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Why do I need years of experience in HR?

Laura Hood

Hi all

I'd like a bit of advice. I'm currently a Group HR Manager for a company of 250. I have been doing my current job since August but before that I was an HR Advisor here for just under 3 years. Before that I was an HR Assistant elsewhere for 10 months. I am the Head of HR here - I manage our Inhouse Recruiter but strictly speaking I work in a standalone capacity.

While I was HR Assistant and HR Advisor, I was doing my CIPD Level 7 as a Masters qualification part time which I passed with distinction.

From looking around at LinkedIn etc., I feel at 26 I'd progressed fairly quickly into a senior role.

I'm not necessarily looking to leave but I'm ambitious and keep an eye on jobs ... my issue is that most of the roles I've looked at want '5 years experience' or '3 years experience' in an HR Manager capacity which translates into MCIPD sometimes (I'm ACIPD and have been told I need more time before I can go for chartered membership).

What is worrying me is that these job descriptions makes it sound like I'll struggle to leave without staying in my current role for a number of years, a greater amount than I'd potentially want to stay here. I suppose my question is how would you all feel about my career history, to take on another HR Manager / HR Business Partner role at my experience level? Are you looking for years of experience or someone who can take new things on quickly?

Thanks in advance

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  • Laura
    I agree with Keith that the specific role will determine the necessary experience.

    Adding to his remarks, I would also suggest that to take on a visible similar role in a larger organisation it will help to have done similar things in different sectors or environments. This will help recruiting managers to understand that you not only know "how" to do the operational HR things but also that you can identify "why" and "how" they need to be done differently or even "adjusted" to take into account different contexts (startup, steady state, downturn, sell-offs....). It will also help to convince the recruiter that you can hit the ground running with a shorter learning curve.....
    Hope this helps and good luck!
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  • Laura
    I agree with Keith that the specific role will determine the necessary experience.

    Adding to his remarks, I would also suggest that to take on a visible similar role in a larger organisation it will help to have done similar things in different sectors or environments. This will help recruiting managers to understand that you not only know "how" to do the operational HR things but also that you can identify "why" and "how" they need to be done differently or even "adjusted" to take into account different contexts (startup, steady state, downturn, sell-offs....). It will also help to convince the recruiter that you can hit the ground running with a shorter learning curve.....
    Hope this helps and good luck!
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