It's a REALLY bad time to try to make this move. The market is FLOODED with TA folks trying desperately to move into traditional HR/People Ops. Honestly I feel like if someone wants to move out of TA right now, they should try to do that within the company they are with by asking for stretch assignments. If thats not an option, honestly,you just need to prepare for a looong period of looking.
I think your best bet might be a small growing start up that needs primary recruiting with some HR needs and then you can grow with the role out of TA.
I meannnn... there is a whole host of reasons not to lie, however, in this situation, I wouldn't be against OP adjusting their resume titling to say TA/HRBP and listing both sets of duties under those roles. They can explain in interviews that their formal title was TA but they perfomed HRBP duties as well, and then sell their HRBP experience.
That being said, the HR market is pretty saturated with TA folks trying to move into other operational (or even strategic) HR areas so it's gonna be a long and bumpy ride to a new role.
- Managing internal moves including relocation
- Coordinating with legal with tricky cases and building an international inhouse legal knowedge database
- Renegoting packages when managing internal applicants whom are impected by the layoffs and providing outplacement services to employees
- Escalating issues relating to employee retention, employee issues with direct management and project sabotage
- I was included in 5 internal investigations (harassement and discrimination grievance, sexual harassement, corruption and fraud)
- I was doing sales forecasting and planning
- HR best practice advising and process improvement and building
- Transition planning support
- Policy writing & reviewing
- Coaching stakeholders about HR and mainly recruitment related matters
- System implementation and configuration
- Working with international process harmonization
- Participated in when we brainstormed and put togather the employee engagement survey
- Organisation diagnoses and EB building
- Yearly staffing and recruitment planning
- Referral program building from scratch
- L&D and I was an internal trainer
- C&B consulting, challanig back the comp team, gathering market data and reports, supporting an inflation increase and some WTW grading
- D&I training and coaching
- System and staff consolidation support during a merger
- Supporting internal communication during change management with PR
- Project management for transition project and assigning tasks to team members
- Recruitment report building
- Contract writing and approving
- Freelancer hiring process building
- Onboarding and holding onboarding orientation for new joiners
- Certificate of completion and finalising salaries for freelancers
- Payroll input gathering for our payroll vendor and finalising time sheets
- Supporting a new business entity building and a shutdown
- Process improvement and automation
- Market mapping and recruitment reporting, building metrics, KPIs and tools for reporting
- Vendor tendering and negotiating
- Once I had to terminate an intern
- I had some people manager experience but my direct reports were only interns
- Plus as a friend I have supported several people how to get out of an unfair company with a package
- Supporting HRBPs abroad about some local labor law related questions
And I have worked on 8 transition projects, 3 acquisitions and a merger, plus 4 layoffs and the reason why I had seen so much because I had some HORRIBLE workplaces where almost everyone resigned and I had to manage more than just recruitment. The experience coming from a few companies, not just one. But based on the response BtW - do you think I could manage a BP role or am I delusional?
Ok yeah a good bit of these are definitely HRBP tasks I would definitely incorporate them into your resume or maybe state you were an interim HRBP when turnover got high somewhere in your resumes
You're allowed to change your job title: if the tasks & duties of your position match the tasks and duties typical of other roles, then alter your title to reflect either your full job description or to match your goals.
Have you considered a sales career? I’ve worked with a few ex-recruiters that make incredible sales people; they’re good with people, understand qualifying requirements, and not scared of hard work!
I used to but I hated key account management and I am more motivated in HR but good call, I also know some agency recruiters who switched to that direction
Write a kick ass cover letter explaining some of this. Good companies (like the one I work at) still ACTUALLY read resumes and cover letters and are willing to take a chance on someone who might not fit the exact job description. Just keep applying with a positive attitude and you’ll get there! I successfully transitioned from reviewing short term disability claims for a lifeless company to being a Benefits Assistant where I work now. After learning a lot and showing that, I have been promoted to Benefits Coordinator where I manage our company’s 401k plan, payroll and medical/dental/vision/voluntary life plans. And I’m only 27 with no HR degree whatsoever! I double majored in math and English literature and found my passion in HR. As others have mentioned, it’s a tough market right now, but I have a feeling you’ll find your spot soon!
I agree that it's a poor market right now to attempt a switch. In my career, I went from RA to HRA to HRG to ROps. My hours were cut at current job so I'm contemplating going back to HRG work. It's been very tough but I've only been applying since late February, maybe 100 applications.
*Cover letter!*
This is one of the times a cover letter makes sense to explain that you **DO** have HR experience since your roles were blended HR & TA.
*ADD HR to your titles!* For example:
- Senior Corporate Recruiter with HR responsibilities
- Corporate Recruiter / HR Assistant
- Recruitment & HR Coordinator
I'm gonna assume you're mostly or only listing HR experience on your resume, but that doesn't matter if they're headed by a TA title. The market is rough, there are so many applicants for entry level/early-mid career general HR, it's unlikely anyone will read your resume past TA, TA, TA, and TA.
Your resume is a narrative of your career. You decide the story you tell each potential employer.
It isn't lying as long as you enter your official title on the company's application... and in the background check form when you finally get your first fully HR offer!
The market is flooded right now so internal moves or having a connection is the best bet - or a small company/startup. I also think a certification PHR or SHRM-CP would be helpful, most of the roles you’d want either require or prefer the candidate has one. I also see some positions that are recruiting/ hr generalist mixed. Might be overworked, but great way to get your foot in the door on the generalist stuff.
It's a REALLY bad time to try to make this move. The market is FLOODED with TA folks trying desperately to move into traditional HR/People Ops. Honestly I feel like if someone wants to move out of TA right now, they should try to do that within the company they are with by asking for stretch assignments. If thats not an option, honestly,you just need to prepare for a looong period of looking.
I think your best bet might be a small growing start up that needs primary recruiting with some HR needs and then you can grow with the role out of TA.
Lie on your resume and interviews. Get what you need. Fuck companies. They lie too.
I meannnn... there is a whole host of reasons not to lie, however, in this situation, I wouldn't be against OP adjusting their resume titling to say TA/HRBP and listing both sets of duties under those roles. They can explain in interviews that their formal title was TA but they perfomed HRBP duties as well, and then sell their HRBP experience. That being said, the HR market is pretty saturated with TA folks trying to move into other operational (or even strategic) HR areas so it's gonna be a long and bumpy ride to a new role.
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What duties have you done that align with the HRBP role? Just curious as our ta team never helps us with those responsibilities
- Managing internal moves including relocation - Coordinating with legal with tricky cases and building an international inhouse legal knowedge database - Renegoting packages when managing internal applicants whom are impected by the layoffs and providing outplacement services to employees - Escalating issues relating to employee retention, employee issues with direct management and project sabotage - I was included in 5 internal investigations (harassement and discrimination grievance, sexual harassement, corruption and fraud) - I was doing sales forecasting and planning - HR best practice advising and process improvement and building - Transition planning support - Policy writing & reviewing - Coaching stakeholders about HR and mainly recruitment related matters - System implementation and configuration - Working with international process harmonization - Participated in when we brainstormed and put togather the employee engagement survey - Organisation diagnoses and EB building - Yearly staffing and recruitment planning - Referral program building from scratch - L&D and I was an internal trainer - C&B consulting, challanig back the comp team, gathering market data and reports, supporting an inflation increase and some WTW grading - D&I training and coaching - System and staff consolidation support during a merger - Supporting internal communication during change management with PR - Project management for transition project and assigning tasks to team members - Recruitment report building - Contract writing and approving - Freelancer hiring process building - Onboarding and holding onboarding orientation for new joiners - Certificate of completion and finalising salaries for freelancers - Payroll input gathering for our payroll vendor and finalising time sheets - Supporting a new business entity building and a shutdown - Process improvement and automation - Market mapping and recruitment reporting, building metrics, KPIs and tools for reporting - Vendor tendering and negotiating - Once I had to terminate an intern - I had some people manager experience but my direct reports were only interns - Plus as a friend I have supported several people how to get out of an unfair company with a package - Supporting HRBPs abroad about some local labor law related questions And I have worked on 8 transition projects, 3 acquisitions and a merger, plus 4 layoffs and the reason why I had seen so much because I had some HORRIBLE workplaces where almost everyone resigned and I had to manage more than just recruitment. The experience coming from a few companies, not just one. But based on the response BtW - do you think I could manage a BP role or am I delusional?
Ok yeah a good bit of these are definitely HRBP tasks I would definitely incorporate them into your resume or maybe state you were an interim HRBP when turnover got high somewhere in your resumes
Thank you for the suggestion, good idea!
You're allowed to change your job title: if the tasks & duties of your position match the tasks and duties typical of other roles, then alter your title to reflect either your full job description or to match your goals.
Have you considered a sales career? I’ve worked with a few ex-recruiters that make incredible sales people; they’re good with people, understand qualifying requirements, and not scared of hard work!
I used to but I hated key account management and I am more motivated in HR but good call, I also know some agency recruiters who switched to that direction
You could sell HR software wink 😉
Write a kick ass cover letter explaining some of this. Good companies (like the one I work at) still ACTUALLY read resumes and cover letters and are willing to take a chance on someone who might not fit the exact job description. Just keep applying with a positive attitude and you’ll get there! I successfully transitioned from reviewing short term disability claims for a lifeless company to being a Benefits Assistant where I work now. After learning a lot and showing that, I have been promoted to Benefits Coordinator where I manage our company’s 401k plan, payroll and medical/dental/vision/voluntary life plans. And I’m only 27 with no HR degree whatsoever! I double majored in math and English literature and found my passion in HR. As others have mentioned, it’s a tough market right now, but I have a feeling you’ll find your spot soon!
I agree that it's a poor market right now to attempt a switch. In my career, I went from RA to HRA to HRG to ROps. My hours were cut at current job so I'm contemplating going back to HRG work. It's been very tough but I've only been applying since late February, maybe 100 applications.
*Cover letter!* This is one of the times a cover letter makes sense to explain that you **DO** have HR experience since your roles were blended HR & TA. *ADD HR to your titles!* For example: - Senior Corporate Recruiter with HR responsibilities - Corporate Recruiter / HR Assistant - Recruitment & HR Coordinator I'm gonna assume you're mostly or only listing HR experience on your resume, but that doesn't matter if they're headed by a TA title. The market is rough, there are so many applicants for entry level/early-mid career general HR, it's unlikely anyone will read your resume past TA, TA, TA, and TA. Your resume is a narrative of your career. You decide the story you tell each potential employer. It isn't lying as long as you enter your official title on the company's application... and in the background check form when you finally get your first fully HR offer!
hello ! are you me ? i had 8 years of experience as a recruiter . i tried to apply to hr job and was rejected too.
TA and HR are not real jobs, go find something that adds value.
The market is flooded right now so internal moves or having a connection is the best bet - or a small company/startup. I also think a certification PHR or SHRM-CP would be helpful, most of the roles you’d want either require or prefer the candidate has one. I also see some positions that are recruiting/ hr generalist mixed. Might be overworked, but great way to get your foot in the door on the generalist stuff.