I wish someone had told me the truth about HR when I was just getting started.

I thought being nice and doing good work would be enough. I thought promotions came to those who put in the most effort. I thought recognition would naturally follow results.

It didn’t.

In this post, I’m sharing the career advice I wish someone had given me when I was new to HR because it would have saved me years of self-doubt, second-guessing, and silent burnout. Whether you’re early in your career or realizing you’ve hit a ceiling, this is the guidance I now give the HR professionals I coach every day.

Watch the full video here:

One of the biggest reasons HR professionals seek out career support is because they feel unseen and unsupported.

You care deeply about people. You do meaningful work. But you still go home wondering, “Why doesn’t leadership seem to value this?”

Here’s why:

• Most HR professionals work in environments where their contributions are behind the scenes

• Their leaders don’t always understand or prioritize the people function

• And their roles are so broad, they end up stuck in execution rather than recognized for impact

On top of that, many HR professionals don’t receive real mentorship from their supervisors. And when you don’t have guidance or feedback, it’s easy to start wondering, “Is it me?”

But here’s what I’ve learned as an HR executive and coach: The issue isn’t your ability. It’s how you’re being positioned. And that’s something you can change once you understand what’s really holding you back.

This was the hardest truth to accept early in my career.

I believed that if I just worked hard, stayed reliable, and kept my head down, opportunities would find me. Promotions, praise, and influence would just show up.

But in HR, just like in any leadership pipeline, visibility matters.

If people don’t understand the value of your work, they won’t advocate for you.

And if you’re always the quiet problem solver, you might get thanked, but not promoted.

You need to start telling your story.

• Instead of saying: “I handled multiple employee complaints,”

• Say: “I created a conflict resolution process that reduced employee turnover in a high-risk department.”

The shift from task-based language to impact language is game-changing.

One of the pillars of my coaching program, the HR Leadership Accelerator, is what I call “Lead Yourself First.”

Why?

Because too often, HR professionals give everything to their work, leaving little time for their own development, boundaries, or long-term planning.

If you’re going to be seen as a leader, you have to:

• Set a clear vision for your growth

• Take ownership of how you show up

• Make time for strategic thinking, even when the day is full of tactical demands

Leadership isn’t about a title. It starts with how you manage your time, energy, and mindset.

So many HR professionals wait for their supervisor to notice their potential. They wait for a tap on the shoulder.

But here’s the truth: You don’t have to wait.

You can build your leadership brand now.

You can seek out stretch projects now.

You can ask for feedback, invest in coaching, or grow your network now.

If your current environment isn’t providing the support you need, it’s time to build your own.

Let’s talk about imposter syndrome.

When you feel unsupported and undervalued long enough, you start to internalize that as a reflection of your worth. You begin to wonder:

• “Maybe I’m not cut out for leadership.”

• “Maybe I need more certifications before I apply.”

• “Maybe I’m just meant to stay where I am.”

But here’s what I want you to hear clearly: You’re not an imposter. You’re just under-mentored.

If you’ve been operating without feedback, coaching, or recognition, of course, you feel unsure.

You’re not lacking potential. You’ve just lacked the right environment to grow.

That changes when you decide to lead your career on purpose.

If you’re ready to break out of the cycle of feeling stuck and underrecognized, here’s what I recommend:

1. Start Framing Your Work Strategically

Stop listing tasks. Start connecting your work to outcomes. Use language that shows how you support the business.

• Instead of: “Ran onboarding sessions for new hires”

• Say: “Streamlined onboarding to reduce ramp-up time and improve new hire retention”

2. Get Clear on What You Want

Don’t just say, “I want to grow.” Be specific: Do you want to lead a team? Own a strategic function? Transition into a business partner role?

When you know what you want, it’s easier to seek the right support and advocate for it.

3. Surround Yourself with Real Support

You need more than encouragement. You need strategy, accountability, and coaching. That’s what I’ve built the HR Leadership Accelerator to deliver.

Because HR professionals deserve to grow in spaces where their impact is seen and their leadership is developed.

Final thoughts: You're not behind. You're ready to build something better.

You might not have had a clear path.

You might not have had a supportive supervisor.

You might even feel like you’ve been invisible in your role.

But you are not behind. And you are not broken.

You are a high-potential HR leader who needs a plan, a strategy, and a space to grow.

And you don’t have to do it alone anymore.

If this resonated with you, I invite you to:

• Watch the video version of this post: https://youtu.be/jiHuJv2Xpp0

• Or connect with me on LinkedIn and let’s talk about what’s next for you: https://www.linkedin.com/in/bryttanigraddick

Because your work matters. And it’s time the right people see it.