Does anyone work in HR (particularly the Civil Service)?

[Zapho]

Considering a career change from teaching and wondering if anyone could tell me a bit about what it's like and what they do? Thanks very much if you're able to help!

I work in HR,not civil service,but a public body which is close enough.what level are you thinking you could come in at-do you have CIPD?

HR is a good career but do not be fooled that if you’re a ‘people person’ it’s for you.

It has become (depending where you work) more commercial and requires a range of skills that you turn on and off as required. Certain industries are ruthless (retail), some are a political nightmare and have loads of red tape.

The CIPD website is good. It has a a clear career map and looks at the competencies you require and attaining your CIPD qualification (L5-L7) will put you on a good path.

However, practical experience in HR is critical to carving a good career.

IME, you have to work your way up in HR rather than come in sideways. I’ve known only one HR manager who came from a different management background and moved sideways into HR. They had a different skill set and experience and their employment law knowledge was poor (not be all and end all). I felt they were not as good as a HRM compared to those who’d worked their way up from HR Assistant / Admin, to Officer/Advisor etc.

Definitely have a look at your local CIPD branch, they’ll be people there who may help you.

Thank you so much for replying! I'm thinking about doing the CS fast stream (gaining CIPD) along the way, so starting from the near bottom, I think.

Any further insight on what the job is like day to day v welcome too!

Bump

I read your post last night but was half asleep so didn’t reply

I put HR into 5 categories - could be different depending on the role but I’m a generalist:

1. Recruitment / selection - job descriptions, adverts, talent management, cv reviews, interviews, selling candidate to management, assessment centres

2. learning and development - management training, leadership training, soft skills, coordinations of external trainers for technical training

3. reward and benefits - pensions, payroll, bonus, tangible benefits like discounts, gym memberships; pay reviews, consultations with unions over pay etc

4. employee relations and engagement - policy development or creation, employment law application, works councils or union groups, surveys, feedback, communication strategies

5. strategy development / business vision - working very closely with directors and senior leaders to form, develop and meet the organisations vision and objectives. Working with those leaders to help them become better leaders (coaching) and be better people managers (feedback). My current role constantly balances the need of the individual against the business - working with them to achieve their full potential. I work with some amazing people who are capable of amazing things - it’s giving them the tools to do those amazing things.

So that a genetics overview. Within all of that there is administration (contracts, letters) and management of suppliers (occupational health, pensions, life assurance, recruitment agencies and online adverts, training providers etc).

Depending on size of company, you may have additional responsibilities such as health and safety, company car management, business continuity planning, facilities, reception, GDPR compliance....

Typical day :

• emails. Queries from employees, external suppliers, management, your boss!

• Dealing with management. Could be advice on policies eg I have someone requested flexible working, what do I do, or it could be more complex like an employee is off sick and managing the health information you’ve requested and dealing with that.

• dealing with employees. My function is set up so that employees tend to go to management if they have a query (and mgt come to us for advice) but occasionally employees come direct to us. Sometimes it’s solving the problem or giving advice on the policy but most of the time it’s telling them to speak to their line manager.

• reactive requests. My role is 40% planned and 60% reactive. This year I’ve had an employee sadly pass away. So much time dealing with this awful situation - the staff, the family, the management, the life assurance claims. You don’t get trained on how to do this, you just work it out!

• hiring and firing. Sounds harsh but one meeting could be deciding that we’ll let go of someone in one dept and the next telephone call I’m filled a vacancy and offering a job.

• coaching: be it my own team, or management

• auditing: checking that what I say is happening, actually happens! Eg, visit to the production and watch a team briefing, speak to staff, give feedback to the supervisor on how to make it better.

• data analysis. Using data to make decisions, eg turnover of staff, profit per employee, time to fill positions, gender pay gap. There is data every where and I wish I had more time to analyse and use the information to improve our business

I don’t think I’ve touched the surface if I’m honest. My role varies from day to day and some days I hate it - other days I pinch myself that I’m where I am and doing well at it.

If you're going down the fast stream route you will be expected to move geographical location and department at short notice. HR in the civil service is mostly about strategy now.