How to become A Human Resources Director

In a world that is increasingly aware that human resources are its most valuable assets, the HR Director adds a significantly ‘personnel’ touch to how an organisation conducts itself, from entry-level recruits to seasoned chief executives.

• Director of Human Resources

What do HR Directors do? 

An HR Director would typically need to:

• Plan, coordinate and direct the administrative functions of an organisation to support the work of managers who supervise and lead its workforce
• Develop, implement and monitor HR systems, tactics and initiatives deployed across the organisation to ensure their alignment with the larger business strategy
• Monitor HR programs including performance and talent management, productivity, recognition, morale and occupational health and safety
• Advise managers on organisational policies such as equal employment opportunity and sexual harassment
• Oversee and manage a performance appraisal system that drives high performance; conduct surveys to assess the organisational mood
• Recommend essential policy changes to nurture a positive working environment; assess organisational training needs, and do the needful
• Study and modify compensation and benefits policies to develop competitive packages that help organisational growth
• Deal with challenging situations such as understaffing, refereeing disputes, firing employees and administering disciplinary procedures
• Bridge management and employee divide by judiciously addressing demands and grievances from both sides
• Report to management; provide decision support through research and analysis of organisational trends and HR metrics 
• Ensure legal compliance in all HR matters; represent the organisation at external personnel-related hearings and investigations
• Negotiate bargaining agreements and help interpret labour contracts
• Identify staffing and recruiting needs; develop and execute best practices for hiring and talent management
• Use knowledge of trends, best practices, regulatory changes and new systems in HR, talent management and employment law to recommend changes that nurture a positive working environment
• Develop and implement departmental budget; facilitate professional development, training and certifications for the HR staff

HR Managers spend the better part of their day in a pleasant office setting conducting interviews, talking on the phone and attending meetings. They must be able to work well with others. They may need to travel to recruit new staff or attend conferences and seminars.

Most HR Directors work full time during regular business hours. However, they may need to work beyond 40 hours/week to meet deadlines. Shifts and weekend work may form part of their schedule when employed by a company that stays open 24/7/365.

Finding a new job might seem challenging. HR Directors can boost their job search by asking their network for referrals, contacting companies directly, using job search platforms, going to job fairs, leveraging social media, and inquiring at staffing agencies.

HR Directors are generally employed by:

• Corporate Organisations In Engineering, Manufacturing, Banking/Finance, Retail, IT /Technology & Healthcare Sectors
• Public Sector Companies
• Voluntary Organisations

Professional associations and organisations, such as the International Public Management Association for Human Resources (IPMA-HR), are crucial for an HR Director interested in pursuing professional development or connecting with like-minded professionals in their industry or occupation.

Membership in one or more adds value to your resume while bolstering your credentials and qualifications.

• Attract, find and retain the right talent in the face of a tight labour market
• Work towards enhanced employee engagement for organisational wellbeing and success
• Keep employee information secure; help prevent cyber-attacks
• Lack of sufficient resources for the proper training and development of employees
• Design and implement benefits packages that are attractive without hurting the organisational bottom line
• Uphold diversity of age, gender and culture, among other factors, so no employee faces harassment and instigates a damaging lawsuit

HR Directors must have relevant work experience to demonstrate their expertise in organising, directing, and leading others. Any academic program that a potential HR Director takes up typically requires a period of supervised experience, such as an internship within a company’s HR department. 

An industrial placement as part of your course, an entry-level HR job right out of college, vacation work or part-time employment will also afford the valuable experience. Even general office and administrative experience will prove helpful.

You will gain optimal benefit from your tasks outside of the classroom when they line up perfectly with your lessons inside it. You may get to hear countless stories from more experienced professionals and obtain valuable hands-on experience when they manage to turn seemingly routine incidents into unique learning moments.

Voluntary or paid positions of responsibility at university or in students groups/organisations, the community, church or civic associations will also train you for the profession. Take courses in public speaking or join a public speaking club to hone your communication skills.

Read about the profession and interview/shadow experts working in HR to prove your commitment to course providers and prospective employers.

Aspiring Human Resources (HR) Directors must acquire a bachelor’s degree in human resources, education, IT, finance, business management or business administration. Typical modules include business management, staffing techniques, industrial psychology, dispute resolution, conflict management, organisational development and business & labour law.

Certain employees prefer HR Directors with a master’s degree in human resources, labour relations, employee management or business administration. Such programs will give you an in-depth understanding of compensation, employment law, negotiation tactics, labour management and training in places of employment.

Although certification is optional, it can demonstrate professional experience and credibility and provide prospects for promotion. Many employers prefer to recruit certified HR Directors, and some jobs may demand it.

With five to ten years of experience, HR Directors can progress to the Vice President of HR/People Relations/People Operations position; they make all critical decisions and sign off on new projects and procedures in this increasingly administrative role. 

High performers can expect to advance to top positions such as Chief Human Resources Officer (CHRO) or Chief People Officer (CPO). These roles are purely administrative. They report to the CEO and are accountable for all organisational HR initiatives, policies and strategies.

Candidates with a master's degree in human resources management and related work experience have the best job prospects.

Continuing professional development (CPD) will help an active HR Director build deep insight into employment law, organisational planning, employee development, workplace safety and compliance. 

Work-based learning, a professional activity, formal education, or self-directed learning will allow you to upskill continually, regardless of your age, job, or level of knowledge.

Engage and Preserve Human Capital

Its massive impact on culture and business strategy defines HR’s increasingly sophisticated role in planning, organising and mediating. In the words of Sir Richard Branson, an organisation that “train people so well they can leave and treat them so well they won’t ever wish to” owes its phenomenal success to its HR team.

Employee burnout is responsible for up to half of a company's yearly workforce turnover.

HR Directors put their heart and soul into locating, attracting and retaining up-to-par human talent, so the business literally runs itself and thrives on all fronts.

HR is about much more than just working with people; it is also about getting to know the people affected by the policies and procedures you create. Set aside time to walk around the office and meet employees face to face.