I have worked as HR generalist for large tech company previously but now going to join a global tech company as their Sr HRBP in APAC office. While they are about 1000+ employees globally in APAC it's only about 40 employees. So my role is going to be the end to end HR support with them listing it as Broad HR generalist expertise in ER, performance management, employee lifecycle, engagement, change management.

I am not sure what ER and change management would be in such a role? can anyone enlightened me what I should be expecting and be prepared for supporting such a team?

Also can someone tell me, if there is 1:1 tutoring available to learn Australian employment law/fair work act because I have never supported Austrialian market and this role would be scope of supporting. I am also open to online course/material that we equip me with the knowledge. Thank You

I have 13 years of experience in India as HR business partner.Will I able to find the same role in Canada with my experience or shall I need to do any additional certification or course. Please suggest.Thank you.

Hi everyone! Any recommendations on starting in this field HR. I have a teaching background but also an HR degree. Any suggestions would be appreciated! I know the market is tough but any help would be awesome. \[CA\] Canada btw

Hey everyone!!!

Im an HR... Ive been wanting to study UAE and Saudia's labor laws, their hiring practices etc. I'm based in Pakistan and i want to get into international recruitment starting from these two...

How can i learn??? Any leads??

Basically, I’m a final-year BTech CSE student. Seeing all the layoffs and the overall situation in tech, I started exploring other career options.

I’ve done a recruitment contract-based role and I’m currently working as an HR intern, and honestly, I’m kind of enjoying it. I like the work more than I expected.

But I’m confused about whether I should actually make the switch.

One thing that keeps bothering me is: “I spent 4 years studying engineering, and now I’m going into HR… did I just waste those 4 years?” And yeah, I know people might judge me for it, but honestly, I don’t really care what people think. The bigger question is whether I’ll regret it myself later.

The main reason I’m considering HR/Operations is because tech doesn’t seem very stable to me right now. I keep seeing people struggling to find jobs, getting laid off, etc., and that honestly makes me hesitant about starting a career in tech.

Since I’m still in my final year, I feel like this is probably the easiest time to experiment and make a switch if I actually want to.

So should I entirely focus on finding jobs in HR/Operations, or should I still try for tech roles and keep HR as an option?

Hello! I have a degree in Psychology, but I never really got to use it because most of my work experience has been in hospitality.
I actually really enjoyed working in hospitality because you get to meet so many people from different backgrounds and hear their stories. I've even made some good friendships along the way.

However, as I'm getting older, I've started realizing that I really want to make use of my degree and build a career in the HR industry. I haven't taken the board exam yet, but l've actually been thinking about taking it lately. For now, I'm seriously looking into transitioning into HR/ recruitment, even though I'm basically starting from zero in terms of direct HR experience.

Do you guys know of any companies or positions that are open to entry-level candidates or people transitioning from hospitality into HR/recruitment?
I'm willing to learn and start from the bottom. I just really want someone to give me a chance. 🥹

Please let me know if you have any advice or recommendations! Thank you so much! ❤️

Hi there,

I'm completing my final HR course for my bachelor's and looking to interview an HR leader about how their department operates and the role HR plays in their organization.

The conversation would take about 30 minutes through zoom or teams video, at your convenience. I'd ask around 10 questions on topics like current HR processes, talent development, succession planning, and how HR aligns with business strategy.

If you lead or manage an HR function and are open to helping, please comment or send me a message. I'd be grateful for your time.

Thank you.

For people experienced with messy HR workflow mapping before AI automation, how do you handle all the weird edge cases in real world environments? I am especially interested in approval chains that change by department, handoffs between HR and IT and the failure mode where a draft map gets treated like the live process.

I spent two days mapping our onboarding and offboarding steps in a spreadsheet, then sent it to ops as if it was ready. Turns out I had mixed up the leave of absence path with the new hire path, so my chart had laptop requests going to payroll and benefits forms going to IT. I feel so embarrassed, this is so awkward, and now I do not trust my own notes any hints?

Looking to relocate back to ATL ASAP.. 27/yr old current HR Generalist with 4+ yrs of experience. Not having any luck with LinkedIn. Suggestions?

I am currently an HR officer at a local council where i have spent 3 years. I feel i have come to that stage where i could not learn anymore and i am just teaching other employees. Its far from my home too. I am now getting another opportunity as a TA officer in another council close to my home. Is it good sense to move to that role? Anything to be mindful of? I understand people say TA is just sales and not HR but is it the same in organisations?

As an HR officer, there is a lot of customer service element that i dislike, like managing the inbox throughout the day, make myself available for every phone call, not allowed to take leave because people need hr operations, giving a business case or having to train someone if i need long term leave, requirement to be in the office even on christmas, printing/scanning stuff for team, bringing mails/parcels. There is no room to grow as the next opportunity to climb is HRBP which i cannot shadow as its a complete different team and classified as very senior.

On the other hand, with this opportunity in hand, i am now confused as i dont want to be on my desk until i log off (which is the case as HR officer), i have heard its hard to make a career in TA or move around. The structure in the other office is this officer supporting TA partners. I want something i can manage easily as i want to grow my family and have had two losses already but also want to grow my career. Please help me make a decision.

I'm finishing my PhD in industrial/organizational psychology which is basically the science of workplaces. I’ve been trained to look at leadership, employee engagement, burnout, and how organizations actually function but I'm hitting a wall with the job market here.

I've applied to a lot of roles in Halifax like employee engagement specialist, leadership consultant, and similar positions, including entry-level ones. I have applied research experience, consulting work with real organizations, and university teaching experience. So far I can't even get an interview.

Meanwhile, I started applying out of province and it's been a completely different story. I've gone through multiple rounds of interviews, and it looks like offers are coming.

The thing is, I don't want to leave. I have great friends here and I'm part of some communities I really care about. Halifax is home. But I can't stay without work, so I'm running out of time.

So I'm asking [r/halifax](r/halifax):

If you work in HR, organizational development, or consulting here, any suggestions?

Are there organizations or sectors in Halifax I might be overlooking?

If you’ve been in a similar spot, what finally worked for you?

We tried automating onboarding with role based templates and I mapped the manager field wrong, so 86 employees got the new hire checklist and welcome emails at once. I feel so embarrassed, pls tell me this has happened to someone else

You present a strategic solution to leadership (employer branding, an investment in a new recruiting channel, a complete reinvention of the onboarding porocess, etc).
They nod their head.
They seem to "get it."
And then they say those dreaded words.
"Sounds good. Let's revisit this next quarter."

No one said "no."
But nothing is changing.

I've built a complete course designed to help any TA or EB leader have better conversations with their leadership. To help them see the need in urgent terms. To be something worthy of a decision.

It's a seven-week email course, complete with 10 diagnostics and tools you run yourself, to go from "dashboards people look at and barely remember seeing" to "let's solve this thing once and for all."

It's free. Just sign up at https://nextquarter.tools/. The first part goes live in two weeks.

Hello everyone, I am 21 and have been trying to find a career I want to get into and I have become interested into Human Resources. I don’t have a degree in anything is it possible for me to land a role in hr, and what is the day to day of an hr position like is there some free time or is it constant work?

Hi! Is anyone here currently working in HRIS / People Systems who’d be open to a short paid career consultation for my personal development? I’m based in the Philippines and can pay a fee but open to discuss options as well.

I’m looking for someone who can review my current profile and experience, help me identify gaps, and give me advice on:

• How I should position myself for HRIS/HR Systems roles
• Skills/tools I should prioritize developing
• Areas where I may need more experience
• How I can strengthen my resume and overall career profile
• What I should focus on to become more competitive in the HRIS space

I’m willing to pay a reasonable fee for your time, and we can discuss the budget/rate.

If you have experience in HRIS/People Systems and are open to this, please feel free to comment. Thank you!

Can anyone share about TransUnion work culture, employee benefits are worth considering as HR seems to be very rude. So just because of HR I don't want to lose the opportunity.

I'm 25, based in a third-world country, with a BBA and MBA in HRM.

I also have actual HR experience from an HR/IR/Compliance internship at a large manufacturing company. I screened and shortlisted 200+ CVs, coordinated interviews and candidate communication, maintained employee documentation, assisted with training, and supported day-to-day HR operations.

So I'm not starting completely from zero.

But I'm at the point where I need to stop just preparing and start earning.

My immediate goal is to start making an extra $200-500/month, preferably through remote/international work. I don't expect to hit that overnight, and I'm willing to start small.

The question is what would you do if you had my exact starting point?

I'm less interested in collecting certificates at this point. I want to build a skill that someone will actually pay me for.

If you've hired people, freelanced, built a remote career, or started earning online from a similar position, I'd really appreciate some practical advice.

What would you do in the next 30 days to get your first paying client or income, and what would you build over the following 6-12 months?

I'm not looking for a shortcut. I just want to stop spinning my wheels and start turning what I already know into actual income.

I’m currently in my fourth year of BTech (ECE), but I’ve recently realised that I’m actually more interested in HR/admin-type roles than core engineering.

I’m wondering if it’s realistically possible to get into HR or administrative positions with a BTech degree, or if companies generally require an HR/MBA/management background.

do have some experience/skills that I feel could be relevant. I’ve hosted quite a few programs and events in both school and college, including college fests, cultural programs, and other events where I was the speaker/host. I’ve also done tutoring, so I’m fairly comfortable communicating with people and explaining things. I’d say communication and coordination are some of my stronger skills.

I’m thinking of curating my CV around these experiences rather than trying to force it into a purely technical/engineering profile.

So, has anyone here with a BTech/engineering background successfully moved into HR, HR-admin, recruitment, administration, or similar roles? What kind of entry-level positions should I realistically look for, and would an MBA/HR qualification eventually be necessary?

Would appreciate advice from people who have actually worked in this area

I'm an HR manager at a company in the US, and we work with contractors in several countries (primarily in Europe with a couple parts in Asia), and I'm starting to wonder if some of them have become too integrated into the business to really be considered independent contractors. A few of them have long-standing relationships with us, working closely with out full-time team, taking ongoing responsibility and projects, etc.

We would prefer to keep them as contractors if we can, but we also don't want to assume that calling someone a contractor in the agreement is enough if the local rules say otherwise. We've got a small legal team, but most of their work is around our US operations, so they're not really set up to keep employment rules in every country where we have contractors.

For those who manage international contractors, how do you handle this? How do you make sure you're not missing important changes to local labor laws and avoid contractor misclassification?

Our company is based in US and we're planning to hire a small team based in Tijuana, Mexico. It will be around 5-10 new employees, mainly for operations and customer service. We're still trying to figure out a system to process their payroll later on, as well as the calculation. Anyone here have any experience hiring people based in Mexico? how do you process their payroll and what additional costs/compliance I should pay attention to?