An industry-wide trend we’re seeing in HR is an increased emphasis on bringing commercial HR practitioners into the team. From speaking to HR practitioners from all different backgrounds and levels, we’ve put together these tips for how you can make sure you put your most “commercial” foot forward.
- Know the HR metrics associated with your work. Find out the numbers and figures that demonstrate the impact that your project or initiative has had on the business and keep them handy. Examples could be an improvement in employee retention, reduction in risk, reduced agency recruitment spend, reduced personal grievance claims… whichever metric has been impacted, it is important that you can say “this is what I did, and this is the impact it had”.
- Understand that your ability to represent yourself as commercial isn’t restricted by your job title. Regardless of your role in the HR team, it’s important that you understand how you fit in the wider business picture. Know the business strategy, the HR strategy and how you’ve contributed to business success.
- Take an opportunity to get experience “in the business”. Whether it’s a secondment, as part of a project or even a permanent opportunity, seize the chance to gain experience within the operational side of the business. It will broaden your commercial knowledge and make you a more credible HR practitioner.
We’ve found that people who do these things really well often secure the HR role they want… and as a bonus keep the conversation at interview more interesting and engaging!
