I'm an HR Consultant and helping a client with their relo policy, but don't want to make a bunch of calls to relo companies for them. Who do you use as a relocation company and how much do they charge per employee to be the administrator?

Relocation within the US, home office in CT.

One of the ugly parts of working in HR is that you are bound to be seen as the bad person. Due to confidentiality, most of the personnel will not know some of the fights you put up for them, and they only end up seeing when you need to do the ugly bits.

It is wearing me down sometimes, and it is frustrating because you often cannot share your wins. I figured this might exactly be the right place, not to vent, but to finally be able to also show the better parts of HR. I have tons of stories like this, and I am sure you do too. I love to read yours as well, it will show me the nice side of HR and help me feel excited to be working in this wonderful field.

I´m an HR manager for a multinational, working in the EMEA region and located in Spain. One of the employees under my scope is a very sweet and sensitive guy, he is smart and a good performer. Whenever I have a one to one we have very useful conversations and he really wants to derive meaning from his work and ensure that his colleagues have a good work life. However, he has one quirk: he is a conspiracy theorist. Tin foil hat conspiracies. I figured that as long as it doesn´t impact his work, he can hold whichever belief he has. He is however very concerned with one topic, and he felt it was his moral obligation to "warn" our researchers to work on this topic with great care. I won´t go into details because it gets too specific, and he might get identified this way, but the gist of his message to the department head was:
"please see all this data out there on this topic you are investigating, it can lead to something unethical and I feel it is my duty as a human being to speak up".

It was inappropriate to do this unsolicited, but it was this one message and that was it. For those who know him, it comes from a good place. His manager spoke to him about it and that was it.

Until, the European leaders got wind of it, and involved me, my leadership, and even legal got involved. I had to make a case for him to explain that he has some very curious beliefs, but he means no harm and feels like he is doing everyone a favour with that message. As a matter of fact, this is a great worker and has been performing very well for us for several decades already. Because the manager already spoke to him, no escalation was required.

Fast forward to a month ago, and my leader explained that this guy was targeted for termination as part of a reorganization. He had been on the naughtly list of the European leader, and they saw this as the perfect opportunity to let him go. This was a big mistake in my perspective, because he delivered and was an all round great colleague, except his personal tin hat beliefs that normally don´t spill over. I requested the leader to join a session with him and his team, where he was supposed to present the new strategy for next year. The leader was hesitant because she was convinced he was a nutter and he needed to go, and this would be a waste of time. I urged her to join, just to see him, to see how he worked.

She ended up traveling to his location, to see him present during the session and afterwards she walked up to me and said: "you were right, he really is fantastic". All that build up, all that readiness to terminate over a wrong assumption, a preconception....gone! He is now no longer considered for termination.

I feel this is one of the typical examples of what we get to deal with so very often; a leader that has a wrong idea, or is ready to act, and if it wasn´t for me, standing up for the colleague, talking sense and reason into the leader, this person´s career would have been cut short, his life would have turned to shit for a moment. Of course no one will ever know that I saved him from being terminated, but I am just happy I could make a difference.

Now I will be meeting with one of his colleagues, complaining to me how we are not doing enough for them .......

Hello,

I did a post about my experience with applying to jobs. Im in the process of leaving the military and I took in feedback from the last post and tried to make this as understandable as possible for a civilian. I sold myself that systems are used are inefficient and old; along with being undermanned but I was able to meet metrics given by the military. Please provide feedback if possible. I have sent this to three people already for review. One person says my resume cannot be 2 pages (I still have it as 2 pages because I have a lot of info). the heading was taken off due to privacy issues. I had 2 hits on my resume within the past 3 months and mostly received rejections. After I apply to a job, I usually cold contact a recruiter or someone in talent acquisition. Any help is appreciated!

https://preview.redd.it/9fvxwft7jl4e1.png?width=825&format=png&auto=webp&s=408438b3ab0eed63fcd40014ee6327a30ab8e0b1

https://preview.redd.it/sblpbnt7jl4e1.png?width=793&format=png&auto=webp&s=b40026ed430477a16d7b71e50fb906c625eca97f

Would HR employers value a person with a bahcwlors in HR with little to no experience or a person who was in the Canadian armed forces who has 3-4 years of experience as a HR administrator but no degree or education in it just work experience.

Who are they more likely to pick one answer only be 100% realistic and honest

long story short, I want to quit, my boss wants to fire me. We both work in HR, (he's the HR manager I'm the HR Support Specialist), and we both know that for that to happen, documentation and paperwork has to be filled out. We are both perfectly nice people, outside of work, friendly even. But we both seem to agree that we want me to be somewhere else, not performing this job.

I'm not mad at him, it's a mutual thing, I understand we are both unhappy with each other. He expected way more from me and I expected way more from him. It happens. But now, I want to know how to bow out of this job gracefully. And get a good reference letter. Now I'm doubting I ever will, because I repeat, my boss wants to fire me, he's nice about it, but I can read between the lines in my documented performance reviews. Still I want to put this job in my work experience section in my CV for when I look for my next job and not just have that huge gap.

I understand my future employer will probably want me to have a good relationship/ receive a good reference from my previous job. And before you ask, no, I can't put down anyone else as my 'previous employment reference' this company is very small. So how do I make the best of it? Open to suggestions.

Hiring managers, do you guys ask for refferences? do you check them?. Can I keep my job experience in my CV just not have a reference to back it up? honestly this is the first time in my life where I leave a company on less than happy terms.

Im an an HR manager in california and I just studied my butt off with the HRCI PHR Cert Prep, and I thought I would look at PocktPrep too. The PocketPrep questions are completely different and have lots of things the HRCI prep did not have. Did anyone experience this? I take this test this week and I'm nervous that the HRCI didnt give me everything I need to know.

I just received the preliminary pass for my SHRM-CP around 30 minutes ago after ~10 days of studying (14 days at the most). I used the following study materials exclusively:

• SHRM-CP All in One Exam Guide (the Dory Willer one) and the accompanying Practice Exam workbook

• Big Book of HR by Sandra Reed

One thing I realized while studying was that it was a lot more efficient to just jump straight to the practice exams and fill gaps in knowledge rather than reading the chapters entirely. I also strongly suggest making an account for both books online because I used the online practice tests for both of them heavily.

Which brings me to say…

Even with my relatively limited amount of studying, I feel like I overstudied for the exam. My exam contained absolutely 0 questions about PESTLE, SWOT analysis, Six Sigma, or any of that other (stupid bullshit) these books seem to have a million questions about! 😭

In fact, this may have been one of the easiest exams I have taken in recent memory (aside from a few tricky questions here and there). The overwhelming majority of my test seemed like people-related questions (or at least common sense questions) and situational judgment questions. Of course every test is different and I can’t say to ignore these aspects but I definitely am grateful that this was my experience because I was excellent at answering both in the practice exams. I struggled with Workplace the most which I did not feel was present as much on my exam.

That is to say, if you are considering taking this exam (even if you have only 2 years of exclusively talent acquisition related experience such as myself), I would highly recommend it if you are afforded the opportunity. It is definitely not as scary as it seems! Good luck to any potential test-takers that may read this :)

Hey!

I started working in HR a year and six months ago. I originally got hired as a HR Adm. Assistant without previous HR experience. I got promoted to HR Generalist after 9 months and I have been holding that position since then.

As mentioned, I don’t have any previous HR experience. I also don’t have college degree of any kind, I’m not interested in pursing one at the moment. However I’d like to work on some certifications. Which ones do you think would be valuable to have?

Thanks!

Hi everyone,

I'm an HR analyst based in California, and I currently hold the PMP and SHRM-CP certifications. Recently, I've noticed that the CEO of SHRM has been increasingly aligning the organization politically, particularly with Trump. It seems like the SHRM certifications are becoming more of a money grab. I strongly believe that SHRM should remain a neutral party, regardless of who wins the presidential election. I predict the value of SHRM certifications declining in the coming years due to the resulting division. Would it be better to pursue the SPHR or explore other options for career development?

Thanks in advance!

Hi all, I work at a global remote (us based) org and we are looking to implement an employee spotlight/“employee of the month” and I was curious as to how your org developed criteria to evaluate nominations against? We are planning at looking at performance and display of company values. I’d also appreciate any other tips/feedback anyone has to offer on implementing something like this.

I’ve been in HR for over a decade now, I’m in a higher level of HR management.

I’ve always had friends outside of work, I would make sure to reach out so we could go out once a week or whenever. But recently, I feel like my motivation to go out and socialize outside of work is just.. spent. All I want to do is be alone, hangout with my partner or roommate, and enjoy my peace and quiet. Work hasn’t been any more stressful than it normally is.. but I also find my patience with people at work is getting worse. I get angrier easily (I don’t show it, but I can feel it.) to the point if I don’t go to the gym daily I am just at a hair trigger. I’m not on any new medications, I go to therapy once every two weeks or so, I cope with it as best I can. But I’m just.. exhausted of human socialization. But I also feel lonely.. to the point where my own boss and co workers are my only real socialization I have outside of messenger or text messaging.

I definitely need a proper vacation but I don’t know if it’s going to fix this. Has anyone dealt with this before? What worked for you? What didn’t?

Hello, I am 22 years old and getting out of the air force. I did 4 years and I'm in the process of applying to jobs. I have been struggling to figuring out what jobs will fall under me and it seems a lot of jobs don't match what I did. I've been applying and I've gotten a ton of job denials with barely any interviews. One of my coworkers in the same job is struggling to find work as well and lot of recruiters or talent acquisition are denying the applications. In the air force, I helped military members getting there pay corrected, I did this by taking in documents and entering in data into the system manually by printing out documents, putting a sequence of numbers for the system to update the record where these sequence of numbers represent updates that I want to do a record and scanning(we used a system that is much more ancient than workday, or any other hris), updating members records like vacation days, marriage status, profile creations, job transfers, terminations. I've also done reimbursement of travel, punishments, I used a system called CMS or case management system to resolve issues with other agencies like IRS or other federal agencies. I also trained members on how to use the systems that we used, how to do processes. We used the data to make improvements on our processes based on if we are reaching the standards that are placed on US. We use excel to make dashboards to make decisions to figure out the root cause analysis. I know programming languages SQL, python, R, and c. I know how to use tableau as well. I have been applying HRIS analyst jobs but it seems like they won't accept me because I have no working knowledge on modern HRIS and never used one. The system I used was created in 1991 and is very inefficient. I want to do a job that is a blend of Human resources and data analysis (programming languages that I used). I was looking into HR operations analyst. I'm not sure. I tried to make this as understable as possible for others not in the military. Any help is greatly appreciated!

I also have a bachelor's in business administration. I also 4 certificates: 1 in workday through Coursera, 2 in data analytics, and hris implementation

Code: 20LEARN

I just wanted to make everyone aware that SHRM is offering 20% off on certain certifications and learning management systems.

Included in discount: SHRM LMS Inclusive Workplace Culture People Manager Qualification SHRM essentials SHRM Caltech SHRM On-Demand

I am going to take my SHRM-CP test in January so I’m thinking of going ahead and purchasing the LMS since the books are not working for me 🙃

I’m planning to launch a podcast focusing on the world of Human Resources, and I’d love your input on topics! I work for a billion-dollar company (in US) that sells products and services tailored for HR professionals, so I’ve had a lot of exposure to the challenges, trends, and innovations within the HR industry.

I want this podcast to be insightful, engaging, and genuinely valuable for HR professionals, business leaders, and even curious employees.

Here are a few directions I’m considering:

Big-Picture HR Trends

Day-to-Day HR Challenges

Expert Opinions & Thought Leadership

I’m aiming for a mix of solo episodes, expert interviews, and roundtable discussions. I want this to feel like a conversation rather than a lecture, with actionable takeaways for every listener.

Appreciate all your ideas!

I'm doing some part-time HR work for a car dealership (multiple locations). They have about 160 workers, half W-2, half 1099.

Pretty much all of their car salespeople are 1099s. The owner intends to save money on taxes by classifying as many 1099s as he can. He says that this is common practice for car dealerships. He also has an on-call attorney that seems to be on board.

The 1099s are not offered benefits. However, they are treated like W-2s in pretty much every other way according to IRS guidelines (work scope, training, pay, key aspect of business, etc.). I'm a little worried about an IRS audit concluding that these should be W-2s and not 1099s.

I'm about to jump in and implement an employee handbook for them. As you'd imagine, the handbook has a lot of policy and language that should only be applicable to W-2s. I don't want to worsen the company's situation by giving the 1099s a handbook that makes it seem even more like they are treated like W-2s.

The 1099s need some guidelines and structure though. My original thinking was to have a W-2 handbook, and a shorter 1099 handbook. Then I thought that was too much and just put a 1099 disclaimer at the beginning of the primary handbook. Now I'm just worried in general and not sure that will be enough.

Questions:

1. Is it common practice for the industry to have all salespeople be 1099s?
2. If so, how far should I take their policies? Or should I let them alone and only implement policies for the W-2s?

Thanks in advance!

I have read through similar posts about whether or not to tell your boss you are interviewing for another role. I joined my current company 6 months ago in an HRBP role. The role was open for nearly a year before I got the role. A year ago, I was interviewing for an HRBP/HR Manager role at company B and they moved forward with another candidate. The hiring manager at company B has kept me warm (we have connected 3 times over the past year). They reached out recently because the role became open again. The person they hired a year ago was promoted internally. I am in the final stages of interviewing with company B. While I don't have an offer in hand quite yet, I feel there is a strong likelihood I will get the offer.

I have a great relationship with my current manager. She trusts me and shares a lot. Over the past week and a half, she has privately shared with me that she needs to rethink the structure of our team (adding more headcount) due to some business changes. She has talked to me about how we could get the team to have career conversations, so we can better prepare for transitions. She has outright asked me what I am looking to do at my current company and said that she sees my leadership potential. Given she has shared all of this with me, I feel like I should give her the heads up. If I don't, I feel like our future conversation will be about how there were so many opportunities where I could've shared or given her a heads up. One of my mentors has advised that I share with her given the level of openness and transparency, but I don't want my current manager to think I am not committed, especially considering I have only been there 6 months.

How should I improve my resume? Is there courses link or certificate links I should add?

Hey Everyone,

I am currently working as an HR consultant in the Oracle HCM domain . I am looking for a career change into roles like HRBP, HR operations etc , more into Core HR related jobs. Does taking the SHRMP cert will be helpful to get job calls ? Any leads will be greatly appreciated.

Hey everyone, I am currently getting a masters in organizational leadership with a concentration in management (college doesn’t offer an MBA and I get a discount). I love getting opportunities to grow and develop people and organizations to increase effectiveness/productivity. I am currently in Student Affairs at a higher education institution developing and training students to work in the dorms. Will I need to spend a few years doing bottom dollar HR work or what is my best shot at starting in talent development/acquisition?

Hi! I have an opportunity at work to change position from Recruitment Specialist to HR Analyst. Difficult decision cause I guess most needed competences will be the soft skills and closely Bussines related decisions so it's closer to HRBP. At my current team I feel like stucked and changing to analyst would be a chance to grow but is that analyst path the good one?

The shrm website is painfully confusing. Can someone explain to me the process for taking the cp exam? I want to register for a prep course and exam.

It looks like they do the exam a couple times a year but dont list when? Or does the exam just follow your course?

Sorry im sure this sounds elementary to most of you but its maddening. I am a member of shrm and work in hr. Really jist trying to register for prep course/exam lol. Any explination appreciated

About two weeks ago I had my 1:1 with my boss who is about to go on maternity leave here shortly. It was brought up in my 1:1 that team members have heard me say things will be easy when she is on maternity leave or vacation and that they feel like I won’t pull my weight. I am little frustrated by this because this has been the narrative that was fed to me by other team members so I was caught off guard that someone would say that’s what I am saying when I have said it with or in agreement with other team members. Is this something I should address with my boss? How should I bring up the topic to her now that it has been a few weeks? It has made me feel really uncomfortable around my boss.

A bit of background: I'm an HRBP at an international organisation managing the full supply chain team in 3 countries. My current employer is undergoing a reorganization which I'm currently leading budget and succession planning wise for the three countries and my HRD is giving me a lot of responsibility, trust and appreciation.

The issue is that currently there is no sign of what will happen with HR with the usual message of " we don't know yet". I know HR's future structure is currently locked but nothing is being shared.

A TA at another international firm reached out to me for shared service consultant role (in-company) and their package is a bit higher and with more stability than my current role (budget higher vs January 2025 increase).

They are offering me the role but I'm really torn especially given how crap the market is at the moment and seeing many companies downsize.

Is the move worth it? is it a downgrade from my current role (career development wise)? What would you guys do in this situation?

those who work with small businesses - I am setting up onboarding for a client - what is the one thing you ensure is in onboarding to help with retention? Smaller businesses have issues with onboarding effectively and passing on the info to newer teammates- TIA from SPHR professional in VA

I’m being tasked with creating a training calendar for 2025 and I have no idea how to get started. We need stuff on cultural sensitivity, project and time management, delegation, collaboration? The tough thing is I literally can’t spend too much and I have to figure out if these are even good trainings. I can also bring outside people in to talk about things like white supremacy in the work place or pronouns, but I’m not sure how to go about that either.

What do you all have set up? How do you create your staff training calendar? How do you know what trainers to utilize? What is too much money for training 30 employees?

We use one company called life labs and another that we use for cultural sensitivity but my boss (the director of finance) is essentially hinting at that not being enough.

Hi All,

As the title suggests, I’ll be transitioning from an HR Ops role to an HR Generalist role, and I’d love some advice on how to effectively partner with managers. Before my time in HR Ops, I worked in Talent Acquisition, where there was a strong emphasis on providing "customer service" to managers and employees.

I understand that building strong relationships with managers and employees will be critical in this new role. However, I’m concerned about walking the fine line between being a trusted partner and advisor versus doing everything for them in the name of maintaining that level of “customer service.”

What steps can I take to establish myself as a credible and effective partner? I’d love to hear your tips on striking the right balance and setting the tone for a productive partnership with managers. Many thanks!

I work in a medium sized company with a union. We have a small HR team so I work with all levels of management and the union as a generalist.

I have a lot of sympathy for the people in union. Our executives have generally negative views of the union and frequently search for ways to flex their corporate muscles just because they can. At the end of the day, I have to execute whatever order I am given from them (as long as it’s legal).

Example: lateness. If the Union employee is even a few minutes late it’s a write up no matter the circumstances. No exceptions. No wiggle room. Non union employees can arrive pretty much whenever they want with no/minimal repercussions. I understand that production relies on employees showing up on time but there is no human element to our labor relations.

I often feel morally bankrupt. I feel angry. I don’t know if HR is for me. I’ve been doing this for 5 years but I wonder does anyone else ever feel this way?

I'm hiring for a sales person. We found a solid candidate who we believe can do really well and is a great fit.

After he completed final round I reached out to him to get an offer call asking him for 5 minutes. He only had availability in 2 working days later.

In that call he seemed excited about the opportunity discussing notice period and start date.

Sent him an offer email Tuesday., my manager also sent one. Haven't heard anything back. Emailed him again on Thursday saying please let us know if any questions and to get back to us by COB Monday.

Now we're feeling a little deflated because he hasn't even acknowledged our emails. Fine to think about it of course but at least acknowledge us and show you're there. Especially for a sales role.

Unless, he just isn't interested. In which case why not let us know right now?

I feel like even if you're thinking about it, it's not a good look for them.

Am I wrong? Really want to get another perspective.

Right now I have my associates in Buisness administration and I'm currently working on my bachelor's and school does have a MBA program and l'm not sure if it makes a difference. I've talked to some of my classmates who tell me getting certifications is the better option and I just wanted to ask people who have more experience working in hr.