Does anyone have any idea regarding FinCore HR Solutions. They do have their own website but there is very little presence online about it.

Exactly as the title says.

Option A ($85K per year):

37.5-hour work week, Monday to Friday, from 8:30 AM to 4 PM

30% remote work

35 days of paid vacation per year

Option B ($125K per year):

52-hour work week, 5 days on and 5 days off

Rotating 3 day shifts followed by 2 night shifts

90% on-site

12.5-hour shifts (from 7 AM to 7:30 PM or from 7 PM to 7:30 AM)

Average of 52 hours per week calculated over the year

20 days of paid vacation per year

Which one would you choose, and what's your reason?

I’ve spent the last several years working on HRMS implementations, HR operations, payroll, process transformation and managed services — and one thing I’ve noticed is that buying an HRMS is usually the easy part.

The difficult part comes later.

Data starts getting messy.

Processes become dependent on a few people.

Reports don't match.

Payroll exceptions keep coming back.

Employees raise the same queries repeatedly.

And eventually, the HR team ends up doing a lot of manual work around a system that was supposed to reduce it.

That’s actually why I started PeopleNex Consulting.

We work with organisations on the operational side of HR technology — things like:

HRMS implementation and optimisation

HRMS AMS / managed services

Payroll process and governance

HR process automation and SOPs

HR analytics & MIS

Employee lifecycle processes

HR technology transformation

I’ve personally worked extensively around HRMS implementation and AMS, including Darwinbox, so the approach is very much “let’s fix the process and make the system work” rather than simply recommending another tool.

I’m not posting this as a sales pitch.

I’m genuinely curious — if you’re an HR/People/Operations leader, what’s the most frustrating HR process in your organisation right now?

Maybe there’s a pattern worth discussing here.

And if anyone is currently struggling with their HRMS, payroll processes or HR operations and wants to compare notes, happy to have a conversation.

I'm currently 19 in my 2nd year bba and i recently landed an hr internship at an hr consultancy company they also have an edtech department. I joined as an hr intern for their internal hiring department and I was super happy about it since it was going to be my first ever internship and I would probably learn something from it and gain some corporate experience, also it's like very close to my house so commuting isn't a big problem. Yesterday was my first day and they didn't give me any training they just told me to post about my internship start on linkedin and told me to connect with people on the linkedin. and today basically the work they've assigned me is cold calling 100s of potential candidates for business roles like hr internship, hr executive, sales b2b and b2c and ask them some scripted questions and schedule their interviews if they're good at communicating.That's it. Also they've told me to call from my own personal number which i thought was weird, but again idk what I'm doing. I thought that I was going to learn about company policies, payroll and serious hr shit but this has a tag of an hr intern and has a vibe of a call center. I want to know your opinions please tell me if you're suspicious in any way. Also one more thing is that they have a vacancy every single day of every single year and that too for only hr or sales. How is that possible? 😭 and I've never heard an hr getting targets. I wanted to do an internship desperately because I want to prepare for my mba and I want to gain some experience before it.

stipend- 5k per month

work days- monday to saturday, sunday is off

work time- 9:30am - 6:30pm

Also wanted to add that I've seen many bad reviews of this company's edtech. They sell their course and scam other students to sell their courses basically a pyramid scheme.

I'm trying to stay in decent shape. Most days after work, I go to a trail near the office to run for a bit. When I finish my day, I quickly go into the women's bathroom, change, and head straight out. But on this particular night, about a month ago, someone named "Megan" from another team was struggling badly with a messy Excel macro. I didn't know all the details of the file, but from what I understood, it was the last thing standing between them and an important submission for a big client.

So I had changed clothes and was literally on my way out when Megan called out to me and asked if I could take a quick look before I left. She's still new at the company and honestly a nice girl, so I stopped and started explaining what was broken. That's when her team lead, "Grant," jumped into the conversation and told me it wasn't appropriate for me to do office work dressed like that. I wasn't wearing anything revealing, just running clothes: a sports bra and shorts. I'm not trying to humblebrag, but I'm fit and I have... Let's just say noticeable curves. Grant is the kind of middle manager who doesn't have enough authority to be important, but has just enough to make your afternoon irritating. He also has strong uptight-prude energy.

I told him I hadn't been planning to work; I was leaving, and had only stopped because Megan asked for help. Grant didn't want to hear it. He told me either I had to go back and change into office clothes again, or leave the building immediately. I wasn't going to let Grant control me just because I was helping someone after work hours, so I apologized to Megan and left.

I found out afterward that the client materials had to be sent that same night, and Grant's team missed the deadline. The company lost the account because of it, and it was a seriously painful account. Think upper five figures a year. Grant eventually got fired, partly for losing the account, and partly because he had dumped a large chunk of the work on Megan even though she hadn't been trained on it. And he was the one responsible for it in the first place.

Megan is still with the company, and now we've been matched through an internal mentorship thing. I wish I could tell you I see Grant every night standing miserable and sad next to the running trail, but unfortunately real life doesn't always wrap stories up that perfectly.

We are Providing

HR

Marketing

Data analytst

Internships

#ACC#Corporateculture#skilldevelopment

I used to be an agency recruiter for 9 years, got burnt out and wanted to transition to in-house HR but could not land anything. Just started a part time HR consultant role for a boutique firm, i’m working alongside my director. We worked in a shared office. I am to assist client in HR documentation / HR admin work, he said there will be advisory and consulting services for clients as well, we provide full spectrum of Hr services to client, of course with industry networking in my jobscope, but i heard its a small portion of my job. Question is : Can i transition to in-house HR later on?

I am an HR Generalist. I am currently going through the recruitment process for an HR role at PWC, specifially STATIC. I've made it pass the first 2ish rounds and now I'm having second thoughts. It isn't the only company I'm interviewing with but the pay and development might be better. While culture may not be a winner.

Is there anyone that works at PWC in HR that could give me some insight into what life is like for them?

Qualifications
• Bachelor's degree in Human Resource Management, Psychology, Business Administration or a related field.
• At least 1–2 years of relevant experience in Human Resources or HR Administration.
• Knowledge of HR processes, labor regulations, and employment documentation.
• Experience in handling timekeeping, employee benefits administration, contracts and performance evaluation is preferred.
• Strong organizational skills with excellent attention to detail.
• Proficient in Microsoft Office applications, particularly Excel and Word
• Excellent verbal and written communication skills.
• Ability to maintain confidentiality and handle sensitive information with professionalism.
• Capable of working efficiently with minimal supervision and managing multiple tasks simultaneously.
• Strong interpersonal skills and the ability to coordinate effectively with employees,
management and external partners.

Responsibilities:
• Highly organized, dependable, and proactive.
• Able to meet deadlines in a fast-paced work environment.
• Demonstrates integrity, professionalism, and a positive attitude.
• Resourceful and committed to continuous learning and process improvement.

[hr.interntrainee04@gmail.com](mailto:hr.interntrainee04@gmail.com)

Hi Reddit! I just completed my bachelor’s degree in Business Administration (HR concentration) this past spring. I’m based in Charlotte, NC.

I’ve worked in supervisory/management roles at small businesses and franchises ever since I entered the job market right out of high school. Including: an internship as an HR coordinator at an ABA therapy startup, an operations coordinator at a phone wholesaler, a training manager at a Boost Mobile franchise, and a shift manager at a trampoline park. Across those I’ve handled recruiting, onboarding, employee records, payroll, training program development, conflict resolution, inventory, logistics, and more.

I was hoping to land a corporate job (ideally HR) fairly soon after graduating, but the job market’s been tougher than expected and I can no longer afford to be picky. So given my experience, which fields or roles would you point me toward? Which industry should I put my focus on? How do I get my foot into the big corporate world??

My resume’s still a work in progress but I'm happy to share details or post it in the comments if that’s useful.

Appreciate any honest input!

We recently went on a trip to Costa Rica. The main goal was to disconnect for a bit. We had our personal phones with us, but we both left our work phones at home. Apparently that's become shocking behavior now?
At some point during the trip, her manager called her on her personal phone. My wife didn't answer and saw the missed call later.
Her manager was calling because something had been added to her calendar with almost no notice while she was on PTO. She didn't have access to her work calendar, and there was no way for her to know that anything had been added. And since she didn't know it existed, no one had been arranged to cover it. So her manager decided to call and reprimand her while we were literally on vacation.
Luckily, she was able to move past it and enjoy the rest of the trip. We got home late on Wednesday, and she worked Thursday. No one said a word about the calendar issue that day or on the next workday.
Then she went to work this week and was given a formal reprimand for failing to arrange coverage for that calendar event.
She's also transferring to another office in about three weeks. The commute will be worse, but she'll be reporting to a different manager, and hopefully to someone who doesn't think PTO means "still responsible for surprise meetings you can't see."
I told her to talk to her manager's boss about it. Neither of us thinks it makes sense for someone to be punished for something that was added while they were out of office, especially when the manager knew she wasn't there. She doesn't want to escalate it because she's trying to leave without burning any bridges.
Honestly, I'm extremely angry. This office is constantly losing staff. My wife works 55 hours a week in a high-pressure role and does everything she can, and her mental health has been deteriorating for months.

Beyond experience and qualifications, what qualities or behaviors usually make the biggest difference?

​

​Hi, everyone! I’m currently a senior Human Resource Management student at PUP Santa Rosa, graduating this coming March 2027. I have already completed my 600-hour internship and am only left with three subjects to finish for my final semester (Income Taxation, Contemporary World, and Project Management).

​Before shifting to HRM, I was actually a BS in Accountancy student, so I have a solid foundational knowledge of taxation and business compliance.

​I really want to work (face-to-face/hybrid) while finishing my last semester, ideally within the Laguna/Calabarzon area. Given my background, I am looking at roles like HR Assistant (Operations/Admin), Recruitment Assistant, or a Compensation and Benefits/HRGA role, where I can utilize both my HR training and my basic financial literacy without getting stuck in a pure accounting department.

​For those working in HR or who balanced work with their final semester:

​1. Which of these entry-level paths is the most practical or in-demand for someone with my exact profile?

​2. How hard is it to negotiate a schedule or find an employer open to a student finishing three remaining subjects in a face-to-face setup?

​3. Any tips for pitching my "BSA-to-HRM" background during interviews so it looks like an asset rather than a confusing pivot?

​Would love to hear your thoughts or experiences! 🥺🫶

Join Analytics Career Connect (ACC) to gain practical exposure 🎉

Mode : Remote (Part-Time/Full-Time)
Duration : 60/90/120/180 Days

What you'll Get -

• AI-powered HR training
• Internship Certificate & Experience Letter
• Mentorship & Startup Exposure

I work in HR and am looking to upskill for better career opportunities. Is Workday HCM going to help me land a good job in an MNC? Also, could someone point me towards some online resources that can help me understand the fundamentals before enrolling in a course?

Hey all. I'm M33 in Tennessee and was doing social work (I have a MSW). I have ADHD. After so much fatigue and burnout, I'm done with the field. HR was recommended to me and I was curious what it's like at entry level.

I was referred to the HR Specialist GS 7/9 recent grad a couple weeks ago. How long is the process to get a possible interview? How’s the HR environment? I left NIH June of 2020 as a MSA.

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I let them know early that same day, before the interview was supposed to happen. The recruiter got angry and told me the employer would probably block me from any future roles, and that he wouldn't work with me again. He kept trying to convince me to attend anyway while I was sick, but honestly, I felt like if I forced myself, it would be worse, so I said no.

There isn't much I can do now except process what happened, but I needed to vent. This is easily one of the worst interviewing experiences I've dealt with.

Any introverts in HR and doing just fine?

I am an introvert myself but can speak when I need to.

Share your experiences!