Percent of Industry Employment: 0.25
Annual Mean Wage: $182,800
Earning a Ph.D. in human resources (HR) helps graduates qualify for a wide variety of high-level, high-earning jobs. Ideal candidates for this degree include experienced HR workers seeking promotions and better pay, along with working professionals in other fields who want to change careers and undergraduate students who want leadership positions in HR.
Graduates can work in nearly any industry as human resources directors and consultants, and in other management and administrative roles. Organizations in every field need human resources professionals to manage employee recruiting, interviewing, and hiring, and to serve as intermediaries between management and employees. They may also participate in strategic planning with organization leaders. This degree best serves people who have developed interpersonal, leadership, organizational, speaking, and decision-making skills. Students pursuing a Ph.D. in human resources online benefit from the increased flexibility, convenience, and affordability of distance education.
Online Ph.D. human resources programs prepare graduates for careers as HR directors, consultants, and directors of compensation and benefits. HR professionals work in virtually every industry. These professionals coordinate administrative functions and work with both employees and management. Since a HR professional's job involves working with people, these workers benefit from strong interpersonal skills.
Annual Median Salary: $110,120
Projected Growth Rate: 9%
Human resources directors manage organizations' administrative functions. They recruit, interview, and hire new staff, and explain organizational policies, procedures, benefits, and compensation to employees. They possess knowledge of local, state, and federal employment laws, and are a link between an organization's managers and their employees.
Annual Median Salary: $72,083
Projected Growth Rate: N/A
HR consultants help organizations with employee recruitment, hiring, and training, among other responsibilities. They work to improve the relationship between an organization and its employees. Companies often hire HR consultants to create new evaluation systems and guidelines. HR consultants usually gain extensive experience in human resources before moving into consulting.
Annual Median Salary: $122,778
Projected Growth Rate: 5%
Directors of compensation and benefits create and coordinate employee compensation programs. They plan program budgets, ensure compliance with state and federal regulations, set pay and benefits guidelines for their organization, and supervise support staff. Compensation and benefits managers can advance to director positions by earning a Ph.D. in human resources.
Percent of Industry Employment: 0.25
Annual Mean Wage: $182,800
Percent of Industry Employment: 0.14
Annual Mean Wage: $167,850
Percent of Industry Employment: 0.31
Annual Mean Wage: $165,900
Percent of Industry Employment: 0.25
Annual Mean Wage: $164,890
Percent of Industry Employment: 0.30
Annual Mean Wage: $162,430
Successful HR professionals serve as intermediaries between an organization's employees and management. They hold extensive knowledge in personnel and human resources, administration and management, and law and government. HR professionals typically exhibit a strong command of the English language and communication skills. They actively listen, but also command attention when speaking.
HR professionals understand how to train and educate groups. They typically boast technical acumen in software for accounting, document management, time accounting, and enterprise resource planning. Other important skills include reading comprehension, judgment and decision-making, conflict resolution, and deductive reasoning.
HR professionals garner higher salaries with experience. Entry-level workers make about $59,000 a year, while late-career professionals with more than 20 years of experience make more than $100,000 annually. After five years of experience, HR directors can increase their earning potential by $20,000, with annual salaries of $79,000. The chart below details pay by experience level, demonstrating the importance of professional experience in the HR field.
Entry-Level (0-5 Years):
Mid-Career (5-10 Years):
Experienced (10-20 Years):
Late-Career (20+ Years):
Certified Professional in Learning and Performance: The CPLP certification from the Association for Talent Development measures competency in 10 areas of expertise, including instructional design, coaching, knowledge management, and performance improvement. Applicants need at least five years of relevant professional experience. This certification qualifies recipients for careers as human resources directors or consultants.
Professional in Human Resources: The HR Certification Institute awards the PHR to professionals who demonstrate expertise in the operational and technical facets of HR management. Applicants must have at least one year of experience and a master's degree or higher. Applicants with less education can substitute it for more years of work experience. They must pass a 175-question, three-hour test. The PHR qualifies recipients for careers as human resources specialists, directors, or consultants.
Senior Professional in Human Resources: The HR Certification Institute coordinates the SPHR credential. It certifies that recipients hold the skills necessary to work as HR leaders, including HR directors, managers, and consultants. The three-hour exam covers topics like leadership, strategy, employee relations, talent planning and acquisition, and learning and development. Applicants need at least four years of work experience and a master's degree. Applicants without a master's can substitute work experience.
Requirements for earning a Ph.D. in human resources online may vary by institution. For example, some programs require an internship, while others do not. The sample curriculum below outlines the typical application process for many human resources Ph.D. online programs.
Find the Right Program for You
Distance education programs come in many different formats, so you must determine the most important aspects of a program for your career aspirations. Consider how much of the program is available online, how exams are formatted, program length, the type and variety of courses and concentrations, student services, and instructors. Program cost and financial aid opportunities also matter to most learners.
Experts recommend starting the application process for an online Ph.D. in human resources programs about six months before the deadline. Applying as early as possible demonstrates serious interest and gives you plenty of time to submit your best application. Specific requirements vary by program and school, but most mandate three letters of recommendation, a personal statement, transcripts, and GRE scores. Some programs also request that applicants submit answers to essay questions or complete an in-person or phone interview.
Dissertation or Capstone
Many online human resources Ph.D. programs require a dissertation, or a long research project that doctoral students complete for their degree. They must pass an oral exam as part of the dissertation process. Master's-level students must typically complete theses, which are similar to dissertations. A capstone is a culminating project that students of all levels can complete; it does not involve the same level of research and writing as a dissertation or thesis.
Fellowship or Internship
Some Ph.D. in human resources online programs include a fellowship or internship. Internships give students work experience, and can be paid or unpaid. Fellowships typically emphasize academics, and entail completion of a special project. Almost all fellowships include a stipend. Most programs do not require a fellowship or internship, but students should take advantage of these opportunities if possible.
Lifestyle Benefits and Compensation: Students learn the fundamental theories and practices of total compensation. They explore issues like job evaluation, employee motivation, strategic compensation, compensation administration, and external competitiveness. They learn about the design and policies of organizational compensation. The course also looks at the relationship between human resource directors and other managers in organizations when creating compensation programs. This course prepares students to become compensation and benefits directors.
Human Resources as a Strategic Partner: This class teaches learners how human resources managers can be effective organizational partners by participating in institutional strategy. It explains how human resources departments can help other organizational leaders understand how HR can play more than just an administrative function. Future human resources directors gain skills to help lead their organizations.
Legal Issues in Human Resources: Students explore federal guidelines and statutes relevant to HR professionals, including the Americans with Disabilities Act, the Civil Rights Acts of 1964 and 1991, the Equal Employment Opportunity regulations, and the Age Discrimination in Employment Act. They learn the role of the human resources manager in ensuring organizations legally comply in treatment of employees, including hiring, disciplinary actions, promotions, compensation, and firing. Students gain the legal knowledge to work as HR specialists and directors.
Ethical Problems in Human Resources: This course covers ethical challenges for human resources professionals. Students consider the role of the HR professional in dealing with issues like sex discrimination, seniority, retaliatory discharges, affirmative action, and the right to privacy at work. The course emphasizes the importance of HR professionals maintaining employee confidentiality related to ethical questions. Learners gain the knowledge necessary to find work as HR specialists and directors.
Strategic Recruiting, Retention and Succession Planning: Students pinpoint the best practices of strategic organizational planning. They look at developmental interventions and advanced reward and compensation systems. The course also covers issues such as labor force trends, retention of talented employees, developing a qualified pool of job candidates, and long-term strategic growth. Students gain the skills to work at major companies as HR directors.
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