A role in Human Resources is both exciting and rewarding as you work directly with employees and management staff to resolve their issues and work on strategies that make your organisation a better place to work.
Talk to any HR professional and they will tell you that ‘no two days are the same’, working in HR presents a number of opportunities to connect with other people as well as challenges when navigating grievances or policy implementation.
What is it like to work in Human Resources?
“Human Resources is at the core of an organisation. The day to day employee engagement accompanied by developing strategies with directors is what builds the infrastructure of any company.
It is a vital position that ensures fairness and resolution for all staff members. HR offers a chance to be creative by implementing new initiatives that will improve the organisation’s financial status and culture.
It is a busy department that continually brings about new challenges and requires innovative thinkers, good communicators and people who are passionate about helping other people.” – Ruth-Beth Jackson, Principal Recruitment Consultant
Qualifications needed for a job in Human Resources
For the most part, qualifying for a role in Human Resources is fairly straightforward. Typically candidates interested in pursuing a career in HR will have attended university to study and obtain a degree in Human Resources, Organizational Management, Psychology or similar. From here, graduates would usually begin their career in an entry level role, with some HR professionals gaining Masters or additional training to work in senior management positions.
Getting a degree isn’t the only route into Human Resources; The Chartered Institute of Personnel and Development (CIPD) is a professional association which offers courses similar to degree or masters level studies.
Our top Human Resources jobs
Human Resources Advisor
HR Advisors are often known as HR generalists because they advise their employees on a multitude of areas within an organisation. They will look after the full employee lifecycle from recruitment, onboarding, benefits, payroll, and assist on the relationships between management and employees.
Similarly to an Employee Relation Specialist, an HR Advisor is there to be an advocate for both employee and manager in cases where there may be a dispute or grievance.. HR Advisors have to be very up to date with the latest workplace legislation and are usually the first point of call for all staff member queries.
Daily rate: £150 – £200p/d
HR Business Partner
A more strategic role, HR Business Partners tend to focus on ensuring that the wider company’s goals are delivered. Similar to an Advisor that they will cover various departments so can be involved with implementing any new laws, developing staff training programmes, restructuring teams, improving performance and leading new initiatives.
Daily rate: £250 – £350p/d
Employee Relation Specialists
Employee Relation Specialists will focus on resolving issues between managers and their team to ensure fairness on both sides. They may deal with cases that vary from absences, grievances, staff conduct, holiday and often much more complex issues around physical and mental health.
Cases that become more complex can result in tribunals and dismissals which would be managed by the Employee Relation Specialist. ER specialists play a huge part in ensuring everyone in the workplace has a voice, and that issues are looked at, investigated and rectified.
Daily rate: £250 – £350p/d
Organisational & Learning Development Manager
Organisational Development Managers and Learning Development positions are specialist areas within the HR space which require additional training or qualifications to be completed before an HR professional can move into this space.
In organisational development, a manager will improve the way a business functions by changing the structures, policies and cultural behaviours. They will often work closely with Learning Development managers who will construct new training methods to increase performance levels, which then contributes to the progression of the whole organisation.
Daily rate: £300 – £400p/d
Head of HR/HR Director
The Head of HR or HR Director focuses on creating strategies that will change how the organisation runs. They are fully immersed in the running of an organisation from policies, budgets and long term strategies.
Alongside this, they will make targets for the company to reach that will ultimately benefit the profit or function of a business. These targets typically focus on employee engagement, attendance and training. HR Directors are key decision-makers on the business model and are responsible for budget spends, consultations, staff plans, compensation and training.
Daily rate: £450 – £650p/d