How to Get Into HR?

Every successful business is built around its people, but creating a workplace where employees can thrive takes more than simply hiring talented individuals. It requires someone who understands people, communication, culture and the challenges that come with a changing workplace.

From supporting employees through key moments to helping shape how a business grows, HR sits at the centre of many important decisions. But for those looking to start a career in the field, knowing where to begin can feel overwhelming.

How to Begin a Career in HR

There is no single route into HR, and many successful professionals build their careers through a combination of practical experience, training and exposure to different areas of a business.

For many people, the first step is gaining an understanding of how organisations operate and developing the people skills needed to support employees effectively. Some of the most common entry routes include:

Starting as an HR Administrator or HR Assistant

For many aspiring HR professionals, an HR Administrator or HR Assistant role is the first step into the industry. These positions provide valuable exposure to the foundations of HR, from supporting onboarding processes and maintaining employee records to assisting with contracts, policies and day-to-day employee queries.

This experience helps build an understanding of how HR functions within a business and provides a strong platform for progression into more specialised roles.

Exploring HR Apprenticeships

HR apprenticeships offer another route into the profession, combining hands-on workplace experience with structured learning. Level 3 HR Support apprenticeships and Level 5 HR Consultant or HR Partner apprenticeships allow candidates to develop practical skills while working towards recognised qualifications.

For those who prefer learning through experience, apprenticeships can be an excellent way to begin building a career in HR.

Joining a Graduate Scheme

Some graduates enter HR through structured graduate programmes, particularly within larger organisations. These schemes often provide exposure to different areas of the business, allowing participants to develop a broader understanding of recruitment, employee relations, learning and development, and organisational strategy.

Degrees in subjects such as Business, Psychology or Human Resources can be particularly relevant, although employers often value transferable skills and practical experience alongside academic background.

Ultimately, a career in HR is built through a combination of curiosity, strong communication skills and a genuine interest in how people and businesses work together.

How to Get into HR Without a Degree

A university degree is not the only route into a career in HR. While some employers may value academic backgrounds, many HR professionals build their careers through practical experience, professional development and the transferable skills they develop in other roles.

Build on Your Existing Experience

Many skills gained in administrative, executive support, office management or operations roles can translate naturally into HR. Experience managing confidential information, maintaining accurate records, supporting processes and working with different teams are all valuable foundations for an HR career.

Roles that involve problem-solving, communication and supporting people can provide particularly relevant experience, whether that means helping colleagues navigate workplace processes, coordinating onboarding tasks or handling sensitive information with discretion.

Consider a CIPD Qualification

For those looking to demonstrate their commitment to HR, a CIPD qualification can be a valuable next step. The CIPD Level 3 Foundation Certificate in People Practice is designed for those starting their HR career and does not require a university degree.

It provides a recognised introduction to key areas of HR, including recruitment, employee relations, learning and development, and people practices, helping candidates build the knowledge employers look for.

Look for Opportunities Within Your Current Business

If you are already working in an organisation, moving into HR may be closer than you think. Volunteering to support initiatives such as employee engagement, wellbeing programmes, onboarding improvements, or workplace policies can help you gain relevant experience.

Building relationships with your HR team and taking on people-focused responsibilities alongside your current role can demonstrate your interest and help create opportunities for an internal transition.

A career in HR is ultimately built on understanding people and businesses. Whether you enter through administration, operations, support roles or formal training, the right experience can provide a strong foundation for progression.

How to Get into HR Management

Moving into an HR Manager role is usually the result of building experience across different areas of HR, developing stronger commercial awareness and taking on greater responsibility over time.

While there is no single route into HR leadership, successful HR Managers typically combine professional qualifications with practical experience, strong judgement and the ability to support both employees and wider business goals.

Build Your Professional HR Knowledge

As HR professionals progress, many choose to strengthen their expertise through recognised qualifications. The CIPD Level 5 Associate Diploma in People Management is a common next step for those looking to progress beyond entry-level roles, while the CIPD Level 7 Advanced Diploma is designed for those working towards senior and strategic HR positions.

These qualifications can help develop a deeper understanding of areas such as employment law, organisational development, employee relations and strategic people management.

Develop Commercial Understanding

Great HR Managers do more than manage processes – they understand how people decisions influence the wider business.

This means looking beyond policies and procedures to consider how recruitment, retention, workforce planning and employee engagement impact business performance. The strongest HR leaders can connect people strategy with commercial priorities, helping organisations make informed decisions about their teams.

Choose Your HR Career Path

As you gain experience, you may choose to continue as an HR Generalist, developing knowledge across a broad range of areas including recruitment, employee relations, performance management and wellbeing.

Alternatively, some professionals move into specialist areas such as Talent Acquisition, Compensation and Benefits, Learning and Development or Organisational Development, building deeper expertise in a specific part of HR.

For those aiming to become an HR Manager, gaining exposure across different areas of the function is often invaluable. The ability to understand the bigger picture while managing the detail is what allows HR leaders to make a meaningful impact.