Human resources (HR) is an important part of many organizations, regardless of size or industry. The HR department serves as the link between the organization and its employees—and ensures that both are set up for success. HR managers may oversee, design, and implement many HR processes, from payroll to onboarding.

Within the broad realm of human resource management (HRM) is human resource development (HRD). HRD is primarily concerned with each employee’s personal and professional growth and tries to align their development with an organization’s goals. While HRM and HRD share many similarities, they also have distinct objectives. In this guide, we’ll dive into these objectives and highlight the differences between the two disciplines.

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On the surface, human resource management may seem straightforward, consisting simply of overseeing employees within a company. Upon closer inspection, it often encompasses a range of responsibilities related to an organization’s mission and culture, which means your duties and responsibilities as an HR manager can vary by employer and work setting.

For human resources managers (HRM), employees are among an organization’s most valuable assets. And so, it is an HR manager’s job to foster talent and cultivate individual and collective success, all while maximizing profit and achieving company-wide goals.

Human resource management may be a good fit for those interested in working at the intersection of business and people. But that’s not the only factor that might motivate someone to choose this career path. For some, job outlook and earning potential count. According to the U.S. Department of Labor’s Bureau of Labor Statistics (BLS) Occupational Outlook Handbook, job opportunities for human resources managers are expected to grow by 5% between 2024 and 2034.

While salaries vary by location, experience level, and other factors, the BLS reports that the median annual salary for HR managers was $140,030 in 2024.

Later in this guide, we describe the responsibilities and daily tasks of human resources managers, as well as common steps you can take to become one.

According to ADP, human resource management involves creating employee policies and procedures that support business objectives and strategic plans. HRM seeks to foster a workplace culture that retains employees and helps them be as productive as possible. ADP also notes that HRM professionals focus on regulatory compliance, recruitment, benefits administration, workforce training and development, and compensation planning.

HR managers oversee a wide variety of tasks, including recruiting and onboarding employees, supporting training and development, and ensuring the organization meets legal employment obligations. Often, they assist other managers across the company with employment-related concerns and help resolve disputes between staff members.

These professionals also work alongside an organization’s leaders to implement effective strategies for managing employees and supporting employee engagement and development.

While some organizations may have only one human resources manager, others may designate several managers to oversee specific areas within the department. Managerial roles within HR may have different titles, including employee relations manager, compensation and benefits manager, and recruiting manager.

For more information, see our article on the 7 functions of the human resources department.

Curious about how to become an HR manager? Many HR professionals begin their journey with a bachelor’s degree in human resources, but some discover the field after a career in another sector or studies in a related discipline. Those who enter the field with a bachelor’s degree may start off as a human resources specialist and advance to a managerial position after gaining several years of experience. Most human resources manager roles require a four-year bachelor’s degree and considerable related experience, according to O*NET. 

However, some organizations might prefer that you hold a graduate degree before becoming a manager. An advanced education may make you more appealing to employers in the job search, but it isn’t the only way to gain the necessary knowledge and skills to operate in such roles.

Graduate programs like a Master of Human Resources Management (MHRM) or a Master of Business Administration (MBA) with a focus in human resources may further prepare you to become a leader in the field. Program curricula vary, so prospective students should compare courses and concentrations carefully when considering programs.

Thanks to the various online master’s in HR programs available, you may pursue an MHRM or an MBA while continuing to work full-time. Online and part-time programs may provide flexibility, so you don’t have to compromise your career or financial stability in order to further your education. Although not required, some human resources managers pursue professional certifications through the Society for Human Resource Management (SHRM), HR Certification Institute (HRCI), and WorldatWork.

SHRM offers the SHRM-CP and SHRM-SCP certifications. HRCI offers certifications such as the aPHR, PHR, and SPHR, while WorldatWork offers specialized certifications in compensation and benefits, including the CCP and CBP.

Human resource development (HRD) refers to an organization’s efforts to help employees develop their abilities, skills, and knowledge. It entails providing workers with skills and relevant knowledge that may help them to grow in the workplace and support organizational effectiveness. HRD is often part of a company’s broader people or human resources strategy.

HRD often involves a clear vision for employee development, and it may be carried out through organization-wide activities and training. Typically, HR or learning and development teams help design and manage these initiatives to position employees for career advancement and other related goals.

According to the U.S. Department of Labor, Bureau of Labor Statistics, Occupational Outlook Handbook, May 2024, shares the following annual median salaries:

HRD aims to improve learning and performance on both individual and organizational levels. This may include advancing employees’ career goals and the organization’s broader goals, so both may benefit from the relationship. HRD may also identify skill gaps and performance needs and help develop programs or systems to address them.

In some organizations, human resource development professionals are important members of the HR team, overseeing a variety of areas within the human resources branch, including training, talent development, executive and leadership development, performance improvement, and organizational learning.

On any given day, their responsibilities might include creating training programs, assessing training needs, and planning organizational development activities, such as workshops and more. A background in human resource development may prepare you for specialized training, instructional design, program development, and general HR positions. For example, according to the BLS, training and development specialists design or conduct work-related training and development programs to improve individual skills or organizational performance. They may also assess employee needs through surveys or help evaluate training programs.

Likewise, training and development managers are concerned with an organization’s macro-level training goals. They may supervise specialists and oversee training programs, staff members, and budgets.

If you are interested in a career in human resources, one thing you may need to consider is a bachelor’s degree—and the same applies to a career in human resources development. There are programs specially designed for this field, like a bachelor’s or master’s in human resource development, but you may still be able to apply to certain positions with a degree in a related discipline.

A master’s in HRD coursework may overlap with a master’s in human resources, but program curricula vary by school and concentration. A combination of an undergraduate business degree and a master’s in human resources—or vice versa may provide a useful foundation depending on the role and employer.

Some people consider human resource development to be a component of human resource management. That said, they have two distinct objectives and typically entail different responsibilities. Human resource development primarily concerns training employees and aligning their personal development goals with the broader goals of the organization or business. Human resource management has a broader focus on labor relations, compensation, benefits, and compliance.

HR managers also work on employee relations and compliance issues.

A professional with a background in HRM might end up as a general HR manager or a specialist in an area such as benefits, payroll, or recruiting. Meanwhile, HRD experts may be best suited for positions as training and development specialists and managers, instructional designers, or program developers.

While these two areas are distinct, there are several similarities between them. For instance, they both involve problem-solving. HR managers may be called upon to resolve conflicts in an organization when they arise, and these often require creative, thoughtful solutions. Likewise, HRD professionals may be tasked with designing new training methods and systems, requiring a similar exercise in problem-solving.

Because both roles involve working with people, possessing interpersonal skills can help foster healthy relationships between employees and the organization.

Information last updated: March 2026