What's in your favor

• Trained and certified staff on brand standards, safety, and POS — direct match for training delivery
• Ran product-knowledge sessions for menu/LTO rolloutsInstructional delivery in practice
• Facilitated manager meetings and daily pre-shifts — a real facilitation track record
• Built structured onboarding and developed hourly leads — development-program experience
• Tableau used to track KPIs and survey data — useful for measuring training effectiveness

Where to grow

• Your training so far has been hands-on and operational; formal instructional design, curriculum, and LMS work are the pieces to add
• A few postings ask for LMS familiarity and tools like Zoom/Webex; an ATD or CPTM cert is a nice plus

Lead with this. STL trainers typically run ~$60k–$102k (avg ~$77k); real postings cluster $65k–$80k. Reaching $80k+ usually means a large employer or a senior/specialist title.

What's in your favor

• Workday recruiting and onboarding: I-9s, identity verification, background checks, onboarding setup
• Partnered with HR to recruit and hire across all positions — full-cycle exposure
• Built onboarding programs and reduced turnoverExactly the content a TA trainer teaches
• Facilitation experience from manager meetings and pre-shifts

Where to grow

• Your hiring experience is restaurant-based; corporate requisition and ATS workflows are the new layer to pick up
• The exact "TA Trainer" title isn't common — it mostly lives inside large recruiting teams, so you may reach it through an adjacent role first

Run this in parallel with Corporate Trainer. Since the exact title is uncommon, recruiter, recruiting-coordinator, and L&D roles make great on-ramps.

What's in your favor

• Full P&L ownership + multi-unit operations = business acumen most HR candidates lackSurveys of CHROs repeatedly name business acumen the rarest, most-valued HR skill — it's your single strongest differentiator here
• 5 yrs managing, coaching, and developing teams across FOH and BOHPerformance conversations, growth plans, and culture-building are core daily HRBP work
• Resolved escalated employee and guest conflicts with professionalismEmployee relations is a central HRBP function — you have documented, repeated experience
• Reduced turnover through structured onboarding and a recognition cultureRetention is a primary HRBP KPI — you've produced the outcome, not just the activity
• Workday HCM — 5 yrs incl. benefits, compliance, I9s, onboardingHRBPs are daily HRIS users; your platform depth exceeds most HR-track candidates at this level
• Partnered with HR to recruit, interview, and hire at all levelsShows you've already worked alongside an HR function — not starting cold

Where to grow

• An HR title is the one piece you'll add along the way — lead with operational leadership and business impact. Coming into HRBP from operations is a well-worn, welcomed path; the title is something you grow into, not a gate you're locked out of.
• At larger employers a degree helps — a SHRM-CP is a straightforward way to round out your profile. Mid-size employers are very open to your background; the credential simply widens your options later.

A genuinely reachable target — not a someday role. Lead with your P&L and people-leadership track record, start at a mid-size employer to earn the HRBP title, and you're positioned to move toward larger corporate roles over the next year or two.

What's in your favor

• Hands-on familiarity with multiple Workday modules from the user sideMulti-module exposure is exactly what HRIS Coordinator and Specialist roles screen for
• Strong HR-process understanding because you lived in the dataYou know what the data means operationally — many system-side hires don't
• Tableau skills — 6 yrs — beyond native Workday reportingReporting-focused HRIS and Workday Analyst roles value this directly
• Demonstrated precision and accuracy mindset (inventory variance below 1%)Data integrity is core to every HRIS role, at every tier
• Reachable-now titles: HRIS Coordinator, HRIS Specialist, Workday Reporting AnalystThese lean on your end-user depth and reporting — the natural on-ramp to the full analyst role

Where to grow

• Configuration, administration, and back-end report writing are the skills to add for the full Analyst title — business processes, security groups, integrations — the layer beyond using the modules. Honest gap, and a learnable one.
• A Workday Pro credential is the piece that makes the full Analyst role click into place — often available through an employer once you're in the coordinator/specialist tier.

Think of this as a two-step path, not a someday role. The HRIS Coordinator / Workday Reporting Analyst tier is reachable with what you have now (~$63k–$80k), and it's the on-ramp to the full HRIS Analyst role (~$104k average) as you add the configuration layer — often within a year on the job.