HRGuru

The areas of interest outlined above all have a common denominator and that is OD. The role of the OD professional is to assist departments plan and implement change; improve leadership methods, management techniques, and problem-solving skills; and promote understanding of the process and systems in which people work. Depending on the organization's infrastructure, OD is a value-add arena of human resources because it empowers leaders and individual employees. I'd suggest you focus on OD entirely versus one specialized area, i.e., training or business coach. It will give you more leverage and open your door to more career opportunities within HR.

For me, I would concentrate on them both equally.  There will be times when you will have work that centralizes on the strategic pieces.  For that, OD experience, knowledge and strategic planning skills along with extensive business metrics knowledge will pay off.  However, the business/life coaching can be equally important.  I've gotten jobs to do the strategic planning and OD portion and that has morphed into performance metrics and business coaching as that plan unfolded.   Both were equally well paid, but the business coaching lasted longer than the planning part, at least until the next year's cycle came around.

Business coaching is also very useful in employee relations and is the fundamental skill in dealing with "problem" employees of the executive type.  You'll come in as a business coach to help the person turn around and in some cases, when they don't, your work will be the documentation that helps the company justify getting rid of the person.  But usually that takes the form of the coach helping the troubled person realize the time has come to move on and find a position for which he are she is better suited.

Whatever you do, whichever way you take, you'll do fine!  I can tell, you've the heart of a good coach and OD guru!