“What HR advice can boost your career growth? #HRtips #CareerAdvice
Are you curious to learn valuable insights from experts in the field? Let’s dive in and discover practical tips that can help you advance your career in HR! Share your thoughts and experiences below. #CareerGrowth #HumanResources“
Learn and understand the business. Learn how your company makes money. Try to save the company money instead of just spending it.
If you are getting into this field because you are a “people person” you are not going to enjoy it
Talk to your employees. Get to know them. Don’t forget the “human” in Human Resources.
Network, network, network
All the above are great answers! I would also say that oftentimes in HR, we’re busy taking care of everyone else’s needs and forget about our own. Don’t fall into this trap. Keep learning, get a coach, read, take courses, keep working on yourself, network and build your personal brand. This is what helped me progress and triple my salary in 5 years. Good luck!!
You don’t work for management, you are management. It’s not “the business has decided to…”, it’s “we have decided to…”. Understanding the nuance is critical for career growth and asserting yourself as a partner in the business.
You will always have to have a degree of separation from people, everyone from senior leadership to line staff. This can be a lonely place; find sources of solace and connection outside of work.
Don’t take things personally. Even if you think you’re already good at, get better.
People will get mad at you. If you are in the business of people pleasing, this is not for you. You are the source of truth that the business needs, and sometimes that means people will get pissed off. Tell them to take a number and keep advocating for the right thing.
Learn the business and build relationships
Don’t just say no. If something being asked isn’t possible, offer alternatives that can get at what is being asked that is within policy or come back with reasons why something isn’t feasible and how to best proceed. Be a strategic partner, not the stop sign or they will just leave HR out of the conversation entirely.
Practice explaining a crisp value proposition. For example, “[business leader], if you partner with me on this new HR Information System rollout, we can free up approximately 10 hours/week for your engineering managers to focus on product XYZ.” Do not make the assumption that every business leader will get on board with change just because you or the company says they should. What’s in it for them?
Do not take employees frustrations personally. It’s not your fault.
Don’t take yourself too seriously. You do a job, the job is not your identity.
Be a SME on your company’s policies and any HR procedures even if they are not under your personal scope of work. Network cross-departmentally, work on building lateral relationships with leaders in other departments and collaborate on projects.
Network- beware of mentors and enemies, sometimes they are the same person.
Remember it’s impossible to make everyone happy! If you try you’ll be continually disappointed.
Explore all the different areas of HR to find what you like the best. There is so much opportunity under the HR umbrella, and certain tracks may suit you better than others.
Loyalty doesn’t get you much. I was all in at my job 4 years ago, even with the commute. But I eventually left because I didn’t feel there was a ton of growth, I’ve increase my salary 120% since then with 2 job moves.
Be good at excel
Learn the business. At least learn how to read and analyze financial statements (including internal management reporting), how your business generate revenue, and how your main business processes are organized (such as selling, production, procurement & delivery, etc). This can help give you more background to start to understand how people are effectively organized together to perform these tasks, and how to do so while maintaining business profitability.
100% over and over it is this…. No good deed goes unpunished
Set boundaries IMMEDIATELY when an issue occurs.
In my experience boundaries are extremely easy to set if done right away and very hard to set later.
For example when I started my current job I found out the previous HR manager did a lot of things that were absolutely not HRs wheelhouse. For example setting up shuttles for members of the club. Why that wouldn’t be handled by the shuttle manager I have absolutely no idea but I shut that shit down real fast. No one had any issues with that because that person had already been handling it recently anyway (there was a delay between the previous manager quitting due to burnout and me coming on)
Certifications. Certifications. Certifications.