Hi all,
Just to introduce myself to this community.
Due to various circumstances I have not been able to practice the HR I studied back in 2010.
I am back now and re-joined CIPD and a lot seems to have changed. Glad to see there is a learning hub and will make the most of it.
Happy to say I have a job now as a HR Associate Partner, however when searching for jobs I now see so much HR job titles.
Is there a particular HR growth structure one can aim for?
And any advice on building my career in HR will be great and is more than welcome.
Looking forward to connecting with as many as I can.
Thank you!
The traditional pattern is Administrator -> Advisor -> Manager -> Director.
There is a well-established parallel path that goes Advisor -> Business Partner -> Consultant, in which the job of actually managing a team is side-stepped with a focus on coaching. Many HR professionals will shift between paths as they go along.
But people do like to mess with the formula and invent new job titles (like "Associate Partner" - I have no idea what that means) or sticking a title on a role that doesn't describe the actual job (like calling someone an "HR Manager" when they have no team to manage, or an "HR Business Partner" but giving them a team to manage).
When job hunting, it's often worth asking recruiters to explain where they think a job sits on this continuum although, to be fair, you can often work it out by just looking at the salary and the first three lines of the job description.
Generally, an HR Administrator will have or be working towards a Level 3, an Advisor will have or be working towards a Level 5. At HRBP or Manager level you should have a Level 7 and have or be working towards Chartered status. Beyond that, some roles will expect an MA or MBA or similar, but it mostly becomes QBE (and QBWYK) once you're heading to Director level roles.
The traditional pattern is Administrator -> Advisor -> Manager -> Director.
There is a well-established parallel path that goes Advisor -> Business Partner -> Consultant, in which the job of actually managing a team is side-stepped with a focus on coaching. Many HR professionals will shift between paths as they go along.
But people do like to mess with the formula and invent new job titles (like "Associate Partner" - I have no idea what that means) or sticking a title on a role that doesn't describe the actual job (like calling someone an "HR Manager" when they have no team to manage, or an "HR Business Partner" but giving them a team to manage).
When job hunting, it's often worth asking recruiters to explain where they think a job sits on this continuum although, to be fair, you can often work it out by just looking at the salary and the first three lines of the job description.
Generally, an HR Administrator will have or be working towards a Level 3, an Advisor will have or be working towards a Level 5. At HRBP or Manager level you should have a Level 7 and have or be working towards Chartered status. Beyond that, some roles will expect an MA or MBA or similar, but it mostly becomes QBE (and QBWYK) once you're heading to Director level roles.
