The go-to site for evaluating occupations is the Bureau of Labor Statistics Occupational Outlook Handbook, an online publication that describes occupations and summarizes data projections for the 2020–2030 timeframe.^[1]

Human resource positions profiled include the following:

• Human Resources Specialist. Provides development and administrative support for one of the human resource functions.
• Labor Relations Specialist. Interprets and administers labor contracts regarding issues such as wages and salaries, healthcare, pensions, and union and management practices.
• Training and Development Specialist. Helps plan, conduct, and administer programs that train employees and improve their skills and knowledge.
• Compensation and Benefits Manager. Plans, develops, and oversees employee compensation programs.
• Human Resources Manager. Plans, directs, and coordinates human resources functions broadly, including strategic planning and advice and employee relations.

A summary of key data for these roles in included in Table 1 demonstrates that although the Bureau of Labor Statistics (BLS) uses the term human resources specialist to refer to specialists, generalists and recruiters, the roles are generally distinct. A human resources specialist usually focuses on one of the four human resource management functions such as staffing, training and development, compensation, and administration. A generalist may support all four functions, while a recruiting manager works specifically to attract new employees to an organization.