Career Transition Counseling Services


Career Transition Counseling Services


Scope of Applicability

Career transition counseling services are offered to all permanent SHRA and EHRA non-faculty employees whose employment is ended due to budget reduction/loss of funds excluding those separated due to the exercise of a funding contingency.


Policy Statement

The University’s Office of Human Resources (OHR) offers career transition counseling services to eligible employees through Lee Hecht Harrison. Lee Hecht Harrison (LHH) has over 5,500 offices in 60 countries and is the global leader in creating and delivering career transition services. LHH is focused on developing and delivering the highest quality career transition and career development services to eligible employees that will assist them in connecting to their next position quickly and well. The employee will be notified of eligibility at the time of the layoff information session by the OHR Layoff Coordinator.

Milestones Workshop Series

A workshop delivered by LHH at UNC-Chapel Hill over two full days, or four half-days, as determined by the Layoff Coordinator to best meet the needs of the University and eligible employees. This workshop is designed to prepare the individual to conduct an effective search for new employment. The workshop includes:

  • Milestone 1: Survey Your Professional Environment
    • Surveying the current state of your profession and industry, including the key trends shaping the future, and how these trends will affect your career goals.
  • Milestone 2: Determine Your Professional Objective
    • A professional objective gives direction to your search, sets the tone for your resume and other communications, and helps you select and prioritize your contact and target lists.
  • Milestone 3: Constructing Your Resume
    • A good communications strategy ensures that the key qualifications and assets supporting your professional objective are part of all written and verbal communications and directed to your target market audience.
  • Milestone 4: Define Your Market
    • In order to conduct an effective job search, you must know precisely whom you are trying to reach.
  • Milestone 5: Gather Marketplace Information
    • With your target market defined, you need to begin gathering information about your marketplace in order to identify organizations that are most likely to meet your personal criteria.
  • Milestone 6: Get Your Message Out
    • Getting the message out about who you are and what you have to offer people who are likely to hire you is at the heart of the job search process.
  • Milestone 7: Talk With Hiring Managers
    • Although it takes one person to make the decision to hire you, it generally takes many conversations with hiring managers to uncover the right opportunity.
  • Milestone 8: Consider Other Methods of Search
    • Getting the word out by talking to people remains the most effective job search method, but there are other methods you will want to consider.
  • Milestone 9: Interview, Cultivate Offers and Negotiate
    • Every discussion with hiring managers should be considered an interview.
  • Milestone 10: Transition into a New Position
    • A successful transition is complete once you are established in your new role.
  • Personalized Coaching
    • Two one-on-one coaching sessions are offered to address and customize a plan to meet the individual’s specific needs and concerns.

Contact Information

Policy Contact
Address Phone Number Email

Office of Human Resources

104 Airport Drive, CB #1045

Chapel Hill, NC 27599

(919) 843-2300
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Article ID: 131724
Thu 4/8/21 9:15 PM
Tue 10/31/23 1:19 PM
Responsible Unit
School, Department, or other organizational unit issuing this document.
Office of Human Resources
Issuing Officer
Name of the document Issuing Officer. This is the individual whose organizational authority covers the policy scope and who is primarily responsible for the policy.
Issuing Officer Title
Title of the person who is primarily responsible for issuing this policy.
Associate Vice Chancellor, Human Resources
Next Review
Date on which the next document review is due.
02/01/2019 12:00 AM
Last Review
Date on which the most recent document review was completed.
05/18/2017 12:00 AM
Last Revised
Date on which the most recent changes to this document were approved.
05/18/2017 12:00 AM
Effective Date
If the date on which this document became/becomes enforceable differs from the Origination or Last Revision, this attribute reflects the date on which it is/was enforcable.
05/18/2017 12:00 AM
Date on which the original version of this document was first made official.
12/31/2004 11:00 PM