How did you get into HR if you don't have a HR degree?

[user25483]

I have a law degree and I'm really interested in a career in HR. I just don't know how to get into it as I haven't done a HR degree. Would It be best to do a HR masters? I really can't afford anymore student debt tbh.
If I apply for HR admini roles do you think I will be overlooked for those with a more relevant degree? Any advice from anyone who works in a HR role would be great thanks

CIPD, they all seem to want it now even for admins, but you can be studying for it. I’m in training and without the relevant qualifications, but all the HR admins we employ are doing their CIPD levels.

I may be a little out of touch but all of the people I have employed in HR either had CIPD qualifications or were happy to work towards them. In my experience, HR is suited to well rounded individuals so your law experience will help towards that.

Maybe look at entry level ER (employee relations) roles. It is basically employment law and so with your law degree you may get into HR that way. What in HR would you like to do as there are so many specialisms within this area?

I have 20 years experience in HR by the way so ask away.

Thank you all. The CIPD I imagine you would just work up through the levels?
I'm not sure on the area if I'm honest. Do you normally specialise when I look at current vacancies they seem to be general. Recruitment does interest me.

I moved into HR a few years back from a very different role. I have a degree - but not in HR, and I do not have CIPD.
I did it by working in a large organisation and networking with the HR team, ultimately persuading them to let me do a short term cover in their team. It meant that I moved across at the same seniority and didn’t take a backwards step career wise. I love it and haven’t looked back. Having a different background gives me a different perspective to many of my colleagues and it adds value.
FWIW, I don’t think many of my colleagues, even those who started their careers in HR from day one, have HR degrees.

I agree with the poster above that the logical move for you is to target Employee Relations jobs. I think most companies would love to have someone in the ER team who has first hand knowledge of the law. You could then side step across into the part of HR you ultimately decide you fancy. It’s reasonably common for people to move between specialisms in HR. I’ve seen a number of people move from ER to more generalist HR manager roles.
And whilst working towards CIPD can show some willing and commitment to HR, most companies will sponsor you to do this as part of your professional development, particularly at this early stage of your career.
Good luck!

I've fallen into a Strategic level hr job and have to find the answers to all sorts of stuff. I would love to have someone with employment law knowledge on my team.

I sometimes love this role, other times hate it, as you do really see the bad behaviour of colleagues and the employer. It can be disheartening

Most companies now insist on CIPD. You can get into HR without it but if your plan is to work your way up, you might hit a barrier for more senior jobs without it.

In terms of areas with HR you have the following (some face the business & some roles less so):

HR Business Partner
ER
Talent
Recruitment/Talent Acquisition
Reward/Benefits/Pensions
MI/Data
Operations
HR programmes/Projects
HR Systems
Payroll

And so on. They are all vastly different skills sets and so it's worth working out what you like doing then focusing on one or two. I don't think you need to study anything further and many of my colleagues have law degrees and no further HR study. It better to learn on the job in my opinion.

I was a manager in a different function then applied within the same company for an HR role.

Thank you all so much this is really helpful advice.
@IslandbreezeNZ thank you I will look into all these areas properly and see which I think will suit me best. Definitely agree Employee relations looks like my most logical way in.

I was a GP practice manager and conducted lots of restructures in several practices, plus usual employee relations processes.

I'm now senior level operational and still don't in have CIPD.

Yes ER is legally focused. It's can be quite intense as you would deal face to face with employees who at times are not in a good place. You need to have a thick skin for that role.