Human resources jobs

Entry-level HR roles

Human resources officer

This role is all about supporting your employer's business goals while developing and putting staff policies into practice. Depending on the size of the organisation and its HR team, you could get hands-on experience in a variety of areas, including:

• drafting job descriptions and person specifications
• helping with payroll or employee benefits
• managing disciplinary or grievance processes.

As you grow in your career, having a professional Chartered Institute of Personnel and Development (CIPD) qualification can make you stand out to employers. While it isn't required for every role, earning a credential can boost your credibility and increase your earning potential.

If you're curious about a career in human resources, see what it's like to be a human resources officer.

Recruitment consultant

In this role, your main goal is to find the right candidates and match them with job opportunities for your clients. That means building strong relationships with employers to understand exactly what they need - and being able to assess candidates to see if they're a good fit for each role. Expect long hours, as hitting targets is a big part of the job.

These days, recruitment consultants often use applicant-tracking systems, social media, and artificial intelligence (AI) tools to source and evaluate candidates.

Your degree subject usually only matters if you want to work for an agency focused on a particular industry. Explore what it's like to be a recruitment consultant and see if this fast-paced career suits you.

Training and development officer

The growing field of learning and development (L&D) is all about helping staff build the skills, knowledge, and motivation they need to succeed. In this role, you'll:

• create blended and micro-learning programmes
• design and deliver training
• measure the impact of your initiatives.

Modern L&D officers often use AI-generated learning content and analytics to personalise development for each employee.

Studying for a CIPD qualification can give you an edge - it's not required, but highly valued if you want to work strategically or move into consulting.

Discover what it's like to be a training and development officer.

Payroll assistant

Sometimes called a payroll clerk or payroll and benefits assistant, you'll make sure employees are paid accurately and on time. Your work could include:

• calculating wages
• help to resolve pay queries
• keeping records for starters, leavers, and employee benefits
• managing statutory payments
• report to HMRC and pension providers
• support HR or finance teams.

You don't need formal qualifications to start out, but strong numeracy, experience with payroll software, and knowledge of employment and tax law are valued. Professional credentials like the CIPP Payroll Technician Certificate or CIPD Level 3 in People Practice can boost your credibility and career prospects.

You'll handle confidential information and strict deadlines, so attention to detail, integrity, and organisational skills are essential.

Strategy HR roles

Employee relations adviser

If you're interested in helping create a positive and fair workplace, a career as an employee relations adviser could be for you. In this role, you'll:

• advise on company policies and procedures
• manage conflicts
• negotiate or discuss issues with individuals and teams
• provide administrative and case management support.

To succeed, you'll need excellent interpersonal skills, the ability to stay calm under pressure, and a solid understanding of employee relations and employment law.

Previous HR experience is often valued, and a CIPD qualification can boost your credibility - though it's not required. You'll also need to stay up-to-date with legislation like the Employment Rights Act 2025 and union consultation rules.

Management consultant

HR consulting, or human resource management (HRM), is a growing area of management consultancy. In this role, you'll provide solutions to businesses - usually small and medium-sized enterprises (SMEs) - helping them manage their workforce to improve performance and achieve business goals.

You could work with companies to:

• prepare the business for future challenges
• set up effective HR procedures
• support organisational change like mergers or acquisitions.

You might also make recommendations on:

• employee benefits
• HR processes
• learning and development
• talent management.

HR consultants are increasingly advising on workforce automation, AI ethics, and skills-based organisation design. Graduates from any discipline can enter the field, though numerical or analytical degrees can give you an edge.

Discover what it's like to be a management consultant and see how studying HR courses could launch your career.

Compensation and benefits analyst

Often called a reward analyst, you'll help design and manage pay and benefits policies. At entry-level, you'll:

• assist with audits
• contribute to reward projects
• gather and analyse salary data
• prepare reports
• support HR business partners with pay decisions.

Employers typically look for graduates in economics, finance, or mathematics, though equivalent experience with strong numerical and analytical skills can also work. Professional qualifications, like the CIPD Advanced Diploma in Strategic People Management, can boost your credibility and career prospects.

The role is data-heavy and requires attention to detail, discretion with confidential information, and the ability to explain complex pay topics clearly. Strong Excel and HR system skills, plus knowledge of pay regulations and reward frameworks, are essential.

Employee experience director

Also known as a people experience director, you'll design and lead strategies that make work more positive, engaging, and productive - from onboarding to exit. You'll work where HR, operations, and technology intersect, using data and insights to:

• champion employee wellbeing
• embed employee experience (EX) initiatives across processes and systems
• influence leaders on the value of EX
• run recognition and career development programmes
• translate engagement data into actionable insights.

Many EX directors have degrees in HR, business, or psychology, and some hold MBAs or specialist qualifications in areas like:

• design thinking
• people analytics
• organisational design.

Senior CIPD membership can boost credibility. Extensive experience in HR, organisational development, or employee engagement is essential, especially for leading culture change or digital transformation projects.

Senior HR roles

HR manager

As an HR manager, you'll oversee every stage of the employee lifecycle, making sure policies follow employment law and support the organisation's goals.

You'll combine strategic planning with day-to-day HR management, often leading teams of HR officers or specialists and working closely with senior leaders. You might manage:

• change projects
• employee relations
• onboarding
• recruitment
• reward programmes
• training.

Degrees in HR management, business, or psychology are common, and many employers value CIPD Level 5 or 7 qualifications. Postgraduate study, such as an MBA or HR diploma, can further enhance your career prospects.

You'll usually work full time and may need extra hours during busy periods like pay reviews, restructures, or recruitment campaigns. Strong leadership, strategic thinking, and communication skills are key.

HR business partners (HRBPs)

As a HRBP, you'll align people strategies with organisational goals. You'll work closely with senior leaders to:

• balance employee advocacy with business priorities
• guide change using data-driven insights
• handle sensitive workforce issues
• influence company culture
• plan the workforce
• provide evidence-based recommendations.

You may also collaborate with centres of excellence - like talent acquisition, reward, and learning and development - and represent HR in cross-functional projects.

Degrees in HR, business, or a related field are common, and many employers value CIPD Level 5 or 7 qualifications. Broad HR experience - whether as a generalist or specialist - is essential, and skills in workforce analytics, project management, and coaching give you an edge. These credentials help boost credibility and career progression.

Strategic thinking, commercial awareness, and strong communication skills are key.

Occupational psychologist

As an occupational psychologist, you'll use your knowledge of psychology to boost organisational performance and improve staff wellbeing. You might work on culture and change initiatives, support teams, or help individuals perform at their best.

To practise in the UK, you'll need to:

1. Complete a BPS-accredited psychology degree
2. Take a BPS-accredited Masters or Stage 1 qualification
3. Complete the BPS Qualification in Occupational Psychology (Stage 2), usually two years of supervised practice
4. Register with the Health and Care Professions Council (HCPC).

You can work in-house or as a consultant, often focusing on:

• organisational change
• performance appraisal
• recruitment and selection
• talent management
• wellbeing.

Discover what it's like to be an occupational psychologist and see how you could help people and organisations thrive.

Talent acquisition manager

In this role, you'll lead recruitment strategy and workforce planning to attract, hire, and retain top talent. Your responsibilities may include:

• advising managers on hiring decisions
• building talent pipelines
• implementing applicant-tracking systems
• influencing the organisation's workforce strategy
• managing recruitment teams
• overseeing budgets
• retaining top talent
• shaping employer branding.

Degrees in HR, business, or a related field are common, and hands-on recruitment experience - either in-house or agency - is essential. Professional qualifications, like CIPD recruitment courses, can boost your credibility and career prospects. Knowledge of recruitment metrics, talent marketing, and employment law is also valuable.

You'll balance multiple vacancies, build strong relationships with hiring managers and candidates, and ensure recruitment is fair and compliant. Strong communication, negotiation, and strategic thinking skills are key.

Find out more

• See our recruitment and HR job profiles to explore more roles.
• Take a look at the recruitment and HR sector.