A new report has unveiled that approximately 22% of HR professionals are actively seeking to change jobs within the next year.
The report surveyed 163 HR practitioners and found that one in ten individuals were actively searching for a new employer and were likely to make a switch soon.
Furthermore, 44% expressed their openness to changing jobs but had not made concrete plans, while only 34% stated their satisfaction with their current role and intended to remain in it for at least another year.
Interestingly, the report highlighted that HR professionals aged 35 to 44 exhibited the highest discontentment with their current job roles, with nearly one-third (30%) of this age group highly likely to transition to a new position. In comparison, 15% of those aged 25 to 34 and 20% of individuals over 45 years old expressed similar intentions.
Reasons for Discontent Among HR Practitioners
Among those willing to change jobs, the primary reason for desiring a change was the lack of opportunities for career growth. About 42% of respondents desired more chances to excel in their current roles, such as assuming management responsibilities, opportunities for promotion, or career progression. Additionally, 39% cited the need to improve their work-life balance as a driving factor behind their job switch aspirations.
Claire Williams, Chief People Officer at Ciphr, which conducted the research, commented, “It’s not uncommon for some HR professionals to feel overlooked when it comes to their own training and career development. They often spend so much time focusing on the rest of the business that their needs aren’t always prioritized and can go unmet.”
She further emphasized the importance of supporting the career aspirations of HR teams, stating that employers should recognize the significance of nurturing their HR professionals if they wish to improve retention rates.
Interestingly, the desire for a higher salary ranked as only the third most popular reason for HR workers wanting to switch jobs, indicating a shift in the needs and priorities of employees in the UK workforce. Despite this, 31% of respondents still felt underpaid, which is a concern shared by many workers in light of economic strains.
Dissatisfaction with poor leadership emerged as another key reason HR workers sought new job opportunities. A quarter of respondents revealed that poor leadership was a significant consideration when contemplating a move to a different employer.
Williams added, “While people obviously want to feel financially rewarded for the skills and experience that they bring to an organization, they also want to feel invested in. They want to know that their employer appreciates and values them and that there are clearly defined training and development routes and promotion opportunities available to them. Because if an employer is not meeting their worker’s current needs and priorities, it’s likely that another organization will.”
Addressing the Needs of HR Practitioners
To enhance the sense of value among HR practitioners, both HR management and the broader company should prioritize career progression opportunities and learning and development initiatives. Williams suggested that restructuring teams could facilitate this by enabling cross-specialist learning, upskilling, or involvement in wider business projects to foster commercial awareness and a holistic understanding of the organization.
She emphasized that such measures would not only enrich the job experience but also bolster the long-term HR capability within the organization.