For many employees, the initial interaction they have with a company is through the human resources department. That staff is usually the first to review résumés, arrange interviews and make job offers before explaining the company’s benefits package.
Handling the human element of a business is an attractive position for many, particularly if they enjoy the interaction it brings. But there’s much more to being an HR executive than hiring.
To begin with, many companies are now looking to the HR staff to be more involved in directing the business and supporting the corporate culture, said Ed Nangle, an HR and management consultant who also teaches human resources management at Kennesaw State University.
“Firms are looking for HR pros who will continue the culture already in place within the firm,” Nangle said. “They usually don’t want an HR pro who cannot promote corporate culture.”
Job seekers will find a particular need for this talent in the medical, technical and engineering fields. Public sector organizations are also looking for HR support. Generally, the ratio is one HR person for every 100 employees, said Nangle, but the recession has changed that and staffers are often asked to take on more responsibilities and increasingly stronger leadership roles.
“The concept is for HR to have a positive impact on the goals of the firm,” Nangle said. “The bottom line: We hope for HR to become a leader rather than just a follower — a human resources business leader.”
Taking that lead requires a person to be flexible, adaptable, empathetic and inquisitive. It also requires professional training.
"The higher-level [positions] require more experience as well as more education and training,” Nangle said. “For example, a vice president’s position may require 10 to 15 years of experience. In addition, sometimes to get to the vice president positions, a college degree in business or other related field is required.”
Nangle’s career began with a Florida firm where he was a human resources trainee for three years, spending three months in each HR specialty. He also earned a bachelor’s degree in business and economics, and a graduate degree in general management and industrial relations before spending 36 years in corporate HR. His last position was as the senior vice president of human resources for Hitachi Electronics of America.
Begin with education
Getting started isn’t always easy, Nangle said.
“There are quite a few second-career personnel who are attempting to get into HR after losing their jobs, but it can be difficult since most firms require at least two years experience,” he said.
Nangle suggests that prospective HR candidates start with a college degree then follow with a range of continuing education courses, including how HR can contribute to a company’s bottom line.
“For instance, if a firm has an insurance program for employees that cost $1 million annually, HR might find ways to reduce the cost by 5 percent, thereby increasing revenues by $50,000, which drops directly to the bottom line,” he said. “By increasing knowledge and experience of the business, an HR manager can become more strategic, which equals more upward mobility to become a VP or senior executive.”
Even though HR pros concentrate on a corporation’s human aspect, they also need to be fluent in the language of business.
“This includes financial information of how the firm operates, how it makes profits, how it creates cash flow, how it markets products or services, how to communicate with the other functional areas of the firm, how it distributes its goods or services, how the firm becomes leader in the market,” Nangle said.
Those who want to advance in the field can also benefit from passing a certification exam through the Human Resources Certification Institute. In addition, continuing education credits are required to maintain a level of professional expertise.
Career change
HR professional John Kalusa worked his way into the field from a sales background.
“One of the first things I did was get my certification to understand the HR side. It also helped build my knowledge and credibility,” he said.
Kalusa, now head of talent acquisition for chemical manufacturer Axiall Corp., added that volunteering with professional HR groups can lead to a transition into human resources.
“Education and certification are important, but it’s also a good idea to get involved in professional HR organizations,” Kalusa said. “It’s a great way to get to know people who are in HR, to ask questions and to show people what you can do.”
Being part a team is a key asset to any HR position, Nangle added.
“Companies are defining exactly what they expect of HR, not only in day-to-day operations, but in being a part of a forward-thinking executive management team.”
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