r/human_resources

I was hired for a position in a hospital back in may I completed my onboarding, fingerprinting and background check may 21st. My start date was supposed to initially June 15th it was pushed back to July 6th and now again to July 20th. I’m still pending HR clearance this is starting to worry me. I do have a pending charge which I was honest about on my application so idk if that’s the reason but I think they would’ve contacted me about my background check by now…

I work for a small company in a very nitch service industry. We operate three locations within a single small state. There are a total of six licensed FT employees, two FT support staffers and handful of per diem employees. The company is owned and operated by a single individual.
The issue is that the owner refuses to manage our team. If there are employee conflicts, he insists that we handle them on our own directly at the source. He does not act on concerns brought to his attention and will not address problem employees in any fashion unless the issue is legally problematic. His primarily focus is on networking with other industry professionals nationwide and he is often absent from our daily operations. The entire dynamic is causing a great deal of conflict and stress in the workplace. Many, if not all, of the employees are at the breaking point. To make matters worse, a recent hire is exploiting the situation and causing things to spiral. As many of the employees see me as a sounding board who confidently speaks her mind, I have approached the owner on many occasions with our concerns as well as the recent hire with my personal observations.
Is this the new management standard employees should expect? I find this extremely unfair as I did not choose to pursue a degree in HR/management, nor did my coworkers. The owner is intent on expanding, so I anticipate staff relations will continue to deteriorate as responsibilities and workloads increase. What can we do as employees to engage our owner to become an effective manage?

I'm curious how recruiters spend their day.

Between sourcing, interviewing, candidate communication, scheduling, updating the ATS, follow-ups, and other admin tasks, what percentage of your day is actually spent recruiting versus managing everything around the process?

If you could eliminate one admin task tomorrow, what would it be?

exploring software that does all like goal setting , feedback survey etc

options i have checked but love to know more

15five
pulsewise
lattice

We're a mid size company and our current payroll and HRIS system is pretty outdated. Our HR team has been tasked with finding a replacement but honestly the research process is overwhelming... there's so many vendors out there. The biggest challenge we're facing is getting actual pricing information upfront and figuring out which platforms would actually fit our needs without having to sit through endless sales demos. We need something that can help us compare different hr software options with real user feedback and transparent cost estimates. Has anyone found a good platform or service that specializes in helping companies evaluate and purchase HRIS solutions? Looking for somewhere that can streamline this whole vendor selection process.

I've noticed that many people assume HR professionals need to be outgoing and highly extroverted. But I've also worked with introverted recruiters who were excellent listeners, built strong candidate relationships, and consistently made great hires.

In your experience, does personality type really make a difference in HR, or are skills like communication, empathy, and understanding people more important?

I'd love to hear perspectives from recruiters, hiring managers, and candidates.

been auditing our employee recognition spend and the platform fees are getting silly. one vendor wants $400 a month before we even buy anything, another has a $2k onboarding fee that doesnt include any actual gifts.

For context: there were around 180 employees, mix of in office and remote, and we do anniversary gifts, new hire kits, and a holiday thing. not a massive program but consistent volume.

Looking for something where we pay for the gifts and thats basically it. small markup is fine, im just done with the saas style pricing where im paying monthly whether we use the platform or not.

what are folks using that doesnt have those upfront costs?

Whether it's communication, interview structure, feedback, timelines, or something else what single improvement would have the biggest positive impact for both candidates and recruiters? I'm interested in hearing perspectives from HR professionals and hiring managers.

Hi all, am over 50(F) , in London, single mom, right to work in UK, in a big brand as Regional HR lead and there is a chance that my role will be eliminated. Having done the opposite for years, I am not prepared for the exit and what to do next, have not enough savings for not to work as well

Not sure of joining a big Corporate again but want to find opportunities in mid size or startups . Would love to hear your stories if you have been there, in my shows and any advice you can have for me. Also need a good solicitor recommendation in case I need it , thank you for all your suggestions

I can find "Full time" , "Part-time" and "On-Call" , in multiple Legal books, but not "flex".

I still can't believe how I got to this point in my career.

I recently got hired by a company in BGC as their HR Manager, and honestly, I never imagined I'd land a managerial role. This is my first management position, and the salary increase is unbelievable—it's 3x what I was earning in my previous job. It made me realize that your resume, your experience, and how you present yourself during the hiring process really do make a huge difference. During the interview, I was honest. I told them I had almost eight years of relevant experience, even though I had been a job hopper. I explained that I kept moving because I wasn't satisfied with the compensation and work environment. Instead of trying to hide it, I owned my story.

At that point, I was already thinking, "I probably won't get this managerial position anyway." So I decided to give it my all. I shared everything I knew about HR, from recruitment and onboarding to employee relations, compliance, labor law, payroll, performance management, and offboarding. I didn't hold back.

The truth is, I don't have a long list of certifications or seminars. What I have is hands on experience, continuous learning and determination to do the job well.

If there's one piece of advice I can give, it's this: Invest time in your resume. Put a strong professional summary at the top. Highlight your years of experience, areas of expertise, HR systems and tools you're familiar with, and other relevant skills such as policy drafting, documentation, compliance, and proofreading. That was one of the first things the hiring manager and CEO focused on.
Most importantly, make sure you truly know what you've written on your resume. During the interview, don't just answer questions, share insights, demonstrate your knowledge, and show them the value you can bring. Sometimes, what sets you apart is offering perspectives they haven't heard before.

After my interviews with the CEO and HR, I was shocked. They immediately sent me the job offer, employment contract, and pre-employment requirements. I was literally jumping for joy, asking myself, "Is this really happening?"

Tomorrow is my first day, and I'm definitely nervous. But I'm also incredibly grateful for this opportunity.
Here's to new beginnings. We can do this.

Nothing is impossible. ❤️

In my company most internal updates still go through email. We have office staff and also frontline teams like store staff, warehouse staff and field workers.

The problem is that many frontline employees do not check email during the day so they often miss updates like new rules, training, or company news. Most of the time they only find out later from managers or coworkers which slows things down and creates confusion.

We have also tried WhatsApp groups for quick updates but once the team gets bigger it becomes hard to manage. Messages pile up and important updates get missed.

How do other HR teams handle this in real companies when dealing with large frontline teams?

Most employees have different interests, ages, lifestyles, and preferences.

So why do companies still give the same gift to everyone often with the company logo on it?

What's the reasoning behind that approach?

I am currently a student in an MSW program, and i am basically regretting everything. i used to want to go into therapy, but i am already so burnt out. my mother has been in hr for over two decades, and thinking i want to pivot to this. what would en entry level hr position look like, and how would i go about applying for that? i feel like you either need 2+ years of experience in hr or a degree. someone please help!!