Around 1.6% of the UK workforce now works in HR-related roles.  Salary data shows that average pay varies between £18,372 and £115,953, depending on things like levels of responsibility and region.  Most HR professionals work in private companies, compared to working for public sector organisations, like local councils or hospitals.*

HR is clearly a growing and fairly well-paid profession, but what does the job actually entail.  Let’s look at the typical activities an HR team will get involved in through the timeline of taking a job.

Pre-recruitment – it’s likely that HR will have supported a department head to make the case for recruiting a new member of their team, as well as checking the job description and person profile.

Recruitment – HR may well take the lead in advertising a vacancy and then helping to shortlist applications. HR will provide interview training, if required, or may support managers in conducting interviews and the recruitment process.  When a decision is made, it is usually HR who will send out formal offer letters and check things like an individual’s right to work in the UK.

Payroll and expenses – some companies run their payroll and staff expenses through a finance department, but many choose to ensure that HR are involved, in order to check that the right people are being paid.

Training – working alongside department managers, it’s likely that the HR team will oversee a company’s training budget and help to arrange training required.  They will also keep records of any mandatory training that a business needs such as First Aid, so that they can remind people when renewals are due.

Holiday and absence management – every company varies but it’s likely that HR will support and record staff absence, whether for nice things like holidays or for unfortunate things like sickness.  They will also support their colleagues in managing things like Maternity or Paternity leave, compassionate leave or taking time off for Jury Service.  HR will keep an overall view of patterns of absence and support a manager and an individual staff member if there are indications of a problem.

Disciplinary – if a staff member is not doing their job as they should be, or has done something that they shouldn’t, HR will be there to support the individual and their manager to try to resolve the process, if possible. This will usually be a phased process, to give people the opportunity to correct their behaviour.  Very occasionally, an individual will do something so bad that they need to be instantly dismissed: it is likely that HR will manage that process.

Resignation – if a member of staff chooses to leave, HR will be informed so that they can make sure all the ‘ends’ are tied up.  In today’s businesses, this may include liaising with IT staff to make sure an individual’s logins are cancelled when they leave to making sure pension contributions are correctly assigned.

Redundancy – if a business decides to let some staff go because they don’t need those particular roles, whether it’s one person or a whole group of people, HR will usually play a key role in supporting that process. The people who are at risk of being made redundant need to be informed, and efforts are made to either find them other suitable roles within the business, to work out ‘early retirement’ terms for them or to support them into another role somewhere else.  Redundancy can be a busy time for HR!

Retirement – when we get to the end of our working life, we like to think that we’ll enjoy a long and happy retirement.  But leaving work can be a big upheaval for some people so HR teams are often there to support people through the process, anything from making sure they know how to access their pension to signposting them to clubs and activities they might want to take up.

People working in HR need to have a good understanding of relevant laws and regulations, to ensure things are done correctly, and they probably need to be quite organised people who are good at following processes step by step. HR people to be good communicators, not only to listen to problems but to clearly explain solutions or next steps.  Russell Whitlock works as an HR Consultant and he believes there is one characteristic that is perhaps even more important.  “To be effective in HR, I would say you need to have a strong sense of fairness. A good HR person will try to find what is commercially right for the business and is fair for the individual,”  Russell said.

*Data from https://www.cipd.co.uk/knowledge/strategy/hr/uk-people-profession-numbers#gref 24/02/2022

CIPD – the professional body for people professionals

The CIPD – the Chartered Institute of Personnel and Development – has been supporting HR professionals for over 100 years. By supporting qualifications, promoting development and commissioning research, they champion better working lives for us all through their members.

CIPD has in the UK, Ireland, Middle East and Asia and currently have over 160,000 members around the world.  They are the only body in the world that can award Chartered status to individual HR and L&D (learning and development) professionals. Through their independent research and insights, CIPD are regularly called upon to advice governments and employers.

https://www.cipd.co.uk/

To find out more about their qualifications and apprenticeships:  https://www.cipd.co.uk/learn/training