Career opportunities related to the Management and Leadership and Human Resources concentrations are varied. These concentrations develop leaders and general managers who make a difference and who effectively lead and manage individuals, teams, and organizations. Human resources professionals are important members of the management team in many organizations and help shape and implement an organization’s strategy and policy. The following are examples of possible career tracks for concentrators in these areas.
Management consultants assess business problems and offer advisory services to organizations. Some consulting firms specialize in functional areas such as strategy, information technology, human resources, finance, marketing, and operations, whereas others offer industry expertise. Some larger corporations have dedicated internal consulting business units to work on corporate strategy and business development issues. Consulting work can consist of writing project proposals and pitching them to prospective clients, conducting research and analysis, presenting findings and recommendations to clients, and implementing recommended strategies and solutions.
A general manager coordinates all aspects of a company’s operations. In larger organizations, the general manager executes production plans and develops functional plans that are consistent across departments. The overall goals of a general manager are to ensure that the company meets operational goals set by the management team and that actual performance aligns with expectations. Specific duties of a general manager will vary across different companies and industries.
Functional managers oversee and coordinate the operations of a specific functional area, such as marketing, production, logistics, or human resources. They plan and direct the day-to-day operations of the department. Functional managers are also responsible for achieving the financial goals established for the business unit. They may hire, train, and develop the employees in their department.
Nonprofit managers make various operational and business decisions essential to running a nonprofit organization. They develop and implement organizational strategies to support the mission of the organization. The responsibilities of a nonprofit manager vary based on the size of the nonprofit and include various functions, such as human resources, general administration, financial management, and management of volunteers. Managers may also be in charge of grant writing and fundraising initiatives.
Human Resource Generalist
The responsibilities of an HR generalist include all aspects of human resource management relating to the employer/employee relationship. The HR generalist manages the overall operations of the Human Resource department and oversees the administration of policies, procedures, and programs. HR professionals handle a wide range of activities, including hiring and retaining employees, overseeing organizational structure, implementing training, managing compensation and benefit plans, and advising management on legal issues such as employee safety.
Recruiters attract and hire new employees. They work closely with managers to determine employment needs and understand qualifications essential to fill open positions. Recruiters seek potential candidates by posting job listings, attending career fairs, and running on-campus information sessions. Other responsibilities include screening resumes, conducting interviews, and checking applicant references. Once a job offer has been made, recruiters communicate with prospective employees regarding company policies, wages, and benefit packages.
Employee Relations Manager
Employee relations managers oversee employee rights and promote employee welfare. They communicate available compensation and benefit programs and explain various medical, insurance, retirement, and savings plans options. These managers gather information about employees’ attitudes toward the work environment and meet with workers to discuss factors affecting morale, motivation, and effectiveness. HR professionals also handle conflicts and complaints. When dealing with employee disputes, the HR professional may act as a mediator between managers and employees or as an employee advocate, depending on the nature of the issue.
Organization Development Consultant
Organization development consultants specialize in organizational and reporting structures, compared to corporate trainers who focus on developing employees and growing talent. The consultants identify and recommend ways to improve performance through restructuring or clarifying employees' roles. After an initial assessment, they help clients plan and institute policies that enable the organization to overcome inefficiencies and adapt to new challenges. To facilitate change, companies often hire organizational development consultants when going through a merger or acquisition.