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Lateral HR moves

David

After 8yrs in my previous company, 5 of which were at regional and global head of resourcing level, my business (FTSE100 equivalent) asked me to take on a new role heading up a global culture change programme. My skills in developing new departments and turning round underperformance were identified and I was happy to take this on. The role lasted for 3.5yrs, 2 of which making the department tick, and then 1.5 actually delivering training.

However, due to the downturn in the Oil and Gas sector, my corporate position was made redundant and I took a year out to complete a full time MSc in HRM.

My dilemma now is, as I have been out of resourcing for 4-5yrs, I have been told by a number of agencies that I can't be considered for roles they are working on as my experience is not relevant?

I'm not sure what to do next, I'm considered too senior for non-specialist roles, and too out of date for the specialist roles where I have competence? Any advice on how to get round this impasse would be greatly appreciated.

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  • Network, network , network, It all boils down to that. You are in a difficult position with your skills, you industry specialism (until it picks up) and taking a year out to get a masters (not always looked upon favourably). So the only real solution is networking, its (as you know) a full time job getting a job and you should be spending 7-8 hours a day every day working at it. Unfortunately there are no short cuts - but prove you are not out of date by using your resourcing skills to good effect.

    What sort of role do you really want - is it the generalist or specialist?
  • in reply to Keith
    Keith,

    Thanks for the feedback. If I'm being honest with myself, resourcing is my specialism, however, in all companies I've worked for, I am positively moved every 2-3yrs as I outgrow the role and they give me more project or development work to undertake. Resourcing is what I like due to the people interaction, while it's being improved, in it's infancy or underperforming. Once optimised and steady state, my motivation wanes.

    My last international role included reward, talent management, succession planning, competency management and logistics (visa's worldwide), as well as the full resourcing element of building a new ATS and brand. I enjoyed this with all the variety and potential for positive change.

    So in a nutshell, if there was such a thing as a 'specialist generalist' role out there, it would suit me, change management and performance enhancement are what I really enjoy.
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  • in reply to Keith
    Keith,

    Thanks for the feedback. If I'm being honest with myself, resourcing is my specialism, however, in all companies I've worked for, I am positively moved every 2-3yrs as I outgrow the role and they give me more project or development work to undertake. Resourcing is what I like due to the people interaction, while it's being improved, in it's infancy or underperforming. Once optimised and steady state, my motivation wanes.

    My last international role included reward, talent management, succession planning, competency management and logistics (visa's worldwide), as well as the full resourcing element of building a new ATS and brand. I enjoyed this with all the variety and potential for positive change.

    So in a nutshell, if there was such a thing as a 'specialist generalist' role out there, it would suit me, change management and performance enhancement are what I really enjoy.
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