How to get promoted in HR?

Human Resources (HR), a career path that is as challenging as it is rewarding, as diverse as it is specialized, and as critical as it is often underestimated.

It's a field where one can earn a median annual wage that is not just competitive, but also significantly higher than the median for all occupations, according to the U.S. Bureau of Labor Statistics. But what does it truly mean to be at the helm of human capital?

Being an HR is rewarding and stressful where every decision you make can ripple across the company's ecosystem. From recruiting the brightest minds to fostering a culture of innovation and respect, HR professionals focus on business-critical priorities impacting the success of an organization.

Did you know that companies with strong HR practices are up to 3.5 times more likely to outperform their competitors? Or that organizations with engaged employees see a 22% increase in profitability?

As we peel back the layers of what makes HR such a compelling career choice, we’ll discuss what the modern career path looks like, the various HR career paths that you can take and how to get promoted as an HR.

The modern career path for an HR professional

According to the US Bureau of Labor Statistics, Employment of human resources specialists is growing faster than the average compared to other occupations. It’s set to grow 6 percent from 2022 to 2032.

There are 78,700 openings for human resources specialists each year. HR doesn’t entertain many entry-level positions so these openings are often to replace professionals transfering to different occupations or retiring.

Burnout is a major issue for employee retention for 95% of HR leaders. (Forbes)

Companies are taking a people-centric approach with workplace burnout being addressed by roles such as the ‘Chief Wellness Officer’.

The Diverse Roles Within HR

Human Resources (HR) is an umbrella term for multiple roles under it.

HR Assistant

What they do: They answer questions from employees, help organize interviews, and keep track of all the paperwork. How to become one: Usually, you need a degree in HR or a related field. It's an entry-level job, so it's a good place to start.

HR Generalist

What they do: These are the all-rounders. They deal with a bit of everything from hiring, helping employees, to making sure the company follows the rules. How to become one: You'd need a few years of experience in diverse HR responsibilities and a degree. This role demands constant learning and keeping up with the latest industry trends.

HR Manager

What they do: Managers are the leaders. They make sure all the HR areas like hiring, training, and pay are working well together. How to become one: You need a good amount of HR experience, at least five years, and a degree.

HR Director

What they do: Directors are in charge of all HR stuff in a company. They make the big decisions and make sure the HR team is doing a great job. How to become one: You need lots of experience, around ten years, and sometimes even a higher degree like an MBA.

VP of HR or Chief Human Resources Officer (CHRO)

What they do: They are the bosses of everyone working in HRM. They work directly with other chief officials such as the CEOs, CXOs to make plans for all the people working in the company. How to become one: You need to have worked in HR for a really long time, like 10-20 years, and have a high-level degree. Social proof of proven work experience is a must.

Learn more about HR career and roles.

Getting promoted in HR

Advancing in the field of Human Resources requires more than just a strong foundation in HR principles—it demands a proactive approach to career development and a commitment to continuous improvement. Here are strategies to help you climb the HR ladder:

1. Master the Fundamentals and Beyond

Start by excelling in your current role, whether it's as an HR Assistant, Generalist, Manager, or Director. Demonstrate a thorough understanding of HR processes and policies, and seek opportunities to go above and beyond your job description. This could mean taking on additional projects, volunteering for cross-departmental teams, or finding ways to improve existing HR practices.

Approximately 70% managers in human resources regard the development of essential skills and competencies as their foremost goal. Additional key focuses encompass the structuring of organizations and the management of transitional processes. (Source: Gartner)

2. Build Strong Relationships

Networking within and outside your organization is key. Forge strong relationships with all departments, not just within HR. This will not only increase your visibility but also give you insights into the challenges and opportunities in different areas of the business.

3. Enhance Your Leadership Skills

Promotion often means taking on more leadership responsibilities. Work on your leadership skills by mentoring junior staff, leading HR projects, or pursuing leadership training. Show that you can manage a team effectively and drive results.

4. Seek Feedback and Act on It

Regular feedback is a tool for growth. Seek it out from peers, managers, and other leaders within the organization. Be open to constructive criticism and use it to refine your skills and address any areas of weakness.

5. Stay Informed and Educated

The HR field is constantly evolving, so staying informed about new HR technologies, laws, and best practices is essential. Consider additional certifications, attend workshops, and participate in professional HR communities.

6. Demonstrate Your Impact

Keep a record of your contributions and how they've positively impacted the organization. Quantify your achievements in terms of improved efficiency, cost savings, or better employee retention rates. This evidence will be invaluable when discussing promotions with your superiors.

7. Advocate for Your Career Progression

Don't be shy about your ambitions. Have open discussions with your manager about your career goals and ask for their support in achieving them. This might involve creating a career development plan that includes steps for advancement and the competencies you need to develop.

The journey from an HR Assistant to a CHRO is not just about climbing the ranks—it's about demonstrating the value you bring to the organization and your ability to lead the HR function into the future.

Educational Qualifications & Certifications

Get at Least a Bachelor’s Degree

Although the specific roles may vary based on the unique requirements of each business, there are certain universal skills and competencies essential for promotion.

For advanced positions, such as an Executive HR Manager or a Business Partner, companies often look for candidates with a bachelor's degree in human resources management, complemented by specialized knowledge in business strategies.

In some cases, pursuing these degree programs can be quite demanding. Therefore, distance learning options are also available, offering greater flexibility to accommodate different schedules and commitments. Explore distance learning options here.

Become a Certified HR Business Partner

No educational institution offers a comprehensive program that fully encompasses the entire scope of human resources. So, how can one gain the essential skills needed for career advancement in this field?

There are several esteemed online platforms providing a range of detailed courses that cover the critical skills required in HR. Know more about obtaining these HR certifications and enrolling in these courses here.

A world-class CHRO

Today’s CHRO needs to be enterprise leaders, not just HR leaders

70% of chief executive officers (CEO) expect their chief human resources officer (CHRO) to be key players in enterprise strategy, but only 55% say their CHRO meets this expectation. (Gartner)

Chief Human Resources Officers or CHROs are the key advisors to the CEO and board of directors on all matters related to human capital and often serve as the bridge between the organization's management and its employees.

From HR Assistant to CHRO:

Starting as an HR Assistant, you gain foundational knowledge in administrative support, employee relations, and HR processes.

Advancing to an HR Generalist, you take on a more active role in implementing HR initiatives and policies.

You progress to an HR manager or an HR Director next or to a Senior HRBP (Human Resources Business Partner). These new roles involve strategic partnership with business units, advising on HR-related matters that affect business outcomes.

Transitioning into an executive role, such as the Head of HR, requires managing complex HR functions and leading teams during critical business transformations, like mergers and acquisitions. This role is important in gaining the leadership and strategic planning skills necessary for the CHRO position.

Is HR the Right Career for You?

Do you thrive in dynamic environments? Are you comfortable being in a position of trust and confidentiality? Can you handle the pressure of being a pillar of support while also enforcing policies? If the answer is yes, then the rewards of a career in HRM can be substantial.

Successful HR professionals are like Swiss Army knives, equipped with a diverse set of skills. They are excellent communicators who can navigate the complexities of human behavior with discretion. They are the problem-solvers, the conflict-resolvers, and the strategic thinkers who can balance the scales of employee satisfaction and company policy.

Not only does HR offer competitive salaries and the opportunity to work across various industries, but it also provides the satisfaction of knowing you're directly impacting the lives of employees and the culture of the company.

Map your HR career

Crafting a career in Human Resources is a deeply personal journey, unique to each individual's aspirations, passions, and capabilities. Your professional trajectory in HR will be shaped by what you want, so your path may diverge significantly from that of a peer, even with similar backgrounds and levels of experience.

Nevertheless, there are principles to guide you in choosing the most ideal career route. Ask yourself, "Where do I want to be 5 years from now?"

Once you have a clear vision, the next step is to identify the specific skills, knowledge, and practical experiences you’d need to get there.