Intro

The HR Virginia State Council recently reached out to rising HR professionals who are embarking on their HR careers to understand their most pressing questions. We’ve analyzed their responses and prepared a 3-part series to address the most common inquiries. This article, prepared by Anastasia Mizitova, Certification Director at HRVA, is the first in this series. We’re excited to share these insights and would be delighted to hear from any rising professionals with additional questions.

Are you a fresh graduate ready to dive into the world of HR? Or maybe you are looking to break into the field without a formal degree? Perhaps you’re in the midst of a career change, eyeing that exciting HR role? Wherever you are on your journey, we want to give you a big, warm welcome to the world of Human Resources!

Let’s face it – there’s never been a more thrilling time to jump into people management. HR is on the rise, folks! It’s evolving into a smarter, more robust function that’s truly partnering with businesses to drive success. Whether you’re just dipping your toes in or ready to make a splash, we’re here to help you navigate these waters and get your burning questions answered. So come on in, the HR water’s fine!

Part 1: Entry and Career Path in HR

Question 1: If an individual wants to get into Human Resources, where should they start?

Wondering where to start your HR journey? Think SHRM BASK (Body of Applied Skills and Knowledge)! It’s not about lounging by the pool (though that sounds nice), but SHRM’s competency model that maps out all the skills you need to rock the HR world. It’s comprehensive, best in class – and free (you can just google it)! It’s like your personal GPS for navigating the HR landscape.

Start small, but dream big! Why not explore one area at a time, be it talent acquisition, learning and development, or total rewards? Pick the one that makes your heart sing, and get a high-level overview of what’s involved – this is where BASK is helpful. You can look up the list of concepts HR professionals need to understand, and the skills they need to demonstrate for each HR functional area.

Also, don’t be shy to reach out to someone who already does this job – even senior leaders! You might be surprised how open they often are to helping rising, motivated talent. Ask not just what’s interesting in the HR profession, but what services and capabilities they need the most – this could guide your career choices.

Question 2: Would college education be the best option for a current employee?

Sure, a degree can be great, but here’s the scoop: times are changing! Employers are starting to crush harder on practical skills than formal degrees. So, if you can show you’ve got the know-how and the can-do, you’re golden! And here’s another shift: high-quality professional certifications are often preferred by employers over traditional degrees. It’s really all about skills and relevancy these days.

So when considering your upskilling (notice the term – there should always be a strong focus on applicable skills) in HR, think about the whole spectrum of options. Choose based on factors like: focus on skills, range of competencies covered (check out the SHRM BASK for the full list), time and money investments, level of recognition in the HR profession, and networking opportunities.

Look into programs that give you a real-world HR workout, like SHRM-CP/SCP certification or those SHRM specialty credentials in HR analytics or Total Rewards.

Question 3: What is the best way for an individual to determine what HR role is right for them?

Remember, it’s not a one-size-fits-all deal. Your perfect role match might change as you grow, as your company evolves, and as your interests shift. Start by getting your hands dirty in the basics – rewards, talent acquisition, and learning. Then level up to HR budget and strategy. And always, always jump at the chance to get involved in business projects!

Another important idea is to consider not just your own interests and preferences, but business needs. Honestly, few people are very excited about crunching numbers – and yet this happens to be one of the fastest growing fields in the HR profession. So why not look in this direction to set yourself apart and become a super professional? Sometimes the best idea is to take on the hardest jobs, understand how they need to be done, and become an outstanding expert.

Question 4: What job roles tend to translate/transition better when wanting to enter into HR?

Good news – any business experience is HR gold! Think about your available skills. Have you been involved in scheduling shifts or doing your best to create a good team (aka managing people)? Putting together financial reports (finance)? Charming clients? Even if you’ve been in a junior role, spell out what you’ve been doing and how you’ve been adding value. Chances are, your skills are more HR-ready than you think. And that business savvy you’ve picked up? Pure gold in HR!

Identify all the relevant skills you already have – whether directly related to HR or “transferable,” meaning something you’ve been doing before that could be very useful in HR – such as project management, client service experience, or analytics skills.

Whatever your experience – translate what you already know and can do into HR capabilities. This is where again SHRM BASK can be your best friend. Look at the competencies in the BASK from the “what I already have” perspective instead of “what I still have to learn.” Closely examine how your previous experience relates to Leadership, Relationship Building, Business Acumen, etc. Don’t just tick boxes; think of real examples from your experience that demonstrate your capabilities.

Stay tuned for part 2 of our series: Skills and Qualifications.

About the Author

Anastasia Mizitova

Certification Director, HR Virginia

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