Human Resources Management Career Workshop

1. Human Resources ManagementCareer Workshop Presented by Frank L. Ciminelli Family CAREER RESOURCE CENTER

2. Main Areas of HR • Staffing & Recruitment • Benefits & Compensation • Training & Development • Employee Relations

3. Staffing & Recruitment • Screen, select and hire new employees • Attract (or recruit) top talent and match them to the correct job • Ensure the company is appropriately staffed • Strategic planning for the future

4. Benefits & Compensation • Evaluate employees’ compensation to ensure it is competitive, or for keeping costs down • Manage employees’ benefits & retirement accounts • Create or manage performance based reward systems • Analyze specific job duties of every job title

5. Training & Development • Train new employees on the company’s processes • Identify areas where training is necessary • Develop training processes and programs • Develop current employees including ongoing training to improve their skills or gain new skills

6. Employee Relations • Also known as Labor Relations • Maintain working relationships with the employees • Address concerns the employees may have with management • Prepare information for management to use in collective bargaining agreement negotiations (working with unions)

7. HR Generalist vs. HR Specialist • HR Generalist • Usually at smaller companies, or in a particular department • Handle ALL aspects of HR • One individual may be responsible for selecting and hiring new employees, training them and managing their benefits enrollment • HR Specialist • Specializes in one particular area • Example: Recruiter, there job is to attract and hire top talent. Once that person is hired, their job is complete. Someone else will conduct training; someone else will enroll them in benefits, etc.

8. Common HR Job Titles • HR Representative • HR Specialist • Occupational Analyst • Recruiter • Recruiting Team Lead • Staffing Specialist • Talent Acquisition Manager • Training & Development Manager • Training Specialist • Benefits Associate • Compensation Analyst • Director of Human Resources • Employee Relations Representative • HR Coordinator • HR Generalist • HR Generalist Associate • HR Manager

9. HR Representative - Sample • Responsibilities: This is an excellent opportunity to enhance your career in Human Resources within our dynamic organization and team. This individual will provide operational support for the day-to-day activities surrounding the various programs and policies for both leadership and employees. This may include participation in benefit administration, compensation practices, processing various Leave of Absence paperwork (FMLA, STD, LTD, Worker Compensation) and HRIS / Payroll utilizing the highest degree of integrity and confidentiality. • Requirements: The successful candidate will have an Associates Degree in Business Management or related field, in addition to a minimum of two years' experience in the Human Resources field or a Bachelor's Degree in Human Resources-related discipline. Experience with HRIS and Payroll a plus. The candidate should also exhibit exceptional interpersonal skills - ability to establish and nurture highly effective relationships with employees at all levels of a diverse organization; well developed written and verbal communication skills with great attention to detail and the ability to make decisions with respect to priorities and routine issues.

10. HR Generalist / Consultant - Sample • In addition to competitive pay and benefits, we offer:   • Exceptional leadership and a diverse, talented team that sets us apart in the fast-paced IT industry • The Opportunity to make a difference as you set the pace for your career development in a progressive, high-performance culture • Teamwork, respect, accountability, integrity and innovation – these are our values, which guide our decisions and behaviors  • Responsibilities: In collaboration with assigned business leaders, this position provides HR expertise and consulting to teams applicable to building organizational capability.  The focus is to achieve current and future business objectives through the development and implementation of practical, cost-effective, and proactive human resource strategy, policies and practices. • Requirements: Minimum Bachelors Degree or 4 years related external experience (HR management, consulting, business, or project management) or 2 years related COMPANY NAME experience.  Three to five years strong professional, progressive experience required. It is desired that a minimum of two of these years be spent working in a large corporate environment. PHR professional certification preferred.

11. Manager, Talent Acquisition - Sample • Responsibilities: The successful associate will manage the company’s recruitment and selection processes and provide leadership to the HR Generalist staff. Responsible for positioning our talent practices to strategically differentiate DNC in the hospitality industry and gain a competitive edge in the competition for hospitality talent.  Develop standards & measures to ensure efficient recruitment & selection delivery.  Manage with a focus on continuous process improvement of the talent acquisition workflow to include estimating staffing needs, sourcing, recruiting, and selection.   Must be able to demonstrate strong management tactics to execute against our recruitment needs and utilize data results to impact business staffing trends with an eye to strategic planning and modeling for longer-term needs.   Manage the corporate support employee relations’ activities to include HR compliance issues and retention based programs.  • Requirements: The ideal candidate must possess a Bachelor’s degree or equivalent experience (5-10 years).  A minimum of 3 plus years experience in a relevant management capacity is required.  Excellent communication skills; ability to work in a highly paced environment managing multiple priorities.  Good judgment in resolving numerous business issues. Must be creativeand challenge the status quo in analyzing and executing against existing practices. Recommendations and improvement strategies will need to be thoroughly vetted and appropriately matched and deliverable to the needs of the business. 

12. HR Certifications • Not always mentioned…but can be preferred in some cases or even required • Certification includes both educational and experience components • Types: • PHR (Professional in Human Resources) • SPHR (Senior Professional in Human Resources)

13. Next Step: Conduct more research • Learn more about the HR field • Read overview in Occupational Outlook Handbook http://www.bls.gov/oco/ • Read more job descriptions • Network with HR professionals • Attend Employer Information sessions

14. Step 2: Build your résumé • Get experience! • Look for internships or part-time jobs related to HR • If you’re working now, seek out more HR related duties…like training new staff • Join the HR club at UB School of Management, SHRM - Society for Human Resource Management • Become a CRC Practice Interviewer • Become a Peer Advisor through UB Career Services

15. Resources • CRC – School of Management http://mgt.buffalo.edu/career/students/ • Career Preparation • Career Tools • Job Market and Research Tools • Company/Industry Information (Vault Guides) • Functional Resources • Job and Internship Opportunities • Internships • Credit Bearing Internship Program http://mgt.buffalo.edu/studentcbip/ • Networking • Telementor Program • Career Services, 259 Capen Hall http://www.ub-careers.buffalo.edu/student.php