You’re considering a career in HR Operations. What do you need to know before you start?

1 Skills and competencies

To be an effective HR operations professional, you need a combination of hard and soft skills. Hard skills include knowledge of HR systems, software, and tools, such as HRIS, payroll, benefits administration, and performance management. You also need to be proficient in data analysis, reporting, and metrics, as well as legal and regulatory compliance. Soft skills include communication, collaboration, problem-solving, and customer service. You need to be able to work with different stakeholders, such as employees, managers, vendors, and regulators, and deliver timely and accurate results.

2 Education and certification

The minimum education requirement for HR operations roles is usually a bachelor's degree in human resources, business administration, or a related field. However, some employers may prefer candidates with a master's degree or a specialized certification. For example, you can pursue a certification from the Society for Human Resource Management (SHRM), such as the SHRM Certified Professional (SHRM-CP) or the SHRM Senior Certified Professional (SHRM-SCP). These certifications demonstrate your expertise and commitment to the HR profession and can enhance your career prospects and credibility.

3 Experience and career path

The level of experience required for HR operations roles depends on the size and complexity of the organization and the scope of the position. Entry-level roles, such as HR coordinator or assistant, typically require one to two years of experience in HR or administrative functions. Mid-level roles, such as HR specialist or analyst, require three to five years of experience in HR operations or a specific area, such as payroll or benefits. Senior-level roles, such as HR manager or director, require at least five to seven years of experience in HR operations and leadership skills.

The career path for HR operations professionals can vary depending on your interests, goals, and opportunities. You can advance within the HR operations function by taking on more responsibilities, managing larger teams, or overseeing multiple areas. You can also transition to other HR functions, such as talent acquisition, learning and development, or diversity and inclusion, by leveraging your operational skills and knowledge. Alternatively, you can explore roles outside of HR, such as project management, business analysis, or consulting, by applying your cross-functional and analytical skills.

4 Challenges and opportunities

Working in HR operations can be both rewarding and challenging. You may find yourself having to keep up with changing laws and regulations, managing multiple tasks and deadlines in a fast-paced environment, or dealing with confidential issues such as employee disputes. Additionally, you need to balance the needs and expectations of different stakeholders. However, there are also opportunities to have a direct impact on employee experience, develop and implement HR strategies that support organizational goals, learn and grow from exposure to different aspects of the business, and build strong relationships with internal and external partners.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?