Jobs You Can Apply For After MBA (Part 2: Human Resources)

In every organization, the Human Resource department plays a crucial role in determining that the right talent is given the right responsibility. For this, it is considered to be one of the most important departments in a company. Employees and managers rely on HR procedures, compliance guidelines, etc. for proper holistic functioning. All these structures are set by the HR that plays a prominent role in steering the success of an organization.

Every year, the market gets flooded with thousands of MBA graduates specializing in different fields. One of them being the human resources, it stands as a discipline that directly addresses identifying and channelizing the right talent for an organization. Not only that, but MBA graduates with HR specialization also fill several other HR roles ranging from staffing, training, leadership, compensation, payroll, etc. Depending on their preference, MBA graduates are given the option of choosing from these HR verticals.

HR Consultant

A management consultant is a popular career choice among graduates, and HR consultancy services are no exception. Here, the MBA graduate will have to render consulting services by charging hourly rates. HR consultants specialize in a variety of fields like employee rewards, benefits, and incentives, post-merger cultural integration, employee motivation, retirement plans, HR outsourcing, etc. They assess a company’s current personnel development level and provide expert advice and recommendations as to how to bring out the best performance from every employee, and therefore meet the desired organizational goal. One of the greatest perks of being an HR consultant is that one can choose the client they want to work with, determine the project completion date and also negotiate their hourly rate with each project. An MBA graduate desiring flexibility in work should consider taking up this opportunity of being an HR consultant.

International Human Resource Professional

MBA graduates with anaptitude for traveling and global exposure will find this career path exciting. Not only does it fuel the travel spirit, but it also helps HR professionals develop their careers on a global scale. The core responsibilities of an international human resource professional include recruiting, training and developing candidates for global positions, integrating cross-cultural diversity at the workforce, implementing global benefit plans and regulating international labour laws across organizations. The wide spectrum of cultural, linguistic and geographical exposure is what makes this field unique among other HR career paths. MBA graduates who love to travel, have an interest in speaking different languages and find pleasure in interacting with people from diverse cultures should opt for this exciting opportunity. Graduates may be required to learn a couple of foreign languages for ease of communication. This will not only add credentials in their resume but also propel their demand across multiple nations that are in demand for good international human resource professionals.

Talent Acquisition (Staffing) Executive

Candidates who like interacting with people regularly can opt for this vertical. The talent acquisition department is directly responsible for hiring the right talent for the organization. For this, they need to keep track of the organization’s staffing requirements (including both blue and white collars). Besides approaching talents, interviewing, screening and staffing candidates, talent acquisition specialists are responsible for monitoring changes in the labour market and maintain, evaluate and forecast organizational staff requirements. It also involves being in contact with different departments and continually co-ordinates with them to ensure that the staffing requirements are met within the scheduled timeframe. The talent pool of an organization is usually maintained by them.

Training & Development Manager

In this vertical, the professional is expected to work with the Organisational Talent Development (OTD) department in articulating skills, competencies, and capabilities of the workforce and enhancing them through training, enrichment, job rotation, etc. The main focus of the OTD is to increase the non-financial aspect of the employee reward system by facilitating knowledge enrichment, mentoring, training, rotations and leadership counselling sessions. The core aim of a Training & Development officer is to ensure that every employee receives the opportunity for optimum growth and development within the organization.

Compensation Manager

MBA graduates willing to fill this role will be primarily responsible for evaluating, establishing and maintaining an organization’s pay structure. The Compensation Manager needs to determine the current and upcoming corporate market scenario for circulating fair and impartial pay and employee benefits. They need to keep track of the latest industry standards and inculcate the best HR practices for the compensation process. On the employer’s side, the Compensation Manager needs to ensure that the pay structure reflects alignment with the financial interest of the company and helps in managing taxes, working capital expenses and other financial criteria. Also, they are responsible for determining the different parameters on which variable pay structures like LTC, medical insurance, etc. depends.

When institution and industry work in tandem to push the frontiers of knowledge, they become a powerful engine for innovation andeconomic growth.With organisations across the globe engaged in a continuous process of expansion, an increased demand for skilled Human Resourceprofessionals has come into prominence.

Globsyn Business School (GBS) acknowledges that the success of an organization ultimately depends upon the quality of its human resources and how effectively it is leveraged by the firm. Therefore, to shape today’s young managers into tomorrow’s ‘industry-relevant’ HR professionals, GBS endeavours to bridge the supply-demand gap of skilled management professionals that exists in thecorporate world by ensuring that students specializing in Human Resource Management get a 360 degree perspective on the latest industry practices and market alterations.