For anyone considering an HR career path, there are many different roles they can apply to. The HR department has various roles, and it is evolving with the times, especially in companies with a large number of employees. This is due to an emphasis on mental well-being, technological advancements, and the implementation of new strategies in the workplace.
HR managers in large corporations play a pivotal role in ensuring the mental well-being of employees. They must integrate mental health strategies into the corporate culture, providing comprehensive support systems that cater to diverse employee needs. This article not only discusses two different types of HR career paths but also dives deep into the skills needed to excel in HR and the role of these departments in large and international companies looking to improve their strategy.
Roles and responsibilities in an HR career path
Traditionally, the HR department is known for providing payrolls and managing the recruitment and onboarding process. However, the definition of HR goes beyond these two tasks.
An HR career path can be divided into two areas:
| Type | Skills Required | Benefits | Positions |
|---|---|---|---|
| Generalist | Broad HR knowledge, adaptability, multitasking | Versatility, broader career opportunities, comprehensive HR understanding | HR Assistant, HR Manager, HR Director |
| Specialist | Deep expertise in a specific HR area, analytical skills, attention to detail | In-depth knowledge, targeted career growth, higher demand for specific skills | Recruitment Specialist, Benefits Coordinator, Compliance Officer |
Generalist: Generalists handle various human resources-related tasks across the organisation, including benefits, onboarding, performance management, talent acquisition, and compliance. This role requires the employee to have a wide set of skills, as there are various aspects of the position.
Specialist: Specialists focus on a single area of human resources management. This requires the person to learn a specific set of skills. The specialist might have started as a generalist but then discovered an area of interest and learned the skills necessary to excel in that specialisation. This role is more likely to be seen in a big company, for example, a DEI specialist.
Skills required for an HR Career Path
Whether someone is an HR generalist or specialist, there is a list of key skills both profiles need due to the nature of the job, which requires constant contact with people. Moreover, there is also a technical aspect to the job, especially in the field of talent acquisition.
1. Interpersonal
Interpersonal skills should be the foundation of every employee who works in HR because their job encompasses various interactions in different ways. Clear communication is key to their jobs, including salary negotiation, company announcements, and one to one’s. This is why HR professionals must have clear training on addressing various workplace issues, especially highly sensitive ones. For this, it is also important to have emotional intelligence, which means being able to sense and respond to others’ emotions well. Moreover, according to Techopedia, HR leaders believe that the most important technologies are skills management, internal talent marketplaces, and learning experience platforms, which are essential for future-proofing HR practices.
Communication needs to be fluid and appropriate, avoiding holding extra meetings that can generate stress due to lack of time; but without losing information along the way, which can generate confusion, misunderstandings, and a feeling of detachment from the company.
– HR interview with Beatriz Julián Almarcegui Head of HR at ifeel
2. Organisational
Having an HR career path means being involved in many different tasks, therefore, it is important to have good organisational skills. These tasks involve record management, time management, and task prioritisation.
Attention to detail is essential for maintaining accurate and confidential employee records. This includes organising documentation related to hiring and performance evaluations. Furthermore, effective time management is crucial in juggling various responsibilities, such as recruitment processes, onboarding sessions, and employee training programs. HR professionals often find themselves multitasking, and the ability to prioritise tasks ensures that critical issues are addressed promptly.
3. Cultural awareness and sensitivity
Companies should implement strong DEI policies so they employ and treat every employee fairly. This is crucial for companies, but it is HR managers who should be the ones who not only enforce the policy but also train the rest of the company so these policies are ingrained within the corporate culture.
Our team of psychologists has created this DEIB Strategy guide for HR Managers to begin a journey towards a more inclusive, equitable, and fair corporate culture. A company’s success lies in adapting, evolving, and embracing diversity. A DEIB Strategy is not just a trend but a necessity for organisations in the 21st century. This guide provides you with the tools and knowledge needed to lead this transformation confidently and effectively.
Not only does this create a safe space for all employees, but it fosters a healthy and stimulating work environment. This boosts corporate reputation, leading to a higher number of candidates applying for jobs and, therefore, diversifying the company’s talent pool.
4. Critical thinking
Critical thinking skills are essential for an HR career. They allow HR managers to assess complex situations and make informed decisions that align with organisational objectives. The ability to critically evaluate different perspectives and sources of information helps to make fair and unbiased decisions, fostering a positive work environment.
HR managers with strong critical thinking skills can anticipate potential problems, mitigate risks, and implement proactive measures to improve the overall effectiveness of the organisation.
5. Analytical
Analytical skills are vital for HR professionals, especially if they work in a specialist role. According to a 2023 report by Deloitte, the demand for HR professionals with skills in data analytics has increased by 30% over the past year. This skill involves evaluating large amounts of data related to workplace trends, performance metrics, and employee engagement surveys. HR professionals with strong analytical skills can identify patterns and insights that contribute to more informed decision-making in areas such as talent acquisition and retention strategies.
The ability to interpret data allows HR to assess the impact of policies, training programmes and organisational changes on employee satisfaction and productivity.
HR in International Companies: A Comprehensive Overview
Navigating the complexities of diverse workforces and global operations is crucial for HR managers in large, international companies. Research by the Harvard Business Review emphasises the need for cultural sensitivity and effective communication in global HR management.
Our in-depth article discusses key strategies for managing international HR departments, including cultural sensitivity, compliance with varying regulations, and effective communication across borders. Read more about how HR departments can thrive in international settings here. This article provides valuable insights into the unique challenges and best practices for HR professionals in global companies.
HR career path and mental well-being in large corporations
An HR career path can lead to employees working in specialist or generalist roles. However, it is important to consider the skills mentioned above so they can excel in their professional lives. At ifeel, we know that Human Resources departments play a key role in fostering employees’ mental well-being in the workplace. This is why it is vital for them to also gain training and support from occupational health psychologists. This way, they will acquire the skills and tools needed to help employees and care for their mental well-being too.
To support large corporations in this process, our team of expert workplace well-being psychologists has created a mental well-being solution for businesses that improves talent retention, reduces presenteeism, and combats employee stress.
With our mental well-being solution, your company’s HR managers can receive personalised, data-driven advice on improving mental health at work. In addition, this solution offers employees a 360° mental well-being service structured at different levels according to their needs. Try our solution now to see how it could help you.
There more! Check out our interview with ifeel’s Head of HR, Beatriz Julián Almarcegui, who discusses the latest trends in HR and well-being and the challenges faced as an HR Manager.
We hope you found this article about building an HR career path interesting. If you would like more information about our mental well-being solution for companies, simply request it, and we will contact your team as soon as possible.
