•  Online
  •  Hybrid
  •  27 Total Units

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The Master of Science in Human Resource Management degree program is recognized as being fully aligned with the curriculum guidebook of the Society for Human Resource Management® (SHRM®). Our students learn how to consider the perspectives of employees and employers, the ways to effectively manage people, and the importance of employee engagement and development. Students study trends that managers and employees are likely to face in the future, and learn about legal requirements in dealing with employees.

Some students in the program choose to take an internship in Human Resources Management, in lieu of one course, which allows them to gain meaningful "hands-on" HR experience. In some cases, these internships parlay into a job offer upon completion of the degree.


  • Applicants should hold a bachelor's degree from a regionally accredited US institution or the equivalent from a recognized foreign (outside the US) institution, and provide official transcripts.
  • Master's degree holders only need to submit transcripts from previous graduate programs. However, applicants are encouraged to submit all transcripts to maximize transfer credit.
  • Applicants whose native language is not English must meet the English Language Proficiency Admission Requirements.
  • Applicants are required to submit a statement of purpose and a resume.

TOTAL UNITS — 27 Units


HRM 301
Work & Workforce Trends
HRM 302
Acquiring & Retaining Human Resources
HRM 303
Human Resources as Legal Partner
HRM 304
Technology Strategies for Human Resources Management
HRM 305
Total Compensation
HRM 306
Learning & Development
HRM 308
Ethics in Managing People at Work
HRM 309
Human Resources as Strategic Business Partner

Electives - 3 units

Take one of the following:

HRM 307
International HRM
HRM 398
Internship in Human Resources Management


Graduates of the Master of Science in Human Resource Management will be able to:
  • Craft strategic solutions that align stakeholders, HR practices and business needs for successful organizational performance.
  • Build ethical, sustainable and scalable partnerships with organizational business units that support enhanced employee satisfaction, efficiency and effectiveness.
  • Identify and apply relevant federal, state and local laws and regulations to prevent and solve problems and ethically minimize risk.
  • Assimilate, manage and analyze demographic and business data and metrics using Human Resource Management Systems (HRMS) to enable effective human-capital recommendations and decision-making.
  • Promote and facilitate inclusion and employee engagement as a means of expanding and improving people’s contributions.

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