Navigating your career path can be daunting, especially when you’re faced with a role that doesn’t initially resonate. However, there are often hidden opportunities within those challenging experiences that can lead to significant personal and professional growth and transform your job satisfaction. This story from early in my career helped transform my path into the HR field.

At 26, I had been navigating various operational roles in Financial Services for 8 years. While I loved the social aspects of the company, the work itself had become repetitive and mundane, requiring long hours and shift work. Despite the challenges, I was actively working to transform my skill set, developing valuable abilities such as attention to detail, relationship management, customer service, and entry-level people management.

The opportunity to serve as a team leader, training new joiners and addressing their queries, was the only part of my role that truly sparked joy and allowed me to transform my impact on the team. I knew I wanted to navigate towards more fulfilling responsibilities and opportunities; I aspired to do and be more, but I didn’t know HOW or WHERE to start. 🙃

Recognizing a desire for growth and change, there was an urge to pursue new opportunities, but a clear starting point remained elusive. The camaraderie and workplace culture were cherished, leading to the decision to apply for a two-year career break to travel, explore, try new experiences, and enjoy time with friends.

The journey took me to Asia, culminating in a long stay in Sydney, Australia. My prior work experience facilitated a quick return to employment, essential for covering rent and bills while embracing the vibrant Aussie lifestyle.

I knew the time would fly so I wanted to enjoy it all. I worked temp jobs for the first 8 weeks until I interviewed for a payroll department of a large, multinational construction company.  Being successful in this assignment meant that I could remain in this position for the duration of my time in Sydney.  The job was simple: process payroll biweekly for the building contractors (temp workers) on the East Coast and bring employee filing up to date.

My experience – based on initial assumptions

• All over the place
• Payroll queries were through the roof
• Filing (paper) was years behind – I was brought in to do this
• No process to follow
• Permanent staff not pulling their weight
• Extreme lunch breaks e.g. gym for an hour AND eating lunch for an hour

I wanted to leave!

My observations

• Every site sent its payroll information to the office in different formats and at different times
• Permanent staff were not interested in finding a solution
• Temps were the solution to handle the chaos
• The team leader was not approachable, and everyone was afraid of her

I wanted to leave!

On my journey into the office every day, I knew I could make positive changes if allowed to. I decided to give it a go and come up with a plan of action.

My recommendations

After processing the payroll twice, I recorded all the information needed.

• I put together a payroll template
• I drafted a payroll process for site leaders to process

My Team Leader was overstretched and unattainable, so I plucked up the courage to take this to the head of the Department.  On initial review, he liked the structure but said it would never work, the construction industry is known for being all over the place with paperwork. I asked him to trust me and asked for two months to embed it.  I set out to streamline the process:

Step 1: A comprehensive list of Site Leaders was compiled to facilitate daily communication regarding the upcoming process change. Notifications were sent to ensure that all leaders were aware to anticipate the fax memo, emphasizing that only templates with complete information would be processed.

Step 2: Over-communication was key, particularly in an era prior to the widespread use of email. A compelling fax cover letter was crafted, featuring bold and capitalized letters to capture attention and clearly explain the process changes.

Step 3: Adhering to established protocols, only complete and timely templates were processed. Although running a second payroll was an option, maintaining system integrity was prioritized. Templates with nicknames, such as “Rasher,” were not accepted. Previous efforts to compile a key list of nicknames into formal names and payroll numbers were respected, but it was determined that the standard practice would require the submission of complete information, including first name, surname, and employee number—this requirement had already been communicated to each site leader.

Results

Resistance | Month 1

Site leaders were furious with my manager. They wanted me replaced. So many of their contractors were not paid.

My manager stood firm. He advised that they were given plenty of notice and instruction and that they needed to comply. We were a small department, and the error rate was too high. He asked they resend the complete information, and we would process in a separate payroll on this occasion, but from the next payroll run, we needed it right and on time.

He was very removed from these processes, so he welcomed the efficiencies.

Progress | Month 2

• Queries reduced to less than 5 per payroll cycle
• My work was done in no time – from 10 days to 3 days processing, including filing and queries answered

In parallel to working on the contractor payroll I was asked to shadow the permanent team to see how they could streamline their work.

I discussed the breadth of this work with my manager and advised it would require me to have more support.

Momentum | Month 3

Another temp was hired for the paper filing.

I was asked to supervise her. I broke her workload down and gave context. I trained her on the contractor payroll and signed it off before processing. I also trained her on how best to tackle the filing so that she felt fulfilled every week and could see progress.

Connection| Month 4

I had built a bond between the “backpack temps” and the permanent staff that had never existed. I broke down barriers by bringing solutions to the manager.  The Team Leader had too much on at home and in her daily work to tackle the ongoing problems in the office. I had given her light.  She started to open up to me and trusted me with more responsibility.

Promotion | Month 5

I was given a pay rise and asked if I’d stay for the remainder of my time in Sydney. This allowed me to quit my second job and start to enjoy the after-work social scene.

We started the process of the company sponsoring me to stay in Australia.

Recognition |Month 6 onwards

Their walls came down and we “the backpackers” were no longer invisible.  They showed an interest in us and some of the social highlights were:

• Our filing temp stayed longer than any other temp. We had fun and we became friends
• We were invited to Friday drinks that only permanent staff went to before that,
• We were invited to the senior leader’s home for a family BBQ,
• I was invited to a staff wedding.

The legal process to stay in Australia was complex and time-consuming. I loved staying there but I knew I would need to go back for my brother’s wedding, and I was not going to be able to afford to return. I withdrew my application before I left that job to go travelling.

Lessons Learned

When I first stepped into that job, I felt an overwhelming urge to escape within just a few days. After bouncing from one temporary position to another, I was fed up. I longed for consistency and a challenge I could sink my teeth into. So, I decided: I would give this role a fair chance and see if it could be the launchpad I so desperately sought. What I discovered during my time there far exceeded anything I could have imagined.

One of the most rewarding aspects was the opportunity to lead and train a fellow “backpacker”. Witnessing her growth and happiness brought me immense fulfilment. Additionally, I found joy in identifying ways to streamline processes and alleviate the workload and pressure on our team. It felt amazing to contribute positively and watch the ripple effect of those small changes.

Our connection lasted for several years, with us keeping in touch through email. Throughout my time at the company, I was continually impressed by their HR department—so much so that I set my sights on a career there, hopeful for a work permit that would facilitate my move.

Pursuing a New Career

Upon returning to Ireland, I decided to work with a career coach to ensure my next move would be both meaningful and purposeful. It became clear that my ideal next step was to dive into HR and seek positions in that field. This clarity emerged from reflecting on what I loved about my previous roles and using the self-assessment tools provided by my coach to identify roles that truly played to my strengths. Engaging a coach not only helped me find direction but also empowered me to pursue a career that aligned with my passions.

Key Takeaways from My Experience:

1. Don’t Rush to Leave: Before deciding to bail, give yourself enough time to learn and assess how you can add value. However, recognize when it’s time to move on if there are no growth opportunities.
2. Seize Opportunities for Improvement: Always look for ways to enhance processes and foster better working relationships. This not only benefits you but elevates the entire team.
3. Challenge Inefficient Processes: Never settle for convoluted processes that cause delays or errors. Advocate for change and seek solutions.
4. Bring Enthusiasm and Positivity: Showing up with energy, innovative ideas, and a positive attitude goes a long way in making a lasting impact.

In reflection, my initial reluctance transformed into a journey of growth and opportunity. Embracing the challenge helped me not only develop professionally but also contribute to my personal fulfilment. So, the next time you find yourself in a job that feels less than ideal, remember that patience, positivity, and proactivity can turn a daunting experience into a transformative one. If you know you are ready for a change and don’t want to repeat the same “job hopping” mistakes of the past, I’d love to discuss them with you.

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