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Human Resources Development Program Jobs (NOW HIRING)

City of Sarasota

Director, Human Resources

Selma, AL

$126.11K - $168.35K/yr

Human Resources Employee Type: Special Category Time Type: Full time Salary Range: $60.6279 - $80 ... Directs the overall administration of training and career development programs and coordinates ...

City of Sarasota

Director, Human Resources

Sarasota, FL · On-site

$126.11K - $168.35K/yr

Human Resources Employee Type: Special Category Time Type: Full time Salary Range: $60.6279 - $80 ... Directs the overall administration of training and career development programs and coordinates ...

LUMA

Human Resource Development Specialist

Boise, ID · On-site

$30.91 - $32.78/hr

... development programs for HR professionals. This role is responsible for developing curriculum ... coordinating subject matter experts, and ensuring HR staff receive consistent, high-quality ...

UHS

HR GENERALIST

Tequesta, FL · On-site

Assists HRD with all HR functions including compensation, benefits, recruitment, training ... Administer FMLA and LOA programs with guidance from HRD. * Maintain data entry in employee ...

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Human Resources Development Program information

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$34K

$65.8K

$98K

How much do human resources development program jobs pay per year?

As of May 30, 2026, the average yearly pay for human resources development program 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 are the key skills and qualifications needed to thrive in a Human Resources Development Program, and why are they important?

To excel in a Human Resources Development Program, candidates typically need a bachelor’s degree in HR, business, or a related field, along with foundational knowledge of HR principles and practices. Familiarity with HR information systems (HRIS), applicant tracking systems, and certifications like SHRM-CP or PHR are often beneficial. Strong interpersonal skills, adaptability, and effective communication help participants build relationships and navigate complex workplace dynamics. These skills and qualifications are vital for supporting organizational growth and ensuring effective talent management.

What types of projects or rotations can I expect as a participant in a Human Resources Development Program?

As a participant in a Human Resources Development Program, you can typically expect to rotate through various HR functions such as talent acquisition, employee relations, compensation and benefits, and HR analytics. These rotations are designed to provide broad exposure to different aspects of HR and help you build a well-rounded skill set. You may work on projects like developing training programs, supporting organizational change initiatives, or analyzing workforce data. Collaboration with cross-functional teams and mentorship from senior HR leaders is also common, offering valuable networking and learning opportunities.

What is a Human Resources Development Program?

A Human Resources Development Program (HRDP) is a structured training initiative designed to develop future HR professionals by providing hands-on experience in various HR functions such as recruitment, employee relations, compensation, and benefits. These programs are typically rotational, allowing participants to work in different HR departments to gain a broad understanding of the field. HRDPs are often offered by large organizations and are aimed at recent graduates or early-career professionals seeking to build a solid foundation in human resources. Successful completion of an HRDP can lead to advanced roles within the HR department and provides valuable networking and mentorship opportunities.

What is the difference between Human Resources Development Program vs Human Resources Specialist?

AspectHuman Resources Development ProgramHuman Resources Specialist
CredentialsTypically requires a degree in HR, Business, or related field; certifications like SHRM-CP are commonRequires similar degrees; certifications like PHR or SHRM-CP are often preferred
Work EnvironmentFocuses on training, employee development, and organizational growth initiativesHandles recruitment, employee relations, and HR administration
Employer & Industry UsageUsed in organizations investing in employee development programsCommon across industries for HR operational roles

The Human Resources Development Program primarily emphasizes employee training and organizational growth, while the Human Resources Specialist focuses on day-to-day HR functions like recruitment and employee relations. Both roles require similar credentials and are integral to HR departments, but their core responsibilities differ.

More about Human Resources Development Program jobs
What cities are hiring for Human Resources Development Program jobs? Cities with the most Human Resources Development Program job openings:
What states have the most Human Resources Development Program jobs? States with the most job openings for Human Resources Development Program jobs include:
What job categories do people searching Human Resources Development Program jobs look for? The top searched job categories for Human Resources Development Program jobs are:
Human Resources Development Program jobs near you
Infographic showing various Human Resources Development Program job openings in the United States as of May 2026, with employment types broken down into 84% Full Time, 10% Part Time, and 6% Contract. Highlights an 90% Physical, 5% Hybrid, and 5% Remote job distribution, with an average salary of $65,839 per year, or $31.7 per hour.
HR Generalist

HR Generalist

University of Maryland Medical System

Linthicum, MD • On-site

Full-time

Posted 4 days ago

Job description

Job Requirements
  1. General Summary

The Human Resources Generalist serves as the first point of contact for managers and employees to provide advice, support, and interpretation on all employee relations issues, as well as human resource policies, procedures and practices. Through coaching and consultation with managers, the Human Resources Generalist helps to ensure a fair and consistent approach to the organization's policies and procedures, thus promoting a positive employee relations culture within the business while minimizing risks to the organization. Assists leaders on how to achieve operational and strategic objectives consistent with human resource objectives for the organization. Actively supports human resources departmental objectives by collaborating with other functional areas.
  1. Principal Responsibilities and Tasks

The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification. These are not to be construed as an exhaustive list of all job duties performed by personnel so classified.
  1. Supports the implementation of the system employee relations strategy, and provides a local perspective for implementing employee relations programs and initiatives. Partners with Human Resources Business Partners, COEs and HR Shared Services Center Specialists to implement integrated employee relations products and services. Ensures services delivered are value added, effective and consistent with both departmental and organizational business and strategic objectives.
  2. Responds effectively to employee relations queries and executes employee relations policies, procedures and guidelines within the region (including those for discipline, grievances and complaints, harassment or discrimination allegations and workplace violence situations). Provides consulting support and takes proactive steps to enhance the growth of a performance-based culture in areas of assigned responsibility. This includes but it not limited to, providing consultation on performance management issues, fostering a learning environment and influencing leadership on appropriate rewards and recognition for their staff.
  3. Acts as the first point of contact for leadership group and employees. Consults with clients on a wide spectrum of HR issues, including guidance on performance management, workforce engagement, total compensation, human resources development and employment. Provides consulting advice and direct service where appropriate on total compensation and other HR specialty issues. Provides counsel on employment law related concerns such as ADA, FMLA, FLSA, Title VII, etc.
  4. Partners with regional Human Resources Business Partners, COE and HR Shared Services Center Specialists to resolve complex employee relations issues, while ensuring adherence to employee relations corporate guidelines. Supports the Human Resources Business Partner, Human Resources Director, and Legal in conducting employee relations investigations and resolving employee relations cases.
  5. Assists the Human Resources Business Partner and Human Resources Director in the design, development and implementation of special projects and human resource initiatives and organizational development strategies, including organizational restructuring or redesign, strategic planning, change management, leadership development, conflict resolution, short and long-term recruitment strategies, workforce engagement issues, etc.
  6. Creates, develops and delivers employee relations-related messaging, learning materials and communications. Develops employee relations tools, templates and procedures. Analyzes the effectiveness of employee relations programs and initiatives and recommends appropriate updates.
  7. Generates employee relations reports and supports employee relations data analysis and audits. Analyzes and measures employee relations key performance indicators (KPI's). Adheres to employee relations compliance and reporting requirements.

Work Experience
Education and Experience
  1. Bachelor's Degree in human resources, business or similar area required. 4 years of Human Resources experience will be considered in lieu of the degree requirement.

  1. Two (2) years general human resources experience required.

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