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UNCW Annual Career Fair hosted at the Burney Center for Upcoming Graduating Students

Human Resource Management, Post-Baccalaureate Certificate

Graduates can have a career as a:

A benefits specialist manages the administration of benefits for employees, such as retirement plans, medical, dental, vision, life insurance and short- and long-term disability. Their job may include enrolling employees into benefits, ensuring that benefit plans are accurate, processing life status updates, distributing materials relating to benefit enrollment and assisting employees with plan changes.
A compensation manager oversees the compensation plans for the staff departments. Their job may include responsibilities such as devising compensation programs and documents, advising the corporate staff concerning pay decisions, creating incentive plans for employees, analyzing and organizing salary and compensation data, establishing compliance with current compensation laws and hiring and training employees in the compensation department. A compensation manager has extensive knowledge of federal, state and local compensation regulations in order to fulfill their position's roles.
A recruiting specialist creates recruiting plans and programs to help find candidates who meet the needs of the company. Their job responsibilities may include screening candidates, performing background checks, collaborating with hiring managers for staffing needs, conducting exit interviews and advising the hiring team. They also help with the interview process, such as interviewing candidates, communicating and following up with candidates and providing candidates employer information during the interview process.

A human resource generalist's responsibilities include monitoring the employment needs of the company, figuring out how many employees any department needs, ensuring the development of new employees, taking part in employee training, administering payroll and ensuring employee safety and well-being. 

A human resources manager oversees the human resources department of a company. Their job responsibilities may include managing employees of the HR department. They're responsible for handling employee complaints and disagreements, acting as the intermediary between employees and management, administering benefit enrollment documents, creating training materials and ensuring that all employees are adhering to the company's rules and policies.

A human resources information systems (HRIS) analyst uses databases and other systems to closely track and manage the human resources department. The responsibilities for this role may include creating employee reports, organizing and analyzing human resources data, storing personnel records, training human resources staff to use the data programs and entering data correctly into databases. An HRIS analyst oversees and manages the systems that their company uses to store and collect human resources data.
A labor relations specialist analyzes and distributes documents relating to labor contracts. They also work directly with labor unions and their company's management. The roles and responsibilities of a labor relations specialist may include advising management and other employees on labor contracts, holding meetings between management and labor, drafting labor proposals, training employees on labor relations, managing collective bargaining and advocating for fair working environments within the company. A labor relations specialist works closely with employees to ensure the company respects their labor rights and well-being.
Responsible for overseeing the HR department of a company, an HR director also oversees the hiring, recruiting and staffing of the company, developing and implementing human resource policies, maintaining knowledge of human resources trends and applying it to their department, establishing the compliance of state laws and policies, monitoring professional development among the human resources staff and implementing the human resources budget. A human resources director guides the entire human resources department, so they have a thorough knowledge of each branch of the department.
program completion feature
program completion feature

Learn To

Develop strategic HR thinking

Be proficient in talent acquisition and retention

Become well versed in HR laws and ethical considerations

Utilize HR technology and analytics to inform strategic decision making

Design and implement training and development programs

Plan and execute strategic HR projects

Lead and communicate efficiently and effectively in a business setting

Program Overview