Human resource management is a broad discipline with many different roles and responsibilities.
A few years ago, I wrote an article on the HR career path. Since then, I’ve done a bunch of more detailed research, so I thought it was time to update that post.
This article will define human resource management as a discipline, describe the standard HR role progression ladder, contrast generalist and specialist tracks, present survey data on how people actually enter the field, explain the role of education, discuss SHRM certification, outline international HR specialization, and offer advancement strategies for HR professionals at any stage of their career.
HRM Defined
The term “human resource management” refers to a number of different disciplines, all of which involve managing people in an organization. In general, human resources are responsible for strategic planning, staffing, compensation, retention, training, employment law and policies, finding talent, health insurance, employee training, company culture, and other similar functions. In this sense, HRM can be considered both an operational function and a strategic one.
Because HRM is such a broad discipline, there’s no single HR career path. Rather, HR professionals tend to specialize in certain aspects of HRM. These include:
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Staffing (recruiting)
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Compensation (payroll, benefits, etc.)
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Retention (employee engagement, turnover)
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Training (onboarding, professional development)
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Employment law and policies
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Finding talent (recruitment)
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Health insurance
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Employee training
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Company culture
In addition to these traditional areas of focus, HR professionals might also become involved in cross-functional projects, such as building internal systems or creating new products. As a result, there are many different ways to approach HR work.
Standard Role Progression Ladder
The typical HR career path involves moving up from entry-level support roles to higher-level leadership positions. This progression is often referred to as a “ladder.” While every HR professional’s career path is unique, most follow a similar trajectory. The following list shows the typical HR role progression ladder:
HR Assistant
HR Coordinator
HR Specialist/Generalist
HR Manager
HR Business Partner
HR Director
VP of HR
Chief HR Officer / Chief People Officer
Each step up the ladder requires deeper skills and broader responsibility. For example, HR assistants usually only perform basic administrative tasks, while HR managers must understand the business strategy and lead large teams.
At the highest level, HR directors have a bird’s-eye view of the entire HR operation and are responsible for developing and implementing long-term HR strategies. They must also ensure that the HR department is working toward its goals and that employees are receiving the right training and support.
There are two key elements to moving up the HR career ladder: education and experience. HR professionals who want to move into senior roles need to pursue advanced degrees and certifications. They also need to gain experience by working in various HR departments and taking on increasing levels of responsibility.
Generalist vs. Specialist Career Tracks
HR professionals can choose between two main career paths: generalist and specialist. Generalists work in a variety of HR functions, while specialists focus on one specific area. Each path has its own advantages and disadvantages.
Generalists tend to have a broader range of HR functions to work with, which means they may have more opportunities for advancement. However, because they’re not focused on a single area, they may not earn as much money as specialists.
Specialists, on the other hand, typically earn more than generalists. But because they’re focused on one area, they may miss out on some of the opportunities available to generalists.
It’s important to note that there are five broad categories of HR roles, and each category offers different opportunities for growth and earning potential. These categories include:
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Service Provider
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Solution Provider
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Advisory
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Strategic
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Generalist
Lateral moves within the HR industry, such as moving from a generalist role to a DEI (diversity, equity, inclusion), compensation, or HR analytics role, can increase earning potential.
How HR Professionals Enter the Field
Most HR professionals start their careers by pursuing a degree in human resources, workforce development, or a related business major. Smaller privately owned companies sometimes prioritize skills over credentials when hiring for entry-level and mid-career HR positions. Education in HRM or a related field is a conventional way to qualify for entry-level or mid-career HR positions.
According to a recent survey of 500 HR professionals, 58% intentionally pursued HR as a career path. 26% transitioned from a completely different field, while 17% stumbled into HR by gradually taking on more people-related responsibilities over time. Common feeder roles included account manager, administrative assistant, salesperson, customer service representative, project manager, and business development manager.
If given complete freedom, 43% of HR professionals would stay in their current HR role, while 38% would stay in HR but switch specialties.
Education and Certification
While education isn’t always required to get an HR job, it’s often considered a conventional starting point for qualifying for entry-level and senior HR positions. A bachelor’s degree in human resources, workforce development, or a related business major is often sufficient to qualify for entry-level or mid-career HR positions.
However, smaller privately owned companies sometimes prioritize skills over credentials when hiring for entry-level and mid-career HR positions. Education in HRM or a related field is a conventional way to qualify for entry-level or mid-career HR positions.
According to a recent survey of 500 HR professionals, 58% intentionally pursued HR as a career path. 26% transitioned from a completely different field, while 17% stumbled into HR by gradually taking on more people-related responsibilities over time. Common feeder roles included account manager, administrative assistant, salesperson, customer service representative, project manager, and business development manager.
If given complete freedom, 43% of HR professionals would stay in their current HR role, while 38% would stay in HR but switch specialties.
Certifications and shortcuts
SHRM certifications attest to your education and experience in the field. There are a variety of certifications offered by SHRM, including the Certified Professional in Human Resources (PHR) and the Senior Professional in Human Resources (SPHR). These certifications are four hours long and contain 160 questions. According to a recent survey, HR professionals identified certifications and industry connections as valuable shortcuts to desired HR roles.
International HR Specialization
There are a variety of HR specializations, and one of them is international HR. International HR professionals work in multinational corporations and help navigate cross-border employment laws and compliance. International HR professionals also help support global mobility and expatriate assignments, and build programs that teach employees how to work effectively across cultures.
Advancement Strategies
There are a variety of advancement strategies that HR professionals can act on at any stage of their career. Here are a few tips for beginning HR professionals:
Focus on fundamentals and build a network. Begin your career by focusing on the basics of HR work. This includes learning about HR processes, procedures, and software. You’ll also need to build a network of contacts in the HR community. This can be done by joining local HR associations, attending conferences, and participating in online forums.
Develop strong internal relationships. It’s important to develop strong relationships with people inside your organization. This will help you position yourself for advancement when opportunities arise. Create a pathway chart that outlines the steps you need to take to advance your career.
Guidance and goodwill from people who know your work ethic is essential to your career movement. Don’t be afraid to ask for guidance from others. Your colleagues will be happy to help you succeed.
Your path will not always be straightforward. There will be times when you’ll feel stuck and unsure of what to do next. At those times, remember that you’re not alone. There are many other HR professionals who are going through the same things you are. Stay positive and keep working hard. Your efforts will pay off in the end!