Route into HR

Business Partner may be overly enthusiastic at this stage. Even established HR Managers struggle sometimes to break into the role.

The level 5 will underpin some of the theory behind the practice so you’ve made a good start. In terms of roles, I can’t comment - it all depends on how you market yourself I guess. There’s nothing wrong with HR Advisor type roles to start. What a HR Advisor will do will vary from org to org. Sometimes you’ll get lucky and really get involved in all aspects of HR and even gain knowledge about strategy etc.

Also depends on what sort of salary you are after. Again, for a HR Advisor it will vary depending on org size, sector, structure of HR function. Most tend to be between £25-£32k. But there are places that offer more.

Thanks for reply. Just starting to look at all the different roles that are out there and as you have mentioned some seem to vary from organisation to organisation in what they are looking for. I have transferable experience and skills it’s just at what level these will align too or be considered for without having worked as a HR professional as such even though have gained practical HR and transferable experiences in managerial roles.

Make your CV shine. It’s not always bad being completely new to HR. I’m sure in your career you’ve done stuff, e.g., conducted investigations and disciplinary hearings that even the lower levels of HR roles won’t allow you to do. But there’s a difference between conducting one with the help/coaching of HR and actually being the person that other managers turn to for advice - lot’s of in between skills and knowledge to learn. It’s a case of, the more you do it, the better you’ll become.

Also, what sort of industry/company are you wanting a HR role? Other’s may disagree but in my own personal experience, if I am passionate about what my employer does, I am more passionate about the context of HR within that company.

Lastly, network. Something I need to do more of. Maybe join your local CIPD branch, attend events run by external organisations. A company called Peninsula offer some great (and free) employment law and health and safety update events. CIPD also do some good ones, but unless an employer is paying, they are expensive, which is a shame. I would love to attend some of their events but can’t justify £600 for a ticket. Finally, and this is something I am now trying to do, shadow senior professionals. Ask questions and gain insights. In my case, I have operational HR experience, but want to learn more about strategy, change management and organisational design.

Thanks for info. I was a senior manager within my retail role in stores with more than 400 staff in some cases and regularly asked for advice in various areas as well as conducting processes myself as I had line managers and supervisors who reported to me. Also would be helping store managers and other senior managers with various issues. Gave me loads of exposure and practical experience of training, mentoring, absence management, talent development etc as well as other stuff mentioned.

Personnel managers in store where there to guide but due to my position and experience and skill as a people manager I would generally be going to personnel manager with my ideas rather than needing advised if that makes sense. Over the 9 years in role more and more of traditional HR became line manager and senior managers roles within the business I worked in.

Open minded to the industry I move into for HR role.

Also involved in large change management projects due to downsizing and technology and equipment investments which gave me experience in changing hours for business requirements in the right manner,

You have a lot of transferable skills then. May be worth seeing what advice other users can give who have similar levels of experience and wanted to make the move into HR. Good luck anyway and hope you enjoy the Level 5 course.

Welcome to the forums, Bryan.

To be frank, a lot of it is luck: applying for the right role at the right time, or knowing the right person. Generally speaking, a company wouldn't be well advised to take on an HRM or HRBP without direct experience in HR management, regardless of their operational management background. But it may be hard to find an operational HR Advisor or similar role given your management experience - it's going to be pretty obvious that you're only there to pad your CV on your way up the ladder.

Temporary roles are probably your best, most reliable option. No one cares that you're not planning on hanging around, and such roles often have a more pragmatic, "just-get-stuff-done" agenda that will suit someone with plenty of hands-on experience. In the event that you shine, you'll be first in the queue for a permanent job in the same environment. And if you don't, well, it's only temporary. You can spin the experience to a positive drift in your next interview.

Most people moving from one discipline into HR take a pay-cut to do so (heaven knows, I did).

Thanks for reply appreciate time you have taken to respond.

Looks like a few people agree with your reply as it’s had a few likes.

Assuming your meaning a temporary role at HR advisor level?