Welcome, Kathleen! Could you introduce yourself and share what your professional background looked like before you took a career break?
I currently work as an IT director in global business services at Procter & Gamble (P&G). I live in Cincinnati with my husband and our dog Copper. One of my children is working after graduating from college, and my two others are in their sophomore year.
As an industrial and operations engineering graduate from the University of Michigan, I launched my career at P&G thanks to a chance encounter with the IT recruiters at a career fair. My focus was on manufacturing strategies, but the IT team quickly snagged me!
I kicked off my journey in data center facilities and planning, then shifted to a 24/7 support role in SAP infrastructure. This led to exciting work in SAP app development for production execution and supply network operations, including travel to multiple countries for implementations and trainings, and a memorable year living in Newcastle, England.
After 11 years at P&G, I transitioned to HP Services as the client director of employee services, overseeing a significant outsourcing contract for seven years before moving to HP Software. There, I climbed the ranks to become a sales executive, leading a talented sales team and collaborating closely with chief information security and information officers. I also championed the HP Women’s Network in Cincinnati.
Following several years of work travel, my husband and I decided we needed a better work-life balance. After 22 years in corporate roles, I pivoted to support our family while staying engaged in business initiatives. In reflection, it was a great opportunity to support my family while learning how to run a business and explore my passion for fitness.
How long was your career break, and what did you focus on during that time?
I was outside of corporate work for eight years. When I chose to leave corporate work for our family, I knew I needed something to keep me moving forward in my career, whilst keeping my brain active, so I started a fitness business (a passion of mine). Additionally, I was supporting our young kids and engaging in school activities, including several leadership positions and president of the Walnut Hills Instrumental Parents (WHIP) group.
What made you want to return to the workforce?
Our kids were more self-sufficient, and I was yearning to finish the chapter in my career that I had left unfinished. Also, three college tuitions can be quite an expensive challenge!
What was most important to you in a potential employer when you began looking to return to the workforce?
A company that values its employees through training and growth, support of teams, and collaboration. Additionally, I wanted to work for an employer that would value my skills and experience.
What was it like interviewing again? What about your first day back at work?
I did some prep work and reached out to people that I knew from times past at P&G. The actual interview process was interesting, as I had been through other interviews during my career, but hadn’t polished up on my interview skills. I did some practice, and my contacts were very good at coaching me through the process of Relaunching.
The first day back to work was very exciting for me. I had been wanting to get back into my groove of business, and my company is very supportive — they did their best to acclimate me.
How do you find the work-life balance now that you’re back in the workforce? What support systems do you have in place to help with that?
I had an executive coach back at HP, which really helped when our children were young. The key is to best understand your priorities, make time for them, and compartmentalize to ensure you don’t get overwhelmed. I am blessed to have a supportive husband and children, who cheered me on during the transition.
What did your employer, manager, and colleagues do that worked well for you in returning to the workforce? What role did they play?
My company has a “New Hire College,” which seemed odd for someone of my experience, but it was recommended by another returner, so I signed up. Half the students were experienced hires, just like me, which helped me better understand the systems and processes current to the company, as well as broaden my network. It also gave me the opportunity to mentor some new hires. My manager was very supportive in giving me more challenges as I onboarded, since he better understood my capabilities.
What could have gone more smoothly in your transition back into the workforce?
It seems that during a break in your career, you lose your business acumen — similar to not practicing a language that you used to speak every day but now have forgotten. Companies should think about a slightly different onboarding process for returners than for experienced hires, since this initial step can be accelerated through some simple upskilling and mentor/manager coaching.
Did you have any imposter syndrome when you returned to the workforce? And if so, how did you overcome that?
I did feel some of this in the beginning, as it was hard to get reassurance that the work I was doing was high quality. I set my expectations higher than others to be quickly up and “running” at work, but after such a break, that is unrealistic. Everyone takes time to get back into the swing of things. Focus on what is needed and ensure you have the right upskilling plan to get there.
How do you leverage the Society of Women Engineers (SWE) in your career now?
I lost touch with the SWE organization after college; however, this new role as ReLaunch Leader for P&G has opened a new door to reconnecting.
What would you tell somebody who is considering returning to work, but hasn’t yet made the leap?
Just jump! It was the same step I took when starting my own business. It won’t be perfect at first, but you will adjust as necessary as long as you have a foundation to start with.
Are you looking to reenter the workforce? SWE has a variety of resources to help you on your journey, including:
- SWE Reentry Website― Find the latest programs, resources, and updates for returners, including a number of return-to-work programs from SWE’s employer partners.
- Return to Work Program ― SWE’s Return to Work Program is tailored to help women returning to the workforce after a career break. This program equips you with the tools, resources, and strategies you need to confidently transition back into your professional journey.
- Advance Learning Center ― Explore our specially-curated content to help prepare you for reentering the workforce. Upon completion of the courses, you’ll earn the Return to Work badge, which you can proudly display on your social media and email.
- SWE Membership ― Join our global community of 50,000+ women engineers and allies, spanning more than 85 countries worldwide, and access exclusive benefits that will elevate your professional journey.
- SWE Mentor Network ― Tap into this exclusive members-only community for mentoring services from members from across the globe in your area of engineering.
- Career Center ―SWE’s premier online recruitment resource for leading companies in the engineering and technology field committed to advancing women in STEM, with 10,000+ job postings from more than 650 employers, including the world’s largest engineering and technology firms.
- Diverse: a SWE podcast ― Every week, STEM leaders from around the world share personal stories and actionable advice to help women and allies overcome imposter syndrome, step into leadership roles, and navigate career breaks and pivots.
Plus, be sure to sign up for SWE’s Reentry Quarterly Newsletter.
