Labour Dispute Negotiator, Negotiator, Human Resources Officer/Administrator, Recruitment Officer, Trainer, Wage and Salary Administrator
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
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.
In general, human resources professionals:
In larger organizations, human resources professionals may specialize in:
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 need the following characteristics:
They should enjoy coaching and counselling managers and employees, taking a methodical approach to their work, and taking responsibility for projects.
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.
The following schools offer programs or courses that are related to this occupation but are not required to enter the field.
For a broad list of programs and courses that may be related to this occupation try searching using keywords.
The Human Resources Institute of Alberta offers the Certified Human Resources Professional (CHRP) designation to applicants who successfully complete two examinations. As of January 1, 2011, those who have passed the National Knowledge Exam will require a minimum of a bachelor's degree from an accredited college or university to register for the National Professional Practice Assessment.
Below-average occupational growth is expected in Alberta for 2016 to 2020. Job openings are a result of employment turnover and newly created positions.
Human resources professionals are employed in:
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 in this occupation will be influenced by a wide variety of factors including:
Over 3,400 Albertans are employed in the Personnel and recruitment officers occupational group. This group is expected to have a below-average annual growth of 1.2% from 2016 to 2020. As a result, 41 new positions are forecast to be created each year, in addition to job openings created by employment turnover. Note: As human resources professionals form only a part of this larger occupational group, only some of these newly created positions 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.
| Wages* | Low (5th percentile) | High (95th percentile) | Average | Median |
|---|---|---|---|---|
| Starting | $17.31 | $40.05 | $27.49 | $25.30 |
| Overall | $18.27 | $59.21 | $38.31 | $36.00 |
| Top | $19.23 | $89.85 | $53.53 | $41.82 |
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* 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.
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.
Canadian Council of Human Resources Associations website: www.cchra.ca
Human Resources Institute of Alberta website: www.hria.ca
For more information on career planning, education and jobs, visit the Alberta Learning Information Service (ALIS) website, call the Alberta Career Information Hotline toll-free at 1-800-661-3753 or 780-422-4266 in Edmonton, or visit an Alberta Works Centre near you.
Updated Jan 09, 2013. 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.