I am an HRIS senior analyst with 10 years of work experience, having worked in companies like TCS, Oracle, and Cisco. I have been saturated working in a technical capacity for the past decade. Now, with a strong understanding of the business aspect of HR, developed through close collaboration with business users over the last 5 years, I am keen on transitioning to the business side. I aspire to work as an HR manager or be part of a team that designs and manages HR business processes.
Transitioning to the Business Side of HR
I am uncertain about the steps to take to make this transition. Do I need to pursue an MBA in HR or obtain a certification to facilitate this move? I have attached my resume for your reference.
My educational qualification is B.E (E&E).
Please advise.
Regards.
From India, Bangalore
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Transitioning to the Business Side of HR
I am uncertain about the steps to take to make this transition. Do I need to pursue an MBA in HR or obtain a certification to facilitate this move? I have attached my resume for your reference.
My educational qualification is B.E (E&E).
Please advise.
Regards.
From India, Bangalore
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Understanding the '10-Year Itch'
Your situation is commonly referred to as the '10-year itch'. This means that having worked in a particular industry or function for a decade, familiarity sets in. As the adage goes, "Familiarity Breeds Contempt." It is not uncommon for many 10-year itchers to crave change. The itch is particularly challenging for those who haven't progressed as much as they would have liked in that decade.
Interestingly, the itch has a way of sifting people. While many fall off the perch, those remaining will use it to up-skill themselves and get fired up for the next decade—until the second 10-year itch!
Clarifying Your Motivation
The first answer you really need to get right is why you want to shift from being an HRIS analyst. Is it because your work has become repetitive to the point that what was once a challenge is now routine? If this is true, then you are not alone. It happens to the best of us—that's why the itch is called the itch!
Considering an HR Manager Role
Secondly, why are you considering an HR manager's role? You mention that due to your extensive interaction with them over the years, you've picked up a whole lot of what they do, etc. I totally agree with you. But remember, knowing about something and not being responsible and accountable for its delivery is a far cry from being responsible and accountable for it day after day! Almost all employers (at least those worth working for) will logically insist on prior HR functional experience from a managerial candidate.
Exploring Alternative Opportunities
Thirdly, as fed up as you may be being an HRIS senior analyst, think 'outside of the box' and identify how those same skills can be best used in a different environment to achieve client results. Here, I am referring to perhaps considering speaking with Management Consultants who specialize in HR. I am sure there will be some who can utilize your wealth of expertise (and I truly believe that good analysts possess a wealth of functional knowledge) to design products and service offerings which they can on-sell to their clients for a fee. If I were running even a relatively successful HR-related consultancy, I would definitely want to speak with you.
Your Unique Advantages
Why? Because with you, I have two significant advantages. First, your knowledge is NOT biased with years of operational and implementation frustration. Thus, the inputs you provide in designing the product or service will be almost utopian (because while you know the theory, you haven't really implemented it). But, being a senior analyst, it will also be tempered with the requisite amount of risk advice. After all, a chief strength of any senior analyst is to identify process or function risks and suggest the best options to mitigate those. Second, you are a 2-in-1 package. You possess theoretical HR knowledge AND are invaluable in designing, developing, building, testing, and deploying the product.
Strategic Career Growth
Now, at first glance, my suggestion may seem like I am asking you to do more of the same. But read carefully! Right now, you are part of the 'DOING TEAM'. What I am suggesting is to take that 'DOING' knowledge to the next level and become part of the 'STRATEGY and CREATE' team. Believe me, you don't want to enter an ultra-competitive landscape (HR managers' job market) with only peripheral knowledge (seen from an employer's perspective) just because you're another involuntary statistic of the 10-year itch.
Instead, leverage your analyst's skill sets coupled with the wealth of process or system knowledge that you possess and give yourself a chance to experiment with a slightly left-of-center growth strategy. You never know which doors it may open in the future...
I hope my response helped your internal dialogue and decision-making process.
All the Best!
From India, Gurgaon
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95Your situation is commonly referred to as the '10-year itch'. This means that having worked in a particular industry or function for a decade, familiarity sets in. As the adage goes, "Familiarity Breeds Contempt." It is not uncommon for many 10-year itchers to crave change. The itch is particularly challenging for those who haven't progressed as much as they would have liked in that decade.
Interestingly, the itch has a way of sifting people. While many fall off the perch, those remaining will use it to up-skill themselves and get fired up for the next decade—until the second 10-year itch!
Clarifying Your Motivation
The first answer you really need to get right is why you want to shift from being an HRIS analyst. Is it because your work has become repetitive to the point that what was once a challenge is now routine? If this is true, then you are not alone. It happens to the best of us—that's why the itch is called the itch!
Considering an HR Manager Role
Secondly, why are you considering an HR manager's role? You mention that due to your extensive interaction with them over the years, you've picked up a whole lot of what they do, etc. I totally agree with you. But remember, knowing about something and not being responsible and accountable for its delivery is a far cry from being responsible and accountable for it day after day! Almost all employers (at least those worth working for) will logically insist on prior HR functional experience from a managerial candidate.
Exploring Alternative Opportunities
Thirdly, as fed up as you may be being an HRIS senior analyst, think 'outside of the box' and identify how those same skills can be best used in a different environment to achieve client results. Here, I am referring to perhaps considering speaking with Management Consultants who specialize in HR. I am sure there will be some who can utilize your wealth of expertise (and I truly believe that good analysts possess a wealth of functional knowledge) to design products and service offerings which they can on-sell to their clients for a fee. If I were running even a relatively successful HR-related consultancy, I would definitely want to speak with you.
Your Unique Advantages
Why? Because with you, I have two significant advantages. First, your knowledge is NOT biased with years of operational and implementation frustration. Thus, the inputs you provide in designing the product or service will be almost utopian (because while you know the theory, you haven't really implemented it). But, being a senior analyst, it will also be tempered with the requisite amount of risk advice. After all, a chief strength of any senior analyst is to identify process or function risks and suggest the best options to mitigate those. Second, you are a 2-in-1 package. You possess theoretical HR knowledge AND are invaluable in designing, developing, building, testing, and deploying the product.
Strategic Career Growth
Now, at first glance, my suggestion may seem like I am asking you to do more of the same. But read carefully! Right now, you are part of the 'DOING TEAM'. What I am suggesting is to take that 'DOING' knowledge to the next level and become part of the 'STRATEGY and CREATE' team. Believe me, you don't want to enter an ultra-competitive landscape (HR managers' job market) with only peripheral knowledge (seen from an employer's perspective) just because you're another involuntary statistic of the 10-year itch.
Instead, leverage your analyst's skill sets coupled with the wealth of process or system knowledge that you possess and give yourself a chance to experiment with a slightly left-of-center growth strategy. You never know which doors it may open in the future...
I hope my response helped your internal dialogue and decision-making process.
All the Best!
From India, Gurgaon
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Exit Management and Transition Checklist.pdf
Careers and Career Management - PPT 11.ppt