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Human Resources Professional

Human resources professionals manage the relationships between an organization and the people who work for it. They ensure that an organization’s human resources strategies achieve organizational goals and objectives, while being effective, meaningful, and fair to its people. They also advise all levels within their organizations about human resources management.

Also Known As

Human Resources Advisor / Analyst / Consultant / Coordinator / Officer / Administrator, Labour Dispute Negotiator, Negotiator, Occupational Health and Safety Advisor, Talent Acquisition Coordinator / Specialist, Training Specialist, Wage and Salary Administrator

NOC Codes

In Canada, the federal government groups and organizes occupations based on a National Occupational Classification (NOC) system. This alis occupation may not reflect the entire NOC group it is part of. Data for the NOC group can apply across multiple occupations.

The NOC system is updated every 5 years to reflect changes in the labour market. Government forms and labour market data may group and refer to an occupation differently, depending on the system used. Here is how this occupation has been classified over time:

  • 2006 NOC: Specialists in Human Resources (1121);  Personnel and Recruitment Officers (1223) 
  • 2006 NOC-S: Specialists in Human Resources (B021);  Personnel and Recruitment Officers (B313) 
  • 2011 NOC: Human resources professionals (1121);  Human resources and recruitment officers (1223) 
  • 2016 NOC: Human resources professionals (1121);  Human resources and recruitment officers (1223) 
  • 2021 NOC: Human resources and recruitment officers (12101) 
Interests & Abilities

In Alberta, this occupation is part of 1 or more 2006 National Occupational Classification (NOC) groups. If there are multiple related NOC groups, select a NOC heading to learn about each one.

Specialists in Human Resources

2006 NOC: 1121

Interest Codes

Interest Codes for This NOC Group
INNOVATIVE

Interest in researching employee benefit programs and health and safety practices to recommend policy changes and modifications, and in planning staffing, total compensation, training and career development, employee assistance, employment equity and affirmative action programs

METHODICAL

Interest in co-ordinating information to administer staffing, total compensation, training and career development, employee assistance, employment equity and affirmative action programs; in co-ordinating employee performance and and appraisal programs, in managing programs and maintaining human resources information and related records systems; and in hiring and overseeing training of staff

SOCIAL

Interest in negotiating collective agreements on behalf of employers or workers; in mediating labour disputes and grievances, providing advice on employee and labour relations, and in advising managers and employees on the interpretation of personnel policies, compensation and benefit programs and collective agreements

Your Interest Codes

To identify or change your interest codes, complete the Interests Exercise in CAREERinsite.

Reading Interest Codes
A Quick Guide

The interest code helps you figure out if you’d like to work in a particular occupation. 

It’s based on the Canadian Work Preference Inventory (CWPI), which measures 5 occupational interests: Directive, Innovative, Methodical, Objective, and Social.

Each set of 3 interest codes for this NOC group is listed in order of importance.

A code in capital letters means it’s a strong fit for the occupation.

A code in all lowercase letters means the fit is weaker.

Learn About Interests

Abilities

Typical ability expectations for this NOC group
Your abilities

To fill in or change the values for your abilities, complete the Abilities Exercise in CAREERinsite.

Mental Abilities

General Learning Ability

Verbal Ability

Numerical Ability

Visual Abilities

Spatial Perception

Form Perception

Clerical Perception

Physical Abilities

Motor Coordination

Finger Dexterity

Manual Dexterity

Understanding Abilities

A Quick Guide

You are born with abilities that help you process certain types of information and turn it into action. These abilities influence which skills you can learn more easily.

The abilities or aptitudes shown for this NOC group come from the General Aptitude Test Battery (GATB). The GATB measures 9 aptitudes. It groups them into 3 categories: mental, visual, and physical.

The abilities scores range from 1 to 5, with 5 being stronger.

Learn About Abilities

Personnel and Recruitment Officers

2006 NOC: 1223

Interest Codes

Interest Codes for This NOC Group
SOCIAL

Interest in speaking with job applicants to advise them on employment requirements and on terms and conditions of employment, to negotiate settlements of appeals and disputes and to advise managers and employees on staffing policies and procedures

METHODICAL

Interest in preparing and posting notices and advertisements; and in collecting applications

directive

Interest in co-ordinating information to recruit graduates of colleges, universities and other educational institutions and to arrange transfers, redeployment and placement of personnel and staff training; and in co-ordinating selection and examination boards and termination of employment process; may supervise personnel clerks performing filing, typing and record-keeping duties

Your Interest Codes

To identify or change your interest codes, complete the Interests Exercise in CAREERinsite.

Reading Interest Codes
A Quick Guide

The interest code helps you figure out if you’d like to work in a particular occupation. 

It’s based on the Canadian Work Preference Inventory (CWPI), which measures 5 occupational interests: Directive, Innovative, Methodical, Objective, and Social.

Each set of 3 interest codes for this NOC group is listed in order of importance.

A code in capital letters means it’s a strong fit for the occupation.

A code in all lowercase letters means the fit is weaker.

Learn About Interests

Abilities

Typical ability expectations for this NOC group
Your abilities

To fill in or change the values for your abilities, complete the Abilities Exercise in CAREERinsite.

Mental Abilities

General Learning Ability

Verbal Ability

Numerical Ability

Visual Abilities

Spatial Perception

Form Perception

Clerical Perception

Physical Abilities

Motor Coordination

Finger Dexterity

Manual Dexterity

Understanding Abilities

A Quick Guide

You are born with abilities that help you process certain types of information and turn it into action. These abilities influence which skills you can learn more easily.

The abilities or aptitudes shown for this NOC group come from the General Aptitude Test Battery (GATB). The GATB measures 9 aptitudes. It groups them into 3 categories: mental, visual, and physical.

The abilities scores range from 1 to 5, with 5 being stronger.

Learn About Abilities

Duties
Updated Apr 11, 2022

Human resources professionals work with managers and staff to develop human resources strategies and programs that address the organization’s needs and strategic plans. They ensure these strategies and programs are effective, meaningful, and fair to both employers and employees.

They assess opportunities for better equity, diversity, and inclusion in their organization’s workforce. They recommend solutions to address related problems and reduce negative impacts.

In recruitment and selection, human resources professionals:

  • Develop, implement, and evaluate recruitment programs and practices that identify potential labour markets, attract potential employees, and retain current employees
  • Advertise vacant positions
  • Screen applicants
  • Ensure recruitment standards are fair and applicants are evaluated according to their qualifications
  • Select or help to select the most qualified applicants
  • Check applicants’ references
  • Prepare offers of employment
  • Administer onboarding and offboarding practices (such as orientations and exit interviews)

In compensation, they:

  • Develop, implement, evaluate, and administer a total rewards structure that includes compensation, pensions, benefits, and employee assistance programs
  • Gather and interpret compensation-related data
  • Recommend changes to compensation programs
  • Advise on compensation practices and exceptions available to attract key talent
  • Make salary recommendations

In employee benefits administration, they:

  • Coordinate employee benefit plans related to life, medical, dental, or disability insurance
  • Supervise staff who administer benefit and reward programs

In learning and development, they:

  • Identify ways to improve employee competence and versatility
  • Arrange for, or in some cases deliver, in-house training programs for employees
  • Research external training resources and provide employees with access to them

In performance management, they:

  • Define performance standards consistent with the organization’s mission, culture, environment, strategy, and structure
  • Develop, implement, and evaluate employee recognition and engagement programs that align with the organization’s culture and values

In health, safety, and wellness, they:

  • Develop, implement, and evaluate health, safety, and wellness policies, programs, and procedures (for example, attendance policies, duty to accommodate procedures, or programs to educate employees about violence and harassment)
  • Ensure compliance through training, monitoring, and reporting
  • Manage disability accommodations and return-to-work programs
  • Work with occupational health and safety officers
  • Liaise with the Workers’ Compensation Board

In classification, they:

  • Establish positions that fit organizational requirements
  • Work with managers to prepare, evaluate, and allocate positions
  • Conduct reviews to ensure consistency with others in the industry
  • Compare positions for equity purposes

In labour relations, they:

  • Prepare, research, negotiate, evaluate, and interpret collective agreements
  • Mediate labour disputes and grievances
  • Provide advice about employee and labour relations issues
  • Ensure compliance with collective agreements
  • Ensure compliance with employment, human rights, safety, and other relevant legislation

In human resources planning, they:

  • Forecast the organization’s human resources needs
  • Collect data relating to trends in termination, WCB claims, attendance, and punctuality
  • Develop and implement succession planning initiatives when a knowledge transfer is needed, such as before employees retire

Human resources professionals also use and oversee the management of human-resources information systems.

The specific duties of a human resources professional vary with the size of the organization. In a large organization, they may specialize in 1 or more areas. In a small business, 1 general manager may be responsible for all human resources work. They may have other responsibilities as well.

Working Conditions
Updated Apr 11, 2022
  • Strength Required Lift up to 5 kg

Human resources professionals may work primarily in office, home office, commercial, or industrial environments. They generally work standard weekday office hours. Some flexibility in hours may be required. Travel requirements depend on the size and nature of the organization.

Traits & Skills
Updated Apr 11, 2022

Human resources professionals need:

  • Integrity and good judgment
  • Flexibility, especially in adapting to changing priorities
  • Tact and diplomacy
  • Sensitivity
  • Analytical decision-making and problem-solving skills
  • Data literacy skills
  • Conflict management skills
  • Interpersonal skills
  • Oral and written communication skills
  • Presentation skills
  • Organizational and time-management skills
  • Customer service skills
  • Leadership skills, especially during times of change
  • Innovative thinking and openness to new ideas
  • Open-mindedness and objectivity when faced with different viewpoints
  • Respect for employees’ rights to privacy and confidentiality
  • The discretion to not promise what they can’t deliver and always deliver what they promised

They should enjoy:

  • Coaching and counselling managers and employees
  • Taking a methodical approach to their work
  • Taking responsibility for projects

In Alberta, this occupation is part of 1 or more 2016 National Occupational Classification (NOC) groups. If there are multiple related NOC groups, select a NOC heading to learn about each one.

Top 10 Skills Employers Are Looking For

Human resources professionals

2016 NOC: 1121

This chart shows which job skills are currently in highest demand for this occupational group. It was created using this occupation's 71 most recent Alberta job postings, collected between Dec 02, 2021 and Dec 05, 2022.

Review these skills to learn:

  • Whether or not this occupation matches your skill set
  • What training you may need to get these skills
  • What skills to highlight in your resumé, cover letter, and interview.
Tasks: Plan, develop, implement and evaluate human resources policies and programs
Tasks: Research and prepare occupational classifications, job descriptions and salary scales
Attention to detail
Tasks: Co-ordinate employee performance and appraisal programs
Tasks: Advise managers and employees on the interpretation of human resources policies, benefit programs and collective agreements
Tasks: Hire, train and supervise staff
Construction Specialization: Organized
Tasks: Research employee benefits and health and safety practices and recommend changes
Tasks: Negotiate collective agreements on behalf of employers or workers
Tasks: Administer benefit employment equity and other human resources programs

Human resources and recruitment officers

2016 NOC: 1223

This chart shows which job skills are currently in highest demand for this occupational group. It was created using this occupation's 100 most recent Alberta job postings, collected between Dec 02, 2021 and Dec 05, 2022.

Review these skills to learn:

  • Whether or not this occupation matches your skill set
  • What training you may need to get these skills
  • What skills to highlight in your resumé, cover letter, and interview.
Tasks: Identify current and prospective staffing requirements
Tasks: Collect and screen applicants
Tasks: Review candidate inventories
Tasks: Notify applicants of results of selection process and prepare job offers
Tasks: Contact potential applicants to arrange interviews
Construction Specialization: Organized
Tasks: Advise job applicants on employment requirements and terms and conditions of employment
Tasks: Prepare and post notices and advertisements
Construction Specialization: Reliability
Attention to detail
Educational Requirements
Updated Apr 11, 2022
  • Minimum Education 4 years post-secondary

Human resources professionals need a solid understanding of relevant legislation, business or public administration, and the goals and objectives of their organizations.

Most employers prefer to hire human resources professionals who have a degree or diploma in a field related to human resources management such as:

  • Business administration
  • Commerce
  • Industrial relations
  • A related social science such as psychology or sociology

Human resources professionals need technical proficiency to use human-resources information systems.


Related Education

The following schools offer programs or courses that are related to this occupation but are not required to enter the field.

CDI College of Business, Technology and Health Care - Calgary City Centre
CDI College of Business, Technology and Health Care - Calgary North
CDI College of Business, Technology and Health Care - Edmonton City Centre
CDI College of Business, Technology and Health Care - Edmonton South
CDI College of Business, Technology and Health Care - Edmonton West
Northern Lakes College
Red River College
Reeves College - Calgary City Centre
Reeves College - Edmonton
Reeves College - Lethbridge
Saskatchewan Polytechnic

To expand or narrow your search for programs related to this occupation, visit Post-Secondary Programs.

Completing a program does not guarantee entrance into an occupation. Before enrolling in an education program, prospective students should look into various sources for education options and employment possibilities. For example, contact associations and employers in this field.

Certification Requirements
Updated Apr 11, 2022
  • Certification Not Regulated

There is currently no legislation regulating this occupation. However, certification may be required by some employers.

The Chartered Professionals in Human Resources of Alberta (CPHR Alberta) is the sole certifying body in Alberta offering the Chartered Professional in Human Resources (CPHR) designation.

The CPHR is granted to associate members of CPHR Alberta who:

  • Pass the National Knowledge Exam (NKE) or qualify for an NKE waiver by graduating from a CPHR Canada accredited post-secondary program
  • Pass the Experience Validation Assessment by completing the required years of work experience

For a list of accredited programs and details about certification requirements, visit the CPHR Alberta website.

To retain their designation, CPHR holders must adhere to CPHR Alberta’s Code of Ethics and Standards of Professional Conduct. They must also meet requirements for continuing professional development requirements and remain a CPHR Alberta member in good standing.

Employment & Advancement
Updated Apr 11, 2022

Human resources professionals work for:

  • Educational institutions at K-12 and post-secondary levels
  • Government departments and agencies
  • Large- and medium-sized businesses
  • Manufacturing firms
  • Health care institutions
  • Financial institutions

Some human resources professionals are self-employed consultants.

Experienced human resources professionals may move into supervisory and management positions.

Industry Concentration

This section shows the industries where the majority of people in this occupation work. The data is based on the 2016 Census.

In Alberta, this occupation is part of 1 or more 2016 National Occupational Classification (NOC) groups.

In the 1121: Human resources professionals occupational group, 76.1% of people work in:

In the 1223: Human resources and recruitment officers occupational group, 78.9% of people work in:

Employment Outlook

Employment outlook is influenced by a wide variety of factors including:

  • Time of year (for seasonal jobs)
  • Location in Alberta
  • Employment turnover (when people leave existing positions)
  • Occupational growth (when new positions are created)
  • Size of the occupation
  • Trends and events that affect overall employment

Explore emerging workplace trends in Alberta that could affect this occupation.

In Alberta, the 1121: Human resources professionals occupational group is expected to have a below-average annual growth of 1.8% from 2019 to 2023. In addition to job openings created by employment turnover, 212 new positions are forecasted to be created within this occupational group each year.

In Alberta, the 1223: Human resources and recruitment officers occupational group is expected to have an above-average annual growth of 2% from 2019 to 2023. In addition to job openings created by employment turnover, 58 new positions are forecasted to be created within this occupational group each year.

Note
NOC groups often include several related occupations. Although there is labour market data for the larger NOC group, this occupation makes up only a part of that group. It means data for this occupation may be different than the data shown. For example, only some of the new positions to be created will be for this occupation. It also applies to other data for the NOC group such as number of people employed.

Source: 2019-2023 Alberta Regional Occupational Demand Outlook

Employment turnover is expected to increase as members of the baby boom generation retire over the next few years.

Related Alberta Job Postings
Wage & Salary
Updated Apr 11, 2022

In Alberta, this occupation is part of 1 or more 2016 National Occupational Classification (NOC) groups. If there are multiple related NOC groups, select a NOC heading to learn about each one.

Human resources professionals

2016 NOC: 1121
Average Wage
$43.66
Per Hour
Average Salary
$86,410.00
Per Year
Average Hours
38.1
Per Week
Average Months on Payroll
12
Survey Methodology Survey Analysis

Source
2021 Alberta Wage and Salary Survey

NOC 1121 Wage Profile

Unless otherwise noted, the data shown here is for all industries and all regions in Alberta.

All wage estimates are hourly except where otherwise indicated. Wages and salaries do not include overtime hours, tips, benefits, profit shares, bonuses (unrelated to production), and other forms of compensation.

To see the full survey data for this NOC group, visit the wage profile.

Other wage sources
To make an informed wage and salary decision, research other wage sources [pdf] to supplement this data.

A: High Reliability
Data Reliability Code Definition

High Reliability, represents a CV of less than or equal to 6.00% and 30 survey observations and/or represents 50% or more of all estimated employment for the occupation.


Hourly Wage

For full-time and part-time employees
  • Low
  • High
  • Average
  • Median
Starting
Overall
Top

Hourly Wage

For full-time and part-time employees
Wages* Low (5th percentile) High (95th percentile) Average Median
Starting $21.63 $60.36 $36.60 $34.83
Overall $25.64 $66.13 $43.66 $43.60
Top $27.85 $77.39 $51.63 $50.69

Swipe left and right to view all data. Scroll left and right to view all data.

* All wage estimates are hourly except where otherwise indicated. Wages and salaries do not include overtime hours, tips, benefits, profit shares, bonuses (unrelated to production) and other forms of compensation.

Pay brackets for hourly wages

  • Starting pay: average pay offered for entry-level positions
  • Overall pay: average pay across all employees in this occupation
  • Top pay: average pay offered to top-paid employees

Industry Information

Oil & Gas Extraction
Other Services (Repair, Personal Services and Related)
Transportation and Warehousing
ALL INDUSTRIES
Public Administration
Manufacturing
Health Care & Social Assistance
Educational Services
Finance, Insurance, Real Estate, Leasing
Professional, Scientific & Technical Services
Retail Trade
Construction
Information, Culture, Recreation
Accommodation & Food Services

Skills Shortage

Employers that Recruited in the Last 2 Years
25%
25%)
Recruiting Employers that Experienced Hiring Difficulties
5%
5%
Employers with Unfilled Vacancies of over 4 Months
2%
2%
Vacancy Rate
1%

Human resources and recruitment officers

2016 NOC: 1223
Average Wage
$35.91
Per Hour
Average Salary
$69,906.00
Per Year
Average Hours
37.5
Per Week
Average Months on Payroll
12
Survey Methodology Survey Analysis

Source
2021 Alberta Wage and Salary Survey

NOC 1223 Wage Profile

Unless otherwise noted, the data shown here is for all industries and all regions in Alberta.

All wage estimates are hourly except where otherwise indicated. Wages and salaries do not include overtime hours, tips, benefits, profit shares, bonuses (unrelated to production), and other forms of compensation.

To see the full survey data for this NOC group, visit the wage profile.

Other wage sources
To make an informed wage and salary decision, research other wage sources [pdf] to supplement this data.

A: High Reliability
Data Reliability Code Definition

High Reliability, represents a CV of less than or equal to 6.00% and 30 survey observations and/or represents 50% or more of all estimated employment for the occupation.


Hourly Wage

For full-time and part-time employees
  • Low
  • High
  • Average
  • Median
Starting
Overall
Top

Hourly Wage

For full-time and part-time employees
Wages* Low (5th percentile) High (95th percentile) Average Median
Starting $19.17 $53.74 $31.12 $28.45
Overall $23.32 $67.90 $35.91 $33.37
Top $25.62 $82.87 $41.17 $38.46

Swipe left and right to view all data. Scroll left and right to view all data.

* All wage estimates are hourly except where otherwise indicated. Wages and salaries do not include overtime hours, tips, benefits, profit shares, bonuses (unrelated to production) and other forms of compensation.

Pay brackets for hourly wages

  • Starting pay: average pay offered for entry-level positions
  • Overall pay: average pay across all employees in this occupation
  • Top pay: average pay offered to top-paid employees

Industry Information

Oil & Gas Extraction
Public Administration
Professional, Scientific & Technical Services
Other Services (Repair, Personal Services and Related)
ALL INDUSTRIES
Construction
Educational Services
Transportation and Warehousing
Information, Culture, Recreation
Business, Building and Other Support Services
Manufacturing
Finance, Insurance, Real Estate, Leasing
Health Care & Social Assistance

Skills Shortage

Employers that Recruited in the Last 2 Years
41%
41%)
Recruiting Employers that Experienced Hiring Difficulties
5%
5%
Employers with Unfilled Vacancies of over 4 Months
3%
3%
Vacancy Rate
2%
Related Post-Secondary Field of Study
  • Business, Management and Administrative Studies
  • Social Sciences, Law and Religious Studies
  • Social, Community and Protective Services
Other Sources of Information
Updated Apr 11, 2022

Chartered Professionals in Human Resources of Alberta (CPHR Alberta) website: www.cphrab.ca

Chartered Professionals in Human Resources (CPHR) Canada website: cphr.ca

Get information and referrals about career, education, and employment options from Alberta Supports.

Updated Mar 31, 2022. The information contained in this profile is current as of the dates shown. Salary, employment outlook, and educational program information may change without notice. It is advised that you confirm this information before making any career decisions.

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