Careers in…

Human Resources

Vanessa Howe, Lucy Townsend,

Mandy Zaccheo, Hannah Gilbert

Tuesday 28 March 2017

Careers in…HR

• Overview of HR as a profession

• Examples of HR roles and careers

• CIPD HR Professional Map

• How to get started and how to progress

• Sources of Information

• Q and A

What is HR?

• Human Resources and Learning and

Development help organisations create value

through people

• HR and L&D create successful businesses

through people - the right people, with the right

skills in the right roles

• The HR and L&D profession spans every industry

and covers a huge spectrum of jobs, specialisms

and careers

• HR works at strategic and operational levels

Overview of HR profession

• Wide variety of roles and specialisms within

HR – can be specialist or generalist

• Clear professional development mapped

through CIPD

• There are hundreds of HR roles here, from

G3-10+

HR roles and career paths

• Lucy Townsend

• Mandy Zaccheo

• Hannah Gilbert

• Vanessa Howe

Lucy

• Current role: HR Manager in Engineering Science

• How did I get here?

• HR Administrator in Oxfordshire County

Council

• HR Executive at Oxfam GB (secondments to

HRIS, L&D, Senegal; & CIPD training)

• HR Adviser at Oxfam GB

Mandy-HR systems and process

ROLES

• HRIS Analyst

• HRIS Manager

• HR Business Process Officer

RESPONSIBILITIES

• Operationalising HR policies

• Identifying practical solutions

• Link between business and IT

• Support of HR systems

SKILLS

• Analysis and problem-solving

• Communication and influencing

• Organisation and prioritisation

• IT

ROUTES

• HR generalist

• HR/Payroll administrator

• IT helpdesk/HRIS helpdesk

Hannah

HR Officer at the Ashmolean Museum

• Previous Experience

• Recruitment Consultant (CPA Recruitment)

• Recruitment Administrator (UAS Personnel

Services)

• Payroll Administrator (UAS Personnel

Services)

• Opportunities given to progress at the University

• Acting up as Senior HR Administrator (UAS

Personnel Services)

• Studying CIPD Level 5 with the Ashmolean

Vanessa

• Variety of careers before HR – Civil Service,

NGOs, Media and Advertising

• Various HR roles in Civil Service – CIPD

• MPLS HR Team Leader

• Head of Recruitment and Employee Development

The CIPD HR Professional Map

The map outlines:

• 10 professional areas

• 8 behaviours

• 4 bands or levels of competence - from Band 1

at the start of an HR career through to Band 4

for the most senior leaders

It has been designed to be relevant and applicable

to HR professionals operating anywhere in the

world, in all sectors and in organisations of all

shapes and sizes.

HR professional areas

• Recruitment and talent planning

• Learning and development

• Employee relations

• Performance and reward

• Employee engagement

• HR Systems- Service Delivery and Information

• Organisation design

• Organisation development

• Insights strategy and solutions

• Leading HR

HR Behaviours

• Curious: future-focused, inquisitive and open-minded; seeks out

innovative ways to add value to the organisation

• Decisive thinker: analyse data and information, bring insight, identify

options and make recommendations

• Driven to deliver: determined to deliver the best results for the

organisation.

• Personally Credible: combines knowledge of the “business” and HR

expertise to bring value to the organisation, stakeholders and peers

• Skilled Influencer: to gain commitment and support from diverse

stakeholders

• Collaborative: Works effectively and inclusively with a range of

people, both within and outside of the organisation

• Courage to challenge: confidence to speak up and challenge

• Role model: integrity - balancing personal, organisation and legal

parameters

CIPD-HR levels

• Band 1. Supports colleagues with administration and processes.

Manages information and data and is customer orientated. (G 4/5)

• Band 2. Advises on and/or manages HR related issues relating to

an individual or a team. Has a clear understanding of the

evaluation process and the solutions available (G5-7)

• Band 3. Leads a professional area acting as a consultant or

partner, addresses key HR challenges at an organisational level for

the medium and long-term. (G7-9)

• Band 4. Leads and manages a professional area(s) and/or the

organisation. Responsible for developing and delivering

organisational and HR strategy. (G9-10+)

Develops through: process/transactions, advice on policy

and process, consultant/partner, leadership and strategy –

but can enter at any level

HR knowledge and skills

Specific to each HR area – some core areas:

• Management principles and practice + staff engagement

• Strategic thinking and planning, project planning

• Recruitment and selection

• Employment law and employee relations

• Strategy and Policy development

• Consultation and research methods

• Mediation and conflict resolution

• Workplace coach

• Systems – process mapping and HR IT systems

• Data analysis

Some CIPD Qualifications

• CIPD Level 3 Foundation Certificate in Human

Resources Practice

• CIPD Level 5 Intermediate Certificate in Human

Resources Management

• CIPD Level 7 Equivalent to postgraduate level,

designed for people involved in implementing strategy

and developing policies

• Level 3 and 5 above will shortly be delivered as

apprenticeships for current staff – watch out for news

• Similar CIPD programmes exist for Learning and

Development

How to get started and progress

• Be devoted to continuous professional development

relevant to your post, the University and your chosen

area

• Consider how you meet and can develop HR skills,

knowledge experience and behaviours – use CIPD

• Can start from junior admin role and progress or

segue from other admin roles (other experience very

useful)

• Speak to HR people and managers about jobs-

network

• Later in 2017- consider an HR apprenticeship

Sources of information

• CIPD website

• Your nearest HR professional

• Divisional HRBP teams

• Divisional HR networks

QUESTIONS?