Verity McVarish shares her experiences of working in HR to date, which includes working in the public sector in HR support roles to becoming HR Manager for a our very own SIft Media.

What’s your current job role?
HR Manager, Sift Media

What did you do before this job?
HR support in a big public sector organisation based in London working with arts, then took a year out to renovate a house and started as a HR manager at Bristol’s main hospital.

Describe your route into HR?
At University, I took a BSc Hons in Psychology and Business – then I worked in HR support roles – mostly in the public sector in order to decide whether HR was definitely the route I wished to take. I then took my CIPD while I was working full time.

Did you always want to work in HR?
I was brought up in hospitality and so knew that I wanted to do a job that required me to support and guide others – As I like to be a champion for all parties, it seemed that HR was the most suitable job that would allow me to do this.

What would you say has been the most significant event in your career to date?
Moving to my current post to a company that is small/fast growing and close knit and then having to make defunctional positions redundant back in 2001. Thus having to deal with the reorganisation in a sensitive and understanding manner.

How do you think the role of HR has changed since you began your HR career?
Employment Law has developed significantly, to the extent that the role and inclusion of the HR function in small to medium sized companies has become essential – changing peoples perception has not been as significant.

What single thing would improve your working life?
A bottomless pot of money to be able to reward deserving employees.

What’s your favourite part of the HR Zone site?
Any answers

Have you made contact with any other members?
A few.

Do you have any advice for those looking to embark on a career in HR?
You must gain work experience and aim to understand the bigger picture – the reason and necessity for certain processes. For example – the importance of Job descriptions and person specifications – How are you going to find the right recruit without a job description to base your interview questions – because obviously you will be giving all the applicants the same questions under equal opportunity rights. Then when you successfully recruit, you use this description as a base for performance management – all HR processes have life cycles – which must be understood and adhered to….. and you must be understanding!!

If you’re willing to share your experiences of working in HR to date with other members, we’d like to hear from you – e-mail us to receive a copy of this questionnaire.

Previous ‘Introducing…’ features:
Rus Slater
David Kelly, Head of Development and Training for Aventis
Jenny Kevan, UK HR Manager for Abbott Laboratories
William Martin, HR Manager, Telewest Broadband
Craig Truter, HR Manager, The Body Shop
Martin Stockton, HR Transformation Leader, Towers Perrin
Nick Heap, Consultant, New Directions
Crispin Garden-Webster, HR Specialist, Asian Development Bank
Sandra Walsh, HR Delivers
Carole Leslie, Director, IT Learning Ltd
Shaun Dunphy, Project and Process Manager, EMEA HR Service Centre for MCI
Debra Artlett, HR Officer, NGJ
Dianne Miles, HR Manager, Rollalong Ltd
Jacqui Mann, HR Manager, Integra NeuroSciences
Isabella Montgomery, Human Resources Officer at The new Housing Association
Iain Young, Head of HR for Cofathec Heatsave