Two ordained ministers I've known who didn't serve parishes were men I worked with when I was younger. One was Fred Rogers, aka "Mister Rogers"
As someone in his middle-30s who spent many a young childhood afternoon with Mister Rogers, I have to state that this is probably the neatest thing I've read on this board.

What Racin' Jason said about Fortune 500 companies ' HR departments is accurate. However, when you start looking in middle sized or small companies where there aren't as many layers of management specialization, you might have an easier time convincing someone that the skills of running a parish through gentle "influence management" are directly applicable to operating any organization. Management is management. Being able to juggle activities on a schedule so that all the details are handled, and doing it on a limited budget is valuable talent for any secular enterprise.
My $.02:
1) My advice regarding HR departments: avoid them like the plague. Find connections outside an HR department (you might have a few) and leverage their expertise/connections. Large HR departments for large companies often use keyword scanning and *their* connections to fill positions. In my experience this rarely results in the best employee - sometimes "right college degree with no drug use" isn't entirely what you're looking for.
2) If you make a switch, do so with eyes wide open. If you have ethical issues with what's going on with clergy, be aware that the work environments of many Fortune 500 companies are going to be much, much, much worse.
3) Make sure you figure out what part of your current job does give you a feeling of fulfillment and leverage that - don't just "get a corporate job", because there can be nothing more spirit-destroying than being miserable for 8+hours a day.
4) Oh, and if any employer ever, ever brings up "work/life balance" as part of an interview process.... run. The "work/life balance" language usually means "we'll try to make sure you get at least Sunday morning with your kids..."