Administrative Assistant Career Path – Whether you are just starting out in HR or have years of experience, planning your HR career can play an important role in achieving your personal and professional goals. You have many opportunities to develop and shape your career based on your abilities and interests. By planning your HR career, you will be able to determine the direction you want to grow in the future based on your HR career goals and abilities.
Human resources covers multiple functions beyond general HR, and the value that HR professionals add to a business is far-reaching. You can provide general advice to your business, support the implementation of technology or other digital initiatives, build and maintain a healthy organizational culture, or strategically integrate the HR value chain into commercial activities.
Administrative Assistant Career Path
In this article, we’ll discuss what a modern career looks like, the different HR career paths you can take based on the four HR profiles we’ve developed, and what inspires you. Three examples of HR career development that will help you.
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Don’t hesitate to explore our HR Career Path Tool to see what your own path into HR might look like!
Not so long ago, a career was traditionally seen as a series of steps leading to the highest point of success – a leadership position. A typical career progression for an employee is from employee to manager overseeing a team, to function director, to department vice president, to senior vice president, etc. In other words, your career generally follows the hierarchical structure of your organization. Each role you took on was just a step that helped you on your way to the top.
However, these days it is no longer common to think of a career in terms of an organizational hierarchy. The modern career path is now understood as a series of experiences, each of which provides an opportunity to develop your knowledge and skills. Your career may follow an upward trend, and you may eventually reach the position of senior vice president. However, your previous roles don’t just mark the pinnacle of your career.
This idea represents a shift from career as hierarchy to career as experience. According to Deloitte research, 84 percent of workers consider this change important or very important. This shift can be attributed in part to the fact that to succeed in today’s disruptive business environment (the COVID-19 pandemic is a prime example), you need different skills and competencies. There is a need that cannot be met by it alone. Following the traditional hierarchical career progression.
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A successful HR professional needs in-depth knowledge of compensation and benefits, talent acquisition or learning and development. You also need to understand the company’s operations, including how its products are manufactured, how it provides its services, how it makes profits, etc. This is why it is now so common to find HR professionals who have previously worked in marketing, sales or product development.
The number of employees in human resources is predicted to grow by 10% by 2030. Furthermore, HR jobs in the US have grown by 87% since the start of the COVID-19 pandemic. With the addition of new HR roles and responsibilities related to wellness, digital transformation and sustainability, we are seeing more non-traditional HR career paths and opportunities emerge.
Not only are HR careers no longer linear, but you are now expected to have more variety in your career. These days, professionals move between roles and companies more often than in previous decades. It is common for workers to play different roles and still achieve the same goal.
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This means that if your ultimate goal is to become a CHRO, you don’t necessarily have to follow the traditional path of starting as an HR assistant, working your way up to HR specialist, HR manager, and then HR director. For example, it is possible to start your career as an HRIS Analyst, then an HR Operations Manager, then a Shared Services Manager and finally a CHRO.
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Your career development in HR is essentially a collection of meaningful experiences. With each role you play, you gain a new set of skills and abilities that enhance your personal and professional development. They will also allow you to progress further in your career. Keep in mind that different companies – depending on their size, structure and industry – may require different skills, competencies and departments for the same job. This means that the possibilities you have are endless.
However, it also means that you need to go beyond your HR specialization and develop additional, more general HR competencies that are transferable between roles. These opportunities will not only allow you to collaborate and innovate around the world, but also allow you to be confident about your career in the face of changing work environments and global disruptions.
As we take a deeper look at the skills you need to fill different roles across the HR spectrum, four stand out as key competencies. We see that the typical HR professional will need to develop a range of functional and general skills throughout their career, making them a T-shaped HR professional.
To become T-shaped, you need to develop a certain level of expertise in four core competencies, which are business acumen, data literacy, digital skills and people advocacy. Each of these competencies has different dimensions, which include specific behaviors. These are the general skills mentioned above that are transferable between different HR roles. Apart from these, you will also need to have expertise in at least one area of HR. It can be recruiting, DEIB, HR analytics, organizational development.
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There is no one-size-fits-all solution when it comes to determining the right HR career path for you. The path you take will depend on your ambitions, interests and skills—which means what’s right for you may look very different from what’s right for another HR professional, regardless of your perspective. The beginning and the experience are the same.
However, there are still guidelines you can follow to identify the right path for you. Your starting point is your dream position. Ask yourself: “What is my ideal job?”. If you already know what you want, the next step is to identify the skills, abilities, and experiences you’ll need to acquire to get there. After that, it’s a matter of charting your progress.
If you still don’t know your ultimate goal, it’s best to focus primarily on the skills and experiences you want to acquire and start looking for roles that will help you achieve them. let me help you A quick and easy way to do this is to use the HR Career Path tool.
With the number of HR roles available and the different skills required for each, this can be a daunting task. That’s why we’ve created a framework to help you identify what skills you need to acquire and what roles will help you get to where you want to be.
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This framework gives you a clear understanding of the different combinations of attitudes and skills needed to succeed in different HR roles:
There are dozens of HR specializations, which means there must be hundreds of functional competencies and role-specific skills that you need to master. Fortunately, most HR positions can be grouped into four key profiles based on the key functions they perform in the business: advisory, strategic, service provider, and solution provider. This means that positions that perform the same key function share a set of core behaviors and skills.
To be able to move between different roles, either within or between profiles, you need to know what behaviors and skills you need to develop. In the next section, we describe each functional profile and provide examples of several roles that require the behaviors defined by that profile.
To help you chart your own career progression, we’ve listed some examples of HR careers that you can progress vertically or horizontally. Vertical movement refers to career progression where you move to a higher level. Meanwhile, horizontal movement refers to when you move to another position (or functional profile) at the same level as your current role. To explore your career options, it’s best to start with the functional profile of your current position.
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These are roles within shared service centers, usually at lower and middle management levels. These may include positions such as HR Administrator, Payroll Administrator or Manager, Benefits Manager or HR Scrum Manager.
The professional in the role of service champion is responsible for providing prompt, prompt and quality service. This professional should be committed to the client and provide a consistent, repeatable and scalable experience. To be successful in a career in human resources, you must have:
In general, functional capabilities and roles will be highly dependent.
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