Best Career Options after MBA in HR: Complete Guide

  • By Bhavya Thakkar
  • 26 February 2019
MBA in HR: Career Options, Scope, and Salary

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Every organization wants to attract, motivate and keep qualified employees and match them to a well-suited job. To successfully achieve these goals, organizations hire HR personals who maintain a balance between the management committee and the employees. The students pursuing MBA in HR are required to develop and administer programs that are devised to strengthen the effectiveness of an organization or business. This includes the entire spectrum of formulating, managing, and cultivating the employer-employee relationship.

An MBA in HR (Human Resource Management) has a wide scope with a variety of career options for the students to choose from. You can also learn about the syllabus for MBA in HR with our blog. Each of these career paths has bright futures as the changing corporate trends have strengthened the need for the job roles (given below) in the industry.

Top 5 Jobs After an MBA in HR

Jobs after MBA in HR Starting Salary for MBA in HR
HR Manager 3 Lakh
Staffing Manager 2.5 Lakh
Corporate Trainer 2 Lakh
Compensation Manager. 5 Lakh
Training and Development Manager 4 Lakh

What to do After an MBA in HR?

MBA in HR has a vast scope and is accepted everywhere. Human resource management focuses on training and development, recruiting, and managing work forces rules and regulations. An HR is essentially the backbone of an organization. Thus, an MBA in HR is an extremely lucrative course that will help you gain expertise in numerous fields such as strategy, employee relations, and training. 

There are ample job opportunities after an MBA in HR, primarily because a role in the HR department of an organization is of utmost importance. Some of the job profiles for an MBA in HR include:

  • Staffing Director
  • HR Generalist
  • Compensation Manager
  • Technical Recruiter
  • Employee Relations Manager

Best Career After an MBA in HR?

Let’s explore the scope and various Human Resource Management degree career paths available for MBA graduates.

HR Manager

A common role that a student pursues after completion of an MBA in HR is the role of a Human Resource Manager. As an HR Manager,  you will oversee the HR department and ensure that all the functions and tasks are carried out by the HR team. You will be also seen as a link between the management team of the organization and its employees. Apart from recruiting, hiring, interviewing, a student opting for HR Manager after an MBA-HR will have a lot of responsibilities, which are given below:

Everyday Tasks of an HR Manager

  • To maintain the work structure by updating job requirements and descriptions for all positions.
  • To maintain the management guidelines by preparing, updating, and promoting the HR policies and regulations.
  • To establish a recruiting, testing, and interviewing program and counsel managers on candidate selection.
  • To prepare pay budget, monitor and schedule individual pay actions and implement revisions in the pay structure.
  • To conduct orientation and training programs to prepare employees for assignments.
  • To ensure employee benefits needs are met by being updated with the latest trends in employee benefits.
  • To ensure that a human resource record is properly made by designing a filing and retrieval system.

Staffing Manager

Many students opt for the role of a Staffing/Recruiting Manager after the completion of their MBA in Human Resource Management. As a Staffing Manager, you will be responsible for the organization’s needs in each regard, be it recruiting, training, or even firing employees. Moreover, your role does not limit to a recruiter during the hiring process but expands to an HR professional to make sure that the employees stay in the job and become successful with the company.

Everyday Tasks of a Staffing Manager

  • To develop and execute programs focusing on end-to-end hiring with recruitment leadership.
  • To ensure the recruiting engine is running efficiently by driving process excellence across Talent Acquisition.  
  • To manage the entire internal and external staffing resources.
  • To collaborate with hiring managers to plan the strategies for current as well as future hires.
  • To manage the external recruitment sources including employment agencies contract negotiations.
  • To ensure to comply with the company’s staffing policies, procedures, and regulations
  • To ensure a constant corporate image across hiring drives.

Corporate Trainer

Students pursuing PGDM in Human Resource Management have the option of the role of a Corporate Trainer after graduation. You, as a corporate trainer, would be required to mentor, train, and helps professionally develop other employees in the organization. A student pursuing MBA in HR would be considered a successful corporate trainer if he manages to deliver training to groups and individuals in an engaging, instructive manner and helps evaluate and document trainees' performance.  

Everyday Tasks of a Corporate Trainer

  • To plan, develop, revise and deliver training to employees to meet the current/future corporate trends and needs of the organization.
  • To analyze potential training gaps strategically and implement programs to address the gap.
  • To identify and assess all external sources of training materials and courses.  
  • To develop training methods, write content for training manuals, and implement other teaching methods like group discussions and team exercises.
  • To improve the productivity of the employees by highlight the issues and drive changes in tools, training, and employee behavior.
  • To track metrics regarding employee attendance, satisfaction, and learning objectives.
  • To shape the curricula so that it meets the need of supervisors and employees

Compensation Manager

As a Compensation Manager, a student pursuing MBA in HR is responsible for analyzing, establishing, and maintaining an organization’s pay system. To successfully achieve these tasks, a compensation manager has to understand the current and upcoming corporate markets for employee pay and benefits. Also, they must ensure that the pay scale is fair and impartial to retain and hire employees.  

Everyday Tasks of a Compensation Manager

  • To design an organization-wide salary structure that reflects the market rates of pay.
  • To monitor the existing compensation policies, guidelines, and procedures and recommend updated versions of them.
  • To partner with HR and line managers to create an annual flow & process of jobs and identify the market trends.
  • To partner with L&D to develop training to educate the managers and employees on compensations and tools to manage payments.
  • To update the compensation leadership team and other stakeholders on the market trends and investments.
  • To consult HR and other business clients on compensation processes, policies, and systems.
  • To perform interviews to gather valuable feedback on compensation systems and payments to improve customer service.

Training and Development Manager

The Training and Development Manager plays an essential role in an organization. An MBA-HR student opting for training and development helps employees learn new skills and enhance existing ones. Apart from ensuring that every employee is fully trained so that they can give back 100% to the organization, a T&D Manager often discuss with managers of each department to identify its training needs.

Everyday Tasks of a Training & Development Manager

  • To oversee training programs in the organization that includes web-based seminars, group sessions, training videos, and more.
  • To coordinate with other department managers, employees for their requirements for training programs.
  • To review training materials produced in-house and by third parties as well for appropriateness and relevance.
  • To oversee the content for the course and training manuals produced to match the specific training needs of the organization.
  • To schedule and conduct training sessions or hire personals to do so.  
  • To monitor employee training programs and course manuals to make sure that they are up-to-date with the organization’s requirements and effective.
  • To manage costs for the training programs and publications of the course material for a return on investment.

Salary After an MBA in HR

An MBA in HR opens up opportunities in recruiting, strategy, employee relations, and training. The average salary for an MBA HR professional in India is 7.5 LPA. Factors that affect the MBA salary in India include experience, location, job role, and skillset.

The average salary of an entry-level MBA in HR ranges from 1.7 - 4 LPA. Generally, the salary of MBA graduates in HR grows up exponentially with experience.

If you have 5 to 9 years of experience, a mid-level MBA in HR salary in India can rise to 3.5 - 7 LPA.

With 10- 12 years of experience, a senior level MBA Salary for HR can range anywhere between 8 - 24 LPA.

Recruiters that hire MBA in HR grads include Amazon, OYO, Zomato, Byju’s, Swiggy, Flipkart, Paytm, Axis bank, SBI, Jaguar and Reliance to name a few. You can also check our blog to learn more about the advantages of MBA in HR.

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