Seeking: human resources professionals We’re developing a resource page to help prospective students learn more about earning an online master’s degree in human resources, and we’d greatly appreciate your perspective. 1. What types of leadership roles do HR master’s graduates often pursue? 2. What skills or certifications (e.g., SHRM-CP, PHR) help graduates stand out? 3. How are emerging trends—like remote workforce management, DEI initiatives, or HR analytics—shaping what today’s students should prioritize in their coursework? 4. For students aiming to move into senior HR roles, how can an online master’s program help them transition from operational tasks to strategic leadership? 5. Any other advice?

1. It really varies on the amount of experience the person has when they attain their HR Master's. Oftentimes someone pursuing this right out of undergrad will likely pursue an HR generalist path, but they will still likely end up in a more entry level role. Those that have been specialists in compensation, benefits, talent acquisition and the like may pursue the Master's degree to broaden their knowledge base and skill set to focus on a leadership role that requires a more well-rounded background and experience. 2. My thoughts on this ebb and flow. I think the SHRM-CP or the PHR and its iterations (SPHR, GPHR) show a commitment to the profession, but by no means do the hold the weight in the profession that a CPA or CFA does in finance/accounting, or a PE in the engineering field. 3. AI, AI, AI. Understand how to use AI tools - they won't take your job if you know how to apply them and use them. Learn to automate mundane tasks so you can be more strategic. Depending on the size and scale of the company, emerging trends will have more impact. A tech startup may likely want to focus on systems, processes and tools that can quickly analyze data, making scaling efficient and build the foundations of the company culture. A more mature company may want to explore and refine its culture, taking DEI into account, or may have a need to dig deep into data as they grow and expand into new markets, consider an acquisition or stay on top of changing healthcare and intricate leave policy trends. Oh, and think global - if you can gain that experience, jump at it. 4. I think networking in those programs and building relationships with those who may be more advanced in their experience, despite looking to pursue the same degree. Soak up the technical knowledge, understand through the group projects how their classmates have applied strategic focus in their existing roles. Understand how to use data to tell stories to the Exec team and the Board, and once again, leverage AI tools to assist with the story telling, graphics, etc. 5. Don't expect that having a designation - SHRM-CP, PHR or Master's Degree in HR - automatically qualifies you for a particular role. Your technical skills, communication skills, industry experience and ability to influence without authority will trump a lot of that. Leverage prior "careers", for instance I was a CPA before transitioning to an HR career, and use that knowledge to solve business problems.