Advice to kick-start an HR career

[LateStarterinHR]

Sorry, a bit long but i'd really appreciate any thoughts from HR professionals or recruiters.

I'm in my early 40s, I have a background as a general / project manager in a specific industry, I've moved to another part of the country where that industry is non existent. For the last few years I've been running my own (unrelated) business. I'd like to return to full-time work and want to spend the rest of my career in HR as it suits my transferable skills and interests and there are reasonable opportunities within a commutable distance. I have experience of disciplinary, recruitment, performance management and dealing with people at senior levels, though all as part of a more general role. I've also done payroll, recruitment, contracts etc for my own business for between 10-15 people.

Most HR jobs ask for some-one who is CIPD qualified or working towards it – I'm considering a Masters in HR with the OU but would I be better going for for a level 3, 5 or 7 qualification to start with – I'm worried that I'll end up over-qualified without the experience to back it up, or should I try to go in at an admin level whilst I do the Masters and hope that I could build up enough experience whilst doing it. I have an undergraduate degree in an Arts subject but no other formal qualifications though I've done lots of in-house HR training in my previous job. I feel like the clocks ticking and I'd like to reach as senior level as I can as soon as I can - I just don't know where to pitch myself as I don't have enough experience for the HR Manager jobs I've seen advertised. How do people think I'd be viewed as a candidate?

[GreekOddess]

I would advise that you go for level 5. The level 3 is quite basic and the level 7 is very expensive and could prove to be a costly mistake if you don't find a job.

Can I ask why you want to work in HR?

[ATowelAndAPotato]

Agree with the level 5 as 3 is very basic.

If you have a level 7/masters but no experience then you’d probably need to look for a graduate placement in a large organisation. You may also struggle to do (or be accepted on a course for) a level 7/masters if you are not already in an HR role.

The level 5 is doable without as I have a friend who has just completed hers.

[LateStarterinHR]

Thank you for taking the time to reply. Why HR? I've always enjoyed that side of my roles and having looked at transferrable skills and the local job market I think it's what I'm best suited to. I also like the mix of routine and not knowing what the day might throw at you if you know what I mean.

If I do a level 5 should I be looking at HR admin roles? I have lots of management experience so don't want to sell myself short but obviously need to be realistic that I don't have experience in a pure HR role so I'm unlikely to be considered for HR manager roles.

Also, if I did get an admin role would it be a disadvantage if I was doing a masters (assuming I was accepted) rather than a Level 5 - I'm happy to put time and money into re-training but don't want to do a Level 5 and then a masters and given my age I want to give myself the best chance of progression.

The masters is the only training route that I wouldn't have to pay for up-front as I could get a post-grad loan whereas I'd need to find money for the Level 5.

[GreekOddess]

You don't need to start in an admin HR role. You need to find an organisation that is open-minded and recognises that you have some great transferrable skills. That might mean starting at organisations that offer slightly lower than the market rate salary/benefit wise to get your foot in the door.

I don't know whereabouts you live? I'm in the South East and it's definitely a candidates market at the moment. We are really struggling to recruit high calibre candidates.

[GreekOddess]

The level 7 is rarely asked for these days. Most jobs just ask for you to be CIPD qualified which means that you hold CIPD membership. Even the level 3 gives you Associate membership.

[BuzzShitbagBobbly]

I'm not in HR myself but I am aware there are HR Generalists and HR Specialists. Do you have any specialisms you'd like to focus on (bearing in mind these can be quite lucrative if its niche or timely - say European HR law etc)

Or do you just fancy being the general 'all-in' HR bod at a SME near home?

Both perfectly valid, but may help direct your best focus.

[LateStarterinHR]

Thanks @GreekOddess

I'm waiting to hear back after an interview for an HR Manager role with just the sort of open-minded organisation you mention but opportunities like this one seem a few and far between, they're taking their time coming back so I'm assuming it's between me and 1 other.

I'm not in the South-East, I'm fairly rural but there are a few decent sized towns I could commute to. There seem to be a fair few jobs advertised but they're very prescriptive in their person specification in terms of qualifications and experience - which is obviously fair enough. Maybe I should try a few more applications for those roles anyway and see where I get.

[LateStarterinHR]

@ATowelAndAPotato
Good question, I've been looking at generalist roles but that may be more down to my lack of knowledge of specialisms to be honest. I'll do some reading on other possibilities. Are there any other suggestions on specialisms?
My part of the world has lots of manufacturing, engineering, agricultural and renewable energy firms. Most other HR jobs advertised seem to be NHS, local government or higher education which I'd definitely consider but I'd prefer the private sector.

[gearandloathing]

Recommend you do contracting if you can take the instability. it means you can move up the ladder quite quickly, and trade on the skills you've learned in each contract each time.

I did this when I was starting out and it was a good way to learn about HR in different industries, as every company/sector will have a different approach.

I went from financial services to manufacturing to professional services to healthcare to logistics to retail. So jumped about a fair bit sector wise, but I can't think of many other professions where you get to see such variety like that. Made me a very broad minded HR practitioner. Colleagues who've stayed in one sector often don't have that understanding of how differently a redundancy, for example, can be in different sectors/organisations.

[BubblesBuddy]

The law on redundancy is the same in any sector.

There are HR consultants who work for all sorts of clients. Try them for private sector work.

Who are the big employers in your area? Private sector? I worked in HR in local government years ago. I enjoyed it - better prnsion!

[CloudsCanLookLikeSheep]

The law is the same but the approach can be very different.

[LateStarterinHR]

@gearandloathing
Thank you for replying. Can I ask how you did this - was it through an agency or did you just apply for short-term positions?
Also, did you do any qualifications?

[BubblesBuddy]

The approach to making people redundant is covered by the law and depends on how many jobs are being made redundant. AcAS has a good guide for all employers. S