You've had some good advice already on this thread, as others have said CIPD is the nationally recognized HR professional qualification, most people do up to level 5 and/or 7 (many would do a masters degree also so 7+ I guess?). The thing I'd say is that CIPD is a vocational qualification not a purely academic one, and IMO to get the most from the course you ought to be working 'in the field' so that you have real life personal examples, projects and case studies to use for your assignments etc. - it is possible to do the course working outside the profession and fulfil the practice requirements to get your membership by shadowing, volunteering or work placements but in my opinion I much prefer to see proper, real-life work experience in the profession on a CV, even if it's at an entry level, above someone that has higher academic qualifications but less on the job experience, unless it's specifically for a graduate scheme or similar (but in that case we usually put them through their CIPD as part of the scheme anyway).
So overall if you are able to financially cope with an entry level salary (usually a living wage but not much higher) I'd look into HR Assistant, HR Administrator type roles and look at getting your CIPD from there in order to progress (you may get lucky and find an employer willing to fund or part-fund you as well which is nice as the qualifications aren't cheap!). You could also look into apprenticeships in HR (there aren't just for school leavers anymore), or as you have a degree, graduate schemes (again you usually aren't required to be a recent graduate for these)?
Entry level jobs in HR can be competitive (depending on where in the country you are and the salary/T&Cs and opportunities for progression and to do your CIPD) and often you get a field of candidates with qualifications well above the minimum which for our roles is GCSE level qualifications, a good standard of written and spoken English, ability to use all the normal MS Office programmes plus our staff records/payroll database system (which we train people on) and a general good level of understanding of HR and what we do. Because we are known as a good employer and we offer the opportunity to do CIPD and also general development and progression to our assistants, we do normally get a lot of graduates applying for the roles, even sometimes people who already have their level 5 CIPD but lack work experience, but as I say I prefer to shortlist someone who can already show the skills and experience we need in the workplace where possible, so a CV which showed a strong background in admin and a cover letter or supporting statement which had really taken the care to understand our requirements and the skills and competencies we are looking for, and related their own experience to that would stand out for me!
One small piece of advice, and I know it's just a turn of phrase so not a criticism at all, but if/when you are asked about why you want to work in HR in an application or interview, I'd be a touch wary of saying something along the lines of 'I want to work with people'. Only because it's a bit of a red rag to some, it's a common misconception some people have of HR that what we do is essentially sit around talking to people all day, offering tea or sympathy or whatever - and it really really winds some people up/pushes their buttons that people think that! The reality of the profession is obviously more complex than that, of course 'people skills' of various kinds are valuable as they are in most professions, but the level of 'people contact' really varies, some roles in HR e.g. those working on HR systems and software, workforce data and planning, reward are highly analytical and don't have much more contact with the wider workforce on a daily basis than any other office worker (obviously you still need team working skills etc to do these roles). Whereas other roles may have much more contact, e.g. coaching or OD type roles, or HR Manager/HRBP roles do need very good people skills but this can be more for managing difficult situations like redundancies, workplace conflict or ER type situations rather than the 'go for a lovely chat with HR' situation of some people's imaginings! L&D roles do still do presentations to large groups on occasion but esp with covid the move is more and more to online and elearning so although those skills are still valued there are very few (if any?) roles which purely are about delivering training these days so its a balance with more technical/analytical/administrative skills alongside the people ones. I'm not in anyway criticising you for saying you like working with people, that is still a good thing 
, just a note to think through a nuanced answer to that question at interview and don't undersell yourself by implying your main skill is dealing with people, it sounds like you have a lot more than that to offer!