What I Wish I Knew When I Started A Career In HR

A Career in HR?

I decided to embark on a career in HR nearly 10 years ago. As a fresh graduate, I was working in various temping roles.  I liked the look of the ‘mysterious’ HR department in every company I worked in. I witnessed meetings that took place behind closed doors. This appealed to my naturally curious nature. Being a people-lover, I realised I wanted to be in a role within an organisation dedicated to its employees.

If I’m honest, I didn’t understand the full extent of a career in HR. But I managed to get an HR Assistant role, and off I went. After doing my first disciplinary action, I realised I needed to toughen up.

Be Commercially Focused

The field of HR has undergone significant changes over the past decade. I met people who went into HR when it was mainly about payroll, tea & sympathy. In HR, we need to demonstrate our value and add tangible benefits. We need to build relationships with the business and give commercially focused advice.

It Can Be Lonely At The Top

A personal observation is that, generally, HR is not a popular function within an organisation. You do not go to HR to make friends or be popular. It can be lonely. You are often disliked by employees who only come to you when they are underperforming. Trade Unions and managers can hold outdated views on HR and may not fully understand your role.

Focus On The Passionate

As an HR professional, I think we also get a skewed version of our organisation, as we predominantly deal with employees when things go wrong. I believe this is also the perspective of many small business owners, which is why they prefer to entrust their human resources to third-party providers. With fractional HR services, entrepreneurs can focus more on their sales than on tackling HR issues themselves.  In a previous role, I began thinking the organisation was full of underperforming, moaning employees, when, in fact, there were many ambitious, passionate, and performing employees. So, I decided to make an effort to find out the good things. If you find yourself in a role with a lot of casework like this, my advice would be to build relationships with the managers you deal with and try to identify the positive aspects they are encountering.

Find  A Way To Shine

As a head office function, we HR professionals can get a raw deal. We can’t always shout about what we do due to confidentiality, and so it can be hard to prove our worth. It’s not always easy to show what adds value to numbers when it comes to people. However, as HR has grown as a function, we can find ways to analyse our practices. For me, going on training courses and, specifically, gaining HR qualifications has been invaluable – not only from an ‘academic’ learning process and staying up to date on the latest in HR but also by developing a network of HR professionals I could ask for advice. It has been beneficial to me and the organisations I’ve worked for.

Be Prepared To Take The Rough With The Smooth

Along with long hours and extensive travel in several HR roles, I have a few top pet peeves about HR. I dislike delivering bad news and worrying about the recipient’s state of mind. I dislike grievances that become very complex. Often, complexity arises because of the negative emotions associated with the grievance. Then, people become embroiled in a cycle of moaning. Dealing with entire departments/sites where the culture is very negative is difficult. Having to pick apart what to do to improve the issue is also hard.

It’s been frustrating working in roles where the HR department was not customer-focused or open to ideas on how to improve people-based issues. It’s also been problematic dealing with managers who don’t want to address “people issues” and think that anything to do with managing employees when things go wrong is an “HR Thing”.

There Is A Lot To Love

But those are only a small percentage of the time. On the other hand, I love the pace and variety of the career, and I’ve been able to work in a variety of organisations, industries, and cultures. I enjoy being listened to and providing advice to employees and managers. Additionally, I appreciate the satisfaction of making a difference in an employee’s working life.

I enjoy supporting and coaching managers to get the very best out of their teams and giving new managers the confidence to develop their management style. Regardless of the organisation’s culture or the HR team’s opinion, I find it satisfying to provide sensible answers and see tasks completed quickly in line with business needs.

Would I Choose This Career Again?

HR has an exciting future ahead as organisations face continual change. We have some serious upcoming national issues, such as an ageing population, skills shortages, and managing a knowledge economy. It’s a career calling out for passionate, interested, ambitious professionals. When I was that inexperienced graduate, I’d have had a clearer picture of HR.  I still would have chosen this career in HR, but for very different reasons.

My advice to anyone embarking on, or currently in the early stages of, a career in HR is this.  Please note that HR is not a career for the faint of heart. However, if you want to be involved in improving an organisation, building solid relationships within the business, enabling and encouraging change, and making a difference in culture and, ultimately, the bottom line, this is a great career path for you.

Up-to-Date Developments For A Career in HR

The Human Resources (HR) profession is continuously evolving, driven by changes in technology, societal expectations, and organisational needs. Here, we explore ten key challenges and developments shaping a career in HR today.

1. Remote Work and Hybrid Models

The COVID-19 pandemic has fundamentally changed the way we work, making remote and hybrid work models a permanent fixture in many organisations. HR professionals must now navigate the complexities of managing a distributed workforce, ensuring effective communication and collaboration, and maintaining company culture. This includes implementing robust remote work policies, leveraging digital collaboration tools, and providing support for the well-being and work-life balance of remote employees.

2. Employee Well-being and Mental Health

Employee well-being has become a critical focus for HR professionals, with mental health being a significant component. Organisations are increasingly recognising the importance of supporting employees’ mental health to enhance productivity and job satisfaction. HR departments are developing comprehensive wellness programmes, providing access to mental health resources, and fostering a supportive work environment that promotes psychological safety.

3. Diversity, Equity, and Inclusion (DEI)

Diversity, equity, and inclusion (DEI) are no longer optional but essential components of a successful workplace. HR professionals are tasked with creating inclusive cultures that embrace diversity in all its forms. This involves implementing bias training, developing diverse talent pipelines, and ensuring equitable practices in hiring, promotion, and compensation. DEI efforts are crucial for attracting and retaining top talent, as well as fostering innovation.

4. Advanced HR Technologies and Automation

Technological advancements are transforming HR functions through the use of automation and artificial intelligence (AI). From automated CV screening to AI-driven employee engagement surveys, these technologies enhance efficiency and accuracy in HR processes. HR professionals must stay abreast of the latest technologies, understand their applications, and ensure that their organisations leverage these tools to streamline operations and make data-driven decisions.

5. Skills Development and Lifelong Learning

The rapid pace of technological change necessitates that employees continually update their skills. HR professionals play a key role in facilitating skills development and promoting a culture of lifelong learning. This involves identifying skills gaps, providing access to relevant training and development programmes, and encouraging continuous professional growth. Upskilling and reskilling initiatives are critical for maintaining a competitive workforce.

6. Employee Experience and Engagement

Enhancing the employee experience is a top priority for HR professionals, as it directly impacts employee engagement and retention. This involves creating a positive work environment, offering meaningful work, and ensuring that employees feel valued and recognised. HR must focus on understanding employees’ needs and expectations, leveraging feedback mechanisms, and implementing initiatives that foster a sense of belonging and purpose.

7. Data-Driven HR Practices

Data analytics is revolutionising HR by enabling more informed decision-making. HR professionals are increasingly using data to gain insights into employee behaviour, performance, and satisfaction. By analysing data, HR can identify trends, predict future needs, and develop strategies to enhance various HR functions, including recruitment, retention, and performance management. Embracing a data-driven approach is essential for modern HR practices.

8. Compliance and Ethical Challenges

HR professionals must navigate a complex landscape of legal and ethical issues. This includes staying updated on labour laws, data privacy regulations, and ethical standards in hiring and employment practices. Ensuring compliance while maintaining ethical integrity is a constant challenge. HR must also address issues such as workplace harassment and discrimination, fostering a safe and respectful workplace for all employees.

9. Strategic HR Leadership

The role of HR is evolving from administrative functions to strategic leadership. HR professionals are now seen as key partners in shaping organisational strategy and driving business outcomes. This requires HR to have a deep understanding of the business, align HR initiatives with organisational goals, and contribute to strategic decision-making. Developing leadership capabilities within HR is crucial for achieving long-term success.

10. Sustainable HR Practices

Sustainability is becoming a core focus for organisations, and HR plays a significant role in promoting sustainable practices. This includes developing policies that support environmental sustainability, fostering a culture of social responsibility, and ensuring that HR practices align with broader sustainability goals. HR professionals must lead efforts to integrate sustainability into the organisational ethos, contributing to a positive impact on society and the environment.

In conclusion, a career in HR is undergoing significant transformations driven by technological advancements, societal changes, and evolving organisational needs. HR professionals must adapt to these developments, embrace new challenges, and continue to play a strategic role in shaping the future of work.