Bachelor of Commerce (Digital Marketing) - Postsecondary ...

Section 4. Human Resources Outlook
This section provides national, provincial and regional employment forecasts for HR occupations. The
section also presents findings from interviews with local employers about labour market needs for
graduates of Human Resource programs.
This occupational summary provides information for two sub‐categories of workers: Specialists in
Human Resources (NOC 1121) and Human Resources Managers (NOC 0112).
Specialists in Human Resources develop, implement and evaluate human resources and labour relations
policies, programs and procedures and advise managers and employers on personnel matters. These
workers are employed in the public and private sectors, or they may be self‐employed. Common Ontario
employers include: banks and other financial institutions, insurance companies, governments (federal,
provincial and municipal), motor vehicle manufacturers, electric power companies, management
consulting firms, labour organizations, and other large organizations. Common job titles include:
Consultant‐Human Resources, Employee Relations Officer, Labour Relations Officer, Classification
Officer‐Human Resources, Compensation Research Analyst, Employment Equity Officer, Human
Resources Research Officer, Job Analyst, and Mediator.
Human Resources Managers are responsible for the planning, organization, direction, control, and
evaluation of the operations of human resources and personnel departments. These managers develop
and implement policies, programs, and procedures related to staffing, recruitment, labour relations,
training and development, compensation, and other functions.
Common industries of employment include banks and other financial institutions, insurance companies,
governments (federal, provincial and municipal), hospitals and other public institutions, manufacturing
firms, large corporations, and independent HR consulting firms. Common job titles include: Human
Resources Manager, Human Resources Administrator, Compensation Manager, Pay and Benefits
Manager, Labour Relations Director, and Manager of Staff Relations.
Growth in replacement demand for Human Resources occupations will be based on a number of factors:
Changing job requirements and demand for new skills including knowledge and skills in areas of
human rights, labour relations, computer skills, as well as knowledge of community needs.
Specialists in human resources will be in demand from businesses leading industrial sectors such
as information technology, insurance and financial services, and manufacturing where
businesses are looking to grow their workforces.
Human resource specialists will remain important to the competitive success of companies in
future, and to the ability of organizations to re‐skill workers, retain workers, promote changes in
leadership style, and improve relations between workers and management
An aging workforce and competition for qualified workers will lead to companies focusing on
recruiting and retaining workers. Canadian workers in these occupations are older and retire
somewhat earlier on average than workers in other occupations.
LKSB Degree Program Feasibility Study • 2011
194