r/humanresources

For me it’s recruiting. I started in L&D and after a layoff and some pivots I’ve ended up in a recruiting & professional development role. I can’t stand recruiting and really want to stick a fork in a wall socket have the time. Fortunately I just got a new role taking a management position in employee development for a large company so I get to go do what I’m passionate ate about. Now I want to know, as an HR professional, what’s your lease favorite area of HR?

There was a point in time to where SHRM would send useful insights and I enjoyed seeing their emails come across. Now, it all seems to be product bloat. Sometimes even multiple time a day.

I don’t mind occasional and relevant product suggestions, but we’ve gone way beyond that. It seems like it’s gotten much worse over the course of the last year to the point where I do end up overlooking decent insights thinking it’s just more ad bloat.

I’m at the point to where I want to unsubscribe and end the membership for information that there are better sources for.

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I've worked in labor relations for 6 years, and I've always tried to build good relationships with union reps. When we negotiate grievances, I look for compromise where possible. I'm transparent, I don't hide information, and I respect every step of the collective agreement.

But lately I'm running into behavior that's wearing me down. Here are some examples: looking for loopholes just to make things hard for the employer, with no real value for members. Others agree to something, then change their minds later. Some also send emails to my operations director to make LR look bad.

Have you dealt with this? How do you handle it without damaging the relationship or burning yourself out?

I like my job, but this behavior is making me think about looking elsewhere.

I've been a UKG HRIS Administrator for 6 years now. I'm ready to move on and learn something else, and I'd like to relocate to NYC. Most organizations in NYC seem to be using Workday, and it seems to be a direct competitor of UKG.

For the HRIS folks here, how did you get the opportunity to learn and use another system?

Hello Everyone!

This is a question for companies that include Christmas-eve in their company-paid holidays.

I am currently planning for the 2027 company holidays.
At the current employer I work for, they provide 8 paid holidays including Christmas-Eve and Christmas.
If the holiday falls on a Saturday, the Friday preceding the holiday is observed. The Monday after is observed if the holiday falls on a Sunday.

In 2027, Christmas-Eve falls on a Friday. Christmas on a Saturday. The office would be closed on Friday, and either the Thursday preceding or Monday after would be observed.

Since Christmas is on off-week for payroll, it would not matter if the Thursday before or Monday is observed.

Per my company handbook, the owner would decide in special cases.
The owners came back to me and asked what I thought should be done.
I am unable to find whether Thursday or Monday would be favored other than preference.

What are you planning to do?

I think I've made it as far as I can go (I'm not made out for senior mgmt). I'm in big tech so despite not being very senior in levels, I'm making above 200k. I don't think I can do better than this honestly.

I get exposure to interesting projects of high complexity. I work with smart people. In a company that has invested a lot in AI (well yeah, I'm in tech) at an individual employee level and I get to experiment with tools that will change how we do things in HR. Projects that I would probably not get this much freedom to experiement if I weren't where I am. Projects that would be great for my resume.

Yet, I'm so so so tired. I took a pay cut to move to this current role to recover from burnout. It's not working. I'm constantly working on a layoff project and before the lastest is done I'm given an NDA for the next one. We have open court cases from each round as tech companies take more and more risks.

I've had multiple health scares and diagnosis recently. We don't know if it's genetics, perimenopause, stress. It just feels relentless. I really want to walk away from it all and take a break, maybe. But with how much things have advanced in only the last 6 months, I don't think I can ever reenter the job market. I'm drowning so deep I can't see the next steps.

Sorry for the ramble. I just wanted to hear from others in the profession, how you're doing? What would you do?

ETA thank you for the replies. I’m still to stick in my spiral to reply to each comment but I’m reading them

A little background:

Personally and professionally speaking, I’m not the most competitive person in the world. Honestly, I’m probably not competitive at all, which sometimes makes me feel a little at odds with our work culture in the U.S. But I do care about doing my best, both because I highly value my current role in ER and because I have a lot of respect for my new director.

She’s the first person in my career who’s shown me what good leadership actually is. She’s knowledgeable, professional, and emotionally intelligent, but she also leads with empathy, kindness, and trust. She treats us like trusted adults and partners, doesn’t micromanage, gives us autonomy, and involves us in decisions instead of making them in a silo.

This is new to me. I’m used to managers who are ego-driven, constantly looking over your shoulder, and nowhere to be found when shit hits the fan or someone comes at you. So I really appreciate having a leader who talks the talk and walks the walk. It makes me want to do my part even more & contribute to the team she’s built.

That said, I’m honestly the least experienced person on the team and one of the youngest. I am very honored I was selected for this role amongst these great professionals, but I understand I only have about two and a half years of firsthand ER experience, while my colleagues have been doing this for decades. They’re great at what they do, and I really enjoy collaborating with them. They’re also highly energetic and competitive, in a good way, but sometimes all of this makes me feel behind.

As far as my actual work goes, I’m meeting SLA expectations. We have a 14-calendar-day SLA for investigations that aren’t especially complex, and I usually close mine before that deadline. I meet the SLAs for the other work within our scope, too. I’ve probably missed one twice, with reasons like someone being on PTO/FMLA, or a leader being unavailable until they returned from travel.

Still, I recognize that I have a lot to learn. I’m only a few months into this industry, and I’m learning as I go, both about the business and about investigations.
I’d like to shadow my coworkers, but they haven’t been especially open to that. I also asked an HR leader if I could sit in on coaching conversations with particularly disgruntled or difficult employees, because handling confrontational or abrasive people is an area where I want to improve. They agreed, but I haven’t heard back about an opportunity yet.

So what can I do on my own to improve my performance and start closing that experience gap? I’m part of a highly capable, knowledgeable team, and I want to make sure I’m contributing and continuing to grow…

Onboarded someone earlier this and got to the I9 part. Looked over form and asked for docs. Should have been routine. Far from it. From El Saldor. Docs expired with extention. Date given........ until further notice. How do you enter that as an expiration date?! Called E-Verify......................No answer. Thanks immigration. Anyone have a clue how to deal with this?