HR graduate schemes

Why choose a graduate scheme in HR?

A graduate scheme in HR offers far more than an entry-level role. You'll get hands-on experience tackling real business challenges, influencing organisational culture, and contributing to strategic people initiatives.

Along the way, you'll benefit from structured training, mentorship, and exposure to senior leaders, helping you explore different areas of HR. By the end of the programme, you'll know whether you want to specialise in recruitment, learning and development, employee relations, or another HR function.

Some of the benefits include:

• career growth opportunities - clear progression from graduate schemes to senior HR and strategic leadership roles.
• strategic influence - HR is central to business strategy, shaping culture, engagement, and performance.
• variety and impact - contribute to areas like talent management, learning and development, performance, and reward.

Which companies offer HR graduate schemes?

HR roles exist across all sectors, giving you a choice of schemes. Here's an overview of some key areas:

Consulting and professional services

• Aon Graduate Programme - two-year scheme with three streams: assessment solutions, reward advisory, and employee benefits, including structured rotations, mentorship, and professional development.
• KPMG Graduate Programme Corporate Services and People Stream - three-year rotational scheme helping clients transform HR and people performance, with exposure to data-driven HR insights.

Consumer goods and retail

• Diageo HR Graduate Programme - two-year rotations covering generalist and specialist HR functions, including learning and development and talent strategy.
• L'Oréal HR Management Trainee Programme - 18-month scheme with a six-month business rotation plus two six-month HR placements.
• Morrisons People Graduate Scheme - two-year programme across HR generalist and specialist roles in manufacturing, logistics, and central HR teams.
• Unilever Future Leaders Programme HR stream - two-year rotations covering HR business partnering, factory HR, and HR expertise functions like reward, talent, and people analytics.

Energy and utilities

• National Grid Graduate Programme Commercial Pathway - 18-month programme with three six-month rotations, mentoring, and optional Chartered Institute of Personnel and Development (CIPD) qualification.
• RWE HR Graduate Programme - two-year scheme including rotations in HR operations, reward, diversity and inclusion, employer branding, and international placements.
• Vital Engeri Graduate Scheme People Stream - 22-month programme across recruitment, early careers, training, operations, and strategy, plus six two-week placements across teams.

Finance and insurance

• Lloyds Group Banking HR Graduate Scheme - two-year rotations through talent, learning, reward, and HR business partnering.
• NatWest HR Graduate Programme - two-year scheme developing strategic HR skills with a focus on diversity and inclusion.
• NFU Mutual HR Graduate Scheme - three-year rotational programme across HR services, reward, employee experience, talent acquisition, and learning, with professional qualifications support.

Public sector and government

• Civil Service HR Fast Stream - three-year programme across strategic and operational HR, including CIPD Level 7 qualification.
• Impact: The Local Government Graduate Programme - two-year scheme with three to four rotations across corporate functions including HR.
• NHS HR Graduate Management Training Scheme - two-year programme covering operational HR functions and combined with a postgraduate diploma (PGDip) in human resource management and CIPD membership.

Technology and defence

• BAE Systems Business Services Graduate HR Stream - 18 to -30 month non-rotational programme in resourcing, performance, reward, employee relations, learning and development, or organisation development.
• Safran Electronics and Defense HR Graduate Programme - three-year scheme in Wolverhampton with rotations across employee relations, talent acquisition, HR operations, learning and development, and engagement.

What do HR graduate schemes involve?

Most HR graduate schemes are rotational, giving you exposure to key areas such as:

• employee relations
• learning and development
• performance management
• recruitment and talent management.

These rotations help you understand how HR contributes to business strategy. You'll also gain hands-on experience with HR software and data analytics tools, such as:

• PeopleSoft
• SAP SuccessFactors
• Workday.

Some programmes include placements outside HR to develop commercial awareness, while others offer UK or international rotations. Typical projects might include:

• analysing engagement data
• designing onboarding processes
• supporting diversity initiatives.

Most schemes provide structured training, mentorship, and professional development. Many also sponsor CIPD Level 7 qualifications, delivered via day release - attending in-person classes or workshops one day per week (or in blocks) while working the rest of the week - or blended learning.

What are the entry requirements?

Many schemes accept graduates from any discipline, though degrees in business, psychology, or social sciences can boost your application. Typical requirements include:

You'll typically need:

• a 2:1 degree (or higher)
• flexibility to travel or relocate within the UK.

Relevant experience such as HR internships, work placements, or volunteering in learning and development can strengthen your application. Employers also value:

• a proactive, data-driven, and curious mindset
• commercial awareness and adaptability
• strong interpersonal and communication skills
• the ability to handle confidential information.

Get more details on what skills employers want.

How do I apply for an HR graduate scheme?

Most HR graduate schemes open for applications between August and October for intake the following September.

The application process usually involves several stages:

1. an online application, where you'll need to tailor your CV and cover letter to the specific organisation and programme
2. psychometric tests, which assess your problem-solving ability, interpersonal skills, and alignment with company values
3. assessment centres, which may include group exercises, case studies, and interviews
4. a final interview, often conducted by senior HR or business leaders.

Assessment centres usually run from November to March, with offers released in spring. Be sure to apply early, as some schemes close once enough applications have been received.

To strengthen your application:

• research each organisation thoroughly - understand their HR priorities, recent people initiatives, company culture and demonstrate a genuine interest in how HR contributes to organisational success.
• practice psychometric tests in advance - you can do this using our practice assessment centre tests from Sova.
• prepare for competency-based questions - you might be asked, for example, 'Describe a time when you influenced a team decision,' or 'How would you approach resolving a disagreement between colleagues?' Discover how to answer common interview questions.
• showcase your skills - employers value applicants who demonstrate strong communication, teamwork, and analytical skills.

How much will I be paid?

Salaries for HR graduate schemes typically range from £35,000 to £42,000, though starting salaries vary by sector, location, and employer. For example:

• public sector - NHS £30,277, Civil Service Fast Stream £31,554, Local Government £32,597
• private sector - large multinationals offer £35,000 to £42,000, with performance bonuses and location allowances
• london-based roles - an extra £3,000 to £5,000 regional premium.

Beyond salary, many schemes offer employee benefits, including:

• CIPD sponsorship
• flexible working arrangements
• mentorship
• pension contributions
• wellbeing support.

Will I get a job at the end?

While a permanent role isn't guaranteed, many organisations use HR graduate schemes to spot top talent. After the scheme, you could move into roles in:

• talent acquisition
• employee relations
• organisational design
• reward and performance management.

If you complete the scheme successfully, you might secure a full-time role or be promoted into positions like human resources officer or training and development officer - but make sure you check each employer's policy on post-scheme progression before you apply.

You can expect steady growth in both responsibility and pay. Mid-level roles, such as HR adviser, people partner, or learning and development manager, typically earn £40,000 to £50,000, while senior positions can reach £60,000 to £70,000 or more as you gain experience in roles like:

• chief people officer
• HR business partner
• HR director
• head of HR.

Many graduate schemes also support professional development and CIPD accreditation, which is highly valued in the industry. As your career progresses, you can advance through CIPD membership levels that reflect your growing expertise and leadership, including:

• associate (Assoc CIPD)
• chartered Member (MCIPD)
• chartered Fellow (FCIPD).

What about recruitment graduate schemes?

If you're interested in agency-side HR, recruitment graduate schemes are fast-paced and target-driven. Early responsibility allows progression from recruitment consultant to team leader within two to three years. Examples include:

• Evolution Jobs UK Graduate Programme - provides an entry into recruitment consultancy with a first-year on-target earning (OTE) of £30,000 to £35,000, plus mentorship and uncapped commission.
• Next Ventures Graduate Recruitment Consultant - a fast-paced entry into recruitment, particularly in technology, with a starting salary up to £45,000.
• Headstar Graduate Recruitment Consultant Scheme - starting salary £20,000 to £25,000 plus commission, hybrid working, overseas trips, and structured training

Find out more

• See what else is on offer in the recruitment and HR sector.
• Read our HR job profiles for insights on salaries and career development.
• Search for graduate jobs in recruitment and HR.