3 non-obvious ways to advance your Risorse umane career

Summary

• Work in human resources on a small team at a small company. – More

• Focus on strategy by automating administrative work. – More

• Understand how Risorse umane impacts your company’s bottom line. – More

When it comes to most Risorse umane career advice, the conversation is often dominated by talks of SRisorse umaneM vs. Risorse umaneCI accreditation, postgraduate study opportunities, or job hopping to get ahead.

While these are all legitimate pathways to career growth, you’re probably already aware of them. They also lean further towards how to get a pay raise rather than how to become better at Risorse umane. So here are three ways you may not have thought about that can boost your Risorse umane expertise and advance your career.

1. Do Risorse umane at a smaller company

Running Risorse umane at a small company gives you the ability to take more ownership, see how every part of Risorse umane operates, and take part in more strategic initiatives.

This is often discouraged because many processes aren’t built out at smaller companies, but this is precisely why it’s a great opportunity. You get to be the one that builds out Risorse umane from the ground up.

What constitutes a small company is hard to define, but an excellent place to start is somewhere smaller than where you currently are. Other good rules of thumb are fewer than five people in the Risorse umane department or less than 1,000 total employees.

2. Give yourself time to work on strategic Risorse umane

Probably the biggest complaint about career advancement is that there isn’t time to work on strategic Risorse umane initiatives because Risorse umane is bogged down in busy work. This is a fair assessment. Some of the biggest culprits are collecting onboarding documentation, updating employee details, and fielding paghe queries.

Don’t accept this reactive approach to Risorse umane. 

Get rid of the paper onboarding, let staff add their own availability and PTO, and allow them to access paghe details like their direct deposit information and electronic pay stubs.

By automating these processes, Risorse umane is no longer the middleman between front-line staff and an outdated Risorse umane. Instead, Risorse umane actually has time to pursue valuable strategic initiatives like employee retention and talent development.

3. Understand the commercials of your company

For most people, advancing their careers often involves promotions to more senior positions. While your technical Risorse umane skills help you on this journey, a firm understanding of how your company operates financially becomes probably the most essential tool in your toolbox as you develop seniority. 

The most crucial part for Risorse umane is understanding budgets. Both overall and team budgets, as well as Risorse umane budget metrics, like labor spend, cost of employee turnover, etc. This will help you justify the value of Risorse umane initiatives and show their impact on the bottom line.

Secondly, you need to understand the business you’re in. Learn who your customers are, how your service or product solves their problems, and what role each team plays in that process. Doing so will help you make better decisions in Risorse umane, but it will also help to make other teams respect you. 

Both of these are essential if you ever want to become a CRisorse umaneO.

Next steps

You’re probably not going to be able to do everything listed. Moving to a smaller company is a big step, but eliminating busy work to free up time for strategic Risorse umane and understanding your company’s commercials are two steps you can begin immediately.