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Route into HR

Bryan

Hello All,

I am presently completing my level 5 in HR. I plan and will be finished at latest in December 2020 however I am hopeful to be completed before then.

My background is as a duty manager, line manager, senior manager and business owner in sports, retail and food service industries which had given me 20 years experience as a manager with 9 years of it in a larger retailer where as a line manager and senior manager I had a lot of exposure to dealing with people management and HR within my roles such as recruitment and selection, performance management, people management, disclipnary and investigations etc which I am seeing especially now with completion of this course.

My question is how do I translate this into jobs I can apply for once the course is completed.

For example I have a lot of business experience so would I be considered for a HR business partner role? 

Thanks for your help in advance.

I am from Edinburgh and would be looking to commence a full or part time role in HR on completion of the course and I am flexible to what level I start.

Bryan

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  • 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.
  • in reply to Amo
    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.
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  • in reply to Amo
    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.
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