Master of Human Resources

If you want the insights, knowledge, skills, and experiences to help improve current job performance, prepare for new positions, advance your career, increase your marketability, and develop a strategic-level perspective on HR issues and challenges, then this program is for you.


The Master of Human Resources (MHR) program is designed for people who are serious about career advancement. The primary purpose of this program is to prepare talented people to be Human Resource (HR) leaders, managers, and professionals who add significant value to their organizations and communities.

Most of the students in this program are experienced HR professionals (trainers, recruiters, consultants, or analysts), HR managers, or directors of HR. Some are experienced managers looking to strengthen their people management competencies. Others are early career professionals looking for entry-level positions in HR.

The MHR program is recognized by the Society for Human Resource Management (SHRM), the Association for Talent Development (ATD), the Labor and Employment Relations Association (LERA), and the University Council on Industrial Relations and Human Resource Programs (UCIRHRP).

Fall Application Deadlines:

Applications for the MHR program are accepted on an annual basis. The application deadlines for the Fall cohort are as follows:

  • Early Decision: March 1
  • Regular Decision Priority Date: June 1 (Applications will continued to be reviewed on a space available basis).
  • Applications for spring and summer will be considered on a case-by-case basis. 

Click here for application instructions.

Program Length:

2-3 years


Click here for tuition and fees.

Click here to learn more about financial aid options.


The 40-credit-hour MHR curriculum includes 24 hours of required core courses and 16 hours of electives. The program can be completed on either a two-year or three-year plan, shown below. Courses typically meet one night per week, from 6:45-9:15 p.m. and must start their core curriculum with MHR 500 and MHR 515 in the fall term. Each course is four credit hours, unless otherwise noted.


MHR 500 Strategic Human Resources Management
MHR 510 Organizational Change and Development
MHR 515 Recruitment, Selection, and Retention
MHR 538 HR Leadership
MHR 540 Management Consulting
MHR 533 Employment and Labor Law

ELECTIVES (4 classes required - minimum 16 credit hours)

MHR 501 International HRM
MHR 505 Training and Development
MHR 522 Organizational Behavior
MHR 532 Succession Management
MHR 542 Team Building
MHR 543 Employee Relations
MHR 544 Conflict Management
MHR 545 Troubled Employees
MHR 557 Compensation Management
MHR 559 Performance Management
MHR 590 Special Topic Course
MHR 591 SHRM National Conference
MHR 610 Managing the HR Department
MHR 625 Emerging Issues in Human Resources Management
MHR 670 Independent Research (2-6 credits)
MHR 673 Independent Project (2-6 credits)
MHR 675 Internship (2-6 credits)
MHR 677 Thesis (4-8 credits)

MHR 500: Strategic Human Resource Management [4 credits]
Provides an overview of the Human Resources (HR) profession. Emphasizes strategic thinking concepts (e.g.: human capital theory, value added, best practices, distinctive competencies, competitive advantages, return on investment) and tools (e.g.: vision, values, assessment, design, implementation, evaluation). Explores the process of Human Resource Management (HRM) from a strategic perspective using case studies.

MHR 510: Organizational Change and Development [4 credits]
Organization Development (OD) is the process of applying social science principles to the workplace to bring about planned organizational change. Focuses on developing new approaches to organizational problems and providing for the psychological well being of organizational members. Addresses interventions at the personal, group, and system levels.

MHR 515: Recruitment, Selection, and Retention [4 credits]
Various methods for recruiting, selecting, and retaining employees. Topics include equal employment opportunity; human resource planning; determination of staffing needs; internal and external recruitment strategies; selection interviews, tests, and assessment procedures; placement, promotion, and transfer policies; and retention strategies.

MHR 538: HR Leadership [4 credits]
A personal effectiveness course focusing on the cultivation of leadership attributes, skills, and knowledge. Topics include a review of leadership theory, leadership development models, and leadership education. Students will design leadership development programs.

MHR 540: Management Consulting [4 credits]
Focuses on consulting tools, processes, and strategies for establishing relationships, analyzing problems, recommending solutions, and evaluating effectiveness. Course will discuss the planning, marketing, and management of the consulting firm as well as the assignment.

MHR 553: Employment and Labor Law [4 credits]
Analyzes state and federal regulations of human resource decision-making. Significant attention will be devoted to specific employment and labor laws. The course focuses on the identification and application of legal, ethical, and regulatory issues in formulating and implementing policies.


Shirley Adams, MBA, SPHR
Adjunct Instructor of MHR. Formerly Director of Human Resources, Nautique Boat Company.

AJ Althuis, MBA
Lecturer. MBA, University of Bradford, UKBA, Hogeschool Midden Nederland, the Netherlands. Over 25 years of experience in international management consulting, corporate strategy, and human resources management. 

Richard K. Bommelje, Ed.D.
Professor of Communication. B.S., M.S.M., Rollins College; Ed.D., University of Central Florida. Teaches leadership, listening, and management.

Jackie Brito, MBA, SHRM-SCP
Adjunct Instructor of MHR. MHR, Rollins College, BA, Rollins College. Over 30 years of experience as an organizational culture strategist and executive coach.

Paul Harris, Ph.D.
Professor of Psychology. Ph.D. University of Utah, 1994, M.S. University of Arizona, 1999, M.S. Texas Christian University, 1986, B.A. Knox College, 1984. Specializations: group dynamics and social psychology

Mary Ruth Houston, J.D.
Adjunct Professor of MHR. Partner, Schutts & Bowen, Orlando, AB, Georgetown University, JD, Harvard University. Teaches Employment and Labor Law.

John M. Houston, Ph.D.
Professor of Psychology and Organizational Behavior. B.S., Georgetown University; M.A., Ph.D., New York University. Specializations: industrial/organizational psychology, group dynamics, experimental and statistical analysis, and social psychology.

Kip Kiefer, PhD, MBA
Associate Professor of Business. PhD, University of Colorado-Boulder, MBA, University of Arizona, BA, United States Air Force Academy. Teaches Strategy, Leadership, and Organizational Behavior.

Patrick Muldowney, J.D.
Adjunct Professor of MHR. Partner, Ackerman & Associates, LLP, BA, Columbia University, JD, New York University. Teaches Employment and Labor Law.

Timothy Pett, Ph.D.
Professor of Business. PhD, University of Memphis, MBA, Memphis State University, BA, St Leo College.  Teaches Organizational Behavior and High Performance Organizations.

Donald P. Rogers, Ph.D.
Professor of Management. B.B.A. University of Arizona; M.B.A., Ph.D., The Ohio University. Life Certified as a Senior Professional in Human Resources.  SHRM- Senior Certified Professional and Global Professional in Human Resources (GPHR). Teaches strategic HRM, international HRM, business strategies, and HR Analytics.

Robert Smither, Ph.D.
Professor of Psychology and Organizational Behavior Emeritus. B.A., Indiana University; M.A., California State University at San Francisco; Ph.D., The Johns Hopkins University. Specializations: industrial and organizational psychology, leadership, existential and humanistic psychology, and personality theory.

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