{ "media_type": "text", "post_content": "Considering an internal move from recruiting to HRBP. Has anyone done this? If so, why and how has your experience been so far?", "post_id": "61aaa25d02849000279a83d8", "reply_count": 9, "vote_count": 6, "bowl_id": "5682e6afd55b9e0f00fce669", "bowl_name": "Human Resources" }

Considering an internal move from recruiting to HRBP. Has anyone done this? If so, why and how has your experience been so far?

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Yes - do it! Otherwise you’ll be pigeon holed into recruiting and the more senior you get it may wear you down so making a move to HRBP would build your toolkit and elevate your brand. It’s harder to make that move at the senior level so would definitely jump on that opportunity - if you don’t like it you can always move back to recruiting (and market is hot for that skill right now so don’t think you’ll have a problem moving back if it comes to that - hopefully not though). I made the move out of staffing and look 10 years younger 🤣

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I recently transitioned from a technical recruiter to People Partner (HRBP) and could not be happier. It all depends on your long-term goals. For me, recruiting was very stressful having to go 100 mph all day every day to meet hiring goals. I personally find more joy out of project-based work as opposed to quota-driven work. My role then was to focus on bringing new people in. I now focus on the retention of those people and employee engagement. I'm learning a ton about organizational design, coaching employees on interpersonal issues, building out the employee handbook with policies and procedures, building out a talent review process, etc working alongside our Chief People Officer. The majority of our org is software engineers and product managers, and these skills are going to continue to be in high demand as more companies become tech-focused and have no idea how to build out a diverse, equitable, and inclusive engineering function. The pay is the same at my org because recruiting software engineers and PM's increased billable hours which directly impacted revenue. I'm going to push for a pay increase next year once I get HR certified and connect the dots to the value of retention but for now, I'm satisfied.

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And again, depending on your goals, having a strong TA background and HR experience would set you up to be a chief people officer and build out a talent and HR function at a startup in the future.

I’d 100% recommend from my experience. But my goal was always to be more generalist focused instead of recruiting. If you love recruiting, I would say maybe not. But if the idea of coaching, training, benefits, payroll, etc. excited you then YES do it because you’ll get more exposure and opportunity to grow

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Thanks for the replies! In my experience, TA has a higher earning potential these days vs HR, given the high demand for strong recruiters - so that’s something else I’m taking into account as well.

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