The pathway
How you actually get there, here
How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.
- 1
HR Administrator / HR Coordinator
1-3 years in the role before moving to a Specialist level.Skills to master
- Mastering HR data entry and accuracy, understanding core HR processes, developing strong organisational skills, and providing excellent employee support.
You're ready to move on when
- You're the go-to person for HR system questions in your current role.
- You've taken ownership of small projects or process improvements.
- You consistently deliver accurate work on time, even under pressure.
- You're proactively learning about talent management concepts and tools.
- 2
Learning & Development (L&D) Coordinator
2-4 years in L&D, often with exposure to talent programmes.Skills to master
- Coordinating training programmes, managing learning platforms (LMS), understanding adult learning principles, and basic programme evaluation.
You're ready to move on when
- You've managed the logistics for complex training initiatives.
- You're comfortable with learning technology and user support.
- You've shown an interest in how learning connects to broader talent development.
- You can manage multiple vendors and internal stakeholders effectively.
- 3
Junior HR Business Partner (HRBP)
2-3 years, often in a smaller organisation or a generalist role.Skills to master
- Understanding business unit needs, basic employee relations, supporting performance management, and general HR advisory.
You're ready to move on when
- You've supported managers with performance conversations and goal setting.
- You understand the challenges business leaders face regarding talent.
- You're looking to specialise in a specific HR domain rather than remain a generalist.
- You're comfortable advising on HR policies and processes.