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Career change to a HR role

Emily Miller

Hello!

I am looking to make a career change into a HR role and would love to ask some advice?

I have a retail background (currently a supervisor in luxury sales), so although I do not have any direct experience, I do fulfil perform team leader and performance assesment activities within my team. I have been in this industry for three years and have recognised that the aspects of my job I find the most fulfilling are the 'people' parts. This has lead me to pursue this change. As I am currently lacking in HR experience I am self funding my level 3 diploma in HR, which I am working through in my own time.

I wondered if anyone could offer any advice to a new starter on how to make the transition into the profession? From my own research a lot of roles, even the entry level admin assistant positions are asking for previous experience ( which I sadly lack).

Any advice would be greatly appreciated, 

Many thanks,

Emily

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  • Hi Emily,
    I've got a really similar background to you, having done retail supervisor/management stuff and realised the bit I liked best was the people side.
    I transferred from retail to HR 18 months ago. Send me a message (linkedin) and we can chat if you want?
    After getting my CIPD level 3 I did a few things to boost the experience.
    I got a days work experience within the retail with the Regional HRBP which was useful, good to pick her brain and see what she did.
    I then did an unpaid internship for three weeks (yes I know..) with a fashion retail in their HR dept, it ticked the box for experience and was a transition that made sense. Fashion Retail world being small they then found me a paid admin role with another retailer for 3 months.
  • in reply to Briony C
    I have been in the same position, and it is hard in more ways than one to make the move, but it's certainly achievable. One thing that helped me was doing HR projects as a line manager - for example I took it on myself to re-educate managers and collagues on absence management, and created an absence management toolkit for Managers to use. This helped reduce absence and was a good example for my CV. This is the kind of thing you can just do off your own back, and you can also ask your local HR team if you can pick up any project work or additional case loads.
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  • in reply to Briony C
    I have been in the same position, and it is hard in more ways than one to make the move, but it's certainly achievable. One thing that helped me was doing HR projects as a line manager - for example I took it on myself to re-educate managers and collagues on absence management, and created an absence management toolkit for Managers to use. This helped reduce absence and was a good example for my CV. This is the kind of thing you can just do off your own back, and you can also ask your local HR team if you can pick up any project work or additional case loads.
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