HR Administrator Jobs At A Glance

Human resources officers are responsible for the most important asset within an organisation: the employees. HR or personnel officers/managers are also names for this position that handles the welfare, development and recruitment of employees.

The roles of HR officers offer great challenges and variation of daily duties. HR officers are involved with pay and benefit structures; learning and development programmes; equal opportunities; recruitment; and, employment law. Large organisations might have a team of managers who focus on individual areas. A small organisation might only have one HR officer who is responsible for all of these areas.

HR officers are required to liaise with managers throughout the organisation to have a clear understanding of operational needs and objectives. This enables them to give advice on different topics. In some organisations, they might work with trade unions and company lawyers.

Hours and Work Environment

Human resources managers usually work a Monday to Friday shift from 9.00am to 5.30pm. High strategic-level managers might work longer hours. Other types of work such as temporary contract, part-time and job sharing are also available.

The role of HR is generally office-based. HR personnel rarely work alone since most of their time involves interacting and talking with employees. Occasional travel to attend conferences, meetings and different business sites is sometimes required.

Benefits and Salary

The rate of pay for HR officers may vary depending on the geographical location and the employer. The figures below can serve as a guide for pay rates.

  • HR administrators may earn up to £22,000. They provide record management and administrative support.
  • The starting salary for HR officers is between £21,500 and £26,000.
  • More experienced HR managers can earn between £40,000 and £65,000 a year.
  • Strategic board-level managers may earn £80,000 or more.

Skills and Personal Qualities of HR Officers

HR officers should have the skills to use diplomacy and negotiate. They must have excellent communication and interpersonal skills to interact with all levels of employees and managers. The workload can be demanding and HR managers need to have good time management and organisational skills.

Decision making and problem solving skills are also essential for a successful HR officer. Sensitive information is the norm when dealing with employee-related issues. This requires tact and discretion in order to handle difficult situations. HR officers must also stay up-to-date with employment legislation.

Interests

An awareness of equal opportunities, best practices in diversity, knowledge of human behaviour, and social inclusion is beneficial for an HR officer.

Getting into the HR Profession

Private and public sector opportunities exist including financial services, retailers, manufacturers, and national government departments. There are currently 135,000 members in the Chartered Institute of Personnel and Development (CIPD) in the UK. There is a careers section on the CIPD website which has job search and career advice.

Most people who enter HR begin as an administrator or assistant. Experience with budgeting, office administration, organisation and financial management is useful for people who move from other careers into HR functions.

Entry Routes

Many entry routes exist to become an HR officer. Employers may have varying degrees of entry requirements. Generally, an understanding of budgeting numbers and the ability to communicate verbally and in writing are important.

Business studies, English, law, communications, economics and psychology are useful subjects. Some employers look for A levels or the equivalent. A Diploma in administration, finance and business is relevant.

Some organisations provide an opportunity to study CIPD-approved postgraduate-level training schemes. Degrees in human resources management, business studies, law and human resources are relevant.

An alternate route is through Apprenticeships and Advanced Apprenticeships. Structured training is provided through an employer, paying at least £95 per week although the average wage was £170 per week for apprentices.

Human Resources Training

Some employers have on-the-job training that is structured to providing broad insight into the business. A wide range of professional accreditation is offered through CIPD, including NVQ qualifications and Chartered CIPD status. Most human resources roles require a nationally recognised accreditation.

Levels 3, 4, and 5 of NVQs cover recruitment and selection; employee relations; health and safety; learning and development needs; training sessions and learning programmes; and, creating a learning environment in the work place. Levels 2, 3, 4 and 5 cover management which focuses on encouraging innovation, leadership techniques and change planning and implementation.

CIPD Certificate Level 3 qualifications are available in flexible learning programmes that are suitable to individual needs and circumstances. CIPD Associate membership is acquired at Level 3. These include Personnel Practice (CPP), Training Practice (CTP), Recruitment and Selection (CRS), Employee Relations, Law and Practice (CERLAP), and Coaching and Mentoring (CCM).

Business Awareness and Advanced Professional Study (CBAAPS) is the Level 6 Certificate from CIPD. CBAAPS is for people who have a non-relevant degree and who have ocmpleted a Level 3 programme. The transition to a postgraduate programme is easier with a Level 6 certificate.