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I've just gained my very first HR Advisor role! Any advice?

James Webber

Hi all,

As the title suggests, today I was very, very happy to acquire my first HR Advisory role after a number of years of trying to progress! 

I'll be working in a team that solely deals with sickness advisory support/case work. I should also state that I've never worked within this organisation before so I'm sure that I'll be able to get some tips and tricks internally when I start in a few weeks time.

However, before that I wanted to try and get some feedback about how you all coped with your step up to the Advisory level?
Was there anything that you wish you'd known then that you do now?
Do you have any tips that you think could make the transitional process easier for me or potholes that I should look to avoid?

Your advice doesn't have to directly related to sickness management, I'm sure that I can make any advice you give, relating to case work/advisor work, applicable to my new role.

P.s. But please don't give me all your horror stories all at once! ;)

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  • Hi James, congratulations!

    For your actual role, upskill yourself on reasonable adjustments as this is an area often misunderstood by the business, employees and even HR.

    Say yes to everything even if that means working above, beyond and not even within the scope of your role. Some of this work you may detest (I particularly hated a new compensation structure I was tasked to implement and that I was wholly unskilled for), but it will teach you what your strengths and development areas are, which areas of HR you like and get you noticed. You may not get extra pay but you get paid with invaluable experience that helps build your career.

    Be curious, build relationships outside your immediate team by being interested in what others are doing.

    Be human. Yes there are some employees who game the system but by and large most don't. Give people the benefit of doubt. Never take anything personally, it's not you, it's the job you are doing that can make you the target of some not great comments.

    Lastly, enjoy it! I'm now in my second decade and when I look back to when I was in your position, wondering when I would 'make it' in HR, wondering when the legal reports in People Management and Personnel Today would make sense, wondering when I would get paid that nice wage in all the job adverts way above my level - you'll get there one day. And you have plenty of funny stories to gather along the way.
  • in reply to Victoria
    Thank you for your kind words and detailed answer to my question.
    I'll be sure to take it all onboard.
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  • in reply to James Webber
    Hi James,

    A massive congratulations to you and well done!

    For me, it's about a few things:

    1) Build meaningful relationships with the people you support (including the employees). You start to discover a lot more information when you have those great relationships :)
    2) Listen carefully and be yourself (above all, be a human!!!)
    3) get to know the business and the operational side, that will always put you in a good place to truly understand what's going on at ground level.

    Enjoy and have fun!

    Craig
  • in reply to Craig
    Thank you for your kind words Craig.

    Yes, points one and two seem to be a recurring theme of advice that I've been given which I'll be sure to take onboard.

    With regards to your point #3; could you elaborate on what you mean?
    Do you mean try to understand what the business is trying to achieve, and thus what the managers/employees are trying to achieve, so that it's easier for me to understand what is impeding them from doing so i.e. absence/sickness etc?
  • in reply to James Webber
    Hi James,

    Point 3 is spot on :) Understand the challenges the managers and colleague face, what their job role entails and all of the issues/feedback/opportunities and strengths. That allows you to tailor your approach in regards to questions and advice as well as having a good solid understanding of the Operations :)