When I started my HR career, I had no idea what I was really signing up for. I didn’t major in HR. I didn’t know what HR entailed beyond "helping people." Seventeen years later, now serving in executive leadership, I’ve learned a lot -- often the hard way.

This is everything I wish someone had told me when I started. Whether you’re new to HR or stepping into leadership, these lessons will help you show up with confidence, credibility, and clarity in your career.

Watch the full video here:

Many new professionals enter HR because they enjoy working with people. And yes, emotional intelligence is critical. But being a "people person" isn’t enough.

To succeed in HR, you need to be both tough-minded and tenderhearted. That means knowing how to enforce policies fairly and consistently while also leading with empathy and connection. If you're only focused on being liked, you might lose sight of what makes your work valuable.

Credibility comes from balancing empathy with strategic thinking. Your role isn't just to comfort employees. Your role is to drive business results while supporting people through that process.

You might expect leaders and colleagues to "get" HR, but many won’t. HR is still misunderstood in many organizations as simply an administrative or reactive function.

That doesn’t mean your work is less valuable. It means your challenge is to show the value. You can do that by:

• Framing your impact in business language

• Building relationships across departments

• Demonstrating how your work supports company goals

Stop trying to prove your worth through silence. Start telling the story of your results in a way decision-makers can hear.

You don’t need a degree in HR to succeed in HR. Some of the best professionals I’ve worked with entered the field from other careers, bringing invaluable communication, leadership, and problem-solving skills with them.

What matters most is your ability to learn, adapt, and lead with intention. If someone tapped you on the shoulder and asked you to step into HR, take that as a sign of your potential. Now, it’s time to develop your expertise and grow your influence.

Lean into lifelong learning. Certifications are helpful, but curiosity and commitment to growth will take you even further.

Because HR touches every part of the employee experience—from onboarding to offboarding—we are uniquely exposed to constant demands. And because we care deeply, we often overextend.

Set boundaries. Take breaks. Create space outside of work to be fully yourself.

Caring doesn’t mean carrying it all alone. You cannot pour from an empty cup, and your company will move on if you burn out. Protect your energy now so you can show up fully for the long haul.

Read more about this here: https://www.talentedteamsconsulting.com/burnout

No other function has the inside view that HR has. We support current employees, future hires, and sometimes even former staff. That gives us a powerful platform to influence culture and business decisions.

But influence isn’t automatic. You have to earn it. That means showing up with clarity, sharing your ideas confidently, and knowing how to position HR as a strategic partner.

If you're just starting out, it may feel like you're on the outside looking in. But with the right approach, you can earn your seat at the table.

Everything you’ve experienced so far is preparing you for what’s next. You don’t need to have it all figured out today. But you do need a plan to grow.

That’s why I created the free career guide: 10 Steps to Lead with Impact as an Ambitious HR Leader. It walks you through the exact areas to focus on to build a career you can be proud of.

Whether you’re new to HR or ready for the next level, you deserve support. Download the free guide and get the clarity you need to lead with impact.

>> Download the Free Guide Here

HR isn’t a fallback role. It’s a leadership path. And the earlier you realize that, the more intentional you can be about how you grow in it.

You have what it takes. Now, take the next step.

What advice would you give to yourself earlier in your HR career? Drop that advice down below to help someone grow!