r/humanresources

I have been in my current role for almost a year and a half as an HR generalist. My role has grown quite a bit and I am thinking of asking for an increase. Interested in seeing what others in similar positions are making! Also, if you were to ask for a raise, what is the percentage range you would find appropriate?

I have a HR team of now 3, one being a recruitment specialist and the other who is new and is a HR Generalist, and then there is myself who is Director.

The Generalist position is new, focus would be benefits related. I have to train her in addition to my regular duties, and am trying to fill her day but it is a bit tough as some stuff with benefits is seasonal such as open enrollment.

What kind of tasks do you have your HR Generalist do on a day to day basis?

Prior to this role I was a generalist, but that was three years ago and since then I have been doing all the generalist tasks in addition to director tasks, and have a hard time now separating out the two.

We have an employee count of 220, we are a nonprofit.

Any guidance on what her job duties could be would be greatly appreciated.

I work at a Fortune 500 company and I’ve been asking for my job description for the last year and HR has not provided one and told me that one doesn’t exist!! I’ll bullet point the details below but please ask if you have any questions because I’m really looking for advice!

-My job code does not match my coworker
-My manager denied my job equity review (since he doesn’t see the need to reclassify my role)
-The last update I got was that my job description was being rewritten, but still haven’t been provided what is in place currently
-I put in a complaint and an investigation is ongoing (3weeks already)

Idk much about job codes, but I think it’s pretty telling that something fishy is going on here. What do you think my HR professionals?

Any insight is MUCH APPRECIATED!!

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 started a new role and this was originally supposed to be managed be another open role but that roles scope changed. My manager knows I have experience with comp through my old role and tasked me with supporting this project.

Basically all I used to do is use a program called PayScale to gather market data, and help determine what Tier the job title should be and work with the HM on the job description/role scope.

Can someone please provide me with resources I could use, whether that be general knowledge about comp management, or direct advice/info on how to build a comp system?

I should have my Bachelors in Human Resource Development by the end of the year. I already have my PHR cert. I’ve been working in Recruitment for 7 years and I’m burnt out. I don’t really know what job titles I should be looking for. What do you do within HR & do you love it?

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.

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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.

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!

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?

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.

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.

Hi all, I’m currently studying for my SHRM-CP to take the test in January and I’m using the SHRM certification prep system. I am just a bit confused about the style of questions at the end of each module. I see everyone say the situational judgement questions are the hardest part and most of the exam, but I don’t think this system is giving me any.

Here’s an example of how the questions are:

Which is considered a best practice for sustaining engagement efforts over time? (And then gives multiple choice options to pick from).

Are questions like this on the exam too? Just a bit nervous I spent so much money on this system and it doesn’t seem to be giving me the situational questions at all. I’m planning on using pocket prep too but not until I get closer to the exam date.

Thanks!

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!

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)

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’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.

What do people think of legacy hiring?

Why does it seem, most people don't have any issue with legacy hiring but do with race or sex based?