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 jobsnetwork Later in 2017- consider an HR apprenticeship
Sources of information CIPD website Your nearest HR professional Divisional HRBP teams Divisional HR networks
QUESTIONS?