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Human Resources Development Jobs (NOW HIRING)

INTEC SEA

HR MANAGER

Houston, TX

Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts ...

Intec Sea

HR MANAGER

Houston, TX · On-site

Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts ...

Tekweld

Human Resources Specialist

Hauppauge, NY · On-site

Processing transfers, promotions, and terminations HR Development * Conducting training sessions * Administering on-the-job training programs * Evaluating the effectiveness of training programs

Hire Talent

TEMP_NEO_Human Resources

$28.99/hr

Administers company human resource plans and procedures; assists in the development and implementation of personnel policies and procedures; prepares and maintains employee handbook and policies.

Hire Talent

TEMP_NEO_Human Resources

$28.99/hr

Administers company human resource plans and procedures; assists in the development and implementation of personnel policies and procedures; prepares and maintains employee handbook and policies.

City of Greer, SC

HUMAN RESOURCES GENERALIST

Greer, SC · On-site

$30.74/hr

... HRD and Department Heads to create training programs for employees for essential training and employee development. • Develop and facilitate training for new hires, peer to supervisor, etc. • ...

City of Greer

HUMAN RESOURCES GENERALIST

Greer, SC

$30.74/hr

Works with HRD and Department Heads to create training programs for employees for essential training and employee development. Develop and facilitate training for new hires, peer to supervisor, etc.

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Human Resources Development information

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$34K

$65.8K

$98K

How much do human resources development jobs pay per year?

As of Jun 27, 2026, the average yearly pay for human resources development in the United States is $65,839.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,000.00 and $74,000.00 per year, depending on experience, location, and employer.

What is Human Resources Development?

Human Resources Development (HRD) refers to the process of improving an organization's workforce by enhancing employees' skills, knowledge, and abilities. This includes activities like training, career development, performance management, and organizational development. HRD aims to help employees reach their full potential, which in turn supports the overall goals and success of the organization. Effective HRD strategies can lead to higher job satisfaction, better performance, and increased retention.

What are the key skills and qualifications needed to thrive in Human Resources Development, and why are they important?

To excel in Human Resources Development, you need expertise in talent management, organizational development, and training program design, often supported by a degree in HR, business, or psychology. Familiarity with HRIS platforms, learning management systems (LMS), and certifications such as SHRM-CP or ATD are commonly required. Strong interpersonal skills, emotional intelligence, and the ability to facilitate communication and change make professionals stand out in this field. These skills and qualifications are vital for effectively fostering employee growth, improving workplace culture, and aligning workforce capabilities with organizational goals.

What are some common challenges faced by professionals in Human Resources Development, and how can they be addressed?

Professionals in Human Resources Development often encounter challenges such as keeping up with rapidly changing industry trends, aligning training programs with organizational goals, and engaging employees in learning opportunities. To address these challenges, it is important to stay informed about the latest HR technologies and best practices, collaborate closely with department leaders to ensure training is relevant, and use feedback tools to tailor development programs to employee needs. Building strong relationships across teams and continuously evaluating the effectiveness of development initiatives can also help HR Development professionals drive lasting impact.

What is the difference between Human Resources Development vs Human Resources Generalist?

AspectHuman Resources DevelopmentHuman Resources Generalist
CredentialsTypically requires a degree in HR, Education, or related fields; certifications like SHRM-CP or PHR are commonRequires a degree in HR, Business, or related fields; similar certifications like SHRM-CP or PHR are often preferred
Work EnvironmentFocuses on training, employee development, and organizational growth initiativesHandles a broad range of HR functions including recruitment, employee relations, and compliance
Employer & Industry UsageUsed in organizations emphasizing employee development and training programsCommon across various industries for general HR support roles

Human Resources Development primarily concentrates on employee training and organizational growth, while Human Resources Generalist manages a wide array of HR functions. Both roles require similar credentials and are vital in supporting organizational HR needs, but their focus areas differ significantly.

What is the work of human resource development?

Human resource development (HRD) involves training, career development, and organizational development activities aimed at improving employee skills, knowledge, and performance. HRD professionals design and implement programs to enhance workforce capabilities and support organizational goals, often using tools like training sessions, workshops, and assessments.

Which HR is highly paid?

In Human Resources Development, senior HR managers, HR directors, and HR executives typically earn the highest salaries due to their leadership responsibilities and strategic roles. Specialized HR roles such as HR analytics managers or compensation and benefits directors also tend to be well-paid, especially with relevant certifications and extensive experience.

What job makes $10,000 a month without a degree?

In human resources development, high-paying roles such as HR consultants or corporate trainers can reach $10,000 per month with extensive experience and specialized skills. These positions often require strong communication, leadership abilities, and industry knowledge, but may not always require a formal degree if complemented by certifications and proven expertise.

Is HR replaced by AI?

Human Resources Development involves managing employee relations, recruitment, and training, which currently cannot be fully replaced by AI. While AI tools can assist with tasks like screening resumes and data analysis, human judgment and interpersonal skills remain essential in HR roles. AI is a complement to HR professionals, enhancing efficiency but not replacing the core functions of the job.
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Human Resources Development jobs near you
Infographic showing various Human Resources Development job openings in the United States as of June 2026, with employment types broken down into 1% As Needed, 87% Full Time, 9% Part Time, 1% Temporary, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $65,839 per year, or $31.7 per hour.
Supervisory Human Resources Specialist (Human Resources Development)

Supervisory Human Resources Specialist (Human Resources Development)

US Department of the Air Force

Joint Base San Antonio (randolph), TX • On-site

$108K/yr

Other

Posted 11 days ago

Job description

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information.
The primary purpose of this position is to serve as Section Chief over the Training and Development team to exercise first level supervisory support providing planning, directing, organizing, and exercising control over human resources specialists assigned to the Training and Development Branch.Qualifications:In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions, 0201 Series.
SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-12, or equivalent in other pay systems. Examples of specialized experience include knowledge of a wide range of professional concepts, principles, methods, techniques, and practices of one or more specialties of the human resources development learning theories, concepts, laws, regulations, and principles as well as state-of-the-art development theories and practices regarding career development; Thorough knowledge of competency modeling and competency gap analysis in order to create a strategic training program; knowledge in creating plans for the development of training courses in accordance with organizational objectives, providing project guidelines, making periodic review of progress including final review of completed work, and revising or returning to originator with instructions on required revisions. Note: Resume must show supporting details.
FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in-grade requirements to be considered eligible. One year at the GS-12 level is required to meet the time-in-grade requirements for the GS-13 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements.
KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas:
  • Knowledge of federal human resources laws, executive orders, regulations, policies, directives, principles, and practices governing to administer an end-to-end Air Force wide civilian human resources program
  • Knowledge of safety and security regulations, practices, and procedures
  • Ability to plan, organize, and direct the functions and staff of a small to medium sized organization
  • Ability to communicate effectively, both orally and in writing
  • Knowledge at an expert level of analytical and evaluative methods, including a wide range of qualitative and quantitative techniques, plus a thorough understanding of how regulatory programs are administered to measure compliance, assess effectiveness, identify deficiencies, analyze trends, and make recommendations for enhancements and improvements of programs and the resolution of problems

PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.
VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social). Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.Education:This job does not have an education qualification requirement.Employment Type: OTHER

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