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Making the move to HR Manager

Fiona

Hi,

Has anyone got any advice, or would be willing to share their own story, of moving up to an HR Manager role please?

I am an HRBP, and keen to progress my career, but all the HR Manager vacancies either seem to be stand-alone HR roles at small companies (small pay too) which I am not really interested in, or want someone who is already a Manager. I'm finding it hard to identify how to be considered as a first time HR Manager. I do have extensive team management experience from 15 years ago, but switched careers then to HR and started at the bottom.

Any advice? Thank you.

Parents
  • Getting the next step in a career is a tricky one. Job titles vary, levels vary and the size, scope and salary for roles varies which creates confusion for those wanting to advance their career.

    I always hope that employers have a potential employee in mind when drafting adverts and JDs to get the right balance between selling the role and explaining it so new employees can work out the content, position, whether it's a step up and what they will exactly be doing. Sadly, many JDs seem to be a one way employer view with a tick list that is long of things they want and many potential candidates de-select themselves when they don't match the ideal. It's a bit sad considering as HR professionals we should be thinking employee experience and talent development in our own backyards as well as in the businesses we work with (in my case) or in.

    Personally, I'd recommend some coaching support as you navigate your next move. I used a coach a couple of times at key points in my permanent career change moves and I never regretted the investment. I'd get them to help create you to a fab CV & online profile/s, which showcases all your skills - even those team management, pre-HR days experience and they can also support you when you get to interview stage.

    I wouldn't discount a standalone role or a move into a bigger company with scope to move up even if the first role you do is a lateral one or you could try and get career development where you are as has been suggested below.

    Good luck and keep plugging away.
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  • Getting the next step in a career is a tricky one. Job titles vary, levels vary and the size, scope and salary for roles varies which creates confusion for those wanting to advance their career.

    I always hope that employers have a potential employee in mind when drafting adverts and JDs to get the right balance between selling the role and explaining it so new employees can work out the content, position, whether it's a step up and what they will exactly be doing. Sadly, many JDs seem to be a one way employer view with a tick list that is long of things they want and many potential candidates de-select themselves when they don't match the ideal. It's a bit sad considering as HR professionals we should be thinking employee experience and talent development in our own backyards as well as in the businesses we work with (in my case) or in.

    Personally, I'd recommend some coaching support as you navigate your next move. I used a coach a couple of times at key points in my permanent career change moves and I never regretted the investment. I'd get them to help create you to a fab CV & online profile/s, which showcases all your skills - even those team management, pre-HR days experience and they can also support you when you get to interview stage.

    I wouldn't discount a standalone role or a move into a bigger company with scope to move up even if the first role you do is a lateral one or you could try and get career development where you are as has been suggested below.

    Good luck and keep plugging away.
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