A Look at the Unique Challenges and Opportunities Facing Transitioning Service Members
The transition from military service to civilian employment is a significant undertaking, often marked by a steep learning curve in a new professional environment. For many veterans, particularly those seeking roles in Human Resources (HR), the path is not always clearly defined. A recent observation shared on LinkedIn by Gary Steensgard highlights this very challenge: the need for guidance and understanding as veterans seek to apply their valuable skills in the civilian HR sector.
Steensgard’s post, originating from a Google Alert for military-related news, points to a crucial area where more support and clarity could benefit a significant segment of our returning service members. His observation, “Transitioning veterans seeking HR post-military. I share what I can when I can. Today is a dual message,” suggests an ongoing effort to bridge this knowledge gap. This isn’t just about finding a job; it’s about translating a wealth of experience gained in structured, disciplined environments into the dynamic and often nuanced world of civilian HR.
The Unique Skillset of a Veteran HR Professional
Military service instills a unique set of competencies that are highly transferable to HR roles. These include exceptional leadership, discipline, adaptability, problem-solving under pressure, and a deep understanding of personnel management, albeit within a different organizational framework. Veterans often possess strong ethical compasses and a commitment to duty, qualities that are invaluable in upholding HR policies and fostering a positive workplace culture.
However, the challenge lies in articulating these skills effectively to civilian employers. The terminology, organizational structures, and performance metrics differ significantly. For instance, a veteran’s experience in managing unit readiness or overseeing personnel deployments might not immediately translate into civilian HR jargon like “talent acquisition” or “employee relations.” This is where resources and mentorship, as implied by Steensgard’s post, become critical.
Navigating the Civilian HR Job Market: A Dual Message Approach
Steensgard’s mention of a “dual message” suggests that veterans seeking HR roles may need to consider two distinct, yet interconnected, aspects of their career transition. The first message likely pertains to the veteran’s own journey: understanding the civilian HR landscape, identifying relevant civilian HR certifications or further education, and crafting a civilian-ready resume that highlights transferable skills. This requires self-education and proactive engagement with resources dedicated to veteran career development.
The second message, which Steensgard appears to be facilitating, is directed towards the civilian HR community. This involves educating HR professionals and hiring managers about the inherent value that veterans bring to their organizations. It means dispelling potential misconceptions and demonstrating how military experience can be an asset, not a liability, in HR functions. This could include promoting awareness of veteran-specific hiring initiatives, internship programs, and the benefits of a diverse workforce that includes those with military backgrounds.
The Tradeoffs: Bridging the Experience and Perception Gaps
One of the primary tradeoffs veterans face is the perception gap. Civilian employers may not fully grasp the depth of responsibility veterans have held or the rigorous training they have undergone. This can lead to underestimation of their capabilities. Conversely, veterans might underestimate the complexities of civilian corporate structures or the specific demands of civilian HR roles.
Another tradeoff is the need for adaptation. Veterans are accustomed to a hierarchical structure and clear directives. The civilian world often requires more collaboration, consensus-building, and a different approach to conflict resolution. While veterans are inherently adaptable, this transition requires conscious effort and a willingness to learn new ways of operating. The HR field, in particular, is constantly evolving with new technologies, legal considerations, and employee engagement strategies that demand continuous learning.
Implications for Future Workforce Development
The successful integration of veterans into civilian HR roles has broader implications for workforce development. Organizations that actively recruit and retain veterans often find them to be highly loyal, productive, and ethical employees. By fostering an environment where veterans can thrive in HR, companies can tap into a talent pool that brings unique perspectives and a strong work ethic. This also contributes to strengthening the national economy by ensuring that those who have served are able to find meaningful and rewarding careers upon their return.
For HR professionals themselves, understanding the veteran transition can also enrich their own professional development. It can lead to a deeper appreciation for diverse leadership styles and a more nuanced approach to employee support and development. As Steensgard’s post implies, the sharing of knowledge and experience is a vital component of this process.
Practical Advice and Cautions for Transitioning Veterans
For veterans aspiring to enter the HR field, consider the following:
- Translate your experience: Focus on quantifying your achievements and translating military responsibilities into civilian HR competencies. For example, “Managed a team of 15 personnel in a high-stress environment, ensuring operational readiness and adherence to strict protocols” could be reframed as “Led and motivated a diverse team, fostering a culture of accountability and performance to achieve organizational objectives.”
- Seek out civilian HR certifications: Consider certifications like the Society for Human Resource Management (SHRM) certifications (SHRM-CP or SHRM-SCP) or the HR Certification Institute (HRCI) certifications. These demonstrate a commitment to the profession and provide standardized knowledge.
- Network actively: Engage with HR professionals on platforms like LinkedIn. Connect with veteran-specific career groups and attend industry events. Follow thought leaders and participate in discussions.
- Research thoroughly: Understand the different facets of HR (e.g., talent acquisition, compensation and benefits, employee relations, HRIS) and identify areas that best align with your skills and interests.
- Be prepared to explain your military experience: Have clear, concise explanations for how your military background equips you for HR challenges.
A word of caution: while your military experience is invaluable, be open to learning new systems and approaches. Humility and a willingness to adapt will be key to a successful transition.
Key Takeaways
- Transitioning veterans possess highly transferable skills valuable for HR roles.
- Effectively translating military experience into civilian HR language is crucial.
- Education and awareness are needed for both veterans and civilian HR professionals.
- Networking and pursuing civilian HR certifications can significantly aid career progression.
- Organizations benefit from the unique perspectives and work ethic of veteran employees.
The path for veterans entering the civilian HR workforce is one of opportunity, supported by the growing recognition of their unique contributions. By fostering understanding and providing targeted resources, we can ensure that these skilled individuals find fulfilling and impactful careers.
We encourage veterans and HR professionals alike to engage in this vital conversation, sharing insights and building bridges for a more inclusive and effective workforce. Your experiences and perspectives are invaluable.
References
- Gary Steensgard on LinkedIn – For direct insights into his observations on veteran transitions.
- Society for Human Resource Management (SHRM) – A leading professional organization for HR professionals, offering resources and certifications.
- HR Certification Institute (HRCI) – Another prominent body offering professional certifications in HR.