After a year as a human resources manager, I knew I was ready for a director-level promotion. I was concerned that handling tactical HR tasks—many of which could be outsourced—wasn't a sustainable career path. My aim? Shift to strategic HR work.
The challenge: I had no clear idea what that entailed. So, I enrolled in a 12-month program with fellow HR professionals to learn how to infuse more strategy into our roles.
Post-course, my first attempt to demonstrate strategic thinking fell flat. I suggested helping the sales team by offering customers lower-cost benefit options—a seemingly smart move. But I overlooked execution, and changes to our benefit plans upset employees, including our company president.
Another chance arose when our revenue surged. I proposed assessing our culture and crafting an employee value proposition. This time, it worked: Our company has been named one of the best places to work in our city for 10 consecutive years.
Yet, I still hadn't secured the promotion I sought after a year. It took years to realize the real barrier: I never directly asked for it. When I finally advanced to vice president—a role beyond my initial goal—the transition was rocky because I hadn't clarified my fit.
Securing a new role hinges on asking the right questions. Before the big ask, pose these to yourself and your boss. Early in my career, I missed them. Now, as an HR leader, I guide my team through them. Start here:
Related: 5 Ways to Pursue the Job You Want
Why do I want this job?
Though I should have communicated better with my boss, my top error was skipping self-reflection on my true motivations. I chased the title and security of a director role—hardly ideal drivers.
List three ways the new responsibilities outperform your current ones. If you can't, do the groundwork first. How can you persuade your boss if you're unclear yourself?
Without answering this, I couldn't pinpoint how to excel in the role. My VP adjustment was tough. Today, I advise employees: Begin here.
Why am not I ready for this role?
Pinpoint three skills or competencies to build for success. For each, step outside your comfort zone. This not only grows you but proves you can thrive amid change.
I wasn't a confident public speaker. Knowing it'd be essential for engaging employees, customers, and the community, I joined a local trade association and accepted the presidency—speaking monthly to hundreds. Terrifying, but transformative.
In HR, I've seen many wait for company training. Proactively creating growth opportunities sets you apart and signals promotion readiness.
What skills am I overlooking that could position me for promotion?
Outline your development plan. Seek boss input or learn from leaders who've built skills adding business value.
I adapted an HR-marketing pairing idea for an employee engagement campaign, including a culture video still used in sales. I identified gaps, filled them, and delivered.
Asking this invites candid feedback. Showcase your proactive steps on prior gaps. Your boss will engage, offering ideas and a growth roadmap.
What does success look like in this role's first year?
When the opportunity nears—ideally post-growth—ask this. Note not just duties, but commitment level.
Assess if it aligns with your work-life balance. Your boss sees your seriousness; decide your sacrifices. The role might demand weekends—feasible if you're a parent?
My VP first year would have been smoother with this upfront. Now, I've embedded it in our performance programs so new hires and promotees know expectations.
Your boss wants your right fit too. If the promotion doesn't come immediately, persist. With clear goals and effort, they'll champion your path.
Related: 6 tips to make yourself promoteable
