It’s no secret: we are passionate about business and people. As Christians, we’re dedicated to excellence in human resource management—and to the biblical concepts of truth and grace.
We’re also passionate about your future. That means we supply you hands-on projects with real-world clients. And we can set you up with internships and jobs using our vast network of connections.
When you graduate from Calvin University, you’ll be confident in your purpose and your skills.
Dynamic field - Human resource management isn’t the same as it was ten years ago—and our program has more than kept pace. Get the latest skills you’ll need to become an HR professional in today’s market.
Practical experience - Internships and consulting experience are built into the human resource management program. Before you graduate, you’ll start building your résumé with real, career-relevant work at one of Grand Rapids’ many businesses.
Study abroad - As a human resource management major, you can study abroad and still graduate in four years. Calvin business students can spend an interim or full semester studying business in places like Hungary, India, China, and Germany.
Stretch yourself - In student organizations like HR Club, you can network with fellow students and business professionals while you put what you’re learning into practice in real-world situations.
Connected faculty - Calvin’s business faculty bring a wealth of business experience to their teaching. You’ll form personal relationships with professors who know the field well and who want you to succeed in it.
It’s more important than ever for organizations both big and small to maintain positive and effective work environments. Our programs prepare you to take on the responsibility of ensuring everyone is treated fairly and equitably. Aligned with the major testing requirements of the Professional in Human Resources Exam, courses include employee management, labor relations, and employment law.
Learn How to Make a Positive Impact in Any Workplace
An organization is as strong as its talent. That is why learning how to attract, retain and develop the best employees is a crucial skill to have in the workplace — and gives you a major competitive edge in the job market.
That's why all undergraduate students at the Reh School of Business at Clarkson University are required to take courses in human resources, regardless of their major. Students graduate with the foundation and experience to be an asset to any human resources department. We also offer a graduate certificate for working adults who wish to take their expertise to the next level.
Why Study Human Resources at Clarkson?
Human resources courses are offered through the David D. Reh School of Business, one of the top business schools in the country, according to The Princeton Review and U.S. News & World Report. We believe having a well-rounded understanding of human resources is crucial to any business-minded professional. It's why we require all of our business majors to take courses in the discipline — a rare feature that sets us apart from other business schools, where only 15 percent have a similar requirement.
Our approach is hands-on and strategic. In addition to learning fundamental concepts, our coursework applies problem-solving techniques to real-world scenarios and projects. Classes incorporate courses in human resource management, organizational behavior, policy and more.
We offer a minor in human resource management for students who want a more sustained focus in this exciting field. You can also select classes from a robust list of offerings. If you would like to pursue professional opportunities in the field, the Career Center can help you find high-quality internships. For working adults, we also offer an online graduate certificate in human resource management that can take your career to the next level.
Whether you take one human resources class or complete all the requirements for the minor, you set yourself apart for employers and graduate schools.
What You'll Learn
Courses touch on courses like:
- Human resources management practices and systems
- Human resources metrics
- Laws and regulations
- Negotiation
- Organizational behavior
- Performance management
The minor in human resources management gives you a solid foundation on how to manage people in organizations. Learn how to select, train and develop top talent. Understand the best metrics and performance measurements to optimize your employee pool. Focus on innovative strategies that can enhance outcomes for both shareholders and employees. The minor consists of 15 credit hours and includes a capstone project where you design your own human resources tool, like a new hiring process.
Gain the educational background necessary to make informed decisions in management related to human resource issues. This certificate is designed to equip professionals with the resources for the strategic, critical thinking necessary to optimize the hiring and retention needs of an organization. Courses are entirely online.
Learn more about the certificate in human resource management.
Apply your knowledge in preparation for a career in human resources. For undergraduate students interested in this discipline, various co-curricular and extracurricular activities help you build additional experience:
Micah Larrow '19 BS in Global Supply Chain Management with a minor in human resources managementThe minor takes the basic courses learned in core business classes to the next level. We dove deeper into employee rights and learned how to implement HR policies to assist those in need and in protected classes. The professors bring a large amount of real-world experiences to the classroom
Career Possibilities
According to the Bureau of Labor Statistics, human resources manager jobs are projected to grow by seven percent between 2021 and 2031. Virtually every industry has a need for human resources professionals.
Students interested in a career in human resources can find jobs as:
- Benefits manager
- Chief diversity officer
- Compensation analyst
- Employee/labor relations specialist
- HR coordinator
- HR manager
- Human resources information systems (HRIS) manager
- Onboarding specialist
- Recruiter
- Talent acquisition specialist
To choose the best HR software, it’s important to first understand the different types of HR software and essential features to look out for. Then, consider the size of your company and whether the HR software integrates into your tech stack.
Types of HR Software
There are three main types of HR software:
- Human Resource Information Systems (HRIS): At its core, an HRIS is a database that stores employee information and runs automated reports. It’s for HR teams and employees to manage and update employee information and typically, but not always, includes basic HR functions, such as payroll, benefits administration and time-tracking features.
- Human Resource Management Systems (HRMS): An HRMS layers additional functionality on top of the HRIS, drawing from a wider set of data to support not only employees and HR staff but also managers. To that end, an HRMS typically includes recruiting features, an applicant tracking system as well as performance management and employee engagement tools.
- Human Capital Management (HCM) software: An HCM solution stores the most data of the three types and thus offers even more sophisticated functionality to support HR at a strategic level, such as predictive analytics and workforce planning, to ensure that people management aligns with overarching business goals. An HCM system often syncs with other parts of a business through a customer relationship management (CRM) or enterprise resource planning (ERP) platform.
These terms are often mistakenly used interchangeably, and some providers refer to their product using a label that doesn’t match the breadth or depth of its features. So, it’s crucial to look past the provider’s marketing language and check out the extent of its product’s functionality to assess what type of HR software it is.
Essential HR Software Features
Core features of HR software include payroll, benefits administration, automatic alerts and reminders, e-signatures and mobile access.
- Payroll: Payroll software helps HR staff or payroll administrators run payroll more efficiently and error-free through automatic payroll runs, compliance checks, tax filing and other helpful features. Payroll is essential because paying your employees correctly and on time should be a key priority.
- Benefits administration: For employers offering benefits to their employees, benefits administration tools help them select the right benefits package. They also help companies administer benefits in a manner that’s compliant with federal regulations such as the Affordable Care Act (ACA), the Consolidated Omnibus Budget Reconciliation Act (COBRA) and Employee Retirement Income Security Act (ERISA).
- Automatic alerts and reminders: HR teams typically juggle several different tasks, so HR software’s automatic alerts remind them to complete tasks, such as running payroll and collecting new hire benefits elections, in a timely and compliant way.
- E-signatures: The ability to electronically send, sign and submit documents streamlines and accelerates workflows such as the onboarding process, as opposed to printing out, scanning and sending emails back and forth.
- Mobile access: Mobile app availability is an essential feature, especially for primarily remote workforces. Mobile app versions of HR software enable on-the-go access to functions your employees might need to check on anywhere at any time, such as a candidate messaging tool for recruiters to stay connected with job candidates.
Company Size Considerations
An HRIS, HRMS and HCM broadly serve the needs of small, midsized and enterprise businesses, respectively. However, to arrive at the HR software solution that’s best for your company, take current size and needs into account while also considering anticipated workforce and business growth that will require more data and more sophisticated features.
ADP, Rippling, Sage and UKG are all vendors that provide a range of products to different market segments, so they’re worth checking out if you anticipate a lot of future growth in headcount. That way, you can add on features as needed or upgrade to a new price tier or product from that vendor.
BambooHR targets small to midsized business needs. So, if you anticipate remaining relatively small (at around 1,000 employees or fewer) and serving a niche market, BambooHR is an excellent choice.
Paycor and UKG Pro are designed for enterprise businesses because they include advanced tools such as predictive analytics and competitive benchmarking data. Generally speaking, enterprise businesses employ more than 1,000 employees, thus having enough head count volume and budget to invest in an HCM system.
Software Integrations
If you’re looking for modular, à la carte-style solutions such as ADP or a less comprehensive HR software system, such as BambooHR or Rippling Unity, you’ll need to ensure that those systems will communicate with other applications your company currently uses. For instance, if you opt for your current payroll software over BambooHR’s payroll add-on, you’ll need to make sure your payroll software will communicate with BambooHR.
Moreover, the HR software solution might integrate with your other software applications, but the ease of implementation will depend on whether your IT team or the vendor’s support team will need to manually build APIs to get the two (or more) systems to communicate with one another. Some HR systems have built-in integrations to work with other software, while others require manual API connection or don’t work at all with a particular solution.
Register By: September 16 Classes Start: September 18
The MBA That Fits Your Life
- Just over $19K total tuition
- Earn credentials along the way
- Program accredited by ACBSP
- Aligns with SHRM BoCK key competencies1
- Complete in about 1 year
- No GRE/GMAT required
MBA in HR Online Program Overview
A human resources concentration built into an MBA? That's the type of degree that can fit well into your career-advancement goals.
The Master of Business Administration (MBA) in Human Resources at Southern New Hampshire University prepares you to take on this increasingly important role. And because it’s an MBA, its approach to the HR discipline is to enhance your business acumen first and foremost, along with your ability to drive change.
The program lays a foundation in standard business administration topics, weaving courses like leadership, marketing, finance and operations throughout your coursework. You'll dive into them in different ways. For example, you won't just learn about leadership, you'll learn how to lead people, organizations and organizational change.
The comprehensive nature of this program makes it a great option for anyone interested in honing their business skill sets, strengthening marketability and increasing career opportunities – whether you're a accurate undergraduate, a well-established professional or somewhere in between.
With only 30 credits required to graduate for just over $19k, the new MBA program also allows you to move through your core coursework faster and for less, even giving you the ability to finish in about a year should you choose to take part full time.
However, despite the accelerated timeline, you can still anticipate the same level of rigor and complexity that you would find in a traditional MBA, allowing you to get the most out of your program in the least amount of time.
"Everything is business as you progress up the ranks of leadership,” said Kate Noor, an MBA academic advisor at SNHU.
As with all of our HR programs, the MBA in Human Resources aligns with SHRM’s guiding principle – that human resource professionals must be prepared to play a key role in the success of today's agile companies. SHRM is considered the industry standard in HR credentialing.
The coursework was designed to include competencies found in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM-issued HR credentialing opportunities. The SHRM BoCK covers the 8 behavioral competencies and HR knowledge human resources professionals need to do their best work.1
Melanie Rowe ’18G says her MBA in HR prepared her on many levels.
“The classes at SNHU have taught me a lot about change management, people management, group dynamics, company culture and leadership,” she said. “I’ve used this knowledge in my relationship management and to position myself as an informal leader, which makes it easier for me to recommend and implement change.”
What You'll Learn
- The complexities of HR management
- Data analysis and interpretation
- Adaptable strategies for an organization
- The cultivation of culturally aware and responsive teams
- Plans around culture, ethical and legal standards, and sustainable practices
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
The HR role will continue to evolve as companies in every industry adjust to the long-term effects of events like the COVID-19 pandemic.
But whether the workforce expands or contracts as organizations retool, there could always be demand for strong human resource leadership.
Results from the 2021 Graduate Management Admission Council (GMAC) Demand for Graduate Management Talent Survey show that businesses are seeking qualified MBA degree holders to assist with organizational restructuring fueled by the pandemic. And according to the 2021 GMAC Enrolled Student Survey, almost 8 in 10 enrolled students who responded agree that a graduate business education is a worthwhile investment, even in times of economic uncertainty.2
Likewise, most survey respondents feel confident in their employability in the face of the many challenges imposed by the global pandemic.2
This speaks to the value that earning your MBA in Human Resources can add to your resume, despite the ever-changing landscape. It's one of the most respected and versatile degrees in business, and it can help qualify you for a number of roles at the management level or above by furnishing you with both the strategic and soft skills needed to succeed in times of uncertainty.
Some of the top needed skills from MBA degree holders include leadership, strategy and innovation, decision making, and strategic and systems skills, according to GMAC.2 All of these skills are woven into SNHU's MBA in HR, plus embedded industry-aligned credentials are offered in many of these key areas.
“HR professionals need to understand business and think business first,” she said. “They also need to recognize that almost everything they need to do is to be done through other people – line managers, employees and their colleagues. Hence, they need to be able to build effective influencing and relationship skills.”
Earning your MBA in Human Resources can prepare you to pursue a variety of positions, including:
- Human resources manager
- Human resources director
- Human resources consultant
- Compensation and benefits manager
- Training and development manager
- Operations management
The outlook is good for these roles. According to the 2021 GMAC Demand for Graduate Management Talent Survey, demand for graduate management talent is returning to pre-pandemic levels.2 So whether you’re entering the HR field or looking to step up into management with your current employer, the MBA in HR can take you in a number of directions.
You’ll find your MBA HR degree opens doors in managerial and executive positions across a diverse range of industries. According to the BLS,3 those industries include:
- Educational services – state, local and private
- Finance and insurance
- Government
- Healthcare and social assistance
- Management of companies and enterprises
- Manufacturing
- Professional, scientific and technical services
Results from the 2021 GMAC Demand for Graduate Management Talent Survey also show that growth in the technology sector specifically has fueled the hiring of business school graduates.2
The beauty of an MBA in Human Resources is its versatility to cut across industries and areas of interest.
“A student’s decision to be in one industry or another has to do with their passions,” said Gogliettino. “I like mission-driven organizations. I like the multi-layers of complex issues you get in healthcare. But a student who’s adept at HR can work in any industry.”
If the C-suite is in your sights, an MBA in HR can help you get there faster. While every business values people management skills, many employers place greater emphasis on the ability to manage programs that affect their entire workforce. And, according to the BLS, employers generally compensate better for these skill sets.2
However, no matter which direction or industry you choose, MBA degree holders command some of the highest average starting salaries according to GMAC, with a median starting salary of $115,000.2 So not only is the program designed to equip you with the necessary skills to excel in business and HR, getting your MBA in HR degree could lead to higher earning potential.
Job Growth and Salary
The MBA in HR could put you on a growing, lucrative path.
Job Growth
The outlook looks good for roles through 20313:
- Human resources managers: 7% job growth
- Training and development managers: 7% job growth
Salary
And the 2021 median salaries for jobs were much higher than the pay of all workers combined3:
- Human resource managers: $126,230
- Training and development managers: $120,130
Where Could You Work?
Some of the largest employers of HR managers are:
Professional, Scientific and Technical Services
Provide a number of services, such as payroll, consulting, training and acquisition, among other roles.
Corporations and Enterprises
Serve in an HR leadership position that gives you the opportunity to make decisions that can move organizations forward.
Manufacturing
Manage HR functions in an industry that you're passionate about, like computers, furniture, textiles, food and more.
Healthcare
Become an HR leader in a fast-growing field, making employee-focused, data-driven decisions aimed at improving patient outcomes.
Start Your Journey Towards an Online Human Resources Degree
Why SNHU for Your MBA in Human Resources Online
Flexible
With no set class meeting times, you can learn on your schedule and access online course materials 24/7.
Affordable
As part of our mission to make higher education more accessible, we’re committed to keeping our tuition rates low. In fact, we offer some of the lowest online tuition rates in the nation.
Prior coursework and work experience could also help you save time and money. SNHU’s transfer policy allows you to transfer up to 12 credits from your previous institution. You could also earn college credit for previous work experience.
Respected
Founded in 1932, Southern New Hampshire University is a private, nonprofit institution with over 160,000 graduates across the country. SNHU is accredited by the New England Commission of Higher Education (NECHE), a regional accreditor, which advocates for institutional improvement and public assurance of quality.
Recently, SNHU has been nationally recognized for leading the way toward more innovative, affordable and achievable education:
- “Most Innovative” regional university honors from U.S. News & World Report each year since 2015
- A $1 million grant from Google.org to explore soft skills assessments for high-need youth
- Recognition as a 2017 Digital Learning Innovator by the Online Learning Consortium
Network
At Southern New Hampshire University, you'll have access to a powerful network of more than 300,000 students, alumni and staff that can help support you long after graduation. Our instructors offer relevant, real-world expertise to help you understand and navigate the field. Plus, with our growing, nationwide alumni network, you'll have the potential to tap into a number of internship and career opportunities.
93.6% of online students would recommend SNHU (according to a 2022 survey with 17,000+ respondents). Discover why SNHU may be right for you.
Admission Requirements
Expanding access to quality higher education means removing the barriers that may stand between you and your degree. That’s why you can apply at any time and get a decision within days of submitting all required materials:
Acceptance decisions are made on a rolling basis throughout the year for our 5 graduate terms.
How to Apply
If you’re ready to apply, follow these simple steps to get the process going:
What SNHU Graduates are Saying
Melanie Rowe ’18G
“As a director, it’s important to have a good business foundation in addition to expertise in your field. SNHU’s MBA program allows me to take the core business classes I need to be a director in addition to the HR classes I would take if I was just pursuing a master’s degree in HR.”
Courses & Curriculum
The business world needs well-educated human resource professionals more than ever.
SNHU's MBA in Human Resources online was designed to expand your expertise on a wide range of human resource management topics. Like all of our online MBA programs, it explores today’s most relevant themes, including ethics and corporate social responsibility, leadership, strategy, management, technology and innovation. And because it’s an online program, it allows you to build relationships with a diverse group of students while enhancing the “soft skills” that are so essential to success in business.
The MBA in HR consists of 7 core MBA courses and 3 human resource courses. Depending on your academic background, you may need to supplement the core courses with business foundation coursework. However, those with a bachelor’s in business administration, human resources or a related area may be able to waive one or more foundations – and jump into the core more quickly.
The MBA in HR program follows the same structure as our other MBA programs, allowing you to:
- Earn credentials embedded throughout the program. Not only gain a master's degree, but build up your resume along the way with industry-recognized certifications in tools like Power BI, MS Excel and Tableau – plus, enhancement of soft skills like human intelligence and strategy implementation.
- Take part in scenario-based learning. Using both disciplinary and interdisciplinary knowledge, as well as creative thinking and problem-solving skills, you'll participate in interactive scenarios that provide you with real-world experience, while receiving guidance from professors with real-world expertise.
- Participate in a flex learning pathway. You'll get more fluidity in assignment due dates. Some even span across multiple modules with related themes, allowing you to draw relationships between business principles.
- Learn through multimedia exposure. Strengthen your understanding of complex courses with animations, video communication tools and videos featuring industry leaders sharing business insights.
- Access timely resources. Take advantage of hand-selected, relevant resource material from leading professional organizations and publications.
The MBA human resource management concentration stresses the strategic nature of the HR role. You’ll learn how the HR system helps drive the overall organizational mission and see its impact from both a human resource and business perspective. Broad themes include:
- Strategic decision-making
- Market-driven connectivity
- Human resources technology
- Recruitment and hiring
- Compensation and benefits
The human resource courses that make up SNHU’s concentration align with the guiding principles of the Society for Human Resource Management (SHRM), the industry standard in HR credentialing. Coursework emphasizes competencies in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM credentials.1
As you progress through the MBA in HR program, you may take these 3 concentration courses:
- Strategic Human Resource Management: Examine key regulatory procedures and human resource requirements as they apply to organizations. Analyze the strategic role of the HR manager in recruitment, hiring, training, career development and other functions within the organizational setting.
- Total Rewards: Examine the impact of compensation and benefits within the organizational structure to design a compensation and benefits program. courses include job analysis, surveys, wage scales, incentives, benefits, human resource information systems (HRIS) and pay delivery administration.
- Leading Change: Discover the various techniques and strategies used to effect systematic change and transform organizations. Coursework integrates Kotter's processes for leading change, organizational development and transformation theory and practice, emphasizing the use of teams as a key change factor.
As you complete your MBA in Human Resources concentration courses, you’ll learn to lead and operate within cross-functional teams by effectively navigating the complexities of HR management.
“HR is complex, because it has a lot of different variables to it,” said Deborah Gogliettino, SNHU’s associate dean for human resources. “It’s not something you can wing. You have to know the business plus employment laws, federal and state. You answer questions every day in your work.”
Melanie Rowe '18G works for a nonprofit and believes “it’s important to have a good business foundation in addition to expertise in your field.” She most enjoys working in compliance, because she likes “being involved in the action."
“Compliance lets me get involved in every department in the organization,” she said. “I get to learn how everything functions, help fix things that aren’t working and ensure that our process and programs are supporting the organization’s sustainability.”
SNHU also offers a graduate certificate in human resource management, which MBA in HR students can take as a standalone or fold into their program with minimal additional courses. Taking advantage of this opportunity lets you walk away with not one but two in-demand credentials. Together, these two credentials provide robust competency in multiple areas of business as well as HR – an ideal way to increase your knowledge, skills and marketability.
Don't have a business background? No problem. Our MBA is accessible to everyone. Interested students must have a conferred undergraduate degree for acceptance, but it can be in any field. Those without an undergraduate degree in business or a related field may be asked to complete up to 2 foundation courses to get started. These foundations cover essential business skill sets and can be used to satisfy elective requirements for the general-track MBA. With foundations, the maximum length of your online MBA would be 36 credits.
Attend full time or part time. Students in the MBA have the option to enroll full time (at 2 classes per term) or part time (with 1 class per term). Full-time students should be able to complete the program in about 1 year, while part-time students could finish in about 2 years. Our students are busy, often juggling jobs, family and other obligations, so you may want to work with your academic advisor to identify the course plan that works for you. The good news is, you can switch from full time to part time and back again as often as you want.
| Courses May Include | ||
|---|---|---|
| MBA Human Resources | ||
| MBA 530 | Leading People and Organizations | Impactful leaders have the ability to define direction, understand their uniqueness, communicate effectively, and use emotional intelligence to lead people, teams, and organizations. Students will explore leadership theories, issues, and trends, while also applying evidence-based methodologies and tools to assess and elevate their personal leadership plan. By connecting leadership theories and methodologies to trends, challenges, and opportunities facing leadership, this course will help students to effectively lead and empower others. |
| MBA 699 | Strategic Opportunity Management | Impactful leaders move strategic initiatives forward with innovation, collaboration, and informed, data-driven decision-making. In this course, students will assess conditions, processes, and resources that impact how leaders design adaptive strategies, using emotional and business intelligence to manage strategic objectives. Students will solve complex problems, manage opportunities, and build sustainable stakeholder relationships. |
| 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. courses 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 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. |
| Total Credits: 30 | ||
Minimum Hardware Requirements
|
Component Type |
PC (Windows OS) |
Apple (Mac OS) |
|---|---|---|
|
Operating System |
Currently supported operating system from Microsoft. |
Currently supported operating system from Apple. |
|
Memory (RAM) |
8GB or higher |
8GB or higher |
|
Hard Drive |
100GB or higher |
100GB or higher |
|
Antivirus Software |
Required for campus students. Strongly recommended for online students. |
Required for campus students. Strongly recommended for online students. |
|
SNHU Purchase Programs |
||
|
Internet/ Bandwidth |
5 Mbps Download, 1 Mbps Upload and less than 100 ms Latency |
5 Mbps Download, 1 Mbps Upload and less than 100 ms Latency |
Notes:
- Laptop or desktop? Whichever you choose depends on your personal preference and work style, though laptops tend to offer more flexibility.
- Note: Chromebooks (Chrome OS) and iPads (iOS) do not meet the minimum requirements for coursework at SNHU. These offer limited functionality and do not work with some course technologies. They are not acceptable as the only device you use for coursework. While these devices are convenient and may be used for some course functions, they cannot be your primary device. SNHU does, however, have an affordable laptop option that it recommends: Dell Latitude 3301 with Windows 10.
- Office 365 Pro Plus is available free of charge to all SNHU students and faculty. The Office suite will remain free while you are a student at SNHU. Upon graduation you may convert to a paid subscription if you wish. Terms subject to change at Microsoft's discretion. Review system requirements for Microsoft 365 plans for business, education and government.
- Antivirus software: Check with your ISP as they may offer antivirus software free of charge to subscribers.
Master of Business Administration (MBA) Technical Requirements
Video Communication Platform:
- Mac or PC desktop or laptop (not a mobile device or tablet)
- Webcam
- Microphone
- Required: At least 1 Mbps upload/download speed
- Learn more about our detailed technical requirements
Internet Connectivity for Virtual Labs:
- Recommended: 5Mbps upload/download speed with less than 40ms latency
University Accreditation
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)
Frequently Asked Questions
What can you do with an MBA in Human Resources?
Whether you’re entering the HR field or looking to step up into a management position, the MBA in Human Resources can take you in a number of directions.
Common roles to consider include:
- Human resource managers: The link between employees and management, HR managers handle hiring and recruitment, and oversee staffing issues and benefits programs. The U.S. Bureau of Labor Statistics projects 7% growth for this role through 2031 and has a 2021 median annual salary of $126,230. Note: Higher-level positions require a master’s degree in human resources, labor relations or business administration (MBA).3
- Compensation and benefits managers: According to the BLS, compensation and benefits managers set an organization’s pay and benefits structure, monitor wage rates and ensure compliance with government regulations. The BLS projects 2% job growth for this specialized role through 2031 and had a 2021 median salary of $127,530.3
- Training and development managers: They oversee training programs, staff and budgets, often working with top executives and financial managers to identify and match training priorities with overall business goals. The BLS projects 7% job growth for this occupation through 2031 and had a 2021 median salary of $120,130.3
Where can I get a master's in human resources?
While you have many options for a master's in human resources, start by ensuring the program is accredited by the Accreditation Council for Business Schools and Programs (ACBSP), the industry's leading accreditation council.
In addition to an MBA in Human Resources, Southern New Hampshire University offers master's in human resource management. Both programs are accredited by ACBSP and align with SHRM’s guiding principle – that human resource professionals must be prepared to play a key role in the success of today's agile companies.
Is HR a good career choice?
Yes, HR continues to be an excellent career choice. The U.S. Bureau of Labor Statistics projects 7% job growth for human resource managers through 2031 and a 2021 median salary of $126,230.3
Related roles, such as compensation and benefits managers, also show steady demand and high income potential, earning a 2021 median salary of $127,530.3
Of course, if you're not ready for a master's degree, you can still get your foot in the door with an undergraduate human resources degree online, or boost your professional credentials with an online HR certification.
Two key workforce trends are fueling demands for HR managers: human resource information systems (HRIS) and financial wellness. SNHU’s MBA in Human Resources addresses both areas.
With the growing use of cloud-based human resources technology, HR professionals need to develop fluency in this area. Deborah Gogliettino, SNHU’s associate dean for human resources, says a business student with IT skills can get into HR systems or analysis within a couple of years – and command a higher salary.
Gogliettino says change in employee wellness has fueled the financial wellness trend. “There’s still a focus on work/life balance, but now there’s a heightened focus in upcoming generations interested in financial literacy.”
Which is better, an MBA or MHRM?
Where do you want to take your career? Do you want more flexibility to move around in the workforce, or do you want to move up the ladder in HR? Understanding what you want in future roles should help you determine which path is best for you.
An MBA can supply you a more well-rounded business education, where you'll study courses like strategy, accounting and marketing within your coursework. An MBA can be useful across all industries and throughout many types of organizations. At Southern New Hampshire University, you also have the option to add a 3-course concentration – like HR – to your program, helping you build the skill set you need for your current goals.
A master's in human resource management (MHRM), on the other hand, focuses solely on HR. You'd learn how to focus on an organization's mission, vision and goals. And you'd gain skills like negotiation, global and cultural context, legal and ethical principles, communication and strategy.
Deborah Gogliettino, SNHU’s associate dean for human resources, advises anyone with higher aspirations in HR to “go get your master’s in HR. … When you start to move forward, you can start to see how your ideas can take shape.”
How much does a master's in HR cost?
You have many options when it comes to pursuing a master’s in HR. The difference comes down to where and how you pursue your degree. Generally, the price tag for online programs runs lower than traditional on campus programs.
At $637 per credit, Southern New Hampshire University's 30-credit MBA in Human Resources costs just $19,110 in tuition. That makes it one of the most affordable MBA programs in the country!
While SNHU's MBA in Human Resources program was designed for anyone with a bachelor's degree, if you don't have a business background, you may be asked to take 1 or 2 foundation courses to help set you up for success. These classes fall outside of the MBA program curriculum.
For total costs, the only additional investments would be your class resources. There's no application fee and no extra costs for required technologies, saving you even more money on the path to your master's.
SNHU's mission is to expand access to education, and keeping tuition rates low is just one of the ways it helps you get you where you want to go.
From SEO to Social Media: What Are the 8 Types of Digital Marketing?
Digital marketing has become a vital component in overall marketing strategy. It encompasses a variety of tactics and technologies that allow companies to tailor messages to reach specific audiences, making it possible to market directly to people who are likely to be interested in their products.
What Does a Bookkeeper Do? A Look into the Role and Necessary Skills
Integral to the success of a business, bookkeepers record, track and update an organization’s financial information, including sales, purchases and payroll. They are also responsible for recording transactions, following up on invoices, reconciling bank statements and calculating depreciation.
What's the Difference Between Finance and Accounting?
While finance and accounting have many things in common, there are some important differences to understand about these subject areas, including what you'll study, the job outcomes you can expect after graduation, and the options you'll have for additional certifications and further education.
References
Sources & Citations (1, 2, 3)
1Society for HR Management (SHRM), on the internet, at:
- https://www.shrm.org/certification/about/body-of-competency-and-knowledge/Pages/default.aspx (viewed Jan. 26, 2022)
- https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/documents/shrm%20skills%20gap%202019.pdf (viewed Jan. 26, 2022)
- https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/documents/20-0993%20next%20chapter%20covid-19.pdf (viewed Jan. 26, 2022)
2Graduate Management Admission Council (GMAC), on the internet, at:
- https://www.gmac.com/-/media/files/gmac/research/enrolled-students/2021_gmac_enrolledstudentsurvey_report.pdf (viewed Jan. 27, 2022)
- https://www.gmac.com/-/media/files/gmac/research/employment-outlook/2021_crs-demand-of-gm-talent.pdf (viewed Jan. 27, 2022)
3Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, on the internet, at:
- https://www.bls.gov/ooh/management/human-resources-managers.htm (viewed Feb. 6, 2023)
- https://www.bls.gov/ooh/management/compensation-and-benefits-managers.htm (viewed Feb. 6, 2023)
- https://www.bls.gov/ooh/management/training-and-development-managers.htm (viewed Feb. 6, 2023)
Cited projections may not reflect local and/or short-term economic or job conditions and do not guarantee actual job growth.
The features available in each HR software package vary, but here are some standard ones that most providers offer.
Recruiting and Onboarding
Tools used to recruit, onboard and offboard employees are commonly found in most HR software. These features include job posting and syndication, configurable job applications, interview and assessment functionality, background check integration, offer letter templates, new-hire packets, onboarding checklists, e-signature capabilities, workflow automation, document storage, employee profiles, and training tracking.
While some systems include these features internally, most offer a combination of internal features and integrations with third-party platforms, such as applicant tracking systems and top background check services.
Payroll
Most HR software either comes with a built-in payroll option or integrates with top-rated payroll software from a third-party service. Built-in payroll modules typically include the ability to accurately calculate employee paychecks, handle multiple pay rates and schedules, administer garnishments, pay employees via direct deposit and pay cards, and provide online pay stubs. A newer feature offered by some software solutions is on-demand pay, which allows employees to access a portion of their wages on the day they earn them.
HR software can handle all payroll tax responsibilities, like calculating and withholding federal, state and local payroll taxes, as well as providing things like electronic 1099 and W-2 preparation and delivery. Most HR software can integrate with top accounting software.
Time and Attendance
Many HR software options include time and attendance features so that employers can accurately track when employees are on and off the clock. Most systems are cloud-based, which allows for browser-based clocking in and out, while many also offer iOS and Android mobile apps for punching on the go. Another useful feature for off-site workers is geolocation tracking, which tracks where an employee is located while clocked in. Most HR software allows for automatic and manual time tracking, as well as shift scheduling, swapping and dropping.
HR software can help manage paid time off requests and accruals, and it can offer certain automation and alert features to help you maintain legal compliance with things like break policies and overtime laws. Employee time tracking data is automatically synced into payroll solutions to streamline payroll processing and increase pay accuracy. [Read related article: Why Your Small Business Needs an Attendance Policy]
Benefits Administration
HR software can help you administer employee benefits like medical, dental and vision insurance; employee retirement accounts; life insurance; accident and illness policies; short- and long-term disability insurance; HSAs and FSAs; auto and home policies; commuter benefits; workers’ compensation; pet insurance; and miscellaneous coverages. Most will integrate with popular benefit carriers to get you competitive benefits and rates.
In addition to providing you access to employee benefits, most HR software providers will help you educate and enroll your employees on how to get the most out of their benefits. Features like easy plan configuration and ongoing participant education can help simplify the benefits process.
Performance Management
Standard HR software allows you to track and manage employee performance. This can include tools for goal setting and monitoring, succession planning, and performance evaluations. They can also include personalized dashboards and learning management systems with training courses so you can easily provide mandatory training (e.g., sexual harassment) or professional development training.
Ongoing employee learning and professional development can help with employee recruitment, skill level, expertise and retention.
Legal Compliance
HR software helps you maintain audit-ready records and compliance with labor and employment laws such as the ACA and COBRA. Custom workflows and automation features can also help to maintain legal compliance, as they reduce the likelihood of human error by ensuring that certain required measures are being followed every time. HR software companies typically offer customer support via phone, email and chat; however, the best companies also offer a dedicated support representative who can provide HR guidance along the way.
Reporting
Most HR software provides helpful reporting and analytics. You may, depending on the type of reports you want, need to sign up for a more advanced software plan, but basic plans typically provide data on your team, payroll, taxes and more. HR reporting can be a valuable tool for tracking workforce trends and increasing efficiency across your entire workforce.
Self-Service Dashboard
Employees can use the software to access a self-service dashboard to manage their benefits, request time off and complete performance evaluations. Since most systems are cloud-based and offer mobile apps for iOS and Android devices, employees can access the software wherever they have an internet connection.
A lot more goes into compensation management than just giving your employees some money and hoping they will stay. A well-thought-out strategy can be the difference between a mass exodus and long-term employee retention.
The concept of “total compensation” matters. It is where the real battle is fought for top talent. Your compensation management program will partially determine the strategic goals and objectives your company meets annually. Well-run compensation programs ensure pay equity and equality in benefits throughout the organization. It is important for business owners and HR leaders to know how compensation management works and what employees’ expectations are so companies can hit the bull’s-eye with their compensation programs.
What is compensation management?
Compensation management is the practice of planning and distributing the overall pay and benefits package to a company’s employees. This program ensures that a company’s salaries and bonuses remain competitive within the industry and equitable within the organization. It also involves managing company benefit programs and ensuring job classifications are up to date, risks are minimized, and the package meets the overall needs of employees and their families.
A company’s compensation program is one of the main reasons employees choose to either remain with an employer or look for a new one.
A Willis Towers Watson study found that 78% of employees were more likely to stay with their employer because of the benefits they offer.
Even when employees choose to stay, that does not mean they appreciate or fully understand their compensation package. Employers need to make the effort to help employees learn the true value of their overall compensation package.
What are the main types of compensation?
There are four primary types of direct compensation:
- Hourly pay
- Salary
- Commission
- Bonuses
There is also indirect compensation, which includes retirement benefits, health insurance and paid time off. Factoring direct and indirect compensation together helps determine total compensation – the full remuneration a company pays to its employees.
In addition to salaries, hourly pay, bonuses and commissions, total compensation includes the value of any benefits employees receive. These are some of the most common attributes within the total compensation spectrum:
- Paid time off (vacation days, sick days and holidays)
- Profit-sharing distributions
- Insurance (medical, dental, disability and life)
- Tuition assistance
- Child care assistance
- Retirement plans
- Employee assistance programs
- Gym memberships
- Relocation expenses
- Learning and development offerings
- Career advancement opportunities
- Stock options
- Other non-cash benefits
While these aren’t all the options that can be included in a compensation package, you will likely need to offer at least some of the above perks to keep employees engaged and remain competitive within your industry.
According to a accurate study from Jobvite, the most-wanted employee benefits include flextime and remote work opportunities, free food or catered meals, mentoring and development programs, and casual dress codes.
Some employers provide employees with a total compensation report that details all of the compensation they receive. Here’s an example of a total compensation statement from Genesis HR Solutions:
How is compensation determined?
HR managers typically use a two-part process to assess employee compensation. The first part is done internally. It includes determining not only what the company should pay, but what it can afford to pay.
The second aspect of this process involves external factors. For example, what do market surveys tell you? What are your competitors paying? How do regional differences in the cost of living impact total compensation? Are there hiring challenges in certain markets?
These are some of the factors in compensation rates:
- Research: Conduct market research inside and outside your industry to gauge what’s normal and on trend.
- Competitive strategy: You should offer enough to not just stay on par, but attract top talent away from your competitors.
- Collective company salaries: You’ll want to consider your company (and each job level within it) as a whole in your salary strategy. As a general philosophy, you may want to target the 25th percentile within each job category.
- Marketplace drivers: If you’re recruiting for employees with hard-to-hire skills, you might need to pay more to get them on your team.
Employees are often paid based on an hourly rate or annual salary, while independent contractors are typically paid per job or a flat fee.
Why is compensation important to HR?
Compensation management plays a significant role in HR, as it directly ties in with employee retention, the hiring and onboarding processes, employee performance, and team engagement throughout the company. Many larger companies have not only HR managers, but also compensation managers to lead this process.
At its heart, compensation is the foundation of employee motivation. So, while HR assists supervisors with behavioral and performance matters, they can also factor employee performance into compensatory decisions.
What is compensation management software?
Compensation management software (whether a stand-alone solution or part of a larger HR software platform) is enterprise software that helps HR curate, manage, calculate and budget for employee salaries. This type of software can benefit businesses of all sizes. The best, most comprehensive compensation software platforms are designed to bring teams closer together and to present information quickly, accurately and cleanly.
Alight notes that compensation management systems tend to be handled by HR teams, but depending on your permissions and security settings, they can be accessible to managers, supervisors or lead workers whenever necessary. Much of the time, compensation management data are accompanied by employee performance data. These combined data sets can help determine promotions, bonuses and annual increases.
These are some of the more popular HR software platforms with compensation management abilities:
| Company | Best for |
| Paychex Flex | Remote teams |
| Rippling | Easy implementation |
| Gusto | Payroll |
| GoCo | Custom workflows |
| BambooHR | Performance management |
- Paychex Flex HR software: Paychex Flex, a full-service payroll and HR software platform that can support businesses of any size, is our best pick for remote teams. Its scalable features can help businesses manage their remote workers and maintain legal compliance. Learn more in our Paychex Flex review.
- Rippling HR software: Rippling is customizable HR software that combines HR and IT automation into one platform. The intuitive software is easy to implement and accessible through a self-service dashboard. With more than 400 integration capabilities, Rippling is easy to incorporate with other business software as well. It helps with HR tasks like onboarding automation, benefits administration, talent management and legal compliance. Find out more in our Rippling HR software review.
- Gusto HR software: Gusto is ideal for employers who want advanced payroll capabilities. Users can onboard new hires, administer employee benefits, track hours and paid time off, run payroll, and automatically file payroll taxes. Read our Gusto HR software review to find out if these robust features are right for your business.
- GoCo HR software: GoCo is comprehensive HR software that allows small businesses to manage and streamline their HR processes. The flexible and user-friendly program is ideal for automating employee hiring and onboarding workflows. To manage employee payroll, businesses can either use GoCo’s embedded payroll option, Execupay, or integrate any cloud-based payroll software of their choice. GoCo users can access custom reporting, a self-service dashboard, and supportive customer service. You can learn more in our full review of GoCo.
- BambooHR software: BambooHR is ideal for small businesses wanting a flexible HR software option with great performance management features. You get traditional HR-management features to streamline your internal HR processes, and advanced capabilities like goal tracking and employee assessments can be added separately. Read our BambooHR software review for more information on their features.
Compensation management FAQs
What is a deferred compensation plan?
A deferred compensation plan is an agreement between an employee and employer in which the plan withholds a part of the employee’s income until a specific date. The lump sum is then paid out to the employee on that date – this typically falls around the time the employee retires. Some common examples of deferred compensation plans are retirement plans, pensions and stock options.
What regulations affect compensation?
Several regulations affect how you compensate your employees. For example, minimum wage requirements, overtime rates and bonus payments are all regulated. There are also regulations on how many hours certain employees can work, as well as equal pay for equal work. The Fair Labor Standards Act establishes many of these regulations, although there are other federal and state laws to consider as well.
What can HR leaders do to ensure effective compensation management?
Human resources leaders should regularly analyze employee compensation rates for current and future employees to ensure they are abiding by all current federal and state laws, and that the rates they offer are competitive with the industry standard. Performing competitive analyses and offering competitive rates will help attract and retain top talent. HR leaders should also ensure that employees are being paid the correct amount in a timely and reliable manner.
Skye Schooley contributed to the writing and research in this article.
This website is using a security service to protect itself from online attacks. The action you just performed triggered the security solution. There are several actions that could trigger this block including submitting a certain word or phrase, a SQL command or malformed data.
