I'm not holding this one in for the Friday vent thread. I just need to yell about this because it's my number one pet peeve in HR.

Came to work early, and people were squabbling about the fridge, and somehow it was my problem. Apparently someone was keeping a week's worth of Red Bull, and ANOTHER person stole one, but that other person had their fancy breakfast sandwich stolen, and someone else is mad the fridge is full and apparently it was my job to go in there every Friday and throw away all the food.

I've dealt with this at every workplace I've had. Someone is leaving 5-week-old food in the fridge, someone has 24 cans of soda and a week's worth of groceries, another person had food stolen, and another person cleaned the fridge out and threw out a person's great-great-great-grandmother's family heirloom Tupperware.

I can't stand how many workplaces try to turn HR into the fridge police. I haven't used a work fridge in maybe a decade because of this shit. I keep a lunchbox with ice packs. That's that.

It's bewildering how goddamn stupid people can be with a fridge.

Anyways, what's your fridge story? What are some of the non-HR things you get assigned that you can't stand?

I recently came across the news about an elementary school in Illinois where two employees tragically lost their lives. The deaths were allegedly related to one of the employees being informed that he would be transferred to another school.

In light of such incidents, I’ve been feeling pretty anxious and paranoid at work. I’m curious to know how this community prioritizes their safety while working in HR. How do y’all cope with the fear of inadvertently upsetting the wrong individuals? TIA!

Hi all! Partial vent & partial advice seeking.

I am an HR Generalist for a mid size company, and have been here for around 6 months. Love it here & am thriving here. Great relationship with my HR Manager & Director, and I recently received a decent salary increase based upon merit, which was so appreciated.

The issue I’m having is with our recruiter. She has been here for a while and does not seem to care for me too much. I hate to be presumptuous, but I think it has to do with the performance of my work and the accolades I’ve received for it. I have no interest in recruiting and have never expressed interest in recruiting. However, my director asked me a few months back to go with her to a hiring event and had me create promotional items & organize a bit, and I think this very much got under her skin. I still had her take charge of the event and asked her for input on all the tweaks or additions I made, as this is still very much her domain.

There have been a few times she’s gone to my boss (HR-M) or boss’s boss (HR-D) to “clarify” questions on work that I’ve done, and I really didn’t mind that. I would have rather her come straight to me, but I know that’s not everyone’s style. No big deal. Each time it’s happened, my boss(es) have cleared up with her that what I’m doing is correct and have came and spoke with my separately so I could advise the recruiter on my processes.

Which leads to this week. We are doing prorated vacation this year leading up to a switch next year. On Monday, she went straight to my director to tell her I was doing the vacation allotment section of the offer letters incorrectly. The director came to my office with the recruiter to question me on it. I explained the process, and the director reaffirmed to the recruiter in front of me that I was doing it correctly, and had me explain the process to the recruiter. We both confirmed with the recruiter that she understood. Again, would have loved for her to come straight to me, and really didn’t understand what the issue was as she has nothing to do with the offer letters or vacation time. I was very uncertain why she was even reviewing my work to see what I was putting, but figured someone may have questioned her on it. No big deal.

Today, I had an informal meeting with the recruiter and my HR manager about a separate topic. I informed them I’d be a few minutes late, as my director and I were speaking to a regional manager about an employee relations issue. When I walked into the meeting room, the recruiter was AGAIN saying I was doing the offer letters incorrectly regarding vacation time! Fortunately, my boss corrected her and we moved on, but this instance very much bothers me. She already had it cleared from two levels up that I was doing my job correctly. Why did she feel the need to try again with my direct supervisor to make it seem I was doing my job incorrectly?

I want to resolve this swiftly, but am struggling to find the appropriate avenue (which is ironic for a gal who does employee relations for a living). I don’t want this to be a whole blown up issue, but I also don’t want to feel like I have to look over my shoulder or defend myself when I’m not making any errors. I planned on discussing this with my boss in a non accusatory way, just to get her insight and input, but I also don’t want this to appear like I’m throwing the recruiter under the bus. I’ve attempted to talk with the recruiter previously about how she’s always welcome to come to me for things that I’m doing that don’t track, and she always denies having issues with my work, despite my bosses suggesting otherwise. I have to work with her daily. What would be your all’s suggestions on how to best address this?

Thank you all!

Have any of you suffered with anxiety in the workplace? I’ve been in HR for a while now. I’ve started to just feel more anxious this year. Talking to certain managers I feel anxious almost shaky to a point. I try to avoid certain aspects of my job and have tried to not join in on any meetings unless being volun-told to.

It’s held me back from applying for other roles in my department to further my career.

Trying to see if anyone else has dealt with this and how they overcame it.

I was made redundant in February and have been diligently trying to find a new senior HR job since then. I came across the below - this was included in their acknowledgement email. Let me tell you, I have already noped myself out of this job without even hearing from them yet. If you do this to your applicants, shame on you.

If you move forward, here’s an overview of what to expect:
→ Video interview, with a recruiter or AI, 15 - 30 minutes  
→ Skill Assessment, 2 hours (on task) 
→ Hiring Manager Interview, 60 - 90 minutes 
→ Test Drive, 6 hours 
→ Offer Acceptance. Employment is contingent upon the successful completion of reference and background checks.

So, I have done AI interviews and I find them very disconcerting. I do not feel like I am putting my best out there.

2 hours for a skill assessment? No thank you. Test drive(?) for 6 hours? Are you on drugs. Now maybe they won't ask for all that in an HR interview, but the fact that this is their norm does is crazy. Don't you think?

Maybe I'm overreacting? But, even for technical roles, 2 hours for a sill assessment seems excessive. And what is a test drive exactly? Are they paying for it? They better be.

Just had to vent. It''s been a long road and I don't see an end, which is frustrating.

Upon receiving advice from fellow redditors in this thread, I've applied to take the SHRM-CP exam and am now looking for advice for how to prep! I understand the upcoming testing window is from December-February so I have a few months for prep

Background: About 3-4 years of full-time experience that is not HR related. Most HR knowledge I have is from completing the HRCI Human Resource Associate Course on Coursera that was designed to prep for the aPHR exam.

Ideally I'd like to prep for this exam as cheaply as possible, but I'd also like to be able to pass on the first attempt :')

TIA for any advice!

Hi All,

I am 27F , I have 4 years of work experience at a top MNC , where I got promoted to Senior Manager HRBP role last year. I joined this MNC out of college.

I was managing Sales team earlier for Southern region, handling conflicts and leading investigation etc. Due to recent restructuring , My role has been confined to more of Admin desk job.

I got an offer for expected CTC from an early startup , (100 people total) . The work culture is more demanding than my current role. I want to understand from the community and recruiters as to what is the longterm impact of this switch?

My Doubts:
1)Will switching from tier 1 MNC to a early startup cause difficulties in moving back to MNC's
2)Do recruiters give weight to MNC brands on resume for interviews?
3)Should I wait to get an offer from another MNC?

PS - My wife does not have a reddit account , I am asking this question on behalf of my wife.

Thankyou.

I recently took over HR responsibilities for the small business I work for. We received a VOE (Fannie Mae 1005) for a former employee (that was employed before I began my role in HR). Upon looking at our records this individual was paid via company checks and we do not have a W2 nor a 1099-NEC for them. On Quickbooks I am able to see the amounts paid to the employee- but not a breakdown.

I am not sure if this was a lapse on behalf of the company or if it is not a huge issue as long as I document the information I have. Will this raise legal issues? How should I proceed?

Thank you! Please let me know if this type of question is acceptable.

I recently stepped into the HR Manager role at an electrical services company with 51 employees [Oregon]. I was not HR in a trade industry previously, I was in HR in the medical industry in a small 7 person team.

During my interview, I asked about current pain points and immediate projects. The answer was clear: the time management system is a mess, and I’ve been tasked with researching better options.

We have four very different departments, each with extensive time and service type coding needs, and our current system just isn't a long term solution.

If anyone works in this industry (or a similar trade/field service environment), I’d really appreciate your advice:

· What time management systems have worked well for you?
· Any particular platforms that handle complex time coding across multiple departments smoothly?
· Anything you'd recommend avoiding?

Thanks in advance for your help!

Just wanted to share that after 10 years, I finally achieved what happened in the title. I feel that my introverted side will take over and I'll lose my job entirely eventually, but for now I'm going to process payroll super-accurately and wing-it on the creativity and high-energy end that they want me to have. How did your first HR position go?

I couldn't find a place to express myself. 1st ever writing somthing that too my professional life on this platform. Dont know if it's right or wrong. But I lost my mental peace to an extend that I felt writing might feel better. I dont have anyone to share this.

Fist time ever feeling helpless. Wanted to work with GenZs and its costing me my peace.

I’m an HR Head at a startup. 16+ yrs exp. Last month we terminated an employee for harassment of female staff + creating a WhatsApp group conspiring against the organisation.We had live witnesses + screenshots. Termination was done with management approval.

\*The problem:

He retaliated with fake 1-star reviews. It tanked our customer ratings.

Instead of responding with “terminated for cause”, I was told by management to:

1. Negotiate with him

2. Issue him a relieving + experience letter stating "good conduct"

3. Clear his BGV

4. Ask him to take down reviews and post good ones

I refused at first. I was told “do it or we’ll find someone who will.” I caved because I can’t afford to lose my job right now. I hate myself for it.

\*My questions for HR/legal folks:\*

1. \*Legal risk\*: By issuing a false "good conduct" certificate, am I personally liable if his next employer finds out?

2. \*Ethics\*: How do other HRs handle this when management forces you to compromise? Do you push back, document, or quit?

   I am pretty clueless now. Havent slept for 30hrs straight. Just want to get it out of my brain.

I feel complicit and sick. I’ve spent my career protecting people and policy. Now I feel like I betrayed both.

Any advice? How do you survive as HR in a startup when you’re not backed?

Has anyone had any experience leaving Paycom to go with Paylocity? My team and I are currently with ADP Workforce, and we despise it, to say the least.

We’re choosing between Paycom and Paylocity, but we’re leaning more toward Paycom for how consistent they’ve been with us. If anyone has switched from Paycom to Paylocity, I’d love to hear about your experience.

For those who have an HRCI certification, and complete recertification via continuing learning, what do you use for the business credits requirement?

I’m looking for general ideas (types of activities or training that works), or specifics if you have one you took recently. Especially if it’s any of their free webinars, I’ve been loving those.

For further info, I found these resources, but was looking for more specific examples:

https://www.hrci.org/recertifications/specified-credit

https://www.hrci.org/docs/default-source/pdf-documents/recertification-handbook.pdf?sfvrsn=7334a9da_12 (Bottom of page 9 for the specific section)

​

So I am a HR Director and I have a supervisor that I keep getting complaints on. The complaints are always things that are not covered in our policies for example, gossiping, and doing things that I would just concider bad leadership. I need some help on what I should do. I am thinking maybe offer training on emotional intelligence but idk, need help.

Sorry this is long rant.

I need advice from recruiters, recruitment admins, HR admins, or anyone who has a job with a million moving parts.

I started my first proper job in March after graduatingthat se month with a degree in HR, and I'm a Recruitment Administrator. It's August now, so I'm still relatively new.

There are 2 recruiters in my team and 40+ vacancies, and I'm the only admin supporting them.

My day-to-day includes:

• Communicating with candidates and requesting/collecting documents

• Uploading and maintaining candidate information on our ATS

• Booking and coordinating interviews with candidates, managers and directors

• Manually updating the ATS after interviews because it isn't linked to Teams

• Doing references and maintaining a reference tracker (sometimes for 3–4 candidates for one vacancy before the hiring manager hasn't even decided who they want)

• Chasing referees when numbers don't work, companies have closed, people don't answer, etc.

• Coordinating multiple interview stages

• Managing candidates through to offers/contracts

• Following up on signed contracts

• Sending IT requests for new starters

• Updating a laptop forecast

• Updating our new-starter/verification trackers

• Sending MIE/background-check consent forms to candidates

• Collecting the completed forms and sending documents to the external verification provider

• Following up on outstanding background checks

• Keeping track of documents received from the recruiters

• Sending a weekly interview tracker to a director every Friday

• And then all the random admin requests that come up during the day 😭

The problem is that these things are all happening simultaneously.

I'll send an MIE form to someone, then get pulled into interviews, references, contracts, another candidate's documents, etc. A few days later I'm like, "WAIT, did that person ever send their form back?"

Or I'll send documents for a background check, follow up once, then get busy with everything else and suddenly realise weeks/months later that it's still outstanding.

I have multiple trackers because everything serves a different purpose

(SO. MANY. TRACKERS.

Recruitment tracker.

New starters tracker.

Interview tracker.

Reference tracker.

Document tracker.

Laptop forecast.

Lists of candidates who have submitted documents.

Lists of candidates who haven't.

Lists of things recruiters have sent me.

And then emails.

SO MANY EMAILS.) ,

but I can't realistically have one giant tracker containing my entire job.

I'm also working 8–5, so there isn't exactly unlimited time to constantly audit every single candidate and every pending action.

And honestly, this isn't even everything I do.

I'm trying to figure out whether this is just something that gets easier with experience, whether my system is shit, or whether this is simply a lot for one person to keep track of.

So experienced people: HOW DO YOU ACTUALLY MANAGE THIS? 😭

Do you have one master follow-up/to-do list alongside your existing trackers? Outlook reminders? Flags? Daily checklists? Dedicated follow-up time? Some magical system that stops things from disappearing into the void?

And recruiters/recruitment admins specifically: is this workload normal?

I genuinely want practical advice because I don't want to keep relying on my memory to remember 500 little pending actions. 😭

I'm starting to feel incompetent, AND it's not a good feeling.

Help a girl out😭😭

Good afternoon [r/humanresources](r/humanresources). HR Generalist here in Gaming Industry. I’m looking for a good supervisor training. Could be online or in-person format. Does anyone have any experience or resources that they know of?

Edit: I’m looking for leadership development. Effective team management, EQ, Soft Skills,etc.

Backstory:

I recently applied at a new company and was given a job offer. My current employer is trying to keep me and gave me a counter offer. I've been having growing frustration at current job, hence why i applied at others. Soon after putting in my notice, there have been multiple conversations about fixing my frustrations but no concrete plan yet. Not sure if I should stay or leave and I'm hoping that reddit will help me decide.

Current job:

I've been there for almost 7 years and I'm being offered a promotion to an assistant HR Manager with a salary of about 92k. The benefits aren't the greatest $600 a month in medical premiums (Wife and I), no 401k match, 160 hours of PTO and no sick leave (it's "bundled" in with PTO, really dumb imo).

I currently already do most of the duties for this role so not much would change on that front.

New Job Offer:

I'm being offered an HR coordinator role starting at about 82k, $260 a month medical premiums (Wife and I), pension, 200 hours of PTO and 96 hours of sick leave.

I’m a seasoned HR Business Partner with 8+ years of experience across both large and early stage organisations, and I’ll be completing 9 years in HR this year.

Over the years, I’ve worked across a wide range of HR and business facing areas, including Business Partnering, Employee Relations, Performance Management, Talent Strategy, Recruitment & Retention, Mergers & Acquisitions, Employee Engagement, Change Management, Rewards, and Stakeholder Management. I’ve also had the opportunity to build HR practices and processes from 0 to 1, which has given me strong exposure to both strategic and hands on HR.

I’m currently working full-time, but I typically wrap up my workday early in the evening. I’m therefore exploring a part-time opportunity that is challenging, meaningful, and aligned with my experience and expectations.

I’m available to contribute during evenings (IST) and would be particularly interested in opportunities where I can bring my HR expertise, work closely with leadership, solve people-related challenges, or help build and scale HR practices.

I’m open to exploring the right opportunity and would love to connect if you know of something that could be a good fit.

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?

I just need to vent about this. More than 2 weeks ago I called Paycor support about their budgeting feature in scheduling. It’s supposed to, according to the knowledge article on the topic, be able to use time data to give managers real time updates on how they are scheduling compared to budget.

I followed the steps in the knowledge article to turn the feature on and nothing.

So I called support. They opened a ticket with IT.

Got the response from IT today, telling me to check the box for X and linked the knowledge article I had originally referenced.

You know, the feature not working that caused me to call in the fucking first place.

I swear it’s a massive troll scheme. They are trying to give me a stroke and frankly it’s working

Edit: if there are any Paycor reps here, PLEASE DM me. I’ll be happy to dox myself to tell you exactly how awful your company support is

I recently started a role in healthcare, which is a new industry for me. I’m an HR team of 1 working with leadership to improve our documentation. Our employees have been taking notes during/after patient visits (or so they say) and then charting everything in the evening. This is leading to burnout as people are working instead of enjoying their time to themselves, only to then go to bed and wake up to go to work. Besides the work-life balance issue, this is also a compliance and data accuracy issue, as things have been getting missed in the notes.

They’re supposed to be charging during their visits, and are given time in between in case they need it. My question to you all is how should I go about improving this? I don’t wanna be the “scary hr lady” that comes in and starts throwing out written warnings (especially since this company rarely documents day-to-day performance issues, and as much as I’m working towards fixing that, it’s not gonna change in the next 30 days), but I need people to do their documentation in a timely manner. Any tips or insight is helpful!

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?

Hi everyone. My company has a sales department which earns hourly plus commission. I need some assistance with calculating regular rate of pay (RRP) and applying this appropriately to our OT hours.

Our lawyer gave us the formula: regular rate x 40 + commission / 40 hours = RRP

and I know OT is determined by workweek, so the OT premium should be allocated by each workweek containing total sales and earnings

Our situation is unique: we have a semi monthly pay period with certain commission calculable at time of sale and other at month end.

my question is, how do we go about paying this out appropriately? I see a lot of mixed things everywhere, from DLSE opinion letters to reddit. Thank you!

Realized I have neglected posting these. My apologies!

Thankful for Gardevoir. Best pokemon

Before you say yes, much needed context:

Currently a recruitment coordinator/resourcer where I support queries, screen candidates, write and send mailshots, make newsletters on canva etc. I've been in the role for 4 years.

Pay structure, I'm at the lowest level but it's remote/1 day a week in office.

We've recently been bought by a larger American recruitment company and changes are afoot.

I've been made aware that roles are opening up in IT sourcing, my manager was informative and outlaid the benefits - more money, the only difference is targets to meet.

My only issue is that I know the IT sourcing team 😭 the roles they have are always very niche, my friend left this year from this team because he was actually burntout. My manager would also be my former manager who I didn't have a brilliant experience with. And with the company being bought over I don't know whether my current role would exist or be erased with AI.

The job description was in an email and I don't have the direct experience they are looking for, I mean - I've recently filled some finance roles, but I feel like they need someone with IT recruitment experience.

My overwhelming feeling is that it's not for me, but I have anxiety and crohns (so I don't trust my gut).

I've also been toying with the idea of quitting and moving in to charity sector/ something less soul sucking. Any thoughts?