Which master's specialisation suits a graduate in Human Resource Management?

Since you have not named a country yet, the more useful question than which country is which specialisation survives a change in destination without losing value, because rebuilding your shortlist from scratch after picking a country wastes months. People Analytics and Strategic HRM both travel well across the UK, Europe and Canada, unlike a narrowly titled Industrial Relations degree that leans on one country's specific labour law.

People Analytics vs Strategic HRM vs Organisational Psychology

• Comfortable with Excel, statistics and technology: People Analytics has the strongest future potential and is in genuine short supply among multinational employers.
• Want the safest, most direct HR career: Strategic HRM leads most cleanly into HR Manager, HR Business Partner and talent management roles.
• Interested in employee behaviour and culture: Organisational Psychology suits engagement, leadership and workplace culture work.
• Targeting multinational or overseas HR careers specifically: International HRM is worth prioritising once you have picked a destination country.

Why the Specialisation Should Come Before the Country

Your target country changes budget, visa rules and programme structure, but it does not change which HR skill set employers reward, so choosing People Analytics or Strategic HRM first and narrowing countries afterward keeps your options open longer. Industrial Relations and Labour Relations are the one exception worth flagging, since they lean heavily on a specific country's employment law and are worth choosing only once you have already settled on a destination.

My Advice

In my experience, HR graduates default to a generic Strategic HRM master's because it feels safe, but People Analytics is worth serious consideration if you are even moderately comfortable with Excel and basic statistics, since it is the specialisation multinational employers are actively short of. If your background leans toward recruitment or employee relations rather than data, stick with Strategic HRM or Organisational Psychology rather than forcing yourself into an analytics heavy programme you will not enjoy.