At the heart of every successful organisation is its people - and that's where human resources (HR) comes in. Discover the qualifications, skills and experience you'll need to build a successful career in HR
What areas of HR can I work in?
HR professionals are needed in almost every sector - private, public and voluntary. Key areas of HR include:
- employee relations - managing workplace issues and ensuring fair processes
- learning and development (L&D) - supporting employee training and skills growth
- reward and benefits - overseeing pay, pensions and compensation structures
- talent acquisition and recruitment - focusing on attracting and hiring the right people
- workforce planning and organisational development - helping shape the structure and future direction of the organisation.
There are also growing specialisms in HR analytics that focus on using data and technology to improve decision making and employee experience, such as:
- diversity, equity and inclusion (DEI)
- HR systems
- people operations.
Depending on the organisation, you may split your time between office-based work and visiting operational sites such as:
- factories
- government departments
- schools
- warehouses
Do I need a related degree?
A degree in human resources can be helpful, but you don't need one to start a career in HR. Many people enter the sector after studying an unrelated subject, and others move into HR by changing careers from other professions or through on-the-job experience.
Most employers accept graduates from any discipline, although degrees in related subjects can strengthen your application. These include:
Some HR graduate schemes may also ask for a 2:1 or above.
If your degree isn't HR related, you could apply for an entry-level role in a recruitment consultancy linked to your field of study. This allows you to use your subject knowledge while gaining people-focused experience, which can help you move into broader HR roles later on.
You might also consider an apprenticeship as an alternative to university if you'd prefer to earn while you learn. Apprenticeships are typically offered at:
- Level 3 (HR support) - for entry-level roles
- Level 5 (HR consultant/partner) - if you're looking to progress or upskill.
You'll earn a salary while studying, and completing your apprenticeship can lead to a qualification accredited by the Chartered Institute of Personnel and Development (CIPD).
Check out HR apprenticeships for available programmes and guidance on how to apply.
CIPD qualifications and membership are highly valued in the profession. While membership isn't a legal requirement for most HR roles, many employers will support you to study towards a CIPD-approved qualification while you work. Over time, you may choose to work towards Associate or Chartered Member status.
A foundation degree (Level 5) offers a more vocational route into HR, combining academic study with work-based learning. It's equivalent to two-thirds of a three year Bachelors degree.
A Masters degree isn't essential, but a postgraduate CIPD-accredited course can support your career progression. Many universities offer Masters programmes in human resource management and organisational behaviour that align with professional standards.
See HR courses for examples of what's on offer.
What HR skills do employers want?
Employers look for a combination of personal qualities, commercial awareness and practical HR capability. Alongside core knowledge of people management, it's important to demonstrate an understanding of how HR supports wider business objectives, as well as skills like:
- budget awareness
- coaching
- teamwork.
To succeed in what can be a fast paced and pressurised environment, you'll need:
- adaptability
- ambition
- confidence
- organisation
- patience
- resilience.
Strong business acumen and a proactive, solutions focused approach are highly valued, particularly in roles that contribute to organisational strategy. Employers also look for emotional intelligence, with skills including:
- discretion
- trustworthiness
- the confidence to challenge appropriately when necessary.
In addition to strong people skills, HR professionals are increasingly expected to be digitally literate and able to use analytics and artificial intelligence (AI) for data-driven decisions. Strategic thinking and teamwork remain essential.
The CIPD's Labour Market Outlook for Winter 2025/26 found that 17% of employers expect AI to reduce their workforce. That means if you want to stand out as an HR professional, developing skills in analytics, people data management, and digital HR is increasingly important. Building these skills into your studies can help prepare you for the priorities and opportunities you'll face in the modern workforce.
Discover what skills employers want.
Continuing professional development (CPD) should continue throughout your career. Staying up to date with employment law, workplace trends and people analytics will help you progress and remain competitive. This can take many forms, including:
- attending events organised by the CIPD
- completing short courses
- earning CIPD-accredited professional qualifications
- following industry publications and thought leaders on LinkedIn.
For detailed entry requirements and qualification routes, see our HR job profiles.
How do I get HR work experience?
You don't need to have held an official HR job title to start building experience. Any office or administrative role can strengthen your CV.
Look for opportunities in your current role to get hands-on experience, such as:
- assisting with recruitment administration
- contributing to training or development activities
- helping with onboarding new staff
- supporting employee engagement initiatives.
These tasks give you practical HR experience and show initiative, making your application stronger for future HR roles.
Formal HR work experience can give you a competitive edge. Many large organisations offer HR internships and placements. For example:
- Accenture runs HR summer internships.
- L'Oréal offers HR placements lasting between three and 12 months.
- PwC provides work placements within its Human Capital teams.
Search for HR and recruitment work experience opportunities.
You can also reach out to local businesses directly or sign up for job alerts to stay informed about new openings.
Once you've gained some experience, you can further develop your skills through volunteering. The CIPD offers volunteering opportunities such as mentoring job seekers or giving talks in schools, which can help strengthen your CV and practical HR experience.
Where can I find HR jobs?
When looking for HR or recruitment roles, start with industry-specific job sites, such as:
If you're interested in recruitment, sending a speculative application to local consultancies can be an effective strategy. Many employers also advertise roles through online portals and LinkedIn. Attending industry events and leveraging professional networks can help you uncover opportunities that aren't widely advertised.
How do I make my HR and recruitment CV stand out?
When applying for HR roles, your CV and cover letter need to show more than just an interest in people - they should demonstrate relevant skills, achievements, and your ability to add value.
Start by carefully reading the job description and reflecting the key language and requirements in your application. For example, if the role mentions 'employee relations,' 'data management,' or 'stakeholder communication,' include clear examples of how you've used these skills.
Highlight achievements that demonstrate:
- excellent written and verbal communication
- handling sensitive information appropriately
- managing records and data
- resolving issues, improving systems, or overseeing processes.
If you don't have direct HR experience, emphasise transferable skills gained in customer service, management, retail, hospitality or office administration.
Pair your CV with a concise, structured cover letter that clearly explains:
- How your skills meet the person specification.
- Why you want to build a career in HR.
- Why you're applying to that specific organisation.
Use concrete examples wherever possible to make your application stand out. See our sample cover letter for guidance.
How do I prepare for an interview in HR and recruitment?
Interviews for HR and recruitment roles assess both your technical knowledge and your interpersonal judgment. Employers want to see that you understand the responsibilities of the role and can handle sensitive situations professionally and objectively.
Be ready to explain why you want to work in HR or recruitment and what attracts you to the organisation. You should also be prepared to discuss how you would:
- handle confidential matters
- manage workplace conflict
- support fair and consistent decision making.
Use the STAR method (situation, task, action, result) to structure examples from your experience. Demonstrating a basic understanding of employment law and how HR contributes to wider business goals can further strengthen your answers.
Scenario-based questions are common - for example, how you would resolve a disagreement between colleagues or manage sensitive information - so think through practical examples in advance. Discover how to answer common interview questions.
Finally, research the organisation's:
- culture
- recent developments
- values.
Prepare thoughtful questions to ask your interviewer to show your enthusiasm and commitment to the role.
How do I get into HR consulting?
HR consultancies range from small specialist firms to large global organisations, offering services such as:
- employee relations support
- organisational change
- reward strategy
- talent management.
A career in HR consulting gives you exposure to a variety of industries and business challenges, though it often involves spending significant time on client sites.
These roles are generally suited to experienced HR professionals who have developed strong generalist or specialist expertise. Employers usually expect a recognised qualification, such as those accredited by the CIPD, alongside proven experience advising managers and influencing senior stakeholders.
A postgraduate qualification in HR or human resource management can further strengthen your prospects, particularly for roles in larger consultancies. For example, programmes like the MSc Human Resource Management at the University of Bath are designed to develop strategic HR knowledge and analytical skills.
To explore opportunities, keep an eye on consultancy vacancies via specialist job boards, such as PM Jobs, and check out our management consultant job profile for further insight into the skills and responsibilities required in HR consulting.
What does career progression look like in HR?
HR offers clear progression routes, whether you choose to follow a generalist path or specialise in a particular area.
A typical generalist pathway starts in entry-level roles such as HR assistant or HR administrator. With experience, you might move on to positions like HR officer or recruitment consultant, before progressing to senior roles such as HR manager or HR business partner. In these roles, you may work across multiple functions, including:
- employee relations
- learning and development
- performance management
- policy implementation
- recruitment.
As your career develops, responsibilities often shift from operational tasks to more strategic work, such as:
- business partnering
- organisational development
- workforce planning.
Alternatively, you may choose to specialise in a specific area of HR. Common specialisms include:
- employee relations
- HR analytics
- learning and development
- reward and compensation
- talent acquisition.
Specialist roles allow you to develop deep expertise and can lead to senior advisory, consultancy, or strategic leadership positions within your chosen field.
HR offers varied and flexible long term career opportunities, but progression will depend on your:
- interests
- performance
- qualifications
- the size and structure of the organisation you work for.
Find out more
- Explore our tips on getting a job.
- Check out what the recruitment and HR sector has to offer.