Transitioning from Recruitment to HR Generalist
If you are currently working with a recruitment consultancy firm but hold an MBA in HR, consider applying for an HR Executive position advertised by a mid to large-sized company. Be frank in your interview about your experience being primarily as a recruiter, but emphasize that you are keen and qualified to take on an HR generalist role, in addition to any recruitment-related work. This approach may help you gain entry into the organization. Be completely dedicated to learning about various issues connected with employee life cycle management.
Understanding HR Policies and Processes
The best approach would be to start understanding the HR policies and processes of the organization, especially those connected with joining/onboarding, attendance and leave, payroll, performance management, incentives, and training of employees. Thereafter, study the organizational structure and the processes related to manpower planning, compensation planning, career planning, and succession planning. If any HR technology solutions are in use, it will be desirable for you to learn about them (especially the MIS reports used for planning). Equally important is understanding the complaints management process in the organization, as it relates to employee satisfaction and directly impacts the efficiency of business operations.
If you are not in a recruitment firm, you don't necessarily need to switch to another company. Discuss with your boss your desire to take on additional responsibilities in the HR department.
In either case, your willingness to put in extra effort to learn new things is a prerequisite for moving forward. Remember, HR is vast and dynamic in its scope, and learning here is an unending process. HR policies and processes differ from one organization to another; only some concepts remain the same. Therefore, continuity in the same organization is necessary for an HR professional to contribute as a business partner.
Regards