Personal Assistant Career Path – Whether you are just starting out in HR or have years of experience in the field, HR career planning plays a vital role in achieving your personal and professional goals. You have many opportunities to grow and shape your career based on your skills and interests. By planning your HR career path, you can determine where you want to go in the future based on your HR career goals and abilities.
Human resources covers several functions in addition to general HR, and the value HR professionals bring to a company is far-reaching. You can advise your company, support the implementation of technology or other digital initiatives, build and maintain a healthy organizational culture, or strategically integrate the HR value chain into part of the company.
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In this article, we’ll discuss what the modern career path looks like, the different HR career paths you can choose from based on the four HR profiles we’ve developed, and three examples of HR career progression to inspire you.
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Don’t hesitate to check out our HR Career Path Tool to see what your HR career path could look like!
Not so long ago, a career was traditionally seen as a series of steps leading to the highest point of success – leadership. A typical career path for an employee progressed from an employee to a manager overseeing a team, to a function manager, to a department vice president, to a director, and so on. In other words, your career has generally followed the hierarchical structure of your organization. Each role you took on was simply a stepping stone to support you on your way to a higher position.
Today, however, thinking about a career in an organizational hierarchy is no longer normal. The modern career path is now seen as a series of experiences, each offering you the opportunity to develop knowledge and skills. Your career may climb, and you may still end up in a senior vice president position. But previous roles are not just a stepping stone to the highest level of your career.
This idea represents a shift from a career hierarchy to a career as an experience. According to a survey conducted by Deloitte, 84% of employees consider this change to be important or very important. Part of the reason for this change may be that succeeding in today’s disruptive business environment (the COVID-19 pandemic is a good example of this) requires a range of skills and competencies that cannot be achieved simply through traditional hierarchical career progression.
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A successful HR needs more than thorough information about salary and benefits, skills acquisition or learning and development. You also need to understand how the company works, including how its products are made, how it provides its services, how it makes a profit, etc. Therefore, it is very common today to find HR professionals who previously worked in marketing, sales or product development.
Jobs in personnel services are expected to increase by 10 percent by 2030. In addition, US HR job postings have increased by 87 percent since the start of the COVID-19 pandemic. With the increase in new HR roles and responsibilities related to wellness, digital transformation and sustainability, we are seeing even more non-traditional HR career paths and opportunities.
HR careers are no longer linear, but a more versatile career path is now expected of you. Today, professionals change roles and companies more frequently than in past decades. It is also normal for employees to take on different roles and still achieve the same end goal.
This means that 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 if your ultimate goal is to become a senior HR manager. You can also start your career as, for example, an HRIS Analyst, then an HR Ops Manager, then a Shared Services Manager, and finally end up as a CHRO.
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Your career progression in HR is essentially a collection of meaningful experiences. With each assignment, you gain new skills and qualifications that increase your personal and professional growth. They also help you advance in your career. Remember that different companies – depending on their size, structure and industry – may require different skills, competencies and portfolios for the same job. This means the possibilities are endless.
However, this also means that you need to go beyond your HR specialization and develop additional, more general HR competencies that are transferable between roles. With these competencies, you can not only collaborate and innovate everywhere, but also adapt to the changing work environment and secure your future career despite global disruptions.
When we take a deeper look at the skills you need for different HR roles, four stand out as key competencies. We found that the typical HR professional must develop both functional and general skills throughout their career, making them a T-shaped HR professional.
To be T-shaped, you need to develop certain competencies in four core competencies, namely business, information literacy, digital savvy and people advocacy. Each of these competencies has different dimensions that consist of specific behaviors. These are the general skills mentioned above that are transferable between different HR positions. In addition to these, you should also specialize in at least one HR area. This could be recruitment, DEIB, HR analytics or organizational development.
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There is no one-size-fits-all solution to determining the right HR career path. The path you choose will depend on your goals, interests and skills – meaning what’s right for you may look very different to what’s right for another HR professional, even if you have the same background and experience.
Regardless, there are still guidelines you can follow to find the right path. Your starting point is the position of your dreams. Ask yourself: “What is my ideal job?”. If you already know what you want, you just need to identify the skills, qualifications and experience you need to acquire to achieve it. After that you need to plan your progress.
If you don’t yet know your end goal, it’s best to focus primarily on the skills and experience you’d like to acquire and start looking for roles that will help you acquire them. A quick and easy way to do this is to use the HR Career Path tool.
This can be a daunting task as there are many HR roles available and each requires different skills. 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 behaviors and skills needed to succeed in different HR roles, grouped into the following groups:
There are dozens of areas of HR specialization, which means hundreds of functional competencies and skills related to the role must be mastered. Fortunately, most HR roles can be grouped into four key profiles based on what they do in the company: consulting, strategic, service providers and solution providers. This means that positions that perform the same key function share a set of core behaviors and skills.
To move from one role to another, within a profile or between different profiles, you need to know exactly which behaviors and skills you need to develop. In the following section, we describe each functional profile and provide examples of several roles that require the behavior defined by that profile.
To help you plan your own career progression, we have listed several examples of HR career paths that allow you to progress vertically or horizontally. Vertical movement means career progression where you reach a higher level. A horizontal transfer, on the other hand, means that you are moving towards another position (or functional profile) at the same level as your current role. If you want to explore your career options, it is best to start with the functional profile of your current position.
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These are shared service center roles, typically junior and middle management. For example, they may include HR, a manager or director of payroll, a benefits manager or an HR Scrum Manager.
A professional in the role of service champion ensures fast, responsive and high-quality service. This professional must be committed to the customer and deliver a consistent, repeatable and scalable experience. If you want to be successful in the HR career, you must have:
In general, functional competencies and roles are highly dependent
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