HUMAN Capital - Summer 2016 - (Page 28)
bY rob CASWell, SHrm-CP, CHrP
"How did you wind in up in HR, anyhow?"
Without fail, if I am at any sort of event outside of the circle of Hr, or happen into a
conversation with someone on where they
are taking their career, it is only a matter of
time before that question is posed. I would
go through my spiel of how I ended up
in a profession that I love, moving from a
path that had me much closer aligned to
sales and marketing. I needed a change; I
found a calling; I went to school and made
a move. I am confident my experience
here is not much different than many of
you. Just like I look at my friend the urban
planner with awe and wonder how she
decided to end up there, and do that with
her life, many of the people we interact
with both inside and outside of the workplace view Hr as this nebulous being with
a cloaked door.
I cannot say I disagree with them. our very
dear profession of Hr is so complex in its
breadth and width that I find myself asking
the very same question to the Hr specialists I work with.
"What led you to compensation? When
you got into HR, did you know organizational design is where you wanted to end
up? What do you do in data analytics,
recently, this has me thinking about what
those conversations with future Hr professionals will look like. unlike a number of
professions we deal with (and often recruit
for), Hr has multiple lines of entry for practice: while there many post-secondary
programs designed to prepare one for a
career in Hr, many of us talk about how
we "fell" into it. We came from business.
28 | www.hria.ca
We came from finance. We came from
operations. The VP decided "we were
good with people." The coursework was
either replaced with experience, or came
as we navigated the job and we decided
we needed a firmer understanding of
Whether we entered Hr from the completion of our focused degree, or were
pathed in from our experience in business,
we entered into prescribed structures and
fairly standard job functions across the
realm of advisors, business partners, specialists and managers.
There is no doubt that Hr is in a constant state of evolution, and the speed of
which we are hit with the latest emerging
trends and models - and how we interact
with staff, candidates, and each other -
continues to accelerate. As business - and
the business of Hr - continues down this
next path, we have significant questions
to answer. What will the future HR job look
like? How will we prepare ourselves for
this change? Is our business ready for this
change? Where will we find people to fill
The new Conversation in Hr
much like when the shift came from personnel to human resources, and the focus
of Hr changed from the transactional to
the tactical; the strategic influence Hr
could have as a voice in leadership in the
business, we are embarking on another
shift in how Hr will be positioned to support the people we work for.
While it may be trite to say, "the future
is now," with the glitz and glamour of a
las Vegas-style billboard, we need to
draw this kind of attention to the shift
underway. The future is now. like many
Hr trends, the new conversation is not as
new as we would like to think, and there
are already leaders in it who are executing it now while we wax poetic on what
the future holds. How we do business in
Hr is changing, and with that, the jobs in
our own profession we are recruiting for
today will also change.
The future Hr Job
Spend any time in the social conversation
on Hr and two items that far transcend
trend status will pop up: data, and tech.
The businesses we support want more
information on customers and employees.
You would think that logically this means
more Hr work in analytics. I think that is
absolutely correct. However, in contrast
to stiff, cold numbers, the leading edge
on this transformation is creating a byproduct where there is a resurgence of
humanity in the workplace.
In my view, there are two job families that
this shift impacts. They already exist in
other departments in your organization.
They are now getting a better mix of that
Hr and business flavour, and we need to
find a way to integrate them into our working family. moreover, they are going to
create a new career path for those moving
in to, and out of Hr, as the mainstream
moves beyond the standard convention.
1) People analytics
We will find these individuals right now
in our IT departments, providing infrastructure support to everything that
makes the business run. We will also find
them, more on the analytics side (and
in finance), titled as business Analysts.
Table of Contents for the Digital Edition of HUMAN Capital - Summer 2016
Career Crossroads – Which Path Should I Follow?
Grow Your HR Career by Helping to Grow Your Organization
Individual Career Pathing: Taking Charge of Your Own Career Path
Career Pathing Case Study: CompuCom Performance Support and Development Strategy
When Organizations Need Career Pathing Options
HR’s Future Career Path
Index of Advertisers/Advertisers.com
HUMAN Capital - Summer 2016