In this conceptual article, we present an HRD model of career transitions. We used findings from extant literature to show how this model can be applied to women’s careers, which are characterized as nonlinear and complex due to the influence family life has on a woman’s career. The proposed model includes five propositions that explain how the career transition occurs in two phases: career preparation and career identity formation. These career transition phases are influenced by the individual characteristics of the woman in transition and the HRD interventions that are available and used by her. The entire process is sustained with the help of contextual supports, including workplace flexibility and inclusive organizational cultures. Future research can test this model in additional populations. This model highlights the practical role of HRD interventions and furthers theory and research related to career transitions in HRD.
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