HRYP Series: What You Need To Know

What the heck is an HRYP?

HRYP stands for “human resources young professional.” Yeah, sounds like a mouthful, so HRYP is the easiest way to say it, ‘kay? :-) HRYP is an initiative kicked off by SHRM’s go-to guy for everything on the “young professional” end of the spectrum–Chuck Salvetti.

I had the pleasure of meeting Chuck at SHRM10, and since then I’ve learned more about what they are doing for young professionals in the HR space. I have to say… I love it. My goal from the very beginning was to serve as a resource for those just getting started in human resources, and this initiative is something that closely aligns with my goals for this blog.

With that in mind, I have built a series that links together the strengths and knowledge of some of my trusted resources in the HR arena and the questions/needs of the HRYP community. I am an active participant in the HRYP group on LinkedIn, and I encourage other young HR pros to join (I’m also a fan of the HRYP Facebook group, but I don’t participate there as much). I have had some interesting discussions with the people there, and I am excited to share some helpful information with non-HRYPs related to those conversations.

Top 3 HRYP Concerns

Below are just a few of the responses I’ve had to the following probing questions directed at the HRYP LinkedIn group:

  1. If you could talk with a handful of HR professionals on the Director/VP level, what would you ask/tell them?
  2. What is one frustration you have as an HRYP?
  3. If there was an ideal outcome to that frustrating issue, what would it be?

Below you’ll find a few responses to those questions by the HRYPs out there. If you’re working near one, you might want to take notes for later (heck, you could even ask them yourself!). :-)


  1. I would want to ask each of them how they chose HR as a career and what path did he or she take do to become a Director/VP (career and personal)
  2. I can only say one?!?!? I think the main frustration that I have now is how HRYP are viewed. Despite how hard we work or show our credibility, I feel that some HR professionals don’t take HRYPs seriously and/or want to keep them at a certain level regardless of performance because “that’s how it’s always been done”. Some times I believer there is some reverse age discrimination going on.
  3. An ideal outcome would be for everyone (all HR professionals young and seasoned) to have open minds and work together and share ideas as collegues. Not worrying about how old someone is or what someone should or shouldn’t know.


  1. I would love to know what they were thinking at my age. More specifically, did they have a ‘plan’ for the direction of their career or were they simply stumbling along and eventually realized where they’d like to go.
  2. As a fellow HRYP, my ultimate frustration is exactly what Samantha mentioned. Sometimes it is very difficult to be taken seriously by department co-workers as well as other co-workers. Unfortunately, even though my resume demonstrates my proven abilities over the last 4 years, I am still looked at as a ‘newbie’ in HR. My city is in a smaller market and I am confident that I am the youngest HR Professional in this area. When I attend local SHRM meetings, I feel obligated to stay quiet through the meeting.
  3. My ideal outcome would be to allow all members of HR to speak and voice their opinion. There are a few different generations working together in my department. The department should take advantage of each of the strong characteristics of each generation. No one should be made to feel less superior because of something they clearly cannot change.


  1. I would love to know what they wish they knew when they were starting out in HR, and what pitfalls they would avoid.
  2. As an HRYP, employee relations can be challenging when some employees with long tenures don’t think an HRYP is equipped to deal with the situation.
  3. Ideally, in this situation a more senior HR person would partner with the HRYP, while at the same time trying to give as much primary responsibility as possible. If this is not possible, then you just have to do your best and make sure you’re prepared. HOWEVER, at the same time I realize that HR is seen as a very experience-driven field (I think because there are always “firsts” and unpredictable situations). So, I also have to remind myself that it’s ok if I have to wait for some time before ALL employees, junior and senior, are comfortable.


  1. I would love to ask them how they got started in HR, was it just by chance that they were placed there or did they choose to be in HR.
  2. I think one frustration of mine is proving myself to more tenured HR professionals that I can actually do the job. Its hard being so young in this profession because you wind up being an HR assistant for a years before you are promoted into a more junior role.
  3. My ideal outcome would be to have a career path laid out for me when I start a job, so I know that I am not going to be stuck in a lower level HR position forever.

Stay tuned for responses to these issues from some of the people I highly respect for their views and opinions. If you are a HRYP and would like to comment on these issues, I’d love to hear your thoughts. If you’re not, but you have an opinion on one of the three overarching issues, I’d love to hear your thoughts!

More Posts in the HRYP Series


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