r/HRAustralia

A year ago I was a HR Manager and a shareholder. I made a decision based on survival to leave and focus on my health. I have experience, I thought I would find an amazing job with a great culture and thrive in ways I hadn’t before but boy was I wrong. I was not expecting applying for endless jobs even ones I am over qualified for, to not even have a screening call. At this stage I’m not sure I’ll even be able to find a job in retail. I have enough savings to cover another 2 months max.

For those in a similar situation how are you coping? After a year working on my health I feel like I now, with this pressure and stress and uncertainty for the future I am actually worse off than when I left my last role

I have an opportunity to join a construction project but it’s fixed term and goes until 2028. I am an advisor and want to one day work my way up, potentially to HRBP role.

I’ve always been in corporate. I want to keep learning and developing. But my concern is the fixed term component.

Can anyone shed some light? I am feeling lost right now on which direction to take.

I always find attitude quite subjective. How would you manage a scenario where a manager has made claims that an employee was giving them attitude? Or just claims of bad attitude in general.

For example, a step-in management has given a direction for an employee to attend a different team meeting as the employee was late to work and couldn’t attend their one. The employee does attend but makes comments of, “I already know what the meeting is about,” and the employee is being perceived as argumentative and dismissive by management.

My manager handled this case and went straight for disciplinary action to a written warning. I read the notes made in the meeting and it seemed the employee was advising they knew what the meeting will be about as their team gave them a heads up.

I always found attitude to be subjective unless there’s observable behaviour. This employee has a personality and communication clash with management - they’re both blunt individuals.

There were no prior concerns about the employees attitude or behaviour and no discussions were had. No one else had reported the behaviour. My manager said she based the information on how trustworthy management is.

I am curious as to how you guys deal with ER cases based around attitude.

I feel this would be more a coaching session more than a write up.

Yes, so as the question says, let’s say I’ve left a job not in the best terms. Will HR still contact my previous employer if I don’t wish to use them as reference?

Hi!

When you terminate within probation, do you:

1. Provide employee 24-hours notice to an invitation.
2. Do you explain further why they were terminated? What if it was due to not being a culture fit?

Thanks!

I’m an HR Manager looking for recommendations for a reputable external workplace investigator. We’ve received a complaint involving a member of our small HR team, and need to engage an external investigator.

I'd prefer an agency with a strong reputation and processes and a good turnaround time, as it’s very time sensitive.

I’ve never engaged an external investigator before, so any personal experiences, recommendations, or HR companies to avoid would be really helpful.

Usually, I get the typical “I am feeling stressed and this is making me feel stressed,” but there was a case my manager dealt with yesterday while I was on AL.

Employee was invited to a disciplinary meeting (potentially a written warning outcome) then an hour later started telling people they are suicidal etc.

I am curious as to how people in HR would deal with this if they have experienced this.