<p>Shadowing will be highly dependent on a number of things. For example, it may be easier to shadow an HR generalist than an HR manager, or it may be easier to shadow a recruiter than a generalist. It also depends on the flexibility of the HR professional’s schedule. A lot of information is confidential and it would be unethical to expose a shadowing student to it. However, if the professional you contact has a more flexible schedule then they may be able to bring you in for a few hours while they do mostly routine and administrative tasks. </p>
<p>You would need to consider what industry you were interested in (most have on-site HR, so do you like healthcare, production, retail, education, etc.?). Then call the main office or customer service number of a local business, ask for their HR representative, and see whether they are receptive to the idea (or stop by in person). You could even ask the HR reps at your college. </p>
<p>If you don’t have luck with this, you may consider asking an HR professional out to coffee or lunch to do an informal interview - ultimately a casual chat about their experiences, how they got where they are, the challenges of the field, etc. LinkedIn is a useful tool to send messages and connect with HR professionals local to you and see if they are more receptive to this than shadowing. Personally I would prefer the informal interview situation outside of work.</p>
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<p>HR Internships are more common during your soph, junior, and senior years, so don’t stress too much your first year. Getting a regular, permanent office/administrative assistant position will be helpful even if it’s not directly HR related, as you will build some base skills required in HR (phone etiquette, organizational skills, communication skills, etc.). The more time you spend in the position, the more advanced tasks you may be trusted with. If it works in conjunction with HR, you will get to observe the HR manager and help out when needed.</p>
<p>If you already have a job though, I don’t know if I’d tell you to quit for an unpaid position right now. Do you work in a department store or a small specialty shop (like in a mall)? Larger stores have on-site offices and may be open to transferring you into that position if an opening arises. Or you may be able to keep your retail job at reduced hours to accommodate the office position? Right now I think you should explore your options, then make sacrifices (like less pay) when you’re sure you want to stick with that path for a while.</p>
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<p>Leadership experience is always good, as the skills you acquire will transfer to many areas of your life. However, clubs will not make or break an offer on a resume in HR. Your knowledge of the field will be more important. Here’s why:</p>
<p>HR managers do not directly make money for a business by selling products or creating marketing schemes. But they do <em>save</em> the company a lot of money through staffing the right people, keeping complete files to satisfy audits, and combating costs such as unemployment claims or discrimination charges. </p>
<p>Misplacing a file or not keeping up with fair labor standards can cost a company a lot in hefty fines during audits and investigations. Not acting appropriately or in a timely manner during employee relations issues can lead to lawsuits (e.g., discrimination, harassment). Making bad hiring decisions costs the company in time and effort training associates who end up quitting or who perform poorly and make many costly mistakes. Incorrectly answering benefits inquiries can cause employees to miss enrollment periods or choose the wrong options for their needs. </p>
<p>For these reasons, you would not do a whole lot of direct HR work as a volunteer or an office assistant with little educational background in the field. You would probably be answering and transferring the phone lines, filing paperwork, copying/faxing, and other general office functions. But everyone has to start somewhere. </p>
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<p>Salaries vary greatly depending on geographic location, industry, and job title. Entry-level and hourly positions (HR assistants, call center associates for benefit enrollment, etc.) may earn $20-35k/year. Then you can move up into HR generalist, specialist, or management roles. </p>
<p>In my area, I am finding that a lot of positions want warehousing or production/manufacturing experience. These HR positions tend to pay well (managers may earn $50-65k). Retail positions at the store level don’t pay as well, but may range from $25-50k depending on status (salaried vs. hourly pay). Retail HR managers at the district/regional/tippy top levels can earn significantly more, ranging from $55-75k+. These of course would require years of experience and a solid track record of success.</p>
<p>Higher education (MBA with HR concentration, or a masters in HR Management) can add to your salary, but in many cases they are not necessary if you can get your foot in the door and work your way up. </p>
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<p>Yes, I am the one who was working as a retail sales manager when the HR position opened up in my store. I had never even considered the field before, but it went well with my educational background so I took a chance. I certainly don’t know everything, but I have been doing a lot of research into the field, career progression, and higher education options. I hope I was able to clarify a few things for you.</p>
<p>Since I had not pursued HR while in school, your journey may be very different from mine. You may even decide you hate HR 
Keep your mind open to different ideas and options. Get as much feedback and experience as you can. </p>
<p>If you decide to get serious about a career in HR, consider joining SHRM as a student member (Society for HR Management - visit shrm.org). The affiliation is nice to add to a resume, but it also offers member content to help you learn more about the field and stay on top of common issues, changes in laws and procedures, etc.</p>