2023 Best Online Human Resources Master's Degrees

Online Master's in Human Resources Overview

Human resources is the branch of an organization that oversees the inner workings of the organization and its employees. The role of a human resources professional encompasses many functions, including recruiting and hiring, orientation and training, compensation and benefits, workplace relations, and retention. Students who wish to pursue a graduate-level degree in HR have two options: an MBA with a concentration in human resources or a master’s of science degree in human resource management. The curriculum for the two degrees may appear to have some overlap, but the MBA will be more generalized in terms of business applications while the MS-HRM will focus fairly narrowly on HR examples, situations, and areas of specialization.

Many master’s programs prepare students to become HR generalists, but some programs require students to focus on a particular aspect of HR, such as diversity and inclusion, benefits and compensation, international HR management, or human capital management.

Most online master's in human resources programs can be completed in one to two years. Students enrolled on a part-time basis may take up to five years to complete their degree. The exact time for completion will depend upon a variety of factors, including the program format, the course load, and whether any credits were transferred into the program.

Requirements

Admission into an online master's in human resources program requires a bachelor's degree from an accredited institution. Students applying to an MBA program with a human resources specialization may need a bachelor's degree in business or a related field. Beyond this, criteria will vary by school but may include a minimum GPA, professional experience, letters of recommendation, a statement of purpose, and GRE/GMAT scores. While some programs will request scores, there are online master's in human resources that require no GRE or GMAT scores for admission.

Curriculum

The core of an online master's in human resources program includes advanced courses in human resources and business strategy. General graduate-level business courses will include statistics, performance management, finance, and leadership. Master's in human resources students will also take classes that examine HR topics such as staffing, compensation and benefits, workplace ethics, labor management relations, labor law and procedure, communications and interpersonal relations, organizational leadership, and training.

Many programs also require an internship or a capstone course. The capstone course involves working on a research project to address a human resources problem.

How to Choose an Online Master's in Human Resources Program

When evaluating online master’s in human resources degree programs, students should consider which structure works best for them. Program options include part-time, full-time, fully online, and hybrid programs that incorporate both online and on-campus learning. They should also think about whether their schedule allows for synchronous classes— which must be attended at a designated time—as opposed to asynchronous classes that they can access at their convenience.

Another factor to consider when choosing an online master's in human resources is whether the program offers any concentrations or unique features, such as graduate assistantships, field experiences, or internships. If students are interested in pursuing SHRM certification, choosing a program that is aligned to the SHRM’s curriculum guidelines may also be beneficial.

After evaluating the programs on these criteria, assessing each school's reviews, faculty credentials, and graduation rates can help determine which program will best fit their needs and career goals.

How to Finance an Online Master’s in Human Resources Degree

Students seeking financial aid for their online master’s in human resources degree have several options. Completing a FAFSA application will help students determine which federal student loans and grants may be available to them. Students should also contact their school's financial aid department to determine whether they qualify for any aid offered through their office. Scholarship opportunities may also be available through industry organizations, such as the SHRM, The National Public Employer Labor Relations Association (National PELRA), or through private companies.

Accreditation

Colleges can earn national or regional accreditation by allowing an independent organization to review their curricula, faculty, and services. Regional accreditors review colleges that primarily offer academic degrees, while national accreditors tend to evaluate trade or faith-based schools. For these reasons, regionally accredited colleges typically don't accept credits from nationally accredited schools. However, schools with either type of accreditation can accept federal financial aid, often an important consideration for master's students.

In many fields, individual programs can earn programmatic accreditation. However, the situation in HR is more complicated. There's no recognized program accreditor, but the Society for Human Resource Management (SHRM) has created a checklist of recommended curriculum items for HR programs. Many program directors choose to align their curricula with the SHRM's recommendations. It's not necessary to attend an SHRM-aligned program to work in HR, but it may add extra authority to a student's qualifications. In addition, graduating from one of these programs automatically ticks one of the eligibility boxes for SHRM certification.

What Are the Different Specializations in Human Resources?

Human resources generalists are typically trained to handle all aspects of HR, from identifying the employers’ needs to recruiting and selecting candidates, and from monitoring employee benefits to administering the company payroll. However, it is also possible for HR professionals to specialize in particular aspects of the field, becoming experts in specific areas:

Recruitment: After identifying the organization’s employment needs and developing job descriptions for all of the various roles, a recruitment specialist will find, screen, and interview viable candidates on an ongoing basis. Recruitment specialists often use job postings to recruit potential candidates, but they may also travel to college campuses and job fairs to find and interview candidates. Other tasks related to this role include testing applicants, conducting background checks, and negotiating job offers. Some recruitment specialists may also be responsible for introducing new employees to the organization, a process typically known as “onboarding.”

Compensation and Benefits: Particularly in larger organizations, employee compensation and benefits programs are extensive and complex, which is why they often require specialists in these areas. These professionals are responsible for developing and overseeing an organization’s employment policies and benefits, which generally includes salaries, other forms of compensation, paid time off, 401K or pension programs, and all types of insurance packages. Some organizations are particularly concerned about their employees’ health and welfare, so compensation and benefits specialists may also be called upon to monitor occupational safety and health standards and practices, as well as premium benefits offered to employees, such as food service, recreational activities, childcare and elder-care programs, and counseling services.

Training and Development: HR professionals who particularly enjoy teaching and assisting others in their professional growth may be interested in specializing in training and development. This can translate into working with managers and employee supervisors to develop performance improvement measures, conduct orientation sessions, and arrange on-the-job training, and it can also mean working directly with employees to help them improve and maintain their job skills. Organizations known to invest in their employees’ development often attract more ambitious and motivated employees.

HR Information Systems Management: As in so many other areas of business, organizations are increasingly relying on sophisticated and complex information systems to manage their HR departments. Therefore, there is a need for specialists who have a passion for IT while also understanding the intricacies of HR departments. HRIS analysts typically only need an associate or bachelor’s degree, but to move into management positions, a master’s degree may be required.

Do I Need a Certification for Advancement in the Field of Human Resources?

Graduates of an online master’s in human resources program can pursue additional certifications as an HR professional. These certifications are often a requirement of higher-level human resources positions and can elevate one's earning potential. Some of the most recognized certifications include:

SHRM-CP Certification: This certification demonstrates a superior level of knowledge and skills among early- to mid-career HR professionals. Earning this designation is considered beneficial for HR professionals and their employers.

SHRM-SCP: This senior-level HR certification designates credential holders as experts in the human resources field. The certification is applicable to companies all over the world and in many industries.

Certified Employee Benefit Specialist (CEBS): Those who want to specialize in employee benefits can achieve this designation, which confirms that professionals have been trained to guide all facets of an organization’s benefits strategy.

Professional in Human Resources (PHR): This designation, offered through the HR Certification Institute, helps human resources professionals master the technical and operational aspects of HR management.

Frequently Asked Questions for Online Master's in Human Resources Degrees

Accreditation

Colleges can earn national or regional accreditation by allowing an independent organization to review their curricula, faculty, and services. Regional accreditors review colleges that primarily offer academic degrees, while national accreditors tend to evaluate trade or faith-based schools. For these reasons, regionally accredited colleges typically don't accept credits from nationally accredited schools. However, schools with either type of accreditation can accept federal financial aid, often an important consideration for master's students.

In many fields, individual programs can earn programmatic accreditation. However, the situation in HR is more complicated. There's no recognized program accreditor, but the Society for Human Resource Management (SHRM) has created a checklist of recommended curriculum items for HR programs. Many program directors choose to align their curricula with the SHRM's recommendations. It's not necessary to attend an SHRM-aligned program to work in HR, but it may add extra authority to a student's qualifications. In addition, graduating from one of these programs automatically ticks one of the eligibility boxes for SHRM certification.

What Are the Different Specializations in Human Resources?

Human resources generalists are typically trained to handle all aspects of HR, from identifying the employers’ needs to recruiting and selecting candidates, and from monitoring employee benefits to administering the company payroll. However, it is also possible for HR professionals to specialize in particular aspects of the field, becoming experts in specific areas:

Recruitment: After identifying the organization’s employment needs and developing job descriptions for all of the various roles, a recruitment specialist will find, screen, and interview viable candidates on an ongoing basis. Recruitment specialists often use job postings to recruit potential candidates, but they may also travel to college campuses and job fairs to find and interview candidates. Other tasks related to this role include testing applicants, conducting background checks, and negotiating job offers. Some recruitment specialists may also be responsible for introducing new employees to the organization, a process typically known as “onboarding.”

Compensation and Benefits: Particularly in larger organizations, employee compensation and benefits programs are extensive and complex, which is why they often require specialists in these areas. These professionals are responsible for developing and overseeing an organization’s employment policies and benefits, which generally includes salaries, other forms of compensation, paid time off, 401K or pension programs, and all types of insurance packages. Some organizations are particularly concerned about their employees’ health and welfare, so compensation and benefits specialists may also be called upon to monitor occupational safety and health standards and practices, as well as premium benefits offered to employees, such as food service, recreational activities, childcare and elder-care programs, and counseling services.

Training and Development: HR professionals who particularly enjoy teaching and assisting others in their professional growth may be interested in specializing in training and development. This can translate into working with managers and employee supervisors to develop performance improvement measures, conduct orientation sessions, and arrange on-the-job training, and it can also mean working directly with employees to help them improve and maintain their job skills. Organizations known to invest in their employees’ development often attract more ambitious and motivated employees.

HR Information Systems Management: As in so many other areas of business, organizations are increasingly relying on sophisticated and complex information systems to manage their HR departments. Therefore, there is a need for specialists who have a passion for IT while also understanding the intricacies of HR departments. HRIS analysts typically only need an associate or bachelor’s degree, but to move into management positions, a master’s degree may be required.

Do I Need a Certification for Advancement in the Field of Human Resources?

Graduates of an online master’s in human resources program can pursue additional certifications as an HR professional. These certifications are often a requirement of higher-level human resources positions and can elevate one's earning potential. Some of the most recognized certifications include:

SHRM-CP Certification: This certification demonstrates a superior level of knowledge and skills among early- to mid-career HR professionals. Earning this designation is considered beneficial for HR professionals and their employers.

SHRM-SCP: This senior-level HR certification designates credential holders as experts in the human resources field. The certification is applicable to companies all over the world and in many industries.

Certified Employee Benefit Specialist (CEBS): Those who want to specialize in employee benefits can achieve this designation, which confirms that professionals have been trained to guide all facets of an organization’s benefits strategy.

Professional in Human Resources (PHR): This designation, offered through the HR Certification Institute, helps human resources professionals master the technical and operational aspects of HR management.

Frequently Asked Questions for Online Master's in Human Resources Degrees