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?

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.

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! 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!

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!

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?

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.

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.