If HR is not , is Training a transition ?
If HR no longer feels like the right career path, training can indeed be a strong next option for an HR professional—but it's not the only one. Let’s explore why training can be a natural transition, and also consider other adjacent career paths worth exploring.
✅ Why Training Is a Logical Next Step:
HR professionals already:
Conduct onboarding and orientation programs
Facilitate compliance or policy training
Understand learning needs within organizations
Have experience in performance management and skill gap analysis
This makes transitioning to roles like Corporate Trainer, Learning & Development (L&D) Specialist, Instructional Designer, or Training Manager a smooth move.
📌 Skills to Leverage / Upskill For Training Roles:
Facilitation and presentation
Adult learning principles
E-learning tools (Articulate, Captivate, Moodle)
Learning Management Systems (LMS)
Training needs analysis (TNA) and ROI measurement
🔁 Alternative Career Transitions from HR:
If not training, consider branching into:
1. Organizational Development (OD):
Focuses on culture, change management, and strategic interventions.
2. Talent Management / Employer Branding:
Suits those with interest in workforce planning, career paths, or employee experience.
3. Coaching & Counseling:
Particularly if you have a psychology or people development background.
4. Diversity, Equity & Inclusion (DEI):
A growing field involving policy, training, advocacy, and analytics.
5. HR Technology / HR Analytics:
For those interested in data, digital transformation, or AI tools in HR.
6. Freelance Consulting or Content Creation:
If you have niche expertise in HR, policy, labor law, etc., build a brand and offer services.
🧭 Summary:
✔️ Training is a solid and respected progression from HR, especially for those who enjoy teaching, enabling others, and knowledge sharing. ✔️ However, based on your skills, interests, and values, other career pivots might offer better alignment.