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The City HR Association is the professional bodyfor HR within financial services, based in the Cityof London and Canary Wharf. Our role is to helpHR practitioners at all stages of their career –whether through HR and technical training,personal skills development, knowledge sharing,best practice, policy development and networking.
This leaflet has been designed by City HR tohelp HR practitioners, at all levels, to managetheir career within their current organisation.We also appreciate that individuals sometimeswant to look at alternatives – either inside oroutside of their current organisation. Mindful ofthis, we have provided sources that will helpyou to think about your own aspirations andcareer management, to build on your skills andto understand how building your career withinyour current organisation translates into widercareer opportunities for the future.
Andrea Eccles, CEO, City HR Association
GETTINGTO THENEXTSTAGE OFYOUR HRCAREER
Current HR Role
HR Generalist
Head of HRBusiness Partners
Performance andReward Specialist
Learning &OrganisationalDevelopment
Chief PeopleOfficer or HR Director
See the National HR Leadership Programme delivered by the Guild of Human Resource Professionals for further insights (starts September 2018) on www.hrprofessionals.org.uk
What else can I do?
•Reward Consultant•Recruitment Consultant
(inplant management)•Training Consultant•Outplacement Consultant•Community Affairs
Manager
•HCM ManagementConsultancy
•Specialist Consultancy egreward, talentmanagement
•Trainer – Leadership,ManagementDevelopment, HR skills
•Outplacement•Employment Tribunal
Panel Member•Head of Community
Affairs•Marketing Director for an
HR related product•Professional Institute Role
•Reward consultant•Pensions and benefits
management•HR Systems Analyst•Benchmarking Survey
Manager
•HCM ManagementConsultant across allrelevant facets of HR
•Trainer and programmedesign
•Employee Survey Designand Analysis
•Employee Engagementspecialist
•Management Coach
•Chief of Staff, ChiefAdministration Officer orChief Operating Officer
•Governance Expert•Partner in a leading
Consulting Firm•Board level role in a
Professional Association•NED
Personal Skills?
•Relationship Management •Business Understanding•Influencing •Presentation Skills•Project Management •Training Delivery•Internal Communications •Benchmarking•Counselling/Advisory•Promoter of Organisation Culture, Values, Purpose•Driver of Inclusion and Diversity •Networking
•ExCo and Board Influence •Financial Accumen•Issue Resolution•Innovative HR Practices eg Agile, AI, Future of Work etc•Assessment and deployment of HR systems and
analytics•Coaching and Mentoring•Alignment of Business and HR Strategy including
IPOs and M&A•Advisory to Business Heads•Leadership•Champion of Organisation Culture, Values, Purpose,
Inclusion and Diversity•Representation at Employment Tribunals•Senior Level Networking
•Subject expert on Reward and PerformanceManagement
•Influencing of policy change and direction•Influencing skills with internal and external
stakeholders•Alignment of job architecture to organisational design•Champion and Challenger on Inclusion and Diversity•Leadership•External Voice on Reward and Performance
•Expertise in Talent and L&D•Procurement & leadership of internal and external
Employee Development Programmes •Organisational Design Skills•Optimiser of Performance •Champion of mental Well-being and Resilience •Change Leader and Facilitator of Business
Transformation•External voice on Inclusion and Diversity
•Board / ExCo membership•Coach to the CEO•Functional Leader in global operations•Define and drive HR Strategy•Arbitration and Problem Resolution•Firm’s ambassador on all facets of HR•Stakeholder Management of People Issues including
to Government, Regulators, Shareholders and theMedia
•Budget holder for all HR-wide spend•External Directorship, Public Body or Charity Role•Custodian of Employer Brand•Upholder of Culture, CSR and Social Purpose
How to Optimise your HR Skillset
What next in HR?
Up-skill to HR Business Partner or an HR specialistrole in • reward,• learning & development • resourcing or graduate recruitment • HRISthrough professional qualifications and internaltraining (see CIPD qualifications on back page)
In addition to a professional qualification considerwider qualification such as coaching, an MA orMBA. Also consider whether to acquire somebusiness experience such as line roles,marketing, corporate communications or PR.Alternatively, acquire specialist skills in • reward• learning and development• resourcing or graduate training and
development
Gain a strong understanding of all RewardStructures and Benefits including pensions andcash/non-cash incentives. Understand therequirements of all stakeholders and theirexpectations in terms of reward, regulation,governance, inclusion and diversity and culture.Leader in job architecture and job evaluation.Develop people analytics for Management andRemCo purposes and participate in externalsurveys and benchmarking. Be mindful of aligningperformance & reward
Head of:•Talent Management•Leadership & Learning•Digital Learning•Centre of Excellence•Employee Engagement
You will have extensive experience of leading HRteams to deliver a quality service to employees andother stakeholders and to contribute to theoverall performance of the business. To optimiseeffectiveness, you will need to operate as part of theSenior Management team for the business,including at Board level. Lead a multi-disciplined HRfunction and act as internal coach to businessleaders and their teams. The ability to drivepeople management programmes and employeeperformance to meet business strategy and live theorganisation’s culture is key. Strong governance,regulatory, social awareness, inclusion and diversityskills are critical. Act as an advocate for HR internallyand externally and promote the employer brand
Example for HR
HR Business Partner to Divisional Head of HR
Skills needed:Strong technical HR generalist andHR specialist skills, peoplemanagement, relationshipmanagement, upward and downwardcommunication.Knowledge of culture and values, thebusiness, corporate governance,political affairs.Additional strengths: strategy,industry insights, solutions,judgement, project management,influence, decision-making, budgetsand diplomacy.
Acquire the right skills profilethrough internal committees,working parties, internal/ externaltraining to create the right portfolio
Depending on your role now thinkabout•other related areas in HRGraduate
Recruitment, L & D, Internal, CareerCoaching, Reward, Employee,Relations, HR Advisory, or
•Business Activities, such asCustomer Services, Marketing,Business Analysis, RelationshipManagement, Community Affairs,Corporate Communication, Diversity.
Think about:
What do I want to be doingwithin the next 5 years? HR?Working in the business?Other? Be brave!
What do I need in my careerportfolio to achieve myaspirational role?
What learning, experience,skills and personal qualities doI need and what can I get frommy company?
What is my current role andhow will that translate to otherinteresting roles?
Career Planning
THE GOAL
My career goal within 5 years
What skills, knowledge, experienceand personal attributes do I need to
achieve my career aim?
What do I need to doto achieve my career aim?
Where am I now? What else can I do?
For HR related careers refer to the CIPD HR Professions Map (www.CIPD.co.uk/profession-map)
For non HR related careers refer to Adult Directions
What next in my Career?n Where am I now? Where do I want to be
in 5 years?
n In the same career ie HR? Whatexperience, training and attributes do Ineed to build my career?
n In a different career? Determine what youwould like to do and how to get there.Use Adult Directions CASCAiD to do this
n Who can help me plot my career andmake a transitionary path for me? Makea list and approach in a structured way
n How do I build credibility or a track recordin my chosen field? Identify what will helpyou re career position and seek it
n Network internally – expand yournetwork of work colleagues. These maybe future critical internal or externalcontacts and will aid your knowledgesharing
n Network externally - Accept invitations toCIPD Branch events, City HR events orseminars held by lawyers and consultingcompanies. These always have time at thebeginning and end to network and meetnew people in a relaxed atmosphere. Thiswill aid future best practice and peercollaboration.
n LinkedIn –keep your profile updated withnew skills and experience
Developing my Career in HR:Formal Interventionsn Get feedback: from your line manager,
peers and direct reports
n Do I need to study further e.g. - Professional qualification via CIPD- Occupational qualifications such as
an MA in HR Management orOccupational Psychology
- Optimise use of your CompanyTraining facilities
n Are there extra tools to add to myportfolio e.g.- Psychometric testing- Employment law courses- Coaching qualification
n Read a range of Business and HRpublications to keep knowledge currentincluding People Management and Workmagazine, Harvard Business Reviewand HR Magazine
Developing my Career in HR:Informal Interventionsn Attend external seminars to build
knowledge e.g. - City HR Association - CIPD local branch meetings- Local law firms- Management consultants
n Gain Committee or Working Partyexperience to build profile and contacts
n Network internally and externally
n Be aware of teambuilding, relationshipmanagement and politics
n Join a Board, Commission or CommunityRole
Inclusion and Diversity Specificn Join a relevant networking group
n Understand the D & I Policy in your firm n Find a sponsor or mentor to identify your
personal growth needs. Use theappraisal process to test ‘What Next?’
n Undertake any training offered to enhanceyour professional or personal credentials
n Working Parties, Committees, ProjectManagement Teams, Involvement in CSRactivities are a good way of developingnew relationships
n Be strategic, have a plan, plot this andbe brave
For Personal Development for HRrelated activities, look at n Your Company intranet for a full range of
training programmes
n The City HR Events Schedule for trainingprogrammes, seminars, working partiesand networking groups. Most of it is free!
n The Guild of HR Professionals Website onwww.hrprofessionals.org.uk for seminars.Also in the National HR LeadershipProgramme details
n The professional body or industry group foryour profession and their advertisedcourses
n Academic Institutions offering publiccourses on your aspirationalqualifications
n CIPD website for membership, branchdetails, HR Professions Map and How Toinformation via www.cipd.co.uk/homepage
n CIPD e-directory for HR courses viawww.cipd.co.uk/cipd-training
Marketing myself Internally andExternally n Networking events are great
opportunities to market yourself
n Dress and act appropriately for theposition you aspire to
n Raise your profile – contribute activelyto meetings, join internal and externalwork groups
n Volunteer to be on working committeesor groups
n Always send a note thanking someonefor meeting you – you will stand out.
n Send a LinkedIn Invite to new andexisting contacts. Think about yourprofile and key words.
n Join email or member board discussiongroups
Interviewing Internally andExternally n Present your application using a
concise, relevant and up-to-date CV
n Ensure your application meets the fullcriteria of the job and demonstratethis – customise your response
n Bring your business knowledge up tospeed and do as much research aboutthe business as you can
n Have your elevator story ready – learna self-description that is accurate,relevant and positive. Must be lessthan 60 seconds
n Be prepared for the strengths andweaknesses question
n Don’t interview the interviewer!
Top Tips for...
© The City HR Association 2014 (updated 2018) www.cityhr.co.uk - [email protected] - Tel: 0207 670 1932