Moving up in the HR Industry

What can my next

HR move be?
The HR industry is constantly changing, evolving and
demanding. New employment legislation can sometimes turn
what was previously accepted as OK entirely on its head. Or
one minute you could be sifting through a dozen job
applications, the next you may be swamped by hundreds
more for another job. In fact, a new shop on a former
Woolworth’s site received more than 1,800 applications for
25 available jobs – imaging sifting through that lot!
If you are serious about your career you need to keep abreast with
what’s happening in HR and develop the skills and knowledge that
will steer you along the right course as you move up through the
ranks. So what career paths are open to you aside from following the
traditional HR Officer-to-Adviser-to-Manager-to-Director route?
Depending on the size of your organisation, many professionals will
choose to specialise in certain areas of HR, such as:
Employee Relations: covering all aspects of employee welfare,
from grievances and disciplinary proceedings to equal opportunities,
pay negotiations and redundancies
Learning, Training & Development: identifying possible training
needs and running training programmes to help improve employee
performance
Recruitment & Selection: from writing job descriptions to running
assessment centres, testing and interviewing candidates
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Reward: involves developing benefit’s packages to entice would-be

applicants to the organisation
Employment Law: understanding how current legislation affects the
working practices and being called to represent the company at
employment tribunals
Health & Safety: advising employees on all issues regarding their
health and safety at work
One role that is increasingly in demand is that of HR Business
Partner. Working alongside the manager of a particular department
the Business Partner provide guidance, support and advice on a
range of employment relations issues and interpretation of
employment law to a diverse range of managers – recommending a
revision in existing policies and procedures of need be.
Other specialist roles include Employer Branding, International HR,
and Change Management. And the route that you choose to take will
depend on where your interest lies and, fundamentally, your desire
to learn the new skills needed.
Once you have picked a path that’s right for you, see what training
courses are available through your employer, the Chartered Institute
of Personnel & Development (CIPD), or your local college so that
you can make the transition into your new role as smoothly as
possible.

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Moving up in the HR Industry

What achievements should

I add to my CV?
There is a professor at a university in the US who says to all
his students on their first day: “If I could buy you for what you
think you are worth and then sell you for what I know you are
worth, I’d be a millionaire”. You need to think of yourself as
someone who is worth investing in and demonstrate how
your career achievements to date make you a sound
business proposition for the future.
To really set yourself apart from everyone else applying for the same
job, you need to focus on what makes you so different, what have
you achieved in your HR career to date that will make you a strong
candidate?
Imagine yourself walking along Any High Street and every shop sold
flowers. How would you decide who to buy from? Would it be the
shop that played safe and stocked the usual array of tulips, lilies and
roses? Or would your choice be the one that sold all of these as well
as some more unusual flowers such as orchids and Japanese iris’s?
Which one would stand out for you?
The point is that you need to position yourself as someone who
offers more than what your job description dictates. And this means
considering the key achievements that are admired in the HR
industry.
Here are a few examples of what you could include in your CV:
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Past experience of negotiating and reviewing contracts with

external recruitment partners, and streamlining the
organisations recruitment strategy
Experienced at designing, planning and implementing a series
of training programmes in conjunction with outside providers
Committed to continual professional development and working
towards Chartered Member (MCIPD) status of the CIPD
Facilitated the rebuilding of the organisation’s HR function and
brought recruitment in-house, which resulted in significant cost-
savings
Played a leading role in the organisation becoming recognised
for the first time in the prestigious Times 100 Graduate
Employers ranking attaining Investor in People status
Developed a management of attendance policy which has
reduced absenteeism levels in the workplace by 2% year-on-
year
So think of as many examples of instances when you have out-
performed your job description – things that make you stand apart
from your colleagues and won you recognition.

Further Reading
- How should I list my previous jobs on my CV?
- What makes a good CV design and layout?
- How can I make my CV more effective?

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Moving up in the HR Industry

What are the important

skills to develop?
There are a number of personal qualities and skills that HR
practitioners need, but to ensure that you have a long and
successful career and continue making your way up through
the ranks, you need to identify the key skills that are relevant
to the job you are in and, more importantly, the job you want.
As your career progresses, you will learn new skills in each new role
that you do. And one of the most effective ways of making yourself
stand out from other candidates applying for the same job is to
acquire these skills before you apply, rather than learn them on the
job.
For example, if you are planning to make the next step up from
being a HR Officer to HR Advisor or HR Business Partner, you’ll be
expected to be fully conversant with current employment legislation
and have the skill to communicate the implications with senior
managers across a number of different departments. This may mean
recommending changes to existing policies and procedures.
So by keeping yourself updated on the latest changes to
employment law and recognising the importance it will play in your
next role, your position in the job suitability rankings suddenly shoots
up - you have demonstrated your commitment to learn everything
you can about your next role, your obvious passion for the sector,
and an enthusiasm to learn new skills which will inevitably put you at
an advantage when you start your next role.
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It is your responsibility to find out what skills are required in each role
that you are planning to move into. So do as much research as you
can by scanning the job ads and reading closely the requirements
that each position asks for. Speak with people you already know
who are working in the role you want and ask them what is expected
of them.
Once you have identified the skills you need, find out what staff
development and training schemes exist in your company. Or
contact the Chartered Institute of Personnel & Development (CIPD)
to find out about the various professional development opportunities
available.
Indeed, professional accreditation from the CIPD is strongly
recommended and can mean the difference between moving your
career forward or getting left behind by your peers. Membership of
the CIPD will open many doors for you and they run a number of
post-graduate level qualifications to enhance your skills and all-
round HR knowledge.

Discover Job Profiles

Monster’s Career Snapshots show you the skills you

need in order to take your career to the next level:

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Moving up in the HR Industry

How can I get my boss to

notice my efforts?
Appraisals are your opportunity to sit down with your boss
and go through all the things that you have achieved
throughout the last twelve months. But if there is a job that
you have your eye on in the here-and-now yet your appraisal
isn’t due for at least another six months or more, how can
you get your boss to recognise your efforts without having to
wait until it may be too late to apply for the job you want?
Short of blatantly marching into your boss’s office brandishing a list
as long as your arm, there are a number of more subtle ways of
ensuring that the powers that-be turn the spotlight on you without it
looking like you are bragging.
For example, if you have worked with another colleague to develop
and implement a new programme that has reduced absenteeism
and saved the company 320 lost days in a year, send an email to
your boss with the results of your work and be sure to CC your
colleague in the email too.
This will demonstrate your ability to work effectively within your team
will inadvertently draw attention to you.
For any team project that you are working in you need to be seen as
the person running the show, especially if you have designs on
moving into a management position.
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Organise regular update meeting with your project colleagues, set

the agenda, and be the one who feeds back to your boss. This gives
you experience of managing teams and makes evident your ability to
organise and motivate teams.
With HR Managers involved in all aspects of the business, their work
load rarely shows any sign of lightening.
And one of the most effective ways of both improving your
relationship with your boss and showing your willingness to increase
your skill set, is to take on extra duties.
Your boss will almost certainly be thankful for the additional support
from you and more importantly, it guarantees your value to the team
and organisation.
Finally, become a mentor for new employees who will help them to
find their feet and answer any questions they may without the need
for them to approach your boss.
Starting a new career fresh from university can be a daunting
experience for many graduates who will need support during their
early days. This will raise your profile in the office and earn the
appreciation of your manager who has a busy enough schedule as it
is.

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Moving up in the HR Industry

Should I move internally

or externally?
There are times during all of our careers when we find
ourselves deliberating whether to stay with our current
employer or start afresh elsewhere. Sometimes we outgrow
the job we are in, other times we may feel that we have done
as much as we can in the organisation we are with. Either
way, the decision to stay or leave is often a tricky one and
will ultimately be decided by two overriding factors:
motivation and opportunity.

You need to recognise if you are feeling valued by your employer

and if your career ambitions can be fulfilled if you stay with your
current company. Look at your current job as objectively as you can,
if push came to shove would it be such a bad thing if you left your
employer - would it be doing you a favour?

Suppose you want to progress your career as a specialist HR

Business Partner role or focus on employee relations, for example,
yet opportunities to move into one these roles are as rare as a
British summer without rain, it may be time to update your CV and
look elsewhere.

Equally, if you feel that your skills and abilities are not being used to
their full potential or that you are not being paid what you are worth,
then you need to find an organisation that will.
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Staying in the same job with a company that offers little in the way of
career progression not only knocks your enthusiasm for the industry,
it can also cast doubt over your claims to be ambitious and career-
focused.

However, sometimes opportunities exist within your current

organisation - you may just need to rattle a few feathers. Staff
turnover in the HR sector is commonplace issue with many
employers eager to retain a valued member of staff rather than risk
losing them.

Some employers view job hopping as a good tactic to move quickly

through the ranks, whilst others see it as an inability to make the
grade in your current company.

So if you like the company you are in speak with your manager
about the possibility of creating a role for you within the organisation.
And remember that employer’s value staff loyalty and even if a
position isn’t available right now, this will keep in their minds when
the next round of promotion’s come.

Salary Calculator
Take a look at what you could or should be earning to
help with your next salary negotiation.
Find out what you’re worth.

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Moving up in the HR Industry

What attributes make a

good manager?
Just as everyone remembers a good teacher, we all
recognise a good manager. They are the people who make
the concept of managing look easier. But the irony is that
being a manager is a tough job and those who make it look
easy are the ones who are the best at it.

Successful managers are the ones who are skilled at performing a

wide range of roles and can bring out the best in their staff. Indeed, it
is not enough simply to be the best HR Advisor or Business Partner
in the business - you need to be much more than that when you
move into management.

This means recognising the personal qualities and skills that those
who are already doing a good job as a manager possess.

The people who excel in the industry have three clear attributes:
considerable experience, all-round project management skills, and a
strong commercial awareness.

And once you unwrap each one of these you will find an assortment
of key underlying factors that characterise a good manager,
including:

• considerable experience working in various HR roles

• excellent working knowledge of employment legislation
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• a solutions-driven approach to business

• to be focused on the task at hand yet flexible
• good influencing skills and a confident communicator
• an ability to make sound business decisions
• an aptitude for motivating staff
• tenacity and drive to deal with a demanding workload

HR Managers will often find themselves overseeing more than one

project at the same time and working with senior managers from
various departments across the organisation – each with their own
demands and requirements. Therefore, the ability to manage your
time effectively and prioritorise tasks will stand you in good stead.

The importance of having a confident style of management cannot

be underestimated, with HR Managers often involved in grievance
procedures or pay disputes, for example, which may involve union
representatives. So the ability to cope well under pressure is
fundamental to the role.

Honesty and transparency are vitally important to employees. If you

let your staff know what is expected of them, recognise their efforts
and achievements, and make them feel part of the decision making
process you will have a motivated and committed team who will be
happy to work for you; thereby making you better as a manager by
default.

Further Reading
- How can I secure a pay rise?
- What can I do to ensure a promotion?
- How can I improve as a manager?

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Moving up in the HR Industry

How can I make a

long-term career plan?
Over the last 10 to 15 years the HR sector has undergone
significant change with many HR practitioners not only
responsible for the development and succession of an
organisation’s most valuable asset – it’s people – but also
making themselves increasingly taking a strategic role in the
development and overall success of their company.

If the recession of 2009 has taught the industry anything it is how to

effectively streamline its candidate attraction methods. Around half
of all recruiters (48%) slashed their overall recruitment budget which
forced many HR departments into reassessing their entire
recruitment strategies.

Consequently, there was a significant rise in the number of

organisations using their own corporate websites and online job
boards to advertise their vacancies in the most cost-effective way.
And it seems that this trend will continue.

Another significant area of growth is employer branding. With

competition for jobs at its most fierce since the Labour government
took office in 1997, employers are battling it out with one another to
attract and retain the best candidates.

This attention to attraction and retention will also see the continued
growth of Reward specialists in HR. Yet ironically, much of the
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functions of HR may eventually be outsource as departmental

budgets are unlikely to rise to pre-recession levels for some time.

Similarly, experts predict that many industry sectors, such as the

public sector, will increasingly depend on interim staff to fill their
vacancies rather than make the investment of recruiting workers on
a permanent basis.

As for your career, there are a number of potential paths to consider.

You could continue working your way through the department until
you eventually reach senior management or Board level. Or you may
choose to become a self-employed HR Consultant where you will
assist and advice various organisations on particular policies and
procedures affecting their staff.

Alternatively, you could carve out a career as a trainer where you will
identify specific training needs and develop training programmes
accordingly. But whatever route you follow you need to keep your
skills and industry knowledge up to date.

Improve Your Monster Experience

If you have a Monster Profile, you may have noticed the Career
Goals section on your personalised homepage.

If you tell us your dream jobs, we’ll automatically update you on

job opportunities that match so you can take note of the skills
you need to develop, or apply right away.

View or create your Monster Profile now.

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Moving up in the HR Industry

Is HR the right
industry for me?
How happy are you in your career? Do you wake up in the
morning and can’t wait to get into work or do you think to
yourself ‘My job is OK I suppose, and a lot of things are good
about it, but…’? Is your gut instinct telling you that your long
term career will be in IT? Is it the whole job that doesn’t suit
or just part of it?

These are just some of the questions that you may be asking
yourself after a few years of working within the HR sector. But that’s
not such a bad thing.

British workers work longer than their European colleagues and it is

important to recognise whether you are working in the sector that is
right for you. After all it’s much better to spend the majority of your
waking hours each week doing a job that motivates and stimulates
you than one that drains your personal resolve.

So are you simply sticking it out and have fallen slave to the wage?

There is a difference between knowing how to do something and

doing something because you want to. And that difference is
‘motivation’. So you need to consider the following:

• Does your work give you a sense of accomplishment or do you

lack recognition for the work you do?
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• Do you feel suitably challenged and have the opportunity to

learn new skills or do you feel that your potential cannot be
fulfilled in your work?

• Is the work varied and stimulating or is it staid and repetitive?

Even if you have spent the best part of your working life in the HR
sector this is no guarantee that that’s where your future career lies.
Do you want to be in a job that you didn’t really want to be in?

So if you are interested in exploring other career options that are

related to HR, there are a number of possibilities. Lecturing is an
area that is increasingly in demand with universities and colleges of
further education eager to take on people like you with considerable
experience in the HR sector in a teaching capacity.

Or perhaps you particularly enjoyed the one-to-one aspect of HR,

when you have dealt with an employee’s personal issues or other
work-related concerns. If so, occupational psychology is another
popular option so it is worth contacting the British Psychological
Society (BPS) for more information.

What Next?

If you’re still looking for advice on finding the right job, creating a
great CV or tips on job interview, career-advice.monster.co.uk
contains everything you ever wanted to know, and more!

If you’re ready to apply for jobs, upload you CV to Monster and

then take a look through the latest roles.

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 Moving up in the HR Industry

They say that the grass isn’t greener on the other side, but
often it is. Our series of eBooks brings together expert advice
to help you secure the job you want and build a successful
career.

For more career tools, visit career-advice.monster.co.uk.