Where you stand, in black and white.
You describe your situation; Azim draws up a read: what holds, two or three moves within reach, the person to talk to. It clarifies the decision — it doesn't make it for you.
Nine years running payroll in a 70-person industrial SME near Nantes — and an HR profile already held in practice, never yet named.
In 2023, she steered the payroll-software migration alone while her manager was on sick leave — her job description says nothing about it.
Window: the HR manager retires in fourteen months; the company is hesitating between replacing and outsourcing.
Main move: broaden into an HR role — the payroll-to-HR bridge is rare, and poorly covered in the Nantes area.
Constraint held: never drop below €2,250 net (loan until 2032) — none of the three moves touches that floor.
Talk to: Aurélie M., a former colleague who moved from payroll into HR. First step: rewrite her job description in HR language.
Re-orientation signal: if nobody sees the payroll-HR bridge after three conversations within three months, the move waits — strengthen the proof first.
From fuzzy to a first step.
- 01You tell us where you standYour situation, your question — even if fuzzy.
- 02You get a clear readWhat holds, what’s missing. A read, not a verdict.
- 032-3 moves + who to talk to2-3 moves within reach, and the person to talk to.
- What you give
- What context adds
- What stays uncertain
- What you compare
- What you test
- What updates the read