| Important Core Job Duties (in order of importance) For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 96 (%) | Description: Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA). |
| Importance: 93 (%) | Description: Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate. |
| Importance: 93 (%) | Description: Review employment applications and job orders to match applicants with job requirements. |
| Importance: 91 (%) | Description: Interpret and explain human resources policies, procedures, laws, standards, or regulations. |
| Importance: 90 (%) | Description: Advise management on organizing, preparing, or implementing recruiting or retention programs. |
| Importance: 88 (%) | Description: Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities. |
| Importance: 85 (%) | Description: Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues. |
| Importance: 85 (%) | Description: Hire employees and process hiring-related paperwork. |
| Importance: 84 (%) | Description: Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals. |
| Importance: 83 (%) | Description: Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software. |
| Importance: 83 (%) | Description: Confer with management to develop or implement personnel policies or procedures. |
| Importance: 81 (%) | Description: Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns. |
| Importance: 81 (%) | Description: Develop or implement recruiting strategies to meet current or anticipated staffing needs. |
| Importance: 79 (%) | Description: Analyze employment-related data and prepare required reports. |
| Importance: 76 (%) | Description: Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms. |
| Importance: 75 (%) | Description: Schedule or conduct new employee orientations. |
| Importance: 72 (%) | Description: Contact job applicants to inform them of the status of their applications. |
| Importance: 68 (%) | Description: Interview job applicants to obtain information on work history, training, education, or job skills. |
| Importance: 68 (%) | Description: Conduct exit interviews and ensure that necessary employment termination paperwork is completed. |
Athletics and Team Sports Careers and Jobs
Select, Find and Prepare for Athletics and Team Sports Careers and Jobs - all on one page
For people who want to stay involved in sports professionally, whether on the field or in team operations. Use the tools below to see which athletics and team sports roles fit your background and goals.
Careers here split between coaching/instruction roles and the sports-business side (operations, management, scouting). Use the tools below to explore Athletics and Team Sports-related job titles sorted by growth rate, salary, or required education. You can start with entry points like Assistant Coach, or look ahead to advanced roles such as Head Coach or Sports Operations Manager. Along the way, you will see specific certifications, such as Coaching certification (e.g., NFHS or sport-specific), that can help you move up the career ladder.
Here is a short Helper Video 
This page will take you through 4 steps to (1) Select from Athletics and Team Sports careers/jobs, (2) Find Athletics and Team Sports job listings, (3) Prepare for Athletics and Team Sports careers, and (4) Provide Athletics and Team Sports career-specific resources.
Step 1: Select a Career/Job: This page starts with 4 ways for you to identify and select from listings of Athletics and Team Sports careers/jobs:
A) Fastest Growing Athletics and Team Sports Careers - 2025 to 2035 (est.)
These listings are based on job growth estimates and helps you to identify the fastest growing and evolving Athletics and Team Sports careers. Some careers may not initially seem related to Athletics and Team Sports, so relevant Athletics and Team Sports jobs are listed alongside each listing. This can also help us to identify which careers (bottom of the listing) may have negative growth - perhaps due to automation or planned obsolescence.
B) Median Annual Salary U.S. Athletics and Team Sports Careers
These listings are sorted (descending) by median annual salary in the U.S. This may help us to identify our ideal career. We may not qualify at this time for the desired career, but this listing and the results provided can help us to explore job details, as well as learn how to appropriately prepare for the career.
C) Athletics and Team Sports Career Ladders (Educational Requirements)
These listings will help us to identify Athletics and Team Sports careers sorted by educational requirements (with the most difficult to obtain listed first). This may help us to identify career ladders (as we scroll down the list), and help us to get jobs that we qualify for now.
D) Select From a Listing of 90 Athletics and Team Sports Jobs.
The list may be quite long. There are two ways you might like to use this list:
1) Filter - As you enter a word, you will filter (limit) the list of job titles
2) Browse the list (Don't Filter) - You can simply explore the list of job titles. There may be many that you might never have considered to be of interest.
Once you have identified a job title of interest, simply click on it.
Step 2: Find a Job: After you have selected a career/job title above, you will see a form asking for your location. You will see several radio selection choices to utilize the job search site of your choice.
Step 3: Prepare For a Career: In this section you will gain access to detailed information to help you prepare for the chosen career. Information may include (not every career choice includes all of the elements below - updates occur quarterly):
Core Duties: Lists the primary worker-related tasks performed in this occupation
Supplemental Duties: Lists additional tasks that are performed but are secondary to the core duties
Work Activities: Summarizes the broad types of behaviors and actions related to this career
Specific Work Activities: Provides more granular day-to-day activities tied to the work performed
Essential Skills: Provides foundational skills that are core to performing this specific occupation
Transferable Skills: Provides career-portable skills that can be applied across multiple occupations and industries
Day-in-the-Life Summaries: Provides a snapshot of the key activities performed on a typical workday in this career
Knowledge Required: Provides the requirements regarding the acquisition of facts and principles
Software Skills: Lists software tools commonly used in this occupation, organized by category and priority
Preparation Required: Provides a summary of the required experience and education
Education Required: Detailed breakdown of the education required
Training and Experience Required: Detailed breakdown of the training and Training and Experience Required
Local Salary Information: Provides national and local salary ranges
Certifications: Provides appropriate government and private-sector certifications and/or credentials that may be required
Professional Associations: Provides professional associations that are related to the career selected
Job Listings: Provides links to active current job listings for the selected career, along with multiple similar job titles to explore. All information appears on this page without navigating away.
Related Careers to Consider: Lists up to 20 careers that might be of interest to you (related to your initial choice - what they do, what they know, and what they're called), ranked by best fit.
** If you clicked on a link from section D (as described in Step 1 above), you will see one or more links to an occupation that is usually a bit more general than your initial job selection - the link(s) is directly related to the specific job you identified through your prior selections.
*NOTE: It is possible that there may not be a career path identified for the specific job you selected in Step 1. If this is the case, scroll up the page and click on a different career/job.
Step 4: Career-Specific Resources (detailed and constantly updated): Continue to scroll down the page and you will find tabs that provide detailed (updated) links specific to the career you selected. This information includes:
Videos: Provides a listing of video links related to this career. A great way to get a quick overview of the occupation.
Resumes: Sources for resume materials and techniques. This can help to get you started.
Job Description: Sources that provide job descriptions, which are vital to resume and interview preparation.
Interviews: Provides links that can help you to prepare for and successfully complete the job interview. Can also assist with coffee chats.
Step by Step: Provides links to resources that can help to organize the career search process.
LinkedIn: One of the best professional social media sites that provides links, opportunities, and networking specifically for careers and career development.
Step 1 of 4: Select a Career/Job
20 Athletics and Team Sports careers are listed below (sorted by Percentage Change in Total Job Openings - 2025 to 2035 est.). Athletics and Team Sports-related jobs specific to each career are also provided. This shows which careers are emerging and growing the fastest. Please Scroll and Select below:
| Occupations | U.S. Job Openings 2025-2035 (% change) | Athletics and Team Sports-Related Jobs |
23 Athletics and Team Sports careers are listed below (sorted by U.S. National Median Salary). Athletics and Team Sports-related jobs specific to each occupation are also provided. Please Scroll and Select below::
| Occupations | National Median Salary | Athletics and Team Sports-Related Jobs |
23 Athletics and Team Sports careers are listed (sorted by Education/Preparation Requirements - descending) to provide career ladders. Athletics and Team Sports-related jobs specific to each career are also provided.
|
Education/Preparation Categories: 5 = Usually requires graduate school (e.g., Master's degree, Ph.D., M.D., or J.D.) 4 = Usually requires a four-year Bachelor's degree 3 = Usually requires vocational training, related on-the-job experience, or Associate's degree 2 = Usually requires a high school diploma or GED, but not always Please Scroll and Select below: |
||
| Occupations | Education/Preparation | Athletics and Team Sports-Related Jobs |
Scroll through the picklist (below). There are 90 specific Athletics and Team Sports job titles listed. Select those that may be of interest - you will get active job listing links, along with detailed resources to help you prepare for a career related to that job.
You can use this form two ways:
Filter - As you enter a keyword, you will filter (limit) the list of job titles below
Browse the list (Don't Filter) - You can simply explore the list of job titles. There may be many that you might never have considered to be of interest.
OR - leave blank and scroll through the choices:
Select a Job Title (Scroll and Select) :
Step 2 of 4: Find a Job
Find Job Listings:
Human Resources Specialists.
Step 3 of 4: Prepare For a Career
Human Resources Specialists
Description: Recruit, screen, interview, or place individuals within an organization. May perform other activities in multiple human resources areas.
Please click on a section below to expand and see detailed occupational information related to "Human Resources Specialists":
U.S. Total Employment (2025):
939,700U.S. Total Employment (2035 est.):
999,700
Employment Change (2025-2035 est.):
60,100 (6.4%) Average Annual Job Openings (2025-2035 est.):
73,700
Core Duties
Supplemental Duties
| Important Supplemental Job Duties (in order of importance)
For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 64 (%) | Description: Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes. |
| Importance: 60 (%) | Description: Conduct reference or background checks on job applicants. |
| Importance: 59 (%) | Description: Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs. |
| Importance: 59 (%) | Description: Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel. |
| Importance: 58 (%) | Description: Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed. |
| Importance: 52 (%) | Description: Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees. |
| Importance: 52 (%) | Description: Administer employee benefit plans. |
Work Activities
| Important General Work Activities (in order of importance)
For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 93 (%) | Description: Communicating with Supervisors, Peers, or Subordinates: Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
| Importance: 91 (%) | Description: Working with Computers: Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
| Importance: 88 (%) | Description: Performing Administrative Activities: Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
| Importance: 88 (%) | Description: Documenting/Recording Information: Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
| Importance: 86 (%) | Description: Establishing and Maintaining Interpersonal Relationships: Developing constructive and cooperative working relationships with others, and maintaining them over time. |
| Importance: 85 (%) | Description: Getting Information: Observing, receiving, and otherwise obtaining information from all relevant sources. |
| Importance: 84 (%) | Description: Organizing, Planning, and Prioritizing Work: Developing specific goals and plans to prioritize, organize, and accomplish your work. |
| Importance: 84 (%) | Description: Making Decisions and Solving Problems: Analyzing information and evaluating results to choose the best solution and solve problems. |
| Importance: 83 (%) | Description: Evaluating Information to Determine Compliance with Standards: Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. |
| Importance: 82 (%) | Description: Resolving Conflicts and Negotiating with Others: Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
| Importance: 79 (%) | Description: Updating and Using Relevant Knowledge: Keeping up-to-date technically and applying new knowledge to your job. |
| Importance: 74 (%) | Description: Processing Information: Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
| Importance: 74 (%) | Description: Providing Consultation and Advice to Others: Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. |
| Importance: 73 (%) | Description: Communicating with People Outside the Organization: Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
| Importance: 73 (%) | Description: Scheduling Work and Activities: Scheduling events, programs, and activities, as well as the work of others. |
| Importance: 73 (%) | Description: Training and Teaching Others: Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
| Importance: 71 (%) | Description: Assisting and Caring for Others: Providing personal assistance, medical attention, emotional support, or other personal care to others such as coworkers, customers, or patients. |
| Importance: 69 (%) | Description: Developing and Building Teams: Encouraging and building mutual trust, respect, and cooperation among team members. |
| Importance: 69 (%) | Description: Coaching and Developing Others: Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
| Importance: 68 (%) | Description: Identifying Objects, Actions, and Events: Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
| Importance: 67 (%) | Description: Monitoring Processes, Materials, or Surroundings: Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems. |
| Importance: 66 (%) | Description: Thinking Creatively: Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
| Importance: 66 (%) | Description: Analyzing Data or Information: Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
| Importance: 66 (%) | Description: Interpreting the Meaning of Information for Others: Translating or explaining what information means and how it can be used. |
| Importance: 65 (%) | Description: Staffing Organizational Units: Recruiting, interviewing, selecting, hiring, and promoting employees in an organization. |
| Importance: 64 (%) | Description: Judging the Qualities of Objects, Services, or People: Assessing the value, importance, or quality of things or people. |
| Importance: 63 (%) | Description: Guiding, Directing, and Motivating Subordinates: Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
| Importance: 62 (%) | Description: Developing Objectives and Strategies: Establishing long-range objectives and specifying the strategies and actions to achieve them. |
| Importance: 60 (%) | Description: Performing for or Working Directly with the Public: Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests. |
| Importance: 60 (%) | Description: Coordinating the Work and Activities of Others: Getting members of a group to work together to accomplish tasks. |
Specific Work Activities
| Important Specific Work Activities
How can you begin to build experience and skill doing these? This will help now, to begin preparing for this type of occupation. Specific Work Activities appear below: |
|
| Administer compensation or benefits programs. | |
| Administer personnel recruitment or hiring activities. | |
| Advise others on business or operational matters. | |
| Advise others on human resources topics. | |
| Conduct eligibility or selection interviews. | |
| Coordinate personnel recruitment activities. | |
| Develop training materials. | |
| Discuss business strategies, practices, or policies with managers. | |
| Evaluate effectiveness of personnel policies or practices. | |
| Evaluate personnel practices to ensure adherence to regulations. | |
| Explain regulations, policies, or procedures. | |
| Inform individuals or organizations of status or findings. | |
| Interview employees, customers, or others to collect information. | |
| Maintain data in information systems or databases. | |
| Maintain records, documents, or other files. | |
| Perform human resources activities. | |
| Prepare operational reports. | |
| Review license or permit applications. | |
| Train personnel on managerial topics. | |
| Train personnel to enhance job skills. | |
| Update knowledge of legal or regulatory environments. | |
| Verify application data to determine program eligibility. | |
Knowledge Required
| Knowledge Required (in order of importance)
For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 91 (%) | Description: Personnel and Human Resources: Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
| Importance: 77 (%) | Description: Administrative: Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology. |
| Importance: 75 (%) | Description: Administration and Management: Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
| Importance: 75 (%) | Description: English Language: Knowledge of the structure and content of the English language including the meaning and spelling of words, and rules of composition and grammar. |
| Importance: 68 (%) | Description: Customer and Personal Service: Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
| Importance: 65 (%) | Description: Law and Government: Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
| Importance: 60 (%) | Description: Education and Training: Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. |
Essential Skills
| Essential Skills (in order of importance)
These are the foundational skills most central to success in this occupation. For the Top 5 most important, how can you begin building experience and confidence using these skills now? |
|
| Importance (%) | Description |
| Importance: 68 (%) | Description: Speaking: Talking to others to convey information effectively. |
| Importance: 66 (%) | Description: Reading Comprehension: Understanding written sentences and paragraphs in work-related documents. |
| Importance: 66 (%) | Description: Active Listening: Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
| Importance: 64 (%) | Description: Writing: Communicating effectively in writing as appropriate for the needs of the audience. |
| Importance: 64 (%) | Description: Critical Thinking: Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
| Importance: 54 (%) | Description: Active Learning: Understanding the implications of new information for both current and future problem-solving and decision-making. |
Transferable Skills
| Transferable Skills (in order of importance)
These are skills that can transfer across occupations and industries. For the Top 5 most important, how can you strengthen these skills now so they support both this career and future career flexibility? |
|
| Importance (%) | Description |
| Importance: 56 (%) | Description: Social Perceptiveness: Being aware of others' reactions and understanding why they react as they do. |
| Importance: 56 (%) | Description: Service Orientation: Actively looking for ways to help people. |
| Importance: 54 (%) | Description: Judgment and Decision Making: Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
| Importance: 52 (%) | Description: Instructing: Teaching others how to do something. |
| Importance: 52 (%) | Description: Complex Problem Solving: Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
Day-in-the-Life Summaries
| Day-in-the-Life Summaries These summaries show the main types of activities you are likely to perform on a regular basis in this occupation. How can you imagine your typical workday — using these examples to see if this type of work fits you? |
| Activity: Advise others on business or operational matters. |
| Activity: Communicate with others about business strategies. |
| Activity: Evaluate programs, practices, or processes. |
| Activity: Examine materials or documentation for accuracy or compliance. |
| Activity: Explain regulations, policies, or procedures. |
| Activity: Interview people to obtain information. |
| Activity: Maintain current knowledge in area of expertise. |
| Activity: Maintain operational records. |
| Activity: Manage human resources activities. |
| Activity: Monitor operations to ensure compliance with regulations or standards. |
| Activity: Perform human resources activities. |
| Activity: Perform recruiting or hiring activities. |
| Activity: Prepare informational or instructional materials. |
| Activity: Prepare reports of operational or procedural activities. |
| Activity: Provide information to guests, clients, or customers. |
| Activity: Train others on operational or work procedures. |
| Activity: Verify personal information. |
Software Skills
|
Software Skills These are examples of software tools commonly used in this occupation, organized from most to least important for your career preparation. How can you start learning or practicing the highest-priority tools so that you feel confident using them on the job? |
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| High-Priority Tech Skills | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Electronic mail software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Outlook | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Enterprise resource planning ERP software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Workday software | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Office suite software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Office software | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Presentation software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Microsoft PowerPoint | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Spreadsheet software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Excel | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Widely Used Tech Skills | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Human resources software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Applicant tracking software Oracle HRIS | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Emerging Tech Skills | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Accounting software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Intuit QuickBooks | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Analytical or scientific software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| IBM SPSS Statistics SAS | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Application server software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| GitHub | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Business intelligence and data analysis software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Tableau | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Cloud-based data access and sharing software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Slack | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Customer relationship management CRM software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Salesforce software | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Data base management system software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Teradata Database | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Data base reporting software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Microsoft SQL Server Reporting Services SSRS | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Data base user interface and query software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Access Microsoft SQL Server Oracle Database | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Data mining software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Google Analytics | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Desktop publishing software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Adobe InDesign | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Development environment software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Visual Basic Microsoft Visual Basic for Applications VBA | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Document management software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Adobe Acrobat Microsoft SharePoint | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Enterprise application integration software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Extensible markup language XML | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Enterprise resource planning ERP software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Oracle PeopleSoft SAP software | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Geographic information system: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| ESRI ArcGIS software | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Graphics or photo imaging software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Adobe Creative Cloud software Adobe Illustrator Adobe Photoshop | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Medical software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| MEDITECH software | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Operating system software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Apple macOS Microsoft Windows | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Process mapping and design software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Visio | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Project management software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Project Oracle Primavera Enterprise Project Portfolio Management | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Sales and marketing software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Marketo Marketing Automation | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Time accounting software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Kronos Workforce Timekeeper | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Video conferencing software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Cisco Webex Zoom | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Web page creation and editing software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Web platform development software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Hypertext markup language HTML | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Word processing software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Google Docs Microsoft Word | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| General Software Tools | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Accounting software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Sage 50 Accounting Tax software | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Analytical or scientific software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Assessment software StataCorp Stata | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Application server software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Oracle WebLogic Server | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Business intelligence and data analysis software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| IBM Cognos Impromptu MicroStrategy Oracle Business Intelligence Enterprise Edition Qlik Tech QlikView | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Cloud-based data access and sharing software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Google Drive | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Communications server software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| IBM Domino | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Configuration management software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Perforce Helix software | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Customer relationship management CRM software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Blackbaud The Raiser's Edge Oracle Eloqua Vendor management system software | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Data base reporting software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| SAP Crystal Reports | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Data base user interface and query software (scroll table below): | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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| Desktop communications software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Skype | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Desktop publishing software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Publisher | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Document management software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Adobe LifeCycle Enterprise Suite | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Electronic mail software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| IBM Notes | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Enterprise application integration software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| IBM InfoSphere DataStage | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Enterprise resource planning ERP software (scroll table below): | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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| Enterprise system management software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| IBM Power Systems software | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Financial analysis software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Oracle E-Business Suite Financials | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Graphics or photo imaging software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| SmugMug Flickr | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Human resources software (scroll table below): | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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| Information retrieval or search software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| LexisNexis | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Internet browser software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Internet Explorer Web browser software | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Object or component oriented development software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Advanced business application programming ABAP | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Operating system software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Oracle Solaris | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Presentation software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Google Slides | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Sales and marketing software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Google Ads | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Time accounting software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Kronos Workforce Payroll MPAY Millennium | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Video conferencing software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| FaceTime Google Meet | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Video creation and editing software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Apple Final Cut Pro Loom YouTube | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Web page creation and editing software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Adobe Dreamweaver Social media sites | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Web platform development software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Drupal Enterprise JavaBeans | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Word processing software: | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Evernote |
Preparation Required
| Preparation Required - How much preparation is needed to obtain this type of job? |
| Job Zone Four: Considerable Preparation Needed |
| A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified. |
| Most of these occupations require a four-year bachelor's degree, but some do not. |
| Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training. |
| Many of these occupations involve coordinating, supervising, managing, or training others. Examples include real estate brokers, sales managers, database administrators, graphic designers, conservation scientists, art directors, and cost estimators. |
Education Required
| Education Required - by frequency of educational attainment This shows you details about the level of education most commonly held by workers in this occupation. How can you begin planning the educational pathway that will prepare you best for this type of work? |
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| Frequency of Attainment (%) | Level of Education |
| Frequency of Attainment: 46.6 (%) | Level of Education: Bachelor's Degree |
| Frequency of Attainment: 24.9 (%) | Level of Education: Master's Degree |
| Frequency of Attainment: 13.5 (%) | Level of Education: High School Diploma or the equivalent (such as a GED) |
| Frequency of Attainment: 7.2 (%) | Level of Education: Associate's Degree or other 2-year degree |
| Frequency of Attainment: 4.8 (%) | Level of Education: Some College Courses |
| Frequency of Attainment: 1.7 (%) | Level of Education: Post-Baccalaureate Certificate |
| Frequency of Attainment: 1.3 (%) | Level of Education: Post-Secondary Certificate |
Training and Experience Required
| Training and Experience Required - by frequency of training and work experience attainment This section shows you how often different types of training and work experience are required for this occupation. How can you start gaining the kinds of experience and training that are most common for this type of work? |
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| Frequency of Attainment (%) | Level of Training and Work Experience |
| Frequency of Attainment: 50.9 (%) | Level of Training and Work Experience: Over 4 years, up to and including 6 years |
| Frequency of Attainment: 30.0 (%) | Level of Training and Work Experience: Over 1 year, up to and including 2 years |
| Frequency of Attainment: 7.8 (%) | Level of Training and Work Experience: Over 2 years, up to and including 4 years |
| Frequency of Attainment: 4.6 (%) | Level of Training and Work Experience: Over 6 years, up to and including 8 years |
| Frequency of Attainment: 2.7 (%) | Level of Training and Work Experience: Over 3 months, up to and including 6 months |
| Frequency of Attainment: 2.0 (%) | Level of Training and Work Experience: Over 6 months, up to and including 1 year |
| Frequency of Attainment: 1.6 (%) | Level of Training and Work Experience: None |
| Frequency of Attainment: 0.5 (%) | Level of Training and Work Experience: Over 10 years |
Local Salary Information
Select a State (scroll and Select) :
Please select a State to see State and National Salaries
Certifications
Professional Associations
| Professional Associations These associations connect people who work in this occupation or related fields. How can you start using these associations to learn more, build your network, or find mentoring opportunities? |
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Academy of Human Resource Development (AHRD)
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Alternative Staffing Alliance
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American Society for Healthcare Human Resources Administration (ASHHRA)
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American Staffing Association
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Association of Executive Search Consultants (AESC)
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College and University Professional Association for Human Resources (CUPA-HR)
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Human Resource Certification Institute (HRCI)
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Human Resources Research Organization (HumRRO)
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International Association of Outsourcing Professionals (IAOP)
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International Labour Organization (ILO)
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Laborers' International Union of North America (LMI)
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National Association for Health Care Recruitment (NAHCR)
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Job Listings
| Job Listings and Similar Occupational Titles - scroll and click to identify common requirements, keywords, and skills in current job listings |
Related Careers to Consider
Step 4 of 4: Career-Specific Resources
This section contains detailed external resources appropriate to "Human Resources Specialists". Explore these resources to start learning more. Links are constantly updated, so bookmark this page.
Videos
Here is a listing of videos related to this career. A great way to get a quick overview of the occupation.
Resumes
Here are resources that allow you to see example resumes for this occupation. It may be helpful to see examples from others who have this type of experience.
Job Description
Here are resources that provide job descriptions, which are vital for resume and interview preparation.
Interviews
There are many great resources that can help guide you through the interview process. These links provide help in preparing and performing an effective interview, specific to this occupation.
Step-by-Step
Here are links to help guide you, step-by-step, to become a(n): Human Resources Specialists
LinkedIn®
Here are links to various posts and groups from LinkedIn ® that relate to this occupation. Great way to start building professional contacts in the field that might be most appropriate for you.
Developed by Dr. Ralph Jagodka, Ed.D., Professor Emeritus of Business Management at Mt. San Antonio College and author of the Harvard Business Impact article "What to Do When Students Ask You for Career Advice." - Full bio. © 2026 About This Page
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