An organization is only as good as its people. The Quinlan MS in Human Resources program will give you the analytical, team, and communication skills you'll need.
You'll be well-prepared to recruit, select, develop, and reward the employees that ensure your company's success every day. You'll also gain access to a strong alumni and human resources network in Chicago, and the mentor program run by Loyola's Institute of Human Resources and Employment Relations.
- Highly ranked: The MSHR program is ranked No. 27 in North America by Eduniversal, 2019.
- SHRM certification: The degree is aligned with Society of Human Resource Management (SHRM) guidelines and will help prepare you for SHRM Certification.
- Network: Join a network of 3,000 human resources alumni who work in nearly every major corporation in the Chicago metropolitan area.
- Mentors: HRER mentors are proficient and well-placed Loyola alumni who work with students to improve their approach to real-life human resources challenges and better understand the employment relations profession.
- Broad and flexible curriculum: The courses prepare students for human resource management positions in a variety of organizations.
- Global: Gain a global perspective through coursework, interactions with international students and faculty members, and through MSHR study abroad courses to countries such as India, China, Australia, and Ireland.
- Values-based: Dive into ethical and values-based leadership.
The Master of Science in Human Resources is offered by the Institute of Human Resources and Employment Relations within Loyola's Quinlan School of Business.
What You'll Learn
- International human resources
- Employment relations
- Employee development
- Analytical, team, and communication skills
- Business ethics and social responsibility.
Graduates of the MSHR program are in high demand because of their ability to help organizations attract, retain, and motivate talented employees.
Our graduates have been hired by many of the top companies in the Chicago area, including the Federal Savings Bank, Morningstar, Five Below, Trisect, S&C Electric Company, Northern Trust, and more.
Their management roles have included HR generalist or specialist in international human resources, staffing, compensation/benefits, employment relations, and employee development.
Because Loyola is a member of the Jesuit network of 27 colleges and universities nationwide, our graduates can receive career services at Quinlan's Business Career Services, as well as at career centers at U.S. Jesuit colleges and universities.
Graduate human resources classes are held weekday evenings on Loyola's Water Tower Campus, which is conveniently located off the Red Line in downtown Chicago, as well as online. The MSHR program is on a 10-week quarter system, and you can begin the program in any quarter.
The MS in Human Resources can be pursued full-time or part-time. Students with three years of human resources experience take 12 classes. Students without experience take an internship class (HRER 415) in addition to the 12 classes.
Students must complete 3 electives. Up to 1 elective may be non-HRER graduate business courses.
The M.S. in Human Resources can be pursued full-time or part-time. Students with three years of human resources experience take 12 classes. Students without experience take an internship class (HRER 415) in addition to the 12 classes.
Students must complete 3 electives. Up to 1 elective may be non-HRER graduate business courses
HRER 413: Compensation
This course examines wage and salary policies and programs in private and public organizations. Legislative and social issues affecting pay decisions, and the alignment of pay policies with the business strategy and other human resource programs are covered
Outcome: Students will learn how to design and implement compensation policies and programs that will give their employers a competitive advantage; resolve compensation problems from both a human resource professional and managerial perspective; and create pay policies that are perceived as just and equitable. Students will improve their team leadership, analytical and writing skills
HRER 418: Human Resources Law
This course will introduce students, by a combination of statutory case law analysis and readings, to the substantive case law in the area of employee-employer relations law. The statutes and case law encompass the following: National Labor Relations Act, Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), Civil Rights Act of 1991, Illinois Human Rights Act, and Illinois Employment Law Statutes and Regulations.
Outcomes: The primary purpose of this course is to introduce graduate students to a practical examination of the principles of "employee-employer" relations law, also called human resources law or personnel law. Students will be exposed to the principle theories, policies and literature concerning the relevant federal and state (Illinois) court case law and government regulations of the employee-employer relationship in primarily the private sector.
HRER 422: Global Human Resource Management
This course examines the critical roles of Human Resource professionals throughout the strategic globalization process, as well as the cross-cultural issues that affect organizational dynamics and behaviors central to Human Resource processes, such as staffing, training, motivation, negotiation, team-building, and communication.
Outcomes: To survey the three types of topics covered by the field of Global HRM:
- management of human resources in global corporations
- management of expatriate employees
- comparison of HRM practices in a variety of different countries.
To consider special topics at the forefront of global HR, such as effects of NAFTA and the European Union, global ethics, and critiques of globalization.
HRER 429: Human Resource Development
This course examines how organizations develop employees with the appropriate technical, interpersonal and leadership skills to be effective in their jobs.
Outcomes: Students will learn how to conduct a training needs assessment, set learning objectives, establish evaluation criteria, select the best instructional methods, and to evaluate the impact of the program on the employee and organization. In addition to conducting formal training programs, students will learn how to use career planning, job rotation and performance feedback to develop employees and themselves. Students will improve their presentation, team leadership, analytical and writing skills
HRER 462: Employment Relations
This course examines critical labor laws in the United States and the structure and function of our employment relations system.
Outcomes: Students will demonstrate understanding of basic case law in the field of labor relations and how unions, management representatives, and government dynamically interact to provide employee representation, balance group interests, and ideally avoid disruptive workplace conflict
HRER 463: Staffing
This course provides an overview of staffing processes in organizations, with an emphasis on recruitment and selection procedures. Other topics of discussion include legal and strategic issues in staffing, and relevant statistical concepts.
Outcomes: Students will become comfortable with the entire staffing process, and be able to design and implement cutting-edge staffing systems, with an emphasis on business strategy.
HRER 490: Analytical Problem Solving
This course is designed as an introductory graduate level course in analytical problem solving, another name for research methods, and design. A basic understanding of - and general familiarity with fundamentals of statistical concepts is assumed. However, where necessary, we will revisit these concepts briefly. Of course, this is not a course in statistics.
HRER 415: Internship (course only required without three years HR experience)
An internship provides the student with direct exposure to human resources and/or industrial relations functions as they are practiced in the real world.
Outcome: Students will learn to practically apply the concepts and theories learned in the classroom to a real organizational work environment.
MGMT 441: Business Ethics or MGMT 446: International Business Ethics
This course examines the ethical aspects of individual and corporate decision making in business and provides resources for making ethical decisions within the context of managerial practice.
Outcome: Students will be acquainted with the concepts and principles of ethical reasoning that have been developed in ethical theory; be aware of the specific ethical issues that arise in management and of the ways in which these issues are commonly analyzed; and be able to make sound ethical and managerial decisions and to implement those decisions within the context of an organization in a competitive marketplace.
This is an advanced business ethics course that addresses the ethical issues that arise in the global business environment, including the standards for the operation of multinational corporations and the ethical perspectives of managers in different countries.
Outcome: Students will understand the specific ethical problems of international business and of different ethical perspectives; develop skills for personal decision making and for developing and implementing ethical corporate policies in international business; and learn how to work toward more effective background institutions and forms of international business regulation.
HRER 501: Performance Management
Designed to provide both current and future managers an in-depth understanding of performance appraisals and related issues, this course also emphasizes on goal-setting, feedback and the rating process.
Outcomes: Students will learn to apply the various techniques used to conduct effective performance appraisal processes and design comprehensive performance management systems for their organizations.
Electives for SHRM Certification
Students interested in sitting for the Society for Human Resource Management certification exams are advised to choose the following electives:
HRER 453: Incentive Pay and Employee Benefit Programs
This course examines incentive pay and employee benefit programs in private and public organizations. Program design and the alignment of incentive pay and benefit programs with business strategy and human resource programs are covered.
Outcomes: Students will learn to design and implement incentive pay and employee benefit programs that will give their employers a competitive advantage and be perceived as equitable among employees. Students will improve their team leadership, analytical and writing skills.
HRER 455: Employment Discrimination Law
The primary purpose of this seminar is to introduce graduate students to the principle theories and literature in the area of employment discrimination law and the role of the law.
Outcomes: Students will become familiar through case analysis to the substantive case law arising under Title VII of the Civil Rights Act of 1964 Civil Rights Act of 1991 (CRA 1991); the Americans With Disabilities Act (ADA); and the Family and Medical Leave Act.
Other SHRM Elective Courses offered based on student demand
HRER 417: Managing & Motivating in the Workplace
(Effective Fall 2016, HRER 417 may be taken as an MSHR elective if completed in the first quarter of study only.)
HRER 430: Organization Development
This course examines how the effectiveness and the quality of life in organizations can be increased using collaborative methods.
Outcomes: Students will learn to apply concepts from team building, employee involvement, work design, and large group interventions to organizational settings. In addition, students will increase their overall knowledge and effectiveness about leadership, organization development, training and human resource management.
HRER 433: Group Process and Facilitation
This course focuses on major concepts of group development and group dynamics. Other topics of discussion include communication patterns, authority relations, leadership, norms, stages of group behaviors, paradoxes of group life, and self-awareness within group settings.
Outcomes: Students learn the various tools and techniques of process consultation and also gain knowledge and competence for working with groups. The course combines cognitive and conceptual materials with experienced-based learning.
HRER 498: Independent Study
HRER 499: Thesis Research
HRER 500: Special Topics in Human Resources and Employment Relations
This course engages students in a chosen Special Topic in HRER.
Outcomes: In-depth understanding of a special topic in the area of HRER.
HRER 502: Global Employment Relations
This course introduces students to different employment relations systems in advanced industrial economies in North America, Europe, and Asia and to formats for resolving new types of labor problems that have merged in a global economy.
Outcomes: Students will be able to identify critical differentiating aspects of employment relations systems in the developed world and common pro and con arguments regarding proposed solutions to substandard working conditions in the developing world.
SET YOURSELF APART IN A COMPETITIVE JOB MARKET with a master's degree in human resources from Loyola University Chicago's Quinlan School of Business. This is a great place to start.
All graduate programs in the Quinlan School of Business are on the quarter system. Beginning Fall 2022, students will be able to start Quinlan graduate programs in the Spring and Fall Quarters.
|QUARTER||APPLICATION DEADLINE||QUARTER START|
|Fall||July 15||Late August|
|Spring||January 15||Late February|
|Summer||April 1||Late May|
Below you will find both required materials and opportunities to strengthen your application when applying to the Quinlan School of Business. Additional information regarding the application process for international students can be found here.
These application materials are mandatory for all applicants
Completed Application Form
Use our free online application system to get started.
When applying, choose the year and "Business".
Please note, you will need to complete the “Biographical Information” section of the application first. Once that section is completed, you will be able to choose your program in the “Application Information” section.
You must submit official transcripts for all undergraduate and any graduate work completed. Copies of transcripts or transcripts not received in a sealed envelope from the university are considered unofficial. If you attended Loyola University Chicago previously, you do not need to request transcripts. We strongly encourage electronic submission of documents. Your college/university may send electronic transcripts to us at firstname.lastname@example.org.
A professional resume may be uploaded via the online application form or you may email it to us at email@example.com.
Test Scores (GMAT or GRE)
Due to the continuing impact of the COVID-19 pandemic, we are waiving the GMAT/GRE requirement until further notice.
For applicants wishing to strengthen their application, consider submitting one or more application materials below.
Letter of Recommendation
Referrals may be academic or professional in nature. No more than one letter should be submitted.
Statement of Purpose
The statement should provide context for area(s) of weakness, accomplishments to date, and how Loyola's Quinlan School of Business graduate degree program will prepare you to achieve your career goals. Limit personal essay to 2-3 pages, double-space.
Tuition and Financial Aid
The Quinlan School of Business and Loyola's Financial Aid Office are committed to helping students secure the necessary financial resources to make their graduate business education at Loyola affordable.
Also consider the MBA/MS in Human Resources dual degree.
Not ready to commit to a degree program? Consider our Human Resources and Employment Relations certificate program.
"My degree has given me a great foundation and allowed me to approach my role with a critical lens. I couldn’t have asked for a better start to my HR career."
—Jessica Holden, MS ’15, Senior HR Advisor at Dyson
"I can honestly say that I loved everything about my experience at Quinlan, but what stands out to me was being able to see accomplished human resources professionals speak at Quinlan."
—Alex Romano, MS ’15, Associate Compensation Consultant, Aon Hewitt
"In class, we worked with real-world clients and I gained a strong set of tangible skills that I still use to this day in my current role at Exelon."
—Amy Best, MS ’91, Senior Vice President & Chief Human Resources Officer, Exelon Corporation