So you want to be a HR director

HR director jobs are the pinnacle of the HR profession. Find out more about these sought-after roles.

Is the HR director jobs market competitive?

HR director is what most HR generalists aspire to become. The competition for these jobs is always intense.

What does a HR director role actually involve?

HR director roles are generally very strategic, although the extent to which this is the case will vary depending on the size and type of business. Within smaller organisations, a HR director may be expected to be more operational than they would be within a large corporate, for example.

The tasks HR directors are usually responsible for can also vary depending on the employer, but typical responsibilities generally include:

• Change management and organisational development.
• Mergers & acquisitions and due diligence.
• Implementation of various HR initiatives, such as succession planning and talent management programmes.
• Employee relations and performance management (this is particularly pertinent in the current market).

A HR director would work closely with senior stakeholders and would typically report directly into the CEO or COO.

What does it take to become a HR director?

Securing a HR director job is tough. If you apply for one of these roles, you’ll be faced with strong competition from both inside and outside the organisation.

But there are some common factors that employers look for when hiring. Ideally, you will be someone who is currently a senior HR business partner, head of HR or a HR director looking for a change in employer. Specific sector experience is generally considered important at this level, particularly in financial and professional services, but there is likely to be crossover between closely aligned sectors within commerce (e.g. retail and FMCG, media and advertising, and telecommunications and technology).

Within smaller organisations, a HR director may be expected to be more operational than they would be within a large corporate, for example.

You will need stability and clear career progression on CVs and be able to demonstrate:

• Commercial understanding of the business
• Knowledge of the positive impact of HR on the bottom line
• Credible representation of HR at board level
• Occupational development, change and restructuring experience

As HR directors represent the people within their business, great interpersonal and communication skills are a must, as is excellent commercial acumen.