Internationalization of curriculum helps community colleges meet their goals of diversity, equity, and inclusion. It serves as the perfect vehicle to create a culture of collaborative learning that transcends diversity and prepares students for jobs in an economy that requires knowledge of global issues and the ability to work with people from diverse backgrounds. The professional development tools and resources included in the A Future-Ready Workforce: Preparing Community College Students for the Global Economy program, will assist faculty in your technical programs to internationalize their course and add a global perspective to industry partnerships, including work-based learning.
Want to learn more? Start by taking the Preparing Community College Students for a Global Economy Introductory Module to learn about global competence for career readiness. Then be sure to watch Module 2: Developing a High-Quality Internationalized CTE Program, a short 15-minute online professional development module that provides an overview of learning needs of today’s diverse community college students, ACTE’s High Quality CTE Framework, and tools to connect global competence to career fields.
The Records Administration & Compliance team works as a collaborative, caring partner to ensure the efficient delivery of HR services in meeting the needs of those we serve. We are committed to demonstrating integrity and a positive forward-looking approach with the services we offer. Our mission is to:
Directs Records Administration & Compliance department operations
Manages Records Administration & Compliance department operations
Leaves of absence, ACT documents, sick time donations
Leaves of absence, ACT documents, sick time donations
ACT documents for organizations beginning with 31-39
ACT documents for organizations beginning with 69-70 (Hospital & LLC org)
ACT documents for organizations beginning with 69-70 (Hospital & LLC org)
I-9, E-Verify, ACT documents for faculty, volunteers and Oracle access only
ACT documents for organizations beginning with 69-70 (Hospital & LLC org)
ACT documents for organizations beginning with 0-29, 41-51
eLAS, I-9, E-Verify, HR OnBase
Personnel Records Management
Leigh Richards has been a writer since 1980. Her work has been published in "Entrepreneur," "Complete Woman" and "Toastmaster," among many other trade and professional publications. She has a Bachelor of Arts in psychology from the University of Wisconsin and a Master of Arts in organizational management from the University of Phoenix.
Budget Administration Resources
The University offers several online tools to help you better understand and manage your department's budget.
The Web*Financials suite helps you track all aspects of your department’s finances. Comprised of several smaller tools, including Web*Finance, Web*Salary, Web*Budget, and Web*Merit, the Web*Financials suite allows you to monitor and manage your budgets, salaries, and merit increases online.
We offer in-person training sessions for Web*Finance and Web*Salary, the two primary sections of the Web*Financials suite. To learn more about the two sessions or to register, please visit our Online System Training for Managers page.
We also have an online guide for using Web*Salary, a tool that allows you to manage and track your department's salaries, and an online guide for using Web*Merit, a tool for managing merit-based salary increases.
Drexel Careers, powered by PageUp, helps managers and members of Human Resources easily collaborate on the search and hiring process for new benefits-eligible professional staff and faculty positions. Please review this Drexel Careers Resources webpage for more information. You can also contact your Human Resources Business Partner with any questions.
The Org chart software allows you to view and search the University's org charts, including information on chains-of-command, employee contact information, and if you have access to Web*Salary, employee salary information. For more information about using the organizational chart software, read the User Guide [PDF].
The Small Business Administration (SBA) is a U.S. government agency designed to bolster and promote the economy by assisting the country’s small businesses. Established in 1953, the SBA’s primary function is to counsel individuals who want to start and grow their own businesses. It provides a series of tools on its website to assist new and existing small business owners. The agency is headed by an administrator and deputy administrator and also has a chief counsel for advocacy and inspector general—all of whom are confirmed by the Senate. The SBA has at least one office in every state, the District of Columbia, and various American territories.
The SBA offers substantial educational information with a specific focus on assisting small businesses to develop and grow. As noted above, the agency has numerous tools for businesses that can be accessed on its website, including a small business planner and additional training programs.
According to its website, the SBA provides the following services to small businesses:
The agency has helped countless small businesses across the country get access to loans, loan guarantees, contracts, and other services.
Isabella Casillas Guzman is the administrator of the SBA. Prior to holding this office, she served as the director of California's Office of the Small Business Advocate.
The loan programs offered through the SBA are among the agency's most visible offerings, and they come with longer repayment periods for small businesses. The agency doesn’t actually issue loans itself (with the exception of disaster relief loans). Instead, loans are backed or guaranteed by the SBA and issued directly by lenders that meet the agency’s guidelines.
Loans backed by the SBA include:
Small businesses qualify for loans more easily when they are guaranteed by the SBA. The agency also allows entrepreneurs to make lower payments for a longer period of time. Despite numerous attempts to do away with the SBA entirely, many political officials and offices continue to support it. The SBA’s ability to offer loans was also significantly strengthened by the American Recovery and Reinvestment Act (ARRA) of 2009 and the Small Business Jobs Act of 2010.
The SBA has local offices throughout the United States and associated territories that provide more-personalized special events for small business owners. These offices provide in-person, one-on-one counseling services that include instruction on writing a business plan and assistance with small business loans.
The SBA has many resources available for people who want to start their own small businesses. If you have an idea for a business, this section highlights some of these resources, which can take you from start to finish.
This section of the website outlines steps and provides resources related to the development of your business. These include conducting relevant market research, developing a business plan, and funding. You can also learn about what you need to do to choose:
The SBA also provides key information about what you need to register your company, as well as how to get the appropriate tax documents, permits, and licenses. You can also find out what you need to open a business bank account.
Launching your business is just as important as starting it, which is why you’ll find some of the same resources from the section above seeping into this one. For instance, choosing your location will depend a lot on local zoning ordinances and laws. It will also affect the kind of incentives and taxes that apply to your organization.
The SBA's website has more information on these subjects and also provides information on business insurance, which is a very important part of safeguarding your interests. It helps protect your business from any unforeseen losses that take place during normal operations.
The agency doesn’t just help people start and launch their own businesses; it also has resources available to help manage and grow them.
You can learn valuable tips and tricks on how to manage your finances, hire employees, and pay taxes. Other important information includes staying compliant, how-tos for purchasing assets, and marketing and sales strategies.
Because cybersecurity is a key threat to many businesses, the SBA also provides some common sense tips to stay safe. This section can help business owners spot some of the most common scams (such as malware and ransomware) and understand and assess their risk. They can also use some of the agency's best practices to avoid cyber attacks and access SBA training and events.
This section also deals with hiring people with disabilities, what to do when you must close your business, and how to recover from disasters.
It isn’t enough just to learn how to start and run your business, which is why the SBA also has resources to help you grow. Some of the aids in this section cover how to access additional funding, how to expand, and what to expect from mergers and acquisitions (M&A).
Part of the SBA’s mandate is to certain a certain percentage of federal contracts to small business owners. As such, the agency encourages businesses to become federal contractors and has an easy registration process. You can also get the resources you need to Excellerate your bottom line, via connecting with partners to help export your products and services.
You’ll also find useful information about different types of businesses, such as those owned by women, Native Americans, veterans, minorities, and members of the LGBTQ+ community, as well as rural businesses.
The SBA was established by President Dwight Eisenhower when he signed the Small Business Act in the summer of 1953. It replaced the Reconstruction Finance Corporation (RFC), which was created under President Herbert Hoover in 1932 after the Great Depression. The mandate of the newly formed SBA was to aid and protect the country’s small businesses and ensure that they received a fair portion of government contracts and surplus property sales.
The SBA has had a rocky history. In 1996 the agency was under threat of being eliminated by the House of Representatives. However, the agency survived this threat and went on to receive a record budget in 2000. There was also a lot of resistance to its loan program, which led to repeated cuts between 2001 and 2004. That’s when certain SBA expenditures were frozen altogether.
Small business owners were among some of the hardest hit during the COVID-19 pandemic. The SBA helped these owners, providing them with two different types of funding:
The Small Business Administration (SBA) is a U.S. government agency that provides assistance to small business owners. It has a series of tools available for new and existing entrepreneurs. Its goals include providing business owners with access to capital, developing entrepreneurial spirit, reserving contracting dollars for certain business owners, and advocating on behalf of small business owners.
The SBA receives an annual budget approved by the federal government. This money goes toward salaries, grant and loan programs, and administrative costs. Keep in mind that the SBA doesn’t actually provide loans to small businesses. Instead, the majority of loans issued to small business owners through SBA programs are guaranteed by the agency and issued by approved financial institutions and other lenders. This source of capital helps individuals start and grow their businesses.
The SBA generally doesn’t issue grants, but it does to certain organizations that promote entrepreneurship in their communities. These include nonprofit organizations, organizations that provide their communities with training and funding (known as “resource partners”), and educational organizations. Grants are not provided to owners who want to expand an existing business or to startups.
The SBA is the federal government’s main resource for nurturing the growth of small businesses in the U.S. It not only provides loans, mostly through third parties, to help start or grow your business; it also offers plenty of programs designed to increase your knowledge and expertise in keeping your business healthy, from how to pay taxes to marketing and sales to cybersecurity and more.
The SBA doesn’t normally issue any grants, except for a few that go to organizations, many of them nonprofit, that promote entrepreneurship in their communities. It also advocates on behalf of small business owners. Local offices exist in all 50 states, the District of Columbia, and American territories. During the COVID-19 pandemic, the SBA provided crucial financial support through both loans and grants to the small-business community, which was gravely impacted by the crisis.
Aug. 17—The Department of Land and Natural Resources said it "is re-deploying" the state water resource administrator who was at the center of a delayed decision to divert water from Upcountry Maui land to help firefighters as the Aug. 8 wildfires began to take hold around Lahaina.
In a brief statement Wednesday night, DLNR officials said Kaleo Manuel, first deputy of the Commission on Water Resource Management, was being reassigned so that the commission and the department can "focus on the necessary work to assist the people of Maui recover from the devastation of wildfires.
"This deployment does not suggest that First Deputy Manuel did anything wrong. DLNR encourages the media and the public to avoid making judgments until all the facts are known," the statement said.
On Aug 10, West Maui Land Co. sent a letter to Manuel describing the events and communication problems that resulted in delaying the diversion of streams to fill reservoirs with water that could be made available to fight the Aug. 8 fire.
Glenn Tremble, an executive with West Maui Land, declined to comment on his letter Tuesday, but a copy was obtained by the Honolulu Star-Advertiser.
According to the letter, although the initial fire was contained at 9 a.m. Tuesday, there were reports of fallen power lines, fierce winds, electrical outages and low reservoir levels, prompting the company to reach out to the commission to request approval to divert more water from streams so it could store as much water as possible for fire control.
Instead of approving the request, CWRM asked the company whether the Maui Fire Department had requested permission to dip into the reservoirs and directed executives to first inquire with the downstream user to ensure that his loi and other uses would not be impacted by a temporary reduction of water supply.
Communications were spotty, the letter said, and the company had already tried unsuccessfully to contact the sole downstream user. By around 3:30 p.m., a flare-up shut the Lahaina Bypass.
"At around 6:00 p.m., we received CWRM's approval to divert more water," Tremble wrote. "By then, we were unable to reach the siphon release to make the adjustments that would have allowed more water to fill our reservoirs.
Last summer, the commission designated the entire Lahaina Aquifer region as both a Surface Water and Ground Water Management Area. The designation, according to DLNR, gives the commission "the tools needed to identify genuine uses, evaluate impacts and waste, address public trust priorities and balance needs, implement alternatives and plan for drought conditions."
As part of the designation, in-stream flow standards were developed and designed to leave enough water for all users, including Native Hawaiian kalo farmers.
For decades, Native Hawaiians and environmentalists in West Maui and across Hawaii have been fighting to reverse the way water has been diverted from downstream users, a practice that was started by the large plantations.
DLNR said in its Wednesday statement that it "will have no further comment on this matter."
The Biden administration is releasing new guidance and “legal resources” for colleges and universities that want to ensure student diversity in the admissions process after the Supreme Court gutted affirmative action in June.
“This is a moment of great urgency in higher education,” Secretary of Education Miguel Cardona said during a call with reporters Monday morning.
He criticized the court’s ruling for taking away “a tool that colleges have used for decades to build diverse campus communities and create equitable opportunities for students of all backgrounds,” and said past state-level bans on affirmative action led to fewer students of color applying and being admitted to college.
The new guidance from the departments of Justice and Education basically boils down to: Colleges and universities are allowed to consider how race has impacted a student’s life, but they are not allowed to use overall demographic data to influence their admissions decisions.
“The Supreme Court’s opinion recognized what we know to be true, that race can be relevant to a person’s life or lived experience and they impact one’s development motivations, academic interests or personal or professional aspirations,” Associate Attorney General Vanita Gupta told reporters. “That impact can still be considered in university admissions.”
An official with the Department of Education explained the guidance was “explicit” that admissions officers “are not, by the court’s decision, prevented from learning an individual applicant’s race.”
It also includes other steps institutions can take to increase diversity in a student body. For example, institutions can conduct targeted outreach and recruitment in underserved communities. They can also collect and consider demographic data – even if their admissions decisions cannot be influenced by that data – and can run programs to “support the retention and success of students of diverse backgrounds.”
“Remember,” Cardona said, “nothing in the court’s decision denied the value of diversity and education.”
Gupta said that while the decision “changes the landscape for admissions in higher education, it should not be used as an excuse to turn away from long-standing efforts to make those institutions more inclusive.”
“We will continue our fight to ensure that students, in particular, and society as a whole reap the benefits of that diversity,” she said.
The Department of Education also plans to issue a comprehensive report later this year on the “most effective and promising strategies for colleges to lawfully cultivate diverse applicant pools and achieve diverse student bodies,” Cardona added.
“This moment demands the same courageous commitment to equal opportunity and justice we saw from leaders at the height of the Civil Rights Movement,” he said.
Administration officials have been scrambling to offer resources to colleges that had their admissions processes upended by the decision. Earlier this month, the administration hosted the National Summit on Equal Opportunity in Higher Education to find ways to support colleges that want to promote diversity.
Family and Medical Leave
This policy identifies the conditions under which eligible Faculty or Professional Staff Members may take leave under the Federal Family Medical Leave Act of 1993 (FMLA) and includes the application, certification and approval processes.
This policy applies to all eligible Faculty and Professional Staff Members, including Professional Staff Members affiliated with a collective bargaining unit and who meet each of the following conditions:
Implementation of this policy is the responsibility of the Department of Human Resources in conjunction with the Designated Third-Party Administrator.
The Executive Vice President, Treasurer and Chief Operating Officer is the Drexel University official responsible for the administration of this policy.
Benefit eligible refers to full-time or part-time Drexel Faculty and Professional Staff Members who are eligible to receive Drexel paid benefits (e.g. medical coverage, leave accrual, etc.). Full-time Faculty working 12 or more credit hours in three or more quarters (or equivalent workload) and full-time Professional Staff Members are regularly scheduled to work 40 hours per week. Part-time Faculty with at least a 50 percent appointment and part-time Professional Staff Members are regularly scheduled to work at least 20 hours per week but less than 40.
Designated Third-Party Administrator is the Drexel-chosen provider for FMLA Leave administration.
Faculty Member is defined as an individual employed by Drexel University in a tenured, tenure-track, non-tenured track or adjunct position who teaches within any college, school, center or institute in the University. A Faculty Member is deemed to be exempt under the provisions of the Fair Labor Standards Act (FLSA) and/or applicable state law.
Health-care Provider is defined as a doctor, podiatrist, dentist, clinical psychologist, optometrist, nurse practitioner, nurse midwife, clinical social worker, physician assistant, Christian Science practitioner, or a chiropractor.
Intermittent Leave is defined as any portion of a day that a Faculty and Professional Staff Member must take off for a chronic condition. The FMLA allows Faculty and Professional Staff Members to take leave for as little as one hour.
Intermittent Leave is defined as FMLA time taken in smaller increments of time, not on a continuous basis, for a qualifying reason. The FMLA allows Faculty and Professional Staff Members to take leave in as little as 15-minute increments.
Professional Staff Member is defined as an individual employed in any non-faculty category by Drexel University, including an individual who is deemed to be either exempt or non-exempt under the provisions of the Fair Labor Standards Act (FLSA) and/or applicable state law.
Qualifying Exigency is defined as one or more of the following:
Serious Health Condition is defined as an illness, injury or impairment, or physical or mental condition that involves either inpatient care or continuing care by a health-care provider. Continuing care can include:
Spouse refers to any individual who is lawfully married to an employee.
Family and Medical Leave (FMLA) program is administered by the Office of Human Resources in conjunction with the Designated Third-Party Administrator.
Request for FMLA
Duration of FMLA Leave
FMLA Expanded for Military Leave
Compensation for Professional Staff Members when using Paid Leave
Compensation for Faculty Members
Faculty Member Teaching and Workload
Benefits During Leave
Return from Leave
Notwithstanding anything to the contrary stated in this policy, nothing herein is intended to alter the at-will status of any Professional Staff Member. Drexel University at all times retains the right to terminate any Professional Staff Member at any time for any lawful reason, or for no reason at all.
Register By: September 16 Classes Start: September 18
A human resources concentration built into an MBA? That's the type of degree that can fit well into your career-advancement goals.
The Master of Business Administration (MBA) in Human Resources at Southern New Hampshire University prepares you to take on this increasingly important role. And because it’s an MBA, its approach to the HR discipline is to enhance your business acumen first and foremost, along with your ability to drive change.
The program lays a foundation in standard business administration topics, weaving subjects like leadership, marketing, finance and operations throughout your coursework. You'll dive into them in different ways. For example, you won't just learn about leadership, you'll learn how to lead people, organizations and organizational change.
The comprehensive nature of this program makes it a great option for anyone interested in honing their business skill sets, strengthening marketability and increasing career opportunities – whether you're a latest undergraduate, a well-established professional or somewhere in between.
With only 30 credits required to graduate for just over $19k, the new MBA program also allows you to move through your core coursework faster and for less, even giving you the ability to finish in about a year should you choose to take part full time.
However, despite the accelerated timeline, you can still anticipate the same level of rigor and complexity that you would find in a traditional MBA, allowing you to get the most out of your program in the least amount of time.
"Everything is business as you progress up the ranks of leadership,” said Kate Noor, an MBA academic advisor at SNHU.
As with all of our HR programs, the MBA in Human Resources aligns with SHRM’s guiding principle – that human resource professionals must be prepared to play a key role in the success of today's agile companies. SHRM is considered the industry standard in HR credentialing.
The coursework was designed to include competencies found in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM-issued HR credentialing opportunities. The SHRM BoCK covers the 8 behavioral competencies and HR knowledge human resources professionals need to do their best work.1
Melanie Rowe ’18G says her MBA in HR prepared her on many levels.
“The classes at SNHU have taught me a lot about change management, people management, group dynamics, company culture and leadership,” she said. “I’ve used this knowledge in my relationship management and to position myself as an informal leader, which makes it easier for me to recommend and implement change.”
At SNHU, you'll get support from day 1 to graduation and beyond. And with no set class times, 24/7 access to the online classroom and helpful learning resources along the way, you'll have everything you need to reach your goals.
The HR role will continue to evolve as companies in every industry adjust to the long-term effects of events like the COVID-19 pandemic.
But whether the workforce expands or contracts as organizations retool, there could always be demand for strong human resource leadership.
Results from the 2021 Graduate Management Admission Council (GMAC) Demand for Graduate Management Talent Survey show that businesses are seeking qualified MBA degree holders to assist with organizational restructuring fueled by the pandemic. And according to the 2021 GMAC Enrolled Student Survey, almost 8 in 10 enrolled students who responded agree that a graduate business education is a worthwhile investment, even in times of economic uncertainty.2
Likewise, most survey respondents feel confident in their employability in the face of the many challenges imposed by the global pandemic.2
This speaks to the value that earning your MBA in Human Resources can add to your resume, despite the ever-changing landscape. It's one of the most respected and versatile degrees in business, and it can help qualify you for a number of roles at the management level or above by furnishing you with both the strategic and soft skills needed to succeed in times of uncertainty.
Some of the top needed skills from MBA degree holders include leadership, strategy and innovation, decision making, and strategic and systems skills, according to GMAC.2 All of these skills are woven into SNHU's MBA in HR, plus embedded industry-aligned credentials are offered in many of these key areas.
Deborah Gogliettino, SNHU’s associate dean for human resources, explains it further.
“HR professionals need to understand business and think business first,” she said. “They also need to recognize that almost everything they need to do is to be done through other people – line managers, employees and their colleagues. Hence, they need to be able to build effective influencing and relationship skills.”
Earning your MBA in Human Resources can prepare you to pursue a variety of positions, including:
The outlook is good for these roles. According to the 2021 GMAC Demand for Graduate Management Talent Survey, demand for graduate management talent is returning to pre-pandemic levels.2 So whether you’re entering the HR field or looking to step up into management with your current employer, the MBA in HR can take you in a number of directions.
You’ll find your MBA HR degree opens doors in managerial and executive positions across a diverse range of industries. According to the BLS,3 those industries include:
Results from the 2021 GMAC Demand for Graduate Management Talent Survey also show that growth in the technology sector specifically has fueled the hiring of business school graduates.2
The beauty of an MBA in Human Resources is its versatility to cut across industries and areas of interest.
“A student’s decision to be in one industry or another has to do with their passions,” said Gogliettino. “I like mission-driven organizations. I like the multi-layers of complex issues you get in healthcare. But a student who’s adept at HR can work in any industry.”
If the C-suite is in your sights, an MBA in HR can help you get there faster. While every business values people management skills, many employers place greater emphasis on the ability to manage programs that affect their entire workforce. And, according to the BLS, employers generally compensate better for these skill sets.2
However, no matter which direction or industry you choose, MBA degree holders command some of the highest average starting salaries according to GMAC, with a median starting salary of $115,000.2 So not only is the program designed to equip you with the necessary skills to excel in business and HR, getting your MBA in HR degree could lead to higher earning potential.
The MBA in HR could put you on a growing, lucrative path.
The outlook looks good for roles through 20313:
And the 2021 median salaries for jobs were much higher than the pay of all workers combined3:
Some of the largest employers of HR managers are:
Provide a number of services, such as payroll, consulting, training and acquisition, among other roles.
Serve in an HR leadership position that gives you the opportunity to make decisions that can move organizations forward.
Manage HR functions in an industry that you're passionate about, like computers, furniture, textiles, food and more.
Become an HR leader in a fast-growing field, making employee-focused, data-driven decisions aimed at improving patient outcomes.
With no set class meeting times, you can learn on your schedule and access online course materials 24/7.
As part of our mission to make higher education more accessible, we’re committed to keeping our tuition rates low. In fact, we offer some of the lowest online tuition rates in the nation.
Prior coursework and work experience could also help you save time and money. SNHU’s transfer policy allows you to transfer up to 12 credits from your previous institution. You could also earn college credit for previous work experience.
Founded in 1932, Southern New Hampshire University is a private, nonprofit institution with over 160,000 graduates across the country. SNHU is accredited by the New England Commission of Higher Education (NECHE), a regional accreditor, which advocates for institutional improvement and public assurance of quality.
Recently, SNHU has been nationally recognized for leading the way toward more innovative, affordable and achievable education:
At Southern New Hampshire University, you'll have access to a powerful network of more than 300,000 students, alumni and staff that can help support you long after graduation. Our instructors offer relevant, real-world expertise to help you understand and navigate the field. Plus, with our growing, nationwide alumni network, you'll have the potential to tap into a number of internship and career opportunities.
93.6% of online students would recommend SNHU (according to a 2022 survey with 17,000+ respondents). Discover why SNHU may be right for you.
Expanding access to quality higher education means removing the barriers that may stand between you and your degree. That’s why you can apply at any time and get a decision within days of submitting all required materials:
Acceptance decisions are made on a rolling basis throughout the year for our 5 graduate terms.
If you’re ready to apply, follow these simple steps to get the process going:
Melanie Rowe ’18G
“As a director, it’s important to have a good business foundation in addition to expertise in your field. SNHU’s MBA program allows me to take the core business classes I need to be a director in addition to the HR classes I would take if I was just pursuing a master’s degree in HR.”
The business world needs well-educated human resource professionals more than ever.
SNHU's MBA in Human Resources online was designed to expand your expertise on a wide range of human resource management topics. Like all of our online MBA programs, it explores today’s most relevant themes, including ethics and corporate social responsibility, leadership, strategy, management, technology and innovation. And because it’s an online program, it allows you to build relationships with a diverse group of students while enhancing the “soft skills” that are so essential to success in business.
“An MBA is great for those in a ‘traditional’ business setting, but every industry has room for an MBA in some capacity. What you learn is beyond just crunching numbers," said SNHU academic advisor Kate Noor.
The MBA in HR consists of 7 core MBA courses and 3 human resource courses. Depending on your academic background, you may need to supplement the core courses with business foundation coursework. However, those with a bachelor’s in business administration, human resources or a related area may be able to waive one or more foundations – and jump into the core more quickly.
The MBA in HR program follows the same structure as our other MBA programs, allowing you to:
The MBA human resource management concentration stresses the strategic nature of the HR role. You’ll learn how the HR system helps drive the overall organizational mission and see its impact from both a human resource and business perspective. Broad themes include:
The human resource courses that make up SNHU’s concentration align with the guiding principles of the Society for Human Resource Management (SHRM), the industry standard in HR credentialing. Coursework emphasizes competencies in the SHRM Book of Competency and Knowledge (SHRM BoCK™), which forms the basis for SHRM credentials.1
As you progress through the MBA in HR program, you may take these 3 concentration courses:
As you complete your MBA in Human Resources concentration courses, you’ll learn to lead and operate within cross-functional teams by effectively navigating the complexities of HR management.
“HR is complex, because it has a lot of different variables to it,” said Deborah Gogliettino, SNHU’s associate dean for human resources. “It’s not something you can wing. You have to know the business plus employment laws, federal and state. You answer questions every day in your work.”
Melanie Rowe '18G works for a nonprofit and believes “it’s important to have a good business foundation in addition to expertise in your field.” She most enjoys working in compliance, because she likes “being involved in the action."
“Compliance lets me get involved in every department in the organization,” she said. “I get to learn how everything functions, help fix things that aren’t working and ensure that our process and programs are supporting the organization’s sustainability.”
SNHU also offers a graduate certificate in human resource management, which MBA in HR students can take as a standalone or fold into their program with minimal additional courses. Taking advantage of this opportunity lets you walk away with not one but two in-demand credentials. Together, these two credentials provide robust competency in multiple areas of business as well as HR – an ideal way to increase your knowledge, skills and marketability.
Don't have a business background? No problem. Our MBA is accessible to everyone. Interested students must have a conferred undergraduate degree for acceptance, but it can be in any field. Those without an undergraduate degree in business or a related field may be asked to complete up to 2 foundation courses to get started. These foundations cover essential business skill sets and can be used to satisfy elective requirements for the general-track MBA. With foundations, the maximum length of your online MBA would be 36 credits.
Attend full time or part time. Students in the MBA have the option to enroll full time (at 2 classes per term) or part time (with 1 class per term). Full-time students should be able to complete the program in about 1 year, while part-time students could finish in about 2 years. Our students are busy, often juggling jobs, family and other obligations, so you may want to work with your academic advisor to identify the course plan that works for you. The good news is, you can switch from full time to part time and back again as often as you want.
|Courses May Include|
|MBA Human Resources|
|MBA 530||Leading People and Organizations||Impactful leaders have the ability to define direction, understand their uniqueness, communicate effectively, and use emotional intelligence to lead people, teams, and organizations. Students will explore leadership theories, issues, and trends, while also applying evidence-based methodologies and tools to assess and elevate their personal leadership plan. By connecting leadership theories and methodologies to trends, challenges, and opportunities facing leadership, this course will help students to effectively lead and empower others.|
|MBA 699||Strategic Opportunity Management||Impactful leaders move strategic initiatives forward with innovation, collaboration, and informed, data-driven decision-making. In this course, students will assess conditions, processes, and resources that impact how leaders design adaptive strategies, using emotional and business intelligence to manage strategic objectives. Students will solve complex problems, manage opportunities, and build sustainable stakeholder relationships.|
|OL 600||Strategic Human Resource Management||Examine key regulatory procedures and human resource requirements as they relate to applications in organizations. Analyze the strategic role of the human resource manager in performing functions of recruitment, hiring, training, career development and other contemporary processes within the organizational setting. Study concepts aligned with the Society for Human Resource Management (SHRM) Body of Competency and Knowledge (BoCK).|
|OL 620||Total Rewards||This course examines the compensation and benefits functions within the organizational structure and ways they impact the management function. subjects include job analysis, surveys, wage scales, incentives, benefits, HRIS systems and pay delivery administration. Students design a compensation and benefits program as a course outcome.|
|OL 663||Leading Change||This course focuses on transforming organizations by introducing Kotter's eight processes by which leaders effect change. Because organizations, leaders, and employees differ, various techniques and strategies are examined. The course integrates Kotter's processes for leading change, organizational development and transformation theory and practice, and analysis of an organization which has effected systematic change. The use of work teams as a key change factor will have special emphasis.|
|Total Credits: 30|
PC (Windows OS)
Apple (Mac OS)
Currently supported operating system from Microsoft.
Currently supported operating system from Apple.
8GB or higher
8GB or higher
100GB or higher
100GB or higher
Required for campus students. Strongly recommended for online students.
Required for campus students. Strongly recommended for online students.
SNHU Purchase Programs
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Southern New Hampshire University is a private, nonprofit institution accredited by the New England Commission of Higher Education (NECHE) as well as several other accrediting bodies.
Tuition rates for SNHU's online degree programs are among the lowest in the nation. We offer a 25% tuition discount for U.S. service members, both full and part time, and the spouses of those on active duty.
|Online Graduate Programs||Per Course||Per Credit Hour||Annual Cost for 15 credits|
(U.S. service members, both full and part time, and the spouses of those on active duty)*
Tuition rates are subject to change and are reviewed annually.
*Note: students receiving this rate are not eligible for additional discounts.
Course Materials ($ varies by course)
Whether you’re entering the HR field or looking to step up into a management position, the MBA in Human Resources can take you in a number of directions.
Common roles to consider include:
While you have many options for a master's in human resources, start by ensuring the program is accredited by the Accreditation Council for Business Schools and Programs (ACBSP), the industry's leading accreditation council.
In addition to an MBA in Human Resources, Southern New Hampshire University offers master's in human resource management. Both programs are accredited by ACBSP and align with SHRM’s guiding principle – that human resource professionals must be prepared to play a key role in the success of today's agile companies.
Yes, HR continues to be an excellent career choice. The U.S. Bureau of Labor Statistics projects 7% job growth for human resource managers through 2031 and a 2021 median salary of $126,230.3
Related roles, such as compensation and benefits managers, also show steady demand and high income potential, earning a 2021 median salary of $127,530.3
Of course, if you're not ready for a master's degree, you can still get your foot in the door with an undergraduate human resources degree online, or boost your professional credentials with an online HR certification.
Two key workforce trends are fueling demands for HR managers: human resource information systems (HRIS) and financial wellness. SNHU’s MBA in Human Resources addresses both areas.
With the growing use of cloud-based human resources technology, HR professionals need to develop fluency in this area. Deborah Gogliettino, SNHU’s associate dean for human resources, says a business student with IT skills can get into HR systems or analysis within a couple of years – and command a higher salary.
Gogliettino says change in employee wellness has fueled the financial wellness trend. “There’s still a focus on work/life balance, but now there’s a heightened focus in upcoming generations interested in financial literacy.”
Where do you want to take your career? Do you want more flexibility to move around in the workforce, or do you want to move up the ladder in HR? Understanding what you want in future roles should help you determine which path is best for you.
An MBA can provide you a more well-rounded business education, where you'll study subjects like strategy, accounting and marketing within your coursework. An MBA can be useful across all industries and throughout many types of organizations. At Southern New Hampshire University, you also have the option to add a 3-course concentration – like HR – to your program, helping you build the skill set you need for your current goals.
A master's in human resource management (MHRM), on the other hand, focuses solely on HR. You'd learn how to focus on an organization's mission, vision and goals. And you'd gain skills like negotiation, global and cultural context, legal and ethical principles, communication and strategy.
Deborah Gogliettino, SNHU’s associate dean for human resources, advises anyone with higher aspirations in HR to “go get your master’s in HR. … When you start to move forward, you can start to see how your ideas can take shape.”
You have many options when it comes to pursuing a master’s in HR. The difference comes down to where and how you pursue your degree. Generally, the price tag for online programs runs lower than traditional on campus programs.
At $637 per credit, Southern New Hampshire University's 30-credit MBA in Human Resources costs just $19,110 in tuition. That makes it one of the most affordable MBA programs in the country!
While SNHU's MBA in Human Resources program was designed for anyone with a bachelor's degree, if you don't have a business background, you may be asked to take 1 or 2 foundation courses to help set you up for success. These classes fall outside of the MBA program curriculum.
For total costs, the only additional investments would be your class resources. There's no application fee and no extra costs for required technologies, saving you even more money on the path to your master's.
SNHU's mission is to expand access to education, and keeping tuition rates low is just one of the ways it helps you get you where you want to go.
Digital marketing has become a vital component in overall marketing strategy. It encompasses a variety of tactics and technologies that allow companies to tailor messages to reach specific audiences, making it possible to market directly to people who are likely to be interested in their products.
Integral to the success of a business, bookkeepers record, track and update an organization’s financial information, including sales, purchases and payroll. They are also responsible for recording transactions, following up on invoices, reconciling bank statements and calculating depreciation.
While finance and accounting have many things in common, there are some important differences to understand about these subject areas, including what you'll study, the job outcomes you can expect after graduation, and the options you'll have for additional certifications and further education.
1Society for HR Management (SHRM), on the internet, at:
2Graduate Management Admission Council (GMAC), on the internet, at:
3Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, on the internet, at:
Cited projections may not reflect local and/or short-term economic or job conditions and do not certain genuine job growth.