BA (Hons) in
Business (HR Management)
Upon the successful completion of any of the bachelor’s degrees available at EU, graduates have a wide array of career options and business opportunities available to them. In response to the growing demand for flexible and entrepreneurial business professionals, our programs are designed to foster the skills required for a successful career in the international business arena.
EU's graduates possess an international mindset, multicultural awareness and are innovative thinkers. This makes them ideal candidates for positions at large, multinational companies and dynamic, disruptive entrepreneurs ready to start their own businesses.
Career Options
This BA (Hons) in Business with a pathway in Human Resource Management provides students with a firm grounding in business concepts and skills as well as specialist knowledge in the area of human resources. Upon successful completion of this degree program, graduates may wish to seek careers in the following job positions:
Training & Development Manager
Training and development managers are responsible for employee training programs. Their aim is to ensure that employees have the right skillset for an organization to meet its short- and long-term objectives. To this end, a training and development manager will define and implement training initiatives, often liaising with department heads for further understanding of the skills and competences needed. As well as planning and programing training activities, these professionals will negotiate with suppliers for cost-effective courses and review the quality and content of the courses given.
To become a training and development manager, professionals should have strong negotiation and project management skills. They also should be good communicators.
Labor Relations Specialist
Labor relations specialists manage the relationship between management and employees. Their functions include representing the organization in the collective bargaining process, communicating with trade unions and mediating in employee disputes, among others. Their end goal is to ensure a good working environment. Labor relations specialists are up to date on the labor laws, policies and wage levels within their sector.
Labor relations specialists have strong interpersonal, communication and mediation skills. Knowledge of labor laws and regulations is necessary in this position.
Talent Acquisition Specialist
Talent acquisition specialists are in charge of finding and hiring the right professionals for an organization. They will begin a recruitment process by holding meetings with the hiring professional to determine the skillset and competences needed for a role. They will then define and publish the job post, define the salary, undertake interviews and review aptitude tests to ensure a candidate’s fit and capacity for a position. Talent acquisition specialists are typically hired in highly competitive job sectors such as tech and finance.
To succeed as a talent acquisition specialist, a professional will need skills in research to source candidates including social media as well as in communication and marketing.
Compensation & Benefits Manager
Compensation and benefits managers plan salary levels within an organization as well as create and implement benefit packages for employees. They liaise closely with top management. Benefits offered by organizations include health insurance, retirement plans, a company vehicle and year-end bonuses, among others. This position is key for talent retention, especially in highly competitive industries, and professionals must keep up to date with industry standards.
Professionals in this field should have strong analytical and communication skills as well as business acumen.
Areas of Work
This BA (Hons) in Business with a pathway in Human Resource Management provides students with a solid foundation and skillset in business as well as the skills, knowledge and competences in human resources. Graduates often work in the following professional fields:
A human resources department is in charge of recruiting, identifying talent, defining training needs and resolving disputes within an organization. It is also responsible for payroll and benefits. As the people department within an organization, they also must ensure a solid company culture and a good work environment for optimum performance.
Industrial relations refers to the relationship between an industry’s, sector’s or organization’s employees and management. Industrial relations professionals represent management and are responsible for negotiating the collective bargaining process. This typically involves working with trade union representatives who form part of an organization’s work’s council.
The training and upskilling of company employees is an essential element of an organization as it ensures that its employees can fulfill the tasks it needs to meet its objectives. This area of human resources is tasked with enhancing the knowledge and skillset of employees while providing information and instruction on how to perform current tasks more effectively. They will work to ensure that an organization’s employees have the right skillset for it to achieve its current and future objectives.
Organizational development looks to create change within an organization to make it more effective. Organizational development tasks may include proposing new hiring needs, departmental restructuring and optimizing personnel allocation through cross-functional and interdepartmental cooperation. These professionals may be required to ensure that employees understand and adhere to company values. Rather than writing company handbooks and asking employees to report on undesired behavior as a human resources specialist would do, those working in organizational development will look for ways to instigate behavioral change within the organization, for example, through management training to ensure that management fully understands the organization’s values and can better support and communicate them to employees.