Shared Service Centers (SSC) were considered a classic entry point into HR. But our columnist Heike Gorges explains whether this is still worth it in times of automation and AI.
For a long time, HR operations – often organized in shared service centers – was considered a classic entry into the HR world. Here you get to know employment contracts, personnel processes, HR systems and the organizational processes of a company. But with increasing automation, self-service portals and AI, this field of work is changing. Many young HR professionals are therefore asking themselves: Is HR Operations still a sensible starting point for a career in HR today?
The entry point is changing – but it remains relevant
In fact, digital HR systems and automation are taking over more and more standard tasks. Vacation requests, master data changes or certificates are increasingly being processed via self-service solutions. However, this does not mean that HR Operations loses its importance as an entry-level option. Rather, the focus is shifting: the area is becoming more of a platform for process knowledge, system understanding and service orientation.
HR operations as a learning field for HR processes
Anyone who starts in HR Operations will continue to receive a comprehensive overview of central HR processes. New employees experience first-hand how recruiting, onboarding, contract management and employee inquiries are connected organizationally.
In practice this means, for example:
- Participation in the creation and adjustment of employment contracts
- Processing employee inquiries via HR ticket systems
- Support in onboarding new employees
- Maintenance and control of personnel data in the HR system
These experiences create a solid foundation for future roles and careers in HR business partnering, talent management or HR project management.
More on the topic
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Where are HR Shared Service Centers (SSC) headed in the AI era? Wolfgang Appel, professor at HTW Saar, explains why the situation is being glossed over in many SSCs and the outsourcers’ lead is disappearing.Read more
New competencies in the digital HR organization
The difference from before lies primarily in the additional skills you build up. Today, HR operations is closely linked to HR technology. Anyone who gets involved with HR systems, digital workflows or automation solutions early on develops a valuable profile.
Examples from practice can be:
- Participation in the introduction of a new HR system
- Analysis of service metrics from HR ticket systems
- Participation in the automation of standard processes
Such experiences later open doors to roles in HR tech, HR process management or HR analytics.
Service competence as a career key
Another important area of learning is dealing with employees and managers. HR Operations is often the first point of contact for questions about contracts, benefits or internal processes. Anyone who communicates professionally here develops important skills in dealing with different stakeholders – a skill that is also crucial for later HR roles.
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HR Career Series “How do I…?”
In our series, we look at different job roles within the human resources department and explore the question of what skills and training are required for each position. It also clarifies what the job market looks like for the job roles and what salary you can expect. To do this, we speak to professionals and career advice providers.
How to use your entry strategically for your own career
It is crucial to see HR operations not just as an administrative activity, but as a learning platform. Anyone who specifically searches for projects, deals with HR systems or makes suggestions for improving processes can quickly take on additional responsibility.
This creates new development opportunities, especially in organizations that modernize their HR structures.
Conclusion
HR Operations remains a valuable entry point into an HR career – even in times of automation and AI. The area continues to offer deep insights into HR processes, but is increasingly expanding to include digital skills and process management. Anyone who takes advantage of these opportunities and gets actively involved can develop a variety of career paths in human resources from here.
Please be sure to question the job offer and check whether the requirements are included in the job description. Participation in projects, further training and mentoring are important elements for this.
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Heike Gorges’ column provides answers to questions and tips for a career in HR. As an HRblue board member, she advises HR professionals on career topics.
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To the column by Heike Gorges “HR career coach”.
