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Career progression in HR

Andre

Is it often considered a given in the profession that:

Someone with 3 years experience as an HR Administrator should then be able to automatically step up to an HR Advisor level role, provided they also have the CIPD Level 7 and Associate Membership of the respective professional body;

Ditto for someone with 3 years experience as an HR Advisor for an HR Business Partner role.

Ditto for someone with 3 years experience as an HR Business Partner for an HR Director’s role.

However, as a gap analysis in all their job descriptions and person specifications, they lack either previous HR Advisory, HR Business Partnering or HR Directing experience, so how do most people do it then by ‘making the jump ‘ or ‘bridging that gap.’?

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  • I am assuming you are asking what the difference is between a HR Administrator and a SENIOR Hr Administrator ....and ditto the other roles.

    The answer is that (sadly) it will depend. Some organisations will have a robust job evaluation system that has evaluated the two roles and have scored them so differently as to move them into a different evaluation grade. Thus they are different jobs due to the skills, experience and responsibilities they contain. this may be decision making ability, experience necessary etc.

    On the other hand some organisation will scatter the title "Senior" into roles in lieu of paying someone more money.

    There is also no universal definition of what each role is anyway. So I would expect a Senior HRD in say a Footsie 100 company to be very different from that in a 50 person start up.

    So its best to look past the titles and into the roles and responsibilities.
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  • I am assuming you are asking what the difference is between a HR Administrator and a SENIOR Hr Administrator ....and ditto the other roles.

    The answer is that (sadly) it will depend. Some organisations will have a robust job evaluation system that has evaluated the two roles and have scored them so differently as to move them into a different evaluation grade. Thus they are different jobs due to the skills, experience and responsibilities they contain. this may be decision making ability, experience necessary etc.

    On the other hand some organisation will scatter the title "Senior" into roles in lieu of paying someone more money.

    There is also no universal definition of what each role is anyway. So I would expect a Senior HRD in say a Footsie 100 company to be very different from that in a 50 person start up.

    So its best to look past the titles and into the roles and responsibilities.
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