Hi, I'm a HR Generalist (about 3-4 years experience) holding a private university degree. I had been applying for other roles such as specialist, regional, HRBP but hasn't been successful. Managed to go for some interviews in the areas of my interest but noticed that out of so many applications, the chances of me being called for interviews are very slim. Would like to know what are the factors that causes such situation? e.g. increased unemployment rate, etc?

It has nothing to do with macroeconomic conditions like unemployment rate, but most likely because you are applying for jobs that are way too high for your level of expertise.

For e.g. a regional HRBP is usually at least 4-5 levels above your current job as a junior HR ops exec. Most generalist who transit to proper specialist role need to chalk up at least 10 years exp in the ops space.

Being ambitious is good, but must also know where you stand. Otherwise its just wasting time or worse still get interviewed by some co. who give inflate titles, wasting your time and jeapordising your career prospects in the process.

I understand the directions you are coming from but I had had the opportunity to work in MNCs prior to my current Generalist roles and I had regretted deeply for giving up so easily in my younger days. However, I had seen many big companies looking for specialist requiring just about 2years of working experience so I don't quite agree with the 10years exp for transition. A HR Generalist may not have the in depth knowledge in each of the different functions we deal with but I don't think its so bad to be requiring 10 years to go for a specialist role.

I think you are getting confused between job titles that sound like specialist and real specialist roles. Specialist roles is not doing generalist stuff that is just more focus in one area, it is a different ball game altogether.

I don't know how much you are drawing as a HR ops person with 3-4 years exp, but I reckon it should be 5-6k at best. A true regional HRBP role in a large MNC usually has a budget of 12-15k for sub-region or 15-20k for full region . No serious MNC would entertain you if you apply for a regional HRBP role, your current salary itself is already a dead give away.

Of course if you are talking about some companies who have a tendancy of anyhow inflate normal HR jobs into HRBP, then by all means go ahead, but don't kid yourself that you are entering specialist space. If I may be frank based on what you share so far, you would be lucky to even get a HR ops role at the snr exec or asst mgr level in a big mnc, going for real specialist roles like regional HRBP is just not workable and gives an impression you have no idea what you are doing and just whacking around randomly.

Focus on roles that you can get in & build on. Work hard and success will come later.

Hi, appreciated what you had shared. If I may ask, could you share more about your HR experience and what level are you doing now. At the same time, what do you recommend I can do to aid me in the transition to a specialist role?

Thank you for your insights.
Persistence will lead to successes.
I am trying to be positive as much as possible.

Regardless of male or female, I am confident that the interviewers are equal in their selection process. Discrimination cannot come into play in an HR context.

I am in OE and Talent space currently. In terms of level, let's just say sufficiently more experienced than you to give you good advice...

Reading your replies so far, I think you are getting your priorities wrong. The main driver for you should be to get quality HR experience in good companies with talented colleagues whom you can interact with and learn from. Crossing the arbitrary line of becoming a "specialist" shouldn't be a career goal.

First of all, your CV currently doesn't allow you to take up any proper specialist role. If I were to hire someone now, I wouldn't even consider you for a sec (truth). What you should concentrate now is to find HR ops jobs in good companies that can widen your horizon and learn more best practices HR.

As you pick up more experience over the years and able to interact more with various specialist especially those from regional and global side in a big MNC, you will slowly get to appreciate that HR is much more than just training, payroll and recruitment.

Try and get into big names MNC, it's not just about branding on your CV, the way these companies approach HR is usually more sophisticated and processes are much more established. At least you get the opportunity to learn what proper HR is all about.

A lot of HR I see in smaller MNC & local firms are just firefighting admin who blindly take orders from the big boss with no clue what they are doing. Working under such an environment and caliber of colleagues naturally limits your personal development as well.

Hi everyone, I am thinking of doing a mid career switch to HR (C&B) and want to ask if it is possible.

I am currently a tax manager in a Big4 doing personal income tax work, total work experience so far is 7 years. Some of my clients are from HR and I know that C&B is more number crunching which fits in very well with my finance background.

I want to know if I apply for a job like Regional C&B Manager in a big name like P&G or Microsoft, will they consider me? What is the chances of getting in? I am now drawing 6.8k as a manager, will HR be able to match my current pay at least?

Why would you want to leave tax for C&B??