Government organizations do not have real HRBP irregardless what title they call the job. The ops are process by the book kind and HR just follows whatever policy guidelines set at the top, very little discretion given. If your ambition is to become BP, then the public sector is the wrong place to go into as their HR are mostly ops / admin position. The real government BP are in PSD which most of the time they only accept scholars or at least 1st class honors from NUS/SMU/NTU

As for going MNC it depends on what sort of recruitment your experience is. If you are a mid-level recruiter at big firms like Hudsons, Robert Walters, Talent2 etc. with a credible billing track of >300k annual, you can apply for a talent specialist position at 8-9k.

If your experience is junior staffing like RE, Kelly, Adecco, GMP etc, then you can only go for generalist like Recruitment / Staffing Sr Exec at ard 3-4k.

Mine is more of junior staffing with a billing track of about $200k. I am currently drawing 4-5k and have applied for many Staffing Exec positions with not much results despite the fact that I am willing to take a pay cut for better prospects in future. Guess I'll wait till the begining of next year for more opportunities.

Thank you so much for your advise and have a great weekend!

Ur welcome.

In this case your only hope is to broaden your options and go for a generalist HR Sr Exec job instead. There are many jnr positions available in the market now, if you just package your experience properly should be able to get like a 3-3.5k job.

Better than just hanging around for a staffing opening that IMO is not much of a career progression anyway.

Tero...

I am an engineer for 2 years and I want to switch to specialize HR where I can learn the ropes of basic HR and comps&ben in future...
Is your company hiring because Dom marketing u were allocated to Hr instead,
For me as engineer dealing with proj mgt, I wanna out of this industry because I am really interested in HR where It gives me a strong talking point in conversations, people and business.. One day I feel like gg into business partnering with all experiences accumulated..

Guys from here in Hr field...
I have my CV ready and wanting to step into a HR industry

- corporate HR, comps n ben, BP
Hope to deal with workman compensation, claims, leaves etc

I have tried many applications but in vain.. I missed the 1 year timeline boat of career switch.. I guess

u are applying the wrong jobs, BP, com&ben dont do workman com, claims, leaves etc

u should be going for hr exec or payroll exec if u wana do those. no wonder ur applications are rejected.

You are a very confused person and it is best you take a step back and re-assess what you want before jumping around. I'm not surprised you got nothing so far if this is how you position yourself.

For strong talking points about businesses, corporate planning, sales or finance is where you should be, not HR (except for specialist roles that you have 0% chance of getting)

If you want to talk to people, customer service, sales or marcoms has much more opportunities for talking.

I also don't see how your interest in workman compensation, expense claims and leave administration has got anything to do with your professed career goals.

My gut sense from all your posts is that you got disillusioned with Engineering and in your drive to get out, started harbouring inaccurate and romanticised notions of HR. This is not healthy.

Hmm
 

I think he meant he wanted to specialize in a Hr skills set be it CNB, recruitment,HRiS etc but basic Hr knowledge he wants to know too..
True he can't have everything but he wants a specialized scope with general Hr knowledge of workman compensation, leaves, payroll.

Alot engineering company provide such exposure from general role, pay leave and when much exposure understand how the various business units run goes into understand strategic how the company wan to diversify their speciality n assets sometimes

I think that's what he meant

unfortunately it dosn't work like that.

ops generalist and specialist are 2 complete different world, no such thing as getting "general knowledge" masak masak first then pick what to specialize.

chalking up years of exp in ops transactions like claims, workman comp or leave will be of zero value in specializing in any areas of hr, they are not even hr activities strictly speaking

many co. are outsourcing or consolidate these activities to a central admin centre to cut cost

To be fair I know cases of ops HR becoming BP in the end, but they it takes very long. The few I know are already late 40s who work from the ground up for decades slowly before getting into BP.

So the engineer guy need to ask himself what career he really want.