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Human Resources Professional

Human resources professionals facilitate the effective use of human resources to achieve organizational goals and objectives. They provide advice to all levels within their organizations regarding human resources management. They also develop employee recruitment and retention programs, help choose job candidates, facilitate employee professional development, and develop and administer other human resource programs.

  • Avg. Salary $63,929.00
  • Avg. Wage $32.61
  • Minimum Education 4 years post-secondary
  • Outlook below avg
  • Employed 3,400
  • In Demand Lower
Also Known As

Human Resources Advisor / Analyst / Consultant / Coordinator / Officer / Administrator, Labour Dispute Negotiator, Negotiator, Occupational Health and Safety Advisor, Recruitment Officer, Trainer, 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: Personnel and Recruitment Officers (1223) 
  • 2006 NOC-S: Personnel and Recruitment Officers (B313) 
  • 2011 NOC: Human resources and recruitment officers (1223) 
  • 2016 NOC: Human resources and recruitment officers (1223) 
Skills Shortage

Employers that Recruited in the Last 2 Years

Average Wage
  • Certification Not Regulated
  • Strength Required Lift up to 5 kg
Interest Codes
The Human Resources Professional is part of the following larger National Occupational Classification (NOC).
Personnel and Recruitment Officers

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


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


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

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 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 More

Updated Dec 16, 2016

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.

Working Conditions
Updated Dec 16, 2016

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.

  • Strength Required Lift up to 5 kg
Skills & Abilities
Updated Dec 16, 2016

Human resources professionals need to possess:

  • integrity and good judgement
  • tact and diplomacy
  • sensitivity and the ability to keep employee information confidential
  • good analytical decision-making and problem-solving skills an ability to communicate well with people in person and in writing
  • strong interpersonal skills
  • strong conflict management skills
  • an ability to manage and lead others thorough change
  • an ability to understand a variety of viewpoints
  • leadership skills
  • good organization and time management skills
  • an ability to earn the trust and co-operation of managers, unions and employees.

They should enjoy coaching and counselling managers and employees, taking a methodical approach to their work, and taking responsibility for projects.

Educational Requirements
Updated Dec 16, 2016

Human resource professionals need a solid understanding of relevant legislation and 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 resource management (for example, business administration, commerce, industrial relations or a related social science).

Suitable post-secondary education programs are offered by universities, colleges and technical institutes throughout Alberta.

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 - Edmonton South

Northern Lakes College

Red River College

Reeves College - Calgary City Centre

Reeves College - Calgary North

Reeves College - Edmonton

Reeves College - Lethbridge

Reeves College - Lloydminster

Saskatchewan Polytechnic

For a broad list of programs and courses that may be related to this occupation try searching using keywords.

Certification Requirements
Updated Sep 12, 2017

Although there is currently no legislation regulating this occupation, 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 Chartered Professionals in Human Resources (CPHR) designation.

The CPHR is granted to associate members of CPHR Alberta who successfully complete the National Knowledge Exam and meet the requirements of an Experience Validation Assessment. The purpose of the assessment is to confirm that applicants demonstrate a specific amount of professional-level experience in human resources.

To retain their designation, CHRP 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 Dec 16, 2016

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:

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.

Over 3,500 Albertans are employed in the Personnel and recruitment officers occupational group, which is expected to have an annual below-average growth of 2.2% from 2013 to 2017 in Alberta. It is forecasted that about 77 new positions will be created each year in addition to job openings created by employment turnover. (Note: Since human resources professionals form only a part of the larger occupational group on which this forecast is based, only a portion of the new positions created will be for human resources professionals.

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

Wage & Salary
Updated Dec 16, 2016

Human resources and recruitment officers

Survey Methodology

Survey Analysis

Overall Wage Details
Average Wage
Average Salary
Hours Per Week

Hourly Wage
For full-time and part-time employees
  • Low
  • High
  • Average
  • Median
Wages* Low (5th percentile) High (95th percentile) Average Median
Starting $20.00 $47.70 $28.35 $25.00
Overall $23.08 $55.40 $32.61 $28.37
Top $25.00 $64.10 $37.17 $33.00

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.

B: Good Reliability
Data Reliability Code Definition

Good Reliability, represents a CV of between 6.01% and 15.00% and/or fewer than 30 survey observations and/or if survey observations represent less than 50% of all estimated employment for the occupation.

Industry Information
Public Administration
Educational Services
Finance, Insurance, Real Estate, Leasing
Health Care & Social Assistance

Skills Shortage

Employers that Recruited in the Last 2 Years


Recruiting Employers that Experienced Hiring Difficulties


Employers with Unfilled Vacancies of over 4 Months


Vacancy Rate

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 Sep 12, 2017

Chartered Professionals in Human Resources of Alberta (CPHR Alberta) website:

Chartered Professionals in Human Resources (CPHR) Canada website:

For more information on career planning, education and jobs call the Alberta Supports Contact Centre toll-free at 1-877-644-9992 or 780-644-9992 in Edmonton, or visit an Alberta Supports Centre near you.

Updated Apr 01, 2017. 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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