Starting a new job in HR after years in the field is a bit like watching a reboot of a show you once loved: same general plot, wildly different cast, and a few surprises that make you wonder if you’ve seen this episode before—or if you’re just hallucinating from too much policy reading.

Here’s what I’ve learned in my first few weeks as the new kid:

You Might Know HR, But You Don’t Know This HR

I walked in with 15+ years of experience, thinking, “I’ve got this.” What I actually had was a lot of general knowledge, zero local context, and a nervous smile I wore like a lanyard.

Turns out, even if you know performance, probation, and policy inside out, you’ll still feel lost when someone says, “Just lodge it in GARY before COB—Sam will double-check the SIPPS.” (Who’s Gary? Why is he in all the forms? Are SIPPS dangerous?) Obviously these are made up acronyms, but you get the gist.

Pro tip: write down acronyms like you’re decoding a spy message.

The Probation Period Is Mutual (Yes, Really)

We love to remind new hires about probation. But in this job, I’ve been the one asking: Is this the culture I want? Can I see myself here long-term? Does this building have snacks?

So far, the answers have been: yes, yes, and technically no—but I’ve found the vending machine.

More seriously, this time I’ve been clearer on boundaries, noticing how work gets done, and whether I’m respected as a professional—not just expected to mop up HR problems in silence. It’s refreshing to realise that I’m not just evaluating the job—I’m also evaluating how I want to show up in it.

You’ll Feel Like a Fraud and That’s Normal

Day one, I sat through a team meeting quietly panicking about what I could possibly contribute. I worried someone would ask me a question I couldn’t answer, like “What’s your take on the A-Z form changes for Q3?”

Spoiler: they didn’t. People were kind. Nobody expected brilliance in week two. And when I did get pulled into a case meeting unexpectedly, I didn’t implode —I just breathed, listened, took notes, and followed up. Shocking, I know.

Your “Newbie Goggles” Are Powerful—Use Them

There’s a golden window where you’re allowed to be clueless. You can ask why a process exists, and no one rolls their eyes. You can question workflows, flag inefficiencies, and observe dynamics that the team stopped noticing three restructures ago.

I’m writing these things down because I know in six months I’ll be part of the furniture. By then, Gary and the SIPPS will make sense and I’ll stop noticing how weird it is that we have so many different systems.

Private Sector Trauma Is Real

I didn’t realise how tense I was until I noticed I was bracing every time I sent a reminder to a manager. In my last role, it was safer to ignore the SLA than to gently point out someone was overdue. Here, I sent a response to a policy and a reminder of which system to use… they thanked me.

I’m still recovering from the whiplash.

Final Thoughts:

If you’re starting a new job—especially in HR—give yourself time to learn, laugh at the awkward moments, and take notes while your perspective is fresh. You might feel like a walking question mark now, but that’s exactly what makes your insight valuable.

And if nothing else, know this: no one actually understands the org chart either. They’re just better at pretending.