Hello everyone,I’m currently studying for a master’s in Human Resource Management in the UK, coming from a non-HR background with a few years of work experience in another field.
I’ve been actively applying for part-time roles to gain practical HR experience alongside my studies, but I’ve found that many roles require at least 1–2 years of UK HR experience which I don’t have yet. Plus, I live in a smaller city, which makes it even more difficult to find remote opportunities.
At this point, I’m wondering if I should shift my focus to unpaid internships just to build some experience or if there might be better ways to approach this job search.
I’d really appreciate any advice on where to look or how to position myself better in applications. Thank you so much in advance!
From my experience working in staffing this is a situation I see quite often with students transitioning into HR. Before opting for unpaid internships, I’d recommend looking at roles adjacent to HR such as recruitment support, HR admin, payroll assistance, or operations roles with strong people coordination. These positions still give you practical UK experience and help build credibility, even if the job title isn’t purely HR.
When applying, focus on clearly linking your past experience to HR skills like communication, data handling, compliance, and stakeholder support. In smaller cities, contract or project-based roles are often more accessible than permanent part-time ones. Unpaid internships can help in some cases, but a targeted approach using transferable skills usually leads to better long-term opportunities.
Perhaps you could consider looking for roles that are admin based with some HR admin duties local to where you live where you could work on site. The pay may not be great but it would be a start. Alternatively perhaps write to some local companies offering your services as a HR volunteer working on site for a few hours or a day a week if you can afford to do that. Many small to medium businesses are struggling at the moment and may not have the budget to pay for HR advice or have an in house HR person so may be grateful of free HR support. Paid employment might eventually follow - you never know. I would also get in touch with your local CIPD branch and attend their meetings with a view to networking with local HR people who may be looking for an additional HR person or may know of a company that is. Many roles are not advertised and can be found by word of mouth. As you have a non HR background the CIPD local branch should be able to help you find a mentor to develop your skills and knowledge.
It may also be helpful to explore the CIPD Career Toolkit which has a CV tool and lots of learning and supporting resources to help you prepare for the next step www.cipd.org/.../
I went from the Army to accountancy to banking to becoming a School Bursar (with a return to the Army, volunteering abroad, and a lot of financial agency work betyween banking and Bursaring) and became an HR Manager two years ago.
I had had a lot of responsibility for HR as a Bursar. This, together with knowledge of how schools tick; experience in dealing with some complex ER stuff in schools; and a good business background was what got me my first role. I understand that for both of the roles I have held, I had to make myself redundant from the first, I was selected over a CIPD qualified candidate because of sector understanding.
Very glad I did my EA to become Assoc CIPD to back up the experience. It's turbulent in the Independent Schools world at the moment and this gives me the confidence that should anything go wrong in my current role I am that little bit more marketable outside!
Transitioning into HR from a different background is incredibly common and brings such valuable, diverse perspectives to our profession. Getting that crucial first bit of practical experience is usually the hardest hurdle to clear.
What often helps is finding a structured programme that bridges the gap between theory and practice. For instance, the e-Careers HR Career Academy pairs your CIPD studies with guaranteed remote work experience. It makes a massive difference in getting your foot in the door—in fact, 1 in 4 students typically receive a job offer directly from their placement host company!
What background are you transitioning from? You might be surprised by how many of your current skills are already highly transferable.
This is such a thoughtful suggestion. Smaller organisations often welcome practical help, and even a few hours a week can give a student valuable hands‑on experience with policies, onboarding or people processes. Reaching out to local employers directly can open doors that never make it to job boards.
I completely agree with this. Adjacent roles can be a brilliant way to build that early UK experience without feeling forced into unpaid work.
And you’re spot on about highlighting transferable skills. Often, students underestimate just how relevant their previous experience is once it’s framed through an HR lens. Great advice.
Hello Yuzuka! Please don't be discouraged. The experience trap is notoriously difficult to navigate, especially when you are based in a smaller city where fully remote, entry-level roles are incredibly competitive. While unpaid volunteering is an option, your Master’s knowledge is already so valuable!
Have you looked into structured learning pathways that actively guarantee practical exposure?
