.44 $6.00 – $34.49 3 yrs+ experience: $20.77 $6.99 – $44.19 Salaries for HR managers and specialists vary widely depending on type of industry, size of company and location. Local Wages • CCOIS Survey • OES Survey Hours & Benefits Almost all employers provide medical, dental and life insurance, in addition to retirement, vacation and sick leave. Most employers also provide vision insurance. Employment Trends Employment 1996 27,150 Projected Employment 2006 34,210 Growth Rate 1996-2006 26% Openings due to Separations 8,320 Employment Trends by California County The United States is experiencing a service revolution. According to the Bureau of Labor Statistics (BLS), by the year 2005 service providing industries will account for almost 80 percent of our nation's jobs. These service industries, which include government, banking, retail, transportation and health care, sell services rather than specific goods. To provide these services, industries rely upon their employees as a valuable resource. This increased need for capable and productive employees has affected the field of personnel, now more commonly referred to as human resources. Advancement Human resources workers usually rotate to different areas within the department to broaden their background and learn more about other specialties. HR specialists also have the opportunity to advance to managerial ranks such as a department supervisor or director. Some HR Specialists work as consultants or open their own business. Getting the Job & Other Information College students would be well advised to join a student association of a human resources professional organization to learn more about the field and network with HR professionals. Such contacts provide job seekers with job leads. Students should also register with their college placement office and read classified ads. Job seekers can apply directly to government and private agencies and register with the Employment Development Department's offices. For current job listings, browse CalJOBS or America's Job Bank. © State of California EDD/LMID, US Department of Labor Unless indicated otherwise, wage data is based on Statewide aggregated CCOIS survey responses between 1995 and 1997. Questions or Comments? Contact us.

Click arrow at bottom left of image to begin. Requires QuickTime Education and Training Entry-level professional positions in Human Resources normally require a four year college degree. The preferred degree could vary from business administration with a human resources specialization to industrial relations or sociology. Some employers may look for a well-rounded background and choose liberal arts graduates. Certain jobs may also require additional background in such fields as engineering, finance, health or law. Graduate work is becoming increasingly important for specialists in labor relations. Skills & Other Requirements The Human Resources (HR) department serves as a link between management and employees. Providing specialized services to staff members, the department's goal is to foster positive relationships, to increase job satisfaction, and to make sure all customer or client needs are met. Specific responsibilities include: administration, recruitment, company compensation and benefits, training and development, health and safety, and employee relations. The Human Resources Director must be knowledgeable of company goals, relevant federal and state laws and union contracts, and needs to be able to recognize and evaluate industry trends. In smaller companies, Directors may be considered Human Resources Generalists who perform all the specialized personnel duties themselves. In larger companies, the Human Resources Directors oversee multiple departments that are equipped with a manager and staff specialists or representatives who head one particular activity. Recruitment, also called employment or staffing, is headed by an Employment Manager. These managers direct the staffing specialists and company matchmakers who are responsible for attracting qualified employees and matching them to jobs within the organization. Managers develop applicant pools, screen, interview, and test applicants. To find promising new employees, recruiters network with community contacts and frequently travel to college campuses. Employment Managers are also responsible for relocation coordination, exit interviews and out placement (career counseling and job placement) services for employees who are laid off. A larger organization may have a separate Equal Employment Opportunity (EEO) or Affirmative Action (AA) department within the company. If so, an EEO/AA Coordinator makes sure policies and practices are in legal compliance and investigates and settles alleged grievances. References Note: The references below (and/or on other parts of this page) will link to pages on the internet outside the Career Video system. California Occupational Guide: #Human Resources Specialists & Managers #135 Related Occupation: Employment Interviewers #38 Training: California State Training Inventory