Why it’s time for HR to start investing in themselves

Written by: Dr Bex Hewett

Alright, HR friends, let’s talk about the elephant in the room. You know, the one that’s been hanging around the water cooler, wearing a name badge that reads, professional development. Yep, we’re diving into the grand irony of the HR world to ponder the question: why do HR professionals, the very people who spend their days moulding and nurturing everyone else’s careers, often forget to invest in their own development?

Selfless superheroes of the office

I’m not the first person to say that people experts are the superheroes of the corporate world, minus the capes (although, you’d totally rock a cape). You’re always swooping in to save the day, whether it’s mediating a workplace spat or supporting the organisation to embrace AI. But here’s the kicker: in your quest to rescue everyone else, you often forget to save time for yourself. It’s like being Superman and saying, “Nah, I don’t need a day off.” Spoiler alert – even Superman needs a break.

Between onboarding new hires, implementing the digitisation agenda and dealing with the mysterious grievances from Bob from accounting, finding time for your own development feels like finding a needle in a haystack – while blindfolded. Plus, let’s not forget the budget constraints. It’s as if HR development funds are hidden in the same mythical land as Bigfoot and unicorns.

Myth of the all-knowing HR professional

There’s a persistent myth that once you’ve landed in HR, you somehow magically know everything there is to know about everything. It’s as though people think you were born with a deep understanding of both employment law and the strategic development of people. This myth can lead to a dangerous sense of complacency. After all, why would you need to invest in more training when you’re already the office oracle?

But you know what? You don’t need to know everything!

I’ll paraphrase Albert Einstein here: “You don’t have to know everything. You just need to know where to find it”. If it’s good enough for Albie, it should be good enough for you. Why does this matter? Because it requires a shift in mindset about what you need to learn. It means learning how to ask the right questions, how to bring together people with the right knowledge, and how to integrate this with what you do know.

Why this matters (Hint: it’s a big deal)

Ignoring your own professional development is like deciding to run a marathon without training for it. Sure, you might get through it, but it’s going to be a lot harder and more painful than it needs to be. For HR pros, this neglect can lead to burnout faster than you can say “mandatory training session.” And for the organisation, an underdeveloped HR team is the equivalent of trying to run a five-star restaurant with a microwave and a toaster oven.

Time to flip the script

So, how do we flip the script? Here are a few ideas to get you started on your own journey of professional development:

Create a culture of learning

Look at the people around you; these specialists in people and culture. Imagine the collective knowledge you all have. Maybe your newest hire has just finished their degree and knows how to easily find academic research to help you solve your big issue. That person sitting in the corner over there, eating their lunch? They attended a course last year on how to nurture an age-diverse workforce. Take time to share, ask and integrate this knowledge. You can enable this in your team by creating a culture that values continuous learning. But it doesn’t just magically happen.

Budget for brilliance

Ever tried to build furniture with a toothpick? Not a good idea. Make sure there’s a budget for HR development. Investing in yourselves can lead to some serious ROI for the whole organisation. You already know how to do this, because you do it for everyone else in the business. Apply it to yourselves!

Network like a pro

Have you ever thought about all the people you’re connected to already? There is great value in connecting with other people professionals in your industry or city. Get out there and mingle! You’ll pick up new skills and maybe even some juicy industry gossip (strictly off the record, of course).

Think strategically

Thinking strategically doesn’t only mean understanding a budget sheet. It means understanding what different stakeholders need, where these needs align and where they don’t. Your knowledge of people is at the heart of your strategic power. This is how you get a seat at the table. Once people see HR as more than just the party planners and policy enforcers of the organisation, they’ll understand why your development matters.

Conclusion

People professionals – it’s time to put on your own oxygen mask before assisting others. Investing in your professional development isn’t just a good idea, it’s essential. By prioritising your growth, you can improve how you serve your organisation, create an environment where people can thrive, and attend to your own personal needs.

So, here’s to you, the unsung heroes in HR. Go on, take that course, attend that conference, and spend some time thinking about and building your own future. You’ve earned it!

Dr Bex Hewett is an associate professor of human resource management at RSM, and faculty of RSM’s short course Beyond HR: People, Culture and Transformation. Her research focuses on individuals’ experiences of people management at work, examining how people management can be designed and implemented to enhance performance and well-being. She is academic director of RSM’s part-time PhD programme, teaches courses to executives at all levels and helps organisations to apply research to practice. Before completing her PhD at Royal Holloway, University of London, she worked as an HR professional for 10 years, finally as Head of HR operations for the UK’s communications regulator. Dr Bex Hewett will be presenting a workshop at HR Live 2024.