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In this article

10 Best Jobs After an MBA in HR Management

1. HR Manager/Director

2. HR Business Partner

3. Talent Acquisition Manager

4. Compensation and Benefits Manager

5. Training and Development Manager

6. Employee Relations Manager

7. Organisational Development Manager

8. HR Consultant

9. Diversity and Inclusion Manager

10. HR Analytics Manager

10 Best Jobs After an MBA in HR Management

SNATIKA
Published in : Human Resources . 13 Min Read . 9 month ago

An MBA in Human Resource Management opens up a myriad of career opportunities in the dynamic field of HR. As businesses strive to attract, retain, and develop top talent, HR professionals with advanced degrees are increasingly sought after. This specialised MBA equips graduates with a blend of business acumen and HR expertise, enabling them to lead strategic HR initiatives, shape organisational culture, and drive employee engagement. Whether aspiring to be an HR manager, talent acquisition specialist, or organisational development leader, an MBA in HR Management provides a solid foundation for a rewarding and impactful career in human resources.

10 Best Jobs After an MBA in HR Management

1. HR Manager/Director

The average salary for an HR Director is ₹38,16,579 per year in India. HR Managers or Directors play a pivotal role in shaping an organisation's human resource strategy and ensuring its alignment with overall business objectives. These professionals are responsible for overseeing all aspects of HR functions within an organisation, including recruitment, training, compensation, benefits, employee relations, and compliance with labour laws and regulations. They work closely with senior leadership to develop and implement HR policies and programs that foster a positive work environment and support the organisation's growth and success.


 

One of the key responsibilities of an HR Manager/Director is to manage the recruitment and selection process to attract and retain top talent. They collaborate with hiring managers to define job requirements, develop job descriptions, and conduct interviews. They also oversee the onboarding process to ensure new employees are integrated smoothly into the organisation and are equipped with the necessary tools and information to succeed in their roles.


 

In addition to recruitment, HR Managers/Directors are also responsible for managing employee relations and ensuring a positive work environment. They handle employee grievances, conflicts, and disciplinary actions, working to resolve issues fairly and consistently. They also play a crucial role in promoting employee engagement and morale through initiatives such as employee recognition programs, wellness initiatives, and career development opportunities. Overall, HR Managers/Directors play a critical role in shaping organisational culture and driving employee satisfaction and retention.

2. HR Business Partner

HR Business Partner salary in India ranges between ₹ 3.5 Lakhs to ₹ 25.0 Lakhs with an average annual salary of ₹ 11.9 Lakhs. HR Business Partners are strategic HR professionals who work closely with business leaders to align HR initiatives with business goals and objectives. They serve as a bridge between the HR function and the business, ensuring that HR strategies, programs, and policies are in line with the overall strategic direction of the organisation. HR Business Partners are not just implementers of HR programs; they are strategic advisors who contribute to the development and execution of business strategies by providing insights on talent management, organisational design, and workforce planning.


 

One of the key roles of an HR Business Partner is to understand the needs of the business and translate them into HR initiatives that drive performance and support the achievement of business objectives. They collaborate with business leaders to identify talent gaps, develop succession plans, and create strategies for attracting, developing, and retaining top talent. By aligning HR strategies with business goals, HR Business Partners help organisations build a high-performing workforce that is capable of driving business success.


 

In addition to strategic alignment, HR Business Partners also play a critical role in change management and organisational development. They help organisations navigate change by providing expertise on change management principles and practices. They also work with business leaders to assess organisational capabilities, identify areas for improvement, and develop strategies for enhancing organisational effectiveness. By serving as change agents and organisational development experts, HR Business Partners contribute to building a culture of continuous improvement and innovation within the organisation.

3. Talent Acquisition Manager

Talent Acquisition Manager salaries in India range between ₹ 4.5 lakhs and ₹ 25.9 lakhs, with an average annual salary of ₹ 13.5 lakhs. Talent Acquisition Managers are responsible for leading the recruitment and hiring process within an organisation. They develop and implement strategies to attract top talent, manage the end-to-end recruitment process, and ensure a positive candidate experience. Talent Acquisition Managers work closely with hiring managers and HR business partners to understand staffing needs, define job requirements, and develop recruitment plans that align with the organisation's goals and objectives.


 

One of the key responsibilities of a Talent Acquisition Manager is to develop and implement recruitment strategies to attract qualified candidates. This involves leveraging various recruitment channels, such as job boards, social media, professional networks, and employee referrals, to reach potential candidates. Talent Acquisition Managers also use data and analytics to track the effectiveness of recruitment strategies and make data-driven decisions to improve recruitment outcomes.


 

In addition to sourcing and attracting candidates, Talent Acquisition Managers are also responsible for managing the selection process. They screen resumes, conduct interviews, and coordinate with hiring managers to assess candidate qualifications and fit for the role. They also manage the offer process, negotiate compensation packages, and ensure a smooth onboarding experience for new hires. By effectively managing the recruitment and selection process, Talent Acquisition Managers play a crucial role in building a high-performing workforce that drives organisational success.

4. Compensation and Benefits Manager

The average salary for a Compensation and Benefits Manager is ₹16,50,000 per year in India. Compensation and Benefits Managers play a crucial role in designing and managing an organisation's compensation and benefits programs. They are responsible for ensuring that these programs are competitive, equitable, and aligned with the organisation's overall strategic objectives. Compensation and Benefits Managers conduct market research to benchmark salaries and benefits against industry standards, develop compensation structures, and design incentive programs to attract and retain top talent.


 

One of the key responsibilities of a Compensation and Benefits Manager is to manage the organisation's compensation programs. This includes developing and implementing salary structures, conducting salary surveys, and analysing salary data to ensure that compensation packages are competitive and equitable. Compensation and Benefits Managers also manage the administration of employee benefits programs, such as health insurance, retirement plans, and paid time off, ensuring that these programs meet the needs of employees while also being cost-effective for the organisation.


 

In addition to designing and managing compensation and benefits programs, Compensation and Benefits Managers also play a key role in ensuring compliance with relevant laws and regulations. They stay up-to-date with changes in labour laws and regulations related to compensation and benefits and ensure that the organisation's programs comply with these laws. Compensation and Benefits Managers also educate employees about their compensation and benefits packages and provide guidance and support to managers and employees on compensation and benefits-related issues.

5. Training and Development Manager

Training & Development Manager salaries in India range from ₹ 3.6 Lakhs to ₹ 18.0 lakhs, with an average annual salary of ₹ 7.7 Lakhs. Training and Development Managers are responsible for designing, implementing, and overseeing training programs that enhance the skills, knowledge, and performance of employees. They work closely with business leaders and HR professionals to identify training needs, develop training curricula, and evaluate the effectiveness of training programs. Training and Development Managers play a crucial role in supporting organisational growth and success by ensuring that employees have the skills and knowledge needed to perform their jobs effectively.


 

One of the key responsibilities of a Training and Development Manager is to assess the training needs of the organisation and develop training programs to address those needs. This involves identifying skills gaps, conducting training needs assessments, and collaborating with subject matter experts to develop relevant and effective training curricula. Training and Development Managers also evaluate training programs to ensure that they meet their objectives and make improvements as needed to enhance their effectiveness.


 

In addition to designing and implementing training programs, Training and Development Managers are also responsible for managing the training budget and resources. They develop training budgets, allocate resources, and track training expenses to ensure that training programs are delivered within budget. Training and Development Managers also oversee the training delivery process, which may include delivering training sessions themselves or coordinating with external training providers. By effectively managing the training budget and resources, Training and Development Managers help ensure that the organisation's training programs are cost-effective and deliver maximum value.

6. Employee Relations Manager

The average salary for an Employee Relations Manager in India is 9.6 lakh per year. Employee Relations Managers play a critical role in fostering positive relationships between employees and employers. They are responsible for managing employee relations issues, resolving conflicts, and promoting a positive work environment. Employee Relations Managers serve as advocates for both employees and management, ensuring that policies and procedures are followed fairly and consistently and that employee concerns are addressed in a timely and effective manner.


 

One of the key responsibilities of an Employee Relations Manager is to manage employee relations issues and conflicts. This includes investigating employee complaints, conducting grievance procedures, and mediating conflicts between employees or between employees and management. Employee Relations Managers also provide guidance and support to managers and employees on employee relations matters, ensuring that they are handled in accordance with company policies and applicable laws and regulations.


 

In addition to managing employee relations issues, Employee Relations Managers also play a role in promoting a positive work environment. They develop and implement programs and initiatives to enhance employee morale, engagement, and productivity. Employee Relations Managers also work closely with HR and business leaders to address systemic issues that may impact employee relations, such as organisational culture, leadership practices, and communication processes. By promoting a positive work environment, Employee Relations Managers help create a workplace where employees feel valued, respected, and motivated to perform at their best.

7. Organisational Development Manager

The average salary for an Organisational Development Manager is ₹16,51,606 per year in India. Organisational Development Managers are instrumental in driving organisational change and growth. They work closely with senior leaders and HR professionals to identify opportunities for improvement, develop strategies for change, and implement initiatives that enhance organisational effectiveness. Organisational Development Managers play a key role in shaping organisational culture, building leadership capacity, and fostering innovation and agility within the organisation.


 

One of the primary responsibilities of an Organisational Development Manager is to assess organisational needs and develop strategies to address them. This involves conducting organisational assessments, analysing data, and identifying areas for improvement. Organisational Development Managers also work with senior leaders to define organisational goals and develop plans to achieve them. By aligning organisational strategies with business objectives, Organisational Development Managers help ensure that the organisation is well-positioned to achieve its goals and remain competitive in the marketplace.


 

In addition to developing strategies for change, Organisational Development Managers also play a role in implementing change initiatives. This may involve designing and delivering training programs, facilitating team-building sessions, and coaching managers and employees on change management principles. Organisational Development Managers also monitor and evaluate the effectiveness of change initiatives, making adjustments as needed to ensure their success. By effectively managing the change process, Organisational Development Managers help build organisational capacity and resilience, enabling the organisation to adapt to changing market conditions and achieve long-term success.

8. HR Consultant

The average salary for a Hr Consultant is ₹4,40,000 per year in India. HR Consultants are professionals who provide expert advice and guidance to organisations on a range of HR issues. They work with organisations to identify HR needs, develop strategies to address them and implement solutions that align with the organisation's goals and objectives. HR Consultants may work independently or as part of a consulting firm, and they often specialise in areas such as talent acquisition, employee relations, organisational development, or HR technology.


 

One of the key responsibilities of an HR Consultant is to assess the HR needs of an organisation and develop customised solutions to address them. This may involve conducting audits of HR processes and practices, analysing data to identify trends and areas for improvement, and developing recommendations for enhancing HR effectiveness. HR Consultants also work with organisational leaders to develop HR strategies that support the organisation's overall business objectives and drive performance.


 

In addition to developing HR strategies, HR Consultants also play a role in implementing HR programs and initiatives. This may involve designing and delivering training programs, developing policies and procedures, and implementing HR technology solutions. HR Consultants also provide guidance and support to managers and employees on HR issues, ensuring that they are handled in accordance with best practices and legal requirements. By providing expert advice and support, HR Consultants help organisations build strong HR foundations that support their growth and success.

9. Diversity and Inclusion Manager

The national average salary for a Diversity and inclusion manager is ₹17,00,000 in India. Diversity and Inclusion Managers play a critical role in promoting diversity, equity, and inclusion within organisations. They develop and implement strategies to create a more diverse and inclusive workplace, where employees of all backgrounds feel valued and respected. Diversity and Inclusion Managers work closely with senior leaders and HR professionals to identify opportunities for improvement, develop initiatives to address diversity and inclusion challenges and measure progress towards diversity and inclusion goals.


 

One of the key responsibilities of a Diversity and Inclusion Manager is to assess the organisation's current diversity and inclusion practices and develop strategies for improvement. This may involve conducting surveys and focus groups to gather feedback from employees, analysing data on diversity and inclusion metrics, and benchmarking against industry best practices. Diversity and Inclusion Managers also work with senior leaders to develop diversity and inclusion goals and plans to achieve them.


 

In addition to developing strategies for improvement, Diversity and Inclusion Managers also play a role in implementing diversity and inclusion initiatives. This may involve developing training programs to raise awareness about diversity and inclusion issues, implementing policies and procedures to promote diversity and inclusion, and creating employee resource groups to support underrepresented groups. Diversity and Inclusion Managers also work to ensure that diversity and inclusion are integrated into all aspects of the organisation, including recruitment, talent management, and leadership development. By promoting diversity and inclusion, Diversity and Inclusion Managers help create a more equitable and inclusive workplace where all employees can thrive.

10. HR Analytics Manager

HR Analytics Manager salary in India ranges between ₹ 2.2 lakhs and ₹ 34 lakhs, with an average annual salary of ₹ 13 lakhs. HR Analytics Managers play a crucial role in utilising data and analytics to drive HR decisions and improve workforce performance. They collect, analyse, and interpret data on various HR metrics, such as recruitment, retention, employee engagement, and performance, to provide insights and recommendations to senior leaders and HR professionals. HR Analytics Managers use data visualisation tools and techniques to present data in a clear and meaningful way, helping organisations make informed decisions about their workforce.


 

One of the key responsibilities of an HR Analytics Manager is to identify trends and patterns in HR data that can inform HR strategies and practices. This may involve analysing data to understand the drivers of employee turnover, identifying factors that contribute to high performance, or predicting future workforce needs. HR Analytics Managers also use data to evaluate the effectiveness of HR programs and initiatives, such as training programs or diversity and inclusion efforts, and make recommendations for improvement.


 

In addition to analysing HR data, HR Analytics Managers also play a role in building data literacy within the HR function and across the organisation. They educate HR professionals and business leaders on the importance of data-driven decision-making and provide training on how to effectively use data and analytics. By building data literacy, HR Analytics Managers help organisations leverage data to improve HR practices and drive better business outcomes.

Conclusion

Careers in Human Resource Management offer a diverse range of opportunities for MBA graduates. Whether specialising in HR management, talent acquisition, compensation and benefits, training and development, employee relations, organisational development, HR consulting, diversity and inclusion, or HR analytics, graduates can pursue rewarding roles that contribute to organisational success. These roles require a combination of strategic thinking, communication skills, and a deep understanding of HR principles, making them ideal for MBA graduates looking to make a meaningful impact in the field of human resources.


 

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Embracing Agile HR: Agile Methodologies for HRM Processes and Practises

In today's rapidly changing business landscape, organisations are recognising the need for agility

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Why Pursue an MBA in Human Resources Management: Benefits and Career Opportunities

The role of Human Resources (HR) has transcended its traditional confines to become a pivotal force

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Top 10 Human Resources Management Skills in 2024

Human Resources Management professionals are facing a dynamic array of challenges and opportunities

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10 Tips for Human Resources Managers to Minimise Workplace Negativity

Human Resources (HR) managers play a pivotal role in shaping organisational culture, fostering

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