{ "media_type": "text", "post_content": "First time poster here!\n\nAfter spending 4 years as a mid-level ops manager, I tried to break into HR through talent acquisition. Now after 6 years in TA, I've had a hard time getting out of it. My goal was always to get into a more broad HRBP position, but I've since worked for smaller orgs without a solid HR career path. When I ask about my career goals, they keep telling me, \"Soon!\" Or \"Maybe in 6 months!\"\n\nI'm testing SPHR in June. Any advice for securing the type of role I'm aiming for?", "post_id": "61d39deee11bdb00394a7789", "reply_count": 7, "vote_count": 3, "bowl_id": "5682e6afd55b9e0f00fce669", "bowl_name": "Human Resources", "feed_type": "crowd" }

First time poster here! After spending 4 years as a mid-level ops manager, I tried to break into HR through talent acquisition. Now after 6 years in TA, I've had a hard time getting out of it. My goal was always to get into a more broad HRBP position, but I've since worked for smaller orgs without a solid HR career path. When I ask about my career goals, they keep telling me, "Soon!" Or "Maybe in 6 months!" I'm testing SPHR in June. Any advice for securing the type of role I'm aiming for?

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Maybe don’t be afraid to move backwards? Find a small company where the same person needs to do both HR and Recruiting And then know that it’s always tough. Just keep at it.

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Find a small company under 200 ees you’ll learn a lot real quick. I’ve done 3 payroll implementations, audits, managed the entire HR function and dealt with termination of 50 employees. You see it all and learn to adapt. Check out Tools2 Succeed for recertification credits for $300 they give you access to 80 hours of learning and even the Death Star ADP has training that is useful via Litmos.

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I have my SPHR but I’ve worked 12 years as a generalist.

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I made the transition from talent acquisition to HRBP this year for a company with ~50 employees. We hired a Chief People Officer earlier this year and it was the perfect time for me to pitch myself to share the workload. I hired a senior TA person to take over my role so I could transition quickly. I have been getting tons of emails from recruiters looking for heads of Talent/HR, wanting someone to spin up the talent program, hire folks for a team, and then build out the HR program. These are typically startups with 30-50 employees looking to grow 2-3x which is a ton of work but could be worth it for you if you want to make that jump. They typically have good benefits if they are well-funded (look up who their investors are and who they've taken public, acquired, etc. to make sure they are a good fit for the company's long-term goals). I'd recommend searching for high-growth startups where they need someone for both roles, and then down the road you can focus on HR.

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What about a person with their Masters in HR Management and getting their MBA...I've been on Operations for years. Now I just want to get my foot in the door as a generalist.

Hi, where are you located? I am hiring fur a HR/Talent Partner position in central IL that is accountable for recruitment, onboarding & performance. If by any chance you are in that area, please reach out!

Aw, thank you so much! I'm on the East Coast, but I have connections in IL who may be interested!

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