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Become A Human Performance Consultant

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Working As A Human Performance Consultant

  • Communicating with Supervisors, Peers, or Subordinates
  • Resolving Conflicts and Negotiating with Others
  • Establishing and Maintaining Interpersonal Relationships
  • Making Decisions and Solving Problems
  • Evaluating Information to Determine Compliance with Standards
  • Deal with People

  • Mostly Sitting

  • Make Decisions

  • $90,000

    Average Salary

What Does A Human Performance Consultant Do

Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees. 

Duties

Human resources managers typically do the following:

  • Plan and coordinate an organization’s workforce to best use employees’ talents
  • Link an organization’s management with its employees
  • Plan and oversee employee benefit programs
  • Serve as a consultant with other managers advising them on human resource issues, such as equal employment opportunity and sexual harassment
  • Coordinate and supervise the work of specialists and support staff
  • Oversee an organization’s recruitment, interview, selection, and hiring processes
  • Handle staffing issues, such as mediating disputes and directing disciplinary procedures

Every organization wants to attract, motivate, and keep qualified employees and match them to jobs for which they are well suited. Human resources managers accomplish this by directing the administrative functions of human resource departments. Their work involves overseeing employee relations, regulatory compliance, and employee-related services such as payroll, training, and benefits. They supervise the department’s specialists and support staff and ensure that tasks are completed accurately and on time. 

Human resources managers also consult with top executives regarding the organization’s strategic planning. They identify ways to maximize the value of the organization’s employees and ensure that they are used as efficiently as possible. For example, they might assess worker productivity and recommend changes to the organization’s structure to help it meet budgetary goals. 

Some human resources managers oversee all aspects of an organization’s human resources department, including the compensation and benefits or training and development programs. In many larger organizations, these programs are directed by specialized managers, such as compensation and benefits managers and training and development managers. 

The following are examples of types of human resources managers:

Labor relations directors, also called employee relations managers, oversee employment policies in union and nonunion settings. They draw up, negotiate, and administer labor contracts that cover issues such as grievances, wages, benefits, and union and management practices. They also handle labor complaints between employees and management and coordinate grievance procedures. 

Payroll managers supervise the operations of an organization’s payroll department. They ensure that all aspects of payroll are processed correctly and on time. They administer payroll procedures, prepare reports for the accounting department, and resolve any payroll problems or discrepancies. 

Recruiting managers, sometimes called staffing managers, oversee the recruiting and hiring responsibilities of the human resources department. They often supervise a team of recruiters, and some take on recruiting duties when trying to fill high-level positions. They must develop a recruiting strategy that helps them meet the staffing needs of their organization and effectively compete for the best employees.

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How To Become A Human Performance Consultant

Candidates need a combination of education and several years of related work experience to become a human resources manager. Although a bachelor’s degree is sufficient for most positions, some jobs require a master’s degree. Candidates should have strong interpersonal skills.

Education

Human resources managers usually need a bachelor’s degree. There are bachelor’s degree programs in human resources. Alternatively, candidates may complete a bachelor’s degree in another field, such as finance, business management, education, or information technology. Courses in subjects such as conflict management or industrial psychology may be helpful.

Some higher-level jobs require a master’s degree in human resources, labor relations, or business administration (MBA).

Work Experience in a Related Occupation

To demonstrate abilities in organizing, directing, and leading others, related work experience is essential for human resources managers. Some managers start out as human resources specialists or labor relations specialists. Others gain management experience in a variety of fields.

Management positions typically require an understanding of human resources programs, such as compensation and benefits plans; human resources software; and federal, state, and local employment laws.

Licenses, Certifications, and Registrations

Although certification is voluntary, it can show professional expertise and credibility and may enhance advancement opportunities. Many employers prefer to hire certified candidates, and some positions may require certification. The Society for Human Resource Management, Human Resource Certification Institute, WorldatWork, and the International Foundation of Employee Benefit Plans are among many professional associations that offer a variety of certification programs.

Important Qualities

Decisionmaking skills. Human resources managers must be able to balance the strengths and weaknesses of different options and decide the best course of action. Many of their decisions have a significant impact on workers or operations, such as deciding whether to hire an employee. 

Interpersonal skills. Human resources managers need strong interpersonal skills because they regularly interact with people. They often collaborate on teams and must develop positive working relationships with their colleagues. 

Leadership skills. Human resources managers must be able to direct a staff and oversee the operations of their department. They must coordinate work activities and ensure that workers in the department complete their duties and fulfill their responsibilities. 

Organizational skills. Organizational skills are essential for human resources managers. They must be able to prioritize tasks and manage several projects at once.

Speaking skills. Human resources managers rely on strong speaking skills to give presentations and direct their staff. They must clearly communicate information and instructions to their staff and other employees.

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Human Performance Consultant Career Paths

Human Performance Consultant
Human Resources Generalist Human Resources Manager Director Of Human Resources
Human Resources Vice President
12 Yearsyrs
Human Resources Generalist Human Resources Manager
Senior Human Resources Manager
9 Yearsyrs
Human Resources Generalist Senior Human Resources Generalist Human Resources Manager
Regional Human Resources Manager
8 Yearsyrs
Human Resources Consultant Human Resources Business Partner Director Of Human Resources
Senior Director Human Resources
13 Yearsyrs
Human Resources Consultant Senior Recruiter
Talent Acquisition Manager
9 Yearsyrs
Human Resources Consultant Senior Recruiter Recruitment Manager
Director Of Talent Acquisition
11 Yearsyrs
Human Resources Coordinator Recruiter
Senior Human Resources Generalist
8 Yearsyrs
Human Resources Coordinator Team Leader Training Manager
Manager, Learning & Development
10 Yearsyrs
Human Resources Coordinator Compensation Analyst Compensation Manager
Compensation Director
13 Yearsyrs
Human Resources Analyst Senior Human Resources Generalist
Senior Human Resources Consultant
9 Yearsyrs
Human Resources Analyst Human Resources Business Partner Director Of Human Resources
Director, Learning And Development
12 Yearsyrs
Human Resources Analyst Human Resources Business Partner
Head Of Human Resources
8 Yearsyrs
Consultant Supervisor Training Manager
Organizational Development Manager
8 Yearsyrs
Consultant Senior Manager Senior Human Resources Manager
Director Of Human Resources Operations
10 Yearsyrs
Consultant Principal Human Resources Vice President
Vice President Talent Management
14 Yearsyrs
Management Consultant Training Manager Organizational Development Manager
Organizational Development Director
11 Yearsyrs
Management Consultant Account Manager Recruitment Manager
Talent Manager
6 Yearsyrs
Management Consultant Office Manager Payroll Manager
Compensation And Benefits Manager
9 Yearsyrs
Recruiter Employee Relations Specialist
Employee Relations Manager
7 Yearsyrs
Recruiter Senior Human Resources Generalist
Human Resources Contractor
9 Yearsyrs
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Human Performance Consultant Demographics

Gender

Female

51.7%

Male

32.8%

Unknown

15.5%
Ethnicity

White

55.7%

Black or African American

14.7%

Hispanic or Latino

13.7%

Asian

12.0%

Unknown

3.9%
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Foreign Languages Spoken

Spanish

32.5%

French

15.0%

Chinese

5.0%

Japanese

5.0%

Hindi

5.0%

Russian

5.0%

Korean

5.0%

Swedish

2.5%

Portuguese

2.5%

Mandarin

2.5%

Gujarati

2.5%

Kazakh

2.5%

Albanian

2.5%

Macedonian

2.5%

Norwegian

2.5%

Tatar

2.5%

Tamil

2.5%

Bengali

2.5%
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Human Performance Consultant Education

Schools

University of Phoenix

8.6%

Florida State University

7.6%

American University

7.6%

Capella University

7.6%

George Washington University

7.6%

Cornell University

6.7%

George Mason University

6.7%

Villanova University

4.8%

Georgia State University

4.8%

Purdue University

4.8%

University of Houston

3.8%

Pennsylvania State University

3.8%

University of Southern California

3.8%

Duke University

3.8%

Chicago School of Professional Psychology

3.8%

Syracuse University

2.9%

Indiana University Bloomington

2.9%

Harvard University

2.9%

Drexel University

2.9%

Georgetown University

2.9%
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Majors

Business

24.1%

Human Resources Management

19.0%

Counseling Psychology

10.3%

Psychology

9.6%

Political Science

3.9%

Law

3.9%

Finance

3.2%

Education

2.9%

Management

2.9%

Communication

2.9%

Marketing

2.9%

Sociology

2.3%

Community Organization And Advocacy

1.6%

Organizational Behavior Studies

1.6%

Economics

1.6%

Public Administration

1.6%

Music

1.6%

International Relations

1.6%

Industrial Technology

1.3%

Biology

1.3%
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Degrees

Masters

48.2%

Bachelors

32.0%

Other

8.0%

Doctorate

7.5%

Certificate

3.5%

Diploma

0.5%

Associate

0.2%
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Highest Human Performance Consultant Salaries

Job Title Company Location Start Date Salary
Consultant, Human Capital, Actuarial, Rewards & Analytics Deloitte Consulting LLP New York, NY Oct 11, 2016 $106,539 -
$128,000
Consultant, Human Capital, Actuarial, Rewards & Analytics Deloitte Consulting LLP Chicago, IL Jun 24, 2016 $96,887 -
$128,000
Consultant, Human Capital, Actuarial, Reward & Analytics Deloitte Consulting LLP Seattle, WA Apr 11, 2016 $84,033 -
$128,000
Consultant, Human Capital, Actuarial, Rewards & Analytics Deloitte Consulting LLP Minneapolis, MN Oct 28, 2016 $81,932 -
$128,000
Consultant, Human Capital-Actuarial, Risk & Analytics, Life Actuary Deloitte Consulting LLP New York, NY Jan 21, 2015 $81,060 -
$115,000
Consultant, Human Capital, Actuarial, Rwards&Aalytcs-Retirement Actuarial Deloitte Consulting LLP Chicago, IL Feb 19, 2015 $80,830 -
$93,000
Consultant, Human Capital, Actuarial, Rewards & Analytics, INS Srvcs Deloitte Consulting LLP Chicago, IL Nov 15, 2016 $77,543 -
$128,000
Consultant, Human Capital, Actuarial, Rewards & Analytics Deloitte Consulting LLP New York, NY Apr 24, 2015 $71,532 -
$115,000
Consultant, Human CAP, Actuarial Rewards&Analytics-Retirement Actuarial Deloitte Consulting LLP New York, NY Feb 10, 2015 $69,515 -
$105,780

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Top Skills for A Human Performance Consultant

  1. Human Resources
  2. Business Development
  3. Sales Strategies
You can check out examples of real life uses of top skills on resumes here:
  • Apply principles of organizational psychology to human resources, administration, management, and marketing problems.
  • Career coaching/counseling, resume writing, project management, executive recruiting & teaching HR Certification Exam curriculum.
  • Provide position classification support in accordance with all federal regulations and Departmental procedures on various classification and position management issues.
  • Designed and delivered client training programs for compliance, relationship development, and employee relations.
  • Served as Team Lead for Year 2000 Program and for Financial Services implementation.

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