Anyone have any insight into exit opportunities for a consultant with a talent and organization background? The more I am here the more I am concerned I will get stuck with no real external value.

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Talent or People lead.

What part of talent / org? If it’s on the strategic end you should have a diverse set of ops. If it’s mainly change and comms then it’s likely HR

Unfortunate : /, I guess I played myself.

Disagree with D1. Why would change and comms only pertain to HR? Those are strategic skills that can translate into any function. As for roles, it could lead to anything from public relations to a transformation office at a F500

I was thinking more of the strategic side of exit ops if I distance myself from training and communications, but more to the strategy, planning and approach of change. I feel like that would keep my options open for when I do exit at Manager.

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