Is HR a Good Career?

Human Resources (HR) is at the core of every organisation, ensuring businesses attract, develop, and retain top talent. The demand for HR professionals is growing significantly. A Robert Half study found that companies are struggling to hire HR Business Partners, Talent Acquisition Specialists, and HR Analysts, as businesses prioritise employee retention and strategic workforce planning.

For those who enjoy working with people, solving business challenges, and driving organisational success, HR is a highly rewarding career path with long-term growth potential. If you’re new to Human Resources, this guide explores key HR roles, HR salary expectations, and career opportunities, helping you identify the highest-potential specialisations—based on future growth. (Explore: Tips and Strategies for Career Advancement in HR)

Note: All salary figures in this article represent annual salaries based in London. Salaries may vary by region and industry.

Entry-Level HR Roles (0-2 Years Experience)

Starting a career in HR typically begins with administrative or coordination roles, where professionals build foundational knowledge of HR processes. These roles are essential for learning about employee relations, compliance, recruitment, and payroll administration.

For those looking to enter HR, a CIPD Level 3 Foundation Certificate is highly recommended. Based on the report, over the last ten years, the number of job posts requesting CIPD qualifications has risen 115%, reflecting the growing importance of accredited HR knowledge. HR admin-level roles that require a CIPD qualification pay up to £5,600 (+24%) more than those that do not. Earning this qualification can help secure entry-level positions faster and create opportunities for career progression.

HR Administrator / HR Assistant

Responsibilities:

• Maintaining employee records and updating HR databases.
• Assisting with payroll, absence tracking, and compliance documentation.
• Supporting the recruitment process, including scheduling interviews and drafting contracts.

Skills Required: Strong organisational skills, attention to detail, HR software proficiency.

Salary Range: £29,700 – £33,500 (Reed)

Best for:

• Personality: Detail-oriented, process-driven, and eager to learn.
• Background: Ideal for recent graduates or career changers entering HR.
• Future Career Path: Progression into HR Coordinator, HR Generalist, or Talent Acquisition roles.

Talent Acquisition / Recruitment Coordinator

Responsibilities:

• Assisting in candidate sourcing, job posting, and interview scheduling.
• Managing applicant tracking systems (ATS) and recruitment databases.
• Supporting employer branding initiatives and career events.

Skills Required: Strong communication, multitasking, ability to assess candidates.

Salary Range: £32,400 – £48,600 (Reed)

Best for:

• Personality: Outgoing, persuasive, enjoys working with people.
• Background: Those interested in recruitment, psychology, or talent management.
• Future Career Path: Promotion to Talent Acquisition Specialist or Recruitment Manager.

Mid-Level HR Roles (3-7 Years Experience)

At this stage, HR professionals take on greater responsibilities, managing recruitment, employee relations, learning and development, or compensation and benefits. These roles demand problem-solving, strategic thinking, and people management skills.

CIPD qualifications are highly valued at this level, with officer-level roles requiring certification offering up to £4,100 (+15%) higher salaries than those that do not. Over the last decade, CIPD-qualified professionals have seen an average salary increase of £3,800 (+15%).

A CIPD Level 5 Diploma is ideal for professionals moving into mid-level HR positions. It equips learners with deeper knowledge of HR strategy, employment law, workforce planning, and change management—skills that are essential for progressing into leadership roles.

HR Manager

Responsibilities:

• Handling employee relations, performance management, and training.
• Ensuring compliance with employment laws and HR policies.
• Managing recruitment, onboarding, and HR operations.

Skills Required: Employment law knowledge, conflict resolution, adaptability.

Salary Range: £56,500 – £74,300 (Reed)

Best for:

• Personality: Versatile, problem-solver, enjoys varied tasks.
• Background: HR professionals looking for broad HR exposure.
• Future Career Path: HRBP or Employee Relations roles.

(Explore: How to become an HR Manager)

People Operations Manager

Responsibilities:

• Managing employee onboarding and offboarding processes.
• Overseeing HR systems and process improvements for efficiency.
• Supporting employee engagement and wellbeing initiatives.

Skills Required: HRIS knowledge, analytical thinking, problem-solving.

Salary Range: £529,00 – £67,100 (Reed)

Best for:

• Personality: Tech-savvy, detail-focused, enjoys improving systems.
• Background: HR professionals, business administration, or operational roles.
• Future Career Path: Growth into People Operations Manager or HR Business Partner.

(Explore: People Operations vs Human Resources)

HR Business Partner (HRBP)

Responsibilities:

• Aligning HR strategies with business goals and leadership needs.
• Advising on workforce planning, talent development, and organisational change.
• Managing employee engagement and performance strategies.

Skills Required: Strategic thinking, stakeholder management, workforce planning.

Salary Range: £56,500 – £75,000 (Robert Half)

Best for:

• Personality: Analytical, influential, enjoys business strategy.
• Background: HR professionals seeking leadership influence.
• Future Career Path: HR Director, CHRO.

(Explore: HR Business Partner vs HR Manager: What’s the Difference?)

HR Analyst

Responsibilities:

• Collecting and analysing workforce data to identify trends in employee retention, recruitment, and performance.
• Creating reports and dashboards to support HR decision-making and improve workforce planning.
• Developing predictive models to forecast HR needs, diversity metrics, and salary benchmarking.

Skills Required: Data analysis, HR metrics, proficiency in HR software (e.g., Workday, SAP).

Salary Range: £52,800 – £65,700 (Reed)

Best for:

• Personality: Analytical, detail-oriented, enjoys working with data and trends.
• Background: HR, business analytics, data science, or finance professionals transitioning into HR.
• Future Career Path: People Analytics Manager, HR Strategy Consultant, Head of Workforce Planning.

(Explore: What is HR Analytics?)

HR Consultant

Responsibilities:

• Advising businesses on HR policies, employment law compliance, and best practices.
• Conducting HR audits, workforce planning, and organisational development strategies.
• Designing and implementing HR initiatives such as DEI (Diversity, Equity & Inclusion) programs and leadership development.

Skills Required: Employment law expertise, strategic planning, consulting, problem-solving.

Salary Range: £47,734 – £83,965 (Salary Expert)

Best for:

• Personality: Solution-focused, enjoys advising and problem-solving, comfortable working with multiple clients.
• Background: HR professionals with 5+ years of experience, or specialists looking to transition into consulting.
• Future Career Path: Senior HR Consultant, HR Director, Independent HR Advisor.

(Explore: The Role and Importance of HR Consultants)

Employee Relations Manager

Responsibilities:

• Managing workplace investigations, grievance procedures, and disciplinary actions.
• Advising leadership on employment law and compliance.
• Implementing strategies to improve employee satisfaction and workplace culture.

Skills Required: Conflict resolution, legal expertise, mediation.

Salary Range: £58,400 – £75,100 (Reed)

Best for:

• Personality: Diplomatic, fair, enjoys problem-solving.
• Background: HR, employment law, industrial relations.
• Future Career Path: HR Director, Head of Employee Relations.

Reward & Compensation Manager

Responsibilities:

• Designing competitive salary structures and benefits packages.
• Conducting market benchmarking to ensure fair compensation.
• Managing bonus schemes, incentive plans, and payroll policies.

Skills Required: Data analysis, finance knowledge, salary benchmarking.

Salary Range: £49,000 – £78,000 (Glassdoor)

Best for:

• Personality: Analytical, detail-oriented, enjoys working with numbers.
• Background: Finance, HR analytics, compensation roles.
• Future Career Path: Head of Compensation & Benefits, HR Director.

Learning & Development (L&D) Specialist

Responsibilities: £49,000 – £78,000 (Glassdoor)

• Designing and delivering employee training and development programs.
• Assessing skills gaps and implementing learning strategies.
• Managing career progression initiatives and leadership coaching.

Skills Required: Training facilitation, coaching, instructional design.

Salary Range: £54,900 – £66,100 (Reed)

Best for:

• Personality: People-focused, engaging, enjoys mentoring.
• Background: Teaching, psychology, HR training.
• Future Career Path: L&D Manager, HR Director.

(Explore: How to accelerate the L&D career)

Senior & Leadership HR Roles (8+ Years Experience)

Senior HR roles involve leading HR teams, developing company-wide policies, and aligning HR strategies with business goals. Professionals at this stage are responsible for talent management, organisational change, and executive-level decision-making.

CIPD-certified professionals consistently earn more, with HR roles requiring certification paying up to £4,400 (+16%) more. Over the last decade, CIPD-qualified professionals have seen an average salary increase of £4,600 (+17%).

For those aspiring to HR Director, Head of HR, or CHRO roles, earning a CIPD Level 7 Advanced Diploma can be a crucial step. This qualification provides expert-level knowledge of HR leadership, business strategy, and change management, helping professionals transition into executive roles.

HR Director / Head of HR

Salary Range: £105,000 – £130,000 (Morgan Mckinley)

Future Career Path: C-suite roles like CHRO or COO.

Chief Human Resources Officer (CHRO)

Salary Range: £76,000 – £167,000 (Glassdoor)

Future Career Path: Executive leadership beyond HR.

Get Expert Guidance For Your HR Career

HR is a dynamic and rewarding career with strong job security, competitive salaries, and clear progression pathways. While a CIPD qualification enhances career prospects and earning potential, networking and mentorship play a crucial role in accelerating career growth by providing valuable insights, new opportunities, and strategic guidance.

Avado goes beyond traditional HR training by combining CIPD-accredited courses with mentorship and networking. Its structured Mentor Programme connects learners with 1,200+ experienced HR mentors, providing personalised career guidance and real-world insights. Meanwhile, Avado Connect offers access to a thriving community of 2,500+ HR professionals, enabling learners to expand their network, gain industry knowledge, and explore new opportunities.