With unemployment in a holding pattern, it’s only natural that people will begin to consider opportunities out of their chosen field. Such is the case with today’s reader question:
I am currently an HR intern (unpaid) at a small hotel with 145 employees. Recently the hotel general manager offered me a job in the hotel, but not in HR. It’s a front office position. The GM said the hotel doesn’t have the budget to create another HR position (there’s already a HR manager, who is mentoring me). I’ve spent money going to school for HR. Taking a hotel front office job seems like a conflict to me. So far, I haven’t received any paid job offers in HR. The front office job has good benefits and possibility of going full time. Any suggestions?
A while back, I answered a similar question about leaving and returning to HR. Since I didn’t want to duplicate the same response, I decided to share a different angle.
Operational positions, like in a front office, have many similar aspects to human resources. Things like customer service, managing unhappy guests, and conflict resolution. There are also skills in the areas of organization (i.e. assigning rooms), detail-orientation (as in group master accounts) along with many others. While it’s not exactly the same, there are some very comparable skills.
My point here is that going into the operation doesn’t have to be viewed as abandoning your human resources education. In fact, it could be a huge plus for a human resources career. One of the biggest complaints I’ve ever heard about the human resources profession is in the area of operational knowledge. I can’t tell you how many operational managers complained about HR pros who never arrived early, stayed late, worked on weekends or holidays. They also complained that when the operation had a “all hands on deck” – HR was nowhere to be found.
As a human resources pro who used to work in the hotel industry, I’ve washed dishes when a steward walked off the job. Cleaned hotel rooms when the housekeeping department had a major checkout day. Helped the banquet team reset a meeting room in record time. And assisted the kitchen staff in plating thousands of meals for party guests.
Yes, I did these things to be a team player. But I also did them to learn and be a part of the operation. It made me a better HR professional. I had a greater frame of reference for what happens in the operation.
Think about it. If you’re ever offered the opportunity to spend time in the operation, how will you answer the question?
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Kristin says
As a HR pro formerly from the hotel industry I have to completely agree with you. It will be a huge advantage to have some operational knowledge about the hotel when transition back to HR. It would venture that the skills the reader has are appealing to the GM otherwise they wouldn’t have offered a job. I would suggest the reader ask to continue to be able to spend some time with the HR Mgr mentoring (probably not on employee relations issues for the time being) but the reader could still keep the connection and knowledge flowing.
Best wishes reader!
Geli Eldemire says
This is an excellent opportunity to learn operations and build your resume from the ground up. In life, use every positive opportunity presented as a chance to grow and develop, to shine and make a difference.
In today’s horrible job market, this is a good omen that your work ethics and personal qualities were recognized and valued. I am sure that your HR mentor provided positive feedback and you were viewed as someone worth recruiting because you could add value. You are fortunate, you did not have to go looking for a job, the job came knocking.
Take the olive branch that is being offered, be a sponge and soak-up all the knowledge and positive life skills you can. Your knowledge and experience will be more valuable when that HR opportunity presents. We sometimes have to maneuver around the bends in the road to appreciate the straight road ahead.
Joan Ginsberg says
Agree, agree, agree. I come from small business, too, and having the ability to wear several hats is critical to the operation and very helpful to you. Take the job, and ask to keep helping out the HR Manager with his/her tasks. You will have a better resume in the end.
Sharlyn Lauby says
@Geli – Thanks for your comment. I like your point about work ethic.
@Kristin – Good suggestion to ask for continued mentoring. Thanks for sharing!
@Joan – So true. Small businesses look for people who are willing to wear many hats. Thanks for adding to the conversation!
HR software solution says
for me, HR in all types of organization should act as customer service representatives. they need to be sure they cater to all the needs of the employees and address their concerns right away. keeping them waiting is going to be bad for the company, not to mention the fact that it might just be the only reason why employees leave.