Human Resources Professional

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) 

In general, human resources professionals:

• work with managers and staff to develop human resource strategies and programs that address the organization's needs and strategic plans
• develop and implement recruitment and retention programs that identify potential labour markets, attract potential employees and retain current employees
• develop and implement succession planning initiatives to facilitate knowledge transfer before employees retire
• develop, implement and evaluate a total rewards structure that includes compensation, pensions and benefits
• develop, implement and evaluate employee engagement programs that align with the organization’s culture and values
• identify organizational learning priorities aligned with the organization’s needs and strategic plans
• work with occupational health and safety officers to develop and implement employee wellness and workplace safety programs
• work with managers to prepare and evaluate position descriptions, interview applicants and conduct reference checks
• provide advice regarding compensation practices and exceptions available to attract key talent, and make salary recommendations
• provide advice regarding employee relations issues
• arrange for and, in some cases, deliver training programs for employees
• ensure compliance with employment and human rights legislation and collective agreements
• develop, implement, evaluate and administer employment policies and programs (for example, performance management and employee recognition programs)evaluate collective agreements and employee benefit plans (for example, group life insurance, sickness and accident benefits, health insurance, holidays and retirement pension plans) and supervise staff who administer benefit and reward programs
• assist with labour relations and in preparing, researching and negotiating collective agreements
• use and oversee the management of human resource information systems.

In larger organizations, human resources professionals may specialize in:

• recruitment and selection – developing and evaluating recruitment programs and practices, advertising vacant positions, screening applicants, ensuring recruitment standards are fair and applicants are evaluated on the basis of their qualifications, selecting or helping to select the best qualified applicants, conducting reference checks and preparing employment contracts
• labour relations - negotiating and interpreting collective agreements
• classification - establishing positions that fit organizational requirements, evaluating and allocating positions, and conducting reviews to ensure consistency with others in the industry
• compensation - gathering and interpreting compensation related data, recommending changes to compensation programs, and developing and implementing incentive programs
• health, safety and wellness - developing, implementing and evaluating health, safety and wellness policies, programs and procedures to ensure compliance through training, monitoring and reporting, managing disability accommodations and return-to-work programs and liaising with the Worker Compensation Board
• learning and development - identifying and providing (or arranging for) ways to improve employee competence and versatility
• performance management - defining performance standards consistent with the organization's mission, culture, environment, strategy and structure
• employee benefits administration - co-ordinating employee benefit plans related to life, medical, dental or disability insurance
• human resource planning - forecasting the organization's human resource needs and helping management develop human resource policies and procedures.

In a small business, one general manager may be responsible for all human resources work and may have other responsibilities as well.

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

Human resources professionals are employed in:

• schools
• 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.

Human resources professionals are part of the larger 2011 National Occupational Classification 1223: Personnel and recruitment officers. In Alberta, 78% of people employed in this classification work in the following industries:

• Business, Building and Other Support Services (PDF)
• Mining and Oil and Gas Extraction (PDF)
• Public Administration (PDF)
• Professional, Scientific and Technical Services (PDF)
• Educational Services (PDF)
• Health Care and Social Assistance (PDF)
• Retail Trade (PDF)

The employment outlook (PDF) in this occupation will be influenced by a wide variety of factors including:

• trends and events affecting overall employment (especially in the industries listed above)
• location in Alberta
• employment turnover (work opportunities generated by people leaving existing positions)
• occupational growth (work opportunities resulting from the creation of new positions)
• size of the 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.

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 212 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.

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 58 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.

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

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

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

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