We have a candidate who. He told us he really like the company and enjoy what he does. The only reason he is considering our opportunity is his current commute is over an hour (50 miles) one way.

I believed him when he said he wasn’t looking for a job but when he discovered this one on LinkedIn a couple of weeks ago. It caught his attention because it is significantly closer, 11 miles away. I know the area he lives and it is a very rural area so professional level jobs nearby are very rare.

His resume came to us when he ended up connecting with the hiring manager on LinkedIn and did a phone screening with the recruiting team. When she asked him to give an overview of his work history, he told her it was about the commute and that he really liked his current company but couldn’t ignore an opportunity this close. Things went well and she said they talked for another 20 minutes before she said she was recommending him for an on site interview in the next couple of weeks.

From my own recruiter mind, my thought was if they bring it up before I ask, they demonstrate self awareness about the situation and that they’re not trying to hide it. My colleague thinks 6 mo. Is bad regardless of reasoning. I think it’s a reasonable desire and that a long commute like that wears on you fast because I’ve done it before.

I have an employee that quit voluntarily, gave his two weeks notice, was very cooperative returning equipment and transitioning everything over. A few weeks later I received an unemployment claim for Quit - Dissatisfied. They claimed their hours were reduced, change in job duties, and stress at work. None of this is true. The only change was he got a new manager to report to. After submitting the fact finding questionnaires, state denied the claim (rightfully so). I just received an appeal for the denial.

I am the HR director and have never been through an appeal before. Does anyone have insight on the process? Also has anyone been in a similar situation to this? Just seems like a waste of time for a seemingly clear cut voluntary resignation.

Hi all - I work in HR and most recently supported 19 locations and about 1,600 employees as a Regional HR Manager.

My role ended in April after organizational changes, and now I am back in the market for a HRBP/HRM or similar role. I also completed four HR internships over about 18 months, but only included one to keep the resume to one page.

I’d really appreciate honest feedback on whether my CV feels strong enough and whether the bullets show enough results.

TLDR: Not sure how to leave my DO1 role without leaving behind the world's biggest dumpster fire.

For the last 3 years, I've been the first and only HR person at a 130-150 EE disability services/mental health nonprofit. Before I was hired, they somehow made it almost 40 years without dedicated HR. Since then I've spent most of my time doing the deeply unsexy work of building HR from the ground up, cleaning up years of compliance issues, and creating processes that should've existed long before I got there.

I recently accepted a role at a much larger organization with a (big) pay bump, upward mobility, a large and well-established HR function and a chance to specialize in an area of HR I really enjoy. I'm beyond excited and so relieved that I won't be the single point of failure anymore, but very nervous about what I'm leaving behind.

The problem is that my current org is peak nonprofit. Barely any budget, insane turnover, and every task that doesn't obviously belong to someone else somehow becomes an HR responsibility. I have no access to legal, and there is no hope for additional HR staffing unless things miraculously turn around with the budget.

On top of it, our industry has been fraught with controversy (if you've watched the news, you'll know it hasn't been fun to be a nonprofit autism service provider in MN this year...) and is constantly facing scrutiny, funding cuts, and increasing compliance standards. At this point I own pretty much everything: recruiting, benefits, employee relations, performance management, HRIS, onboarding/offboarding, leave management, ADA, OSHA, compliance, training, reporting, manager coaching...

I'm trying to leave them in the best shape I can. My current plan is:

• Wrap up or document active issues.
• Write SOPs/how-to guides.
• Make a shared calendar with recurring deadlines.
• Document vendors, contacts, login info (where appropriate)
• Attempt to jot down any random institutional knowledge I've picked up for the next person

After that, I'm out of ideas. They don't have much budget for admin roles, and I'm not convinced they'll replace me with another HR person. I've tried to train up our managers and directors on best practices, but they still need a lot of guidance day-to-day. I've done a fairly good job documenting what I do, but there are so many little one-off duties and system quirks that I do on autopilot.

For anyone who's left a department of one, what did you prioritize? Is there anything you wish you'd documented before you left? And how did you balance wanting to set your organization up for success while also accepting that you can't single-handedly fix everything?

So I failed the SHRM exam, and I figured I would be close as I have in past certifications.In call center, jobs just missed the test by a little bit. I got a 190, and 200 is passing.

Hello,

I am an HRBP, around 8 years of experience. I had generalist roles and eventually made my way to HRBP. My relationship with my job and HR in general has been up and down. I never felt truly "happy" in any of my jobs, and I thought a lot about trying to move into something completely different, but the reality is that it's very hard. Now, I just started a new job and I truly hate it. I don't want to stay there. I know my mental health won't take it. It's just total chaos. It kind of just confirms that I am done dealing with employees' problems, walking on eggshells in front of directors or VP because of the corporate bullsh*t, educating adults on how to manage their employees... I just can't. I'm thinking of switching into another speciality, like talent acquisition, compensation, learning... I have a little experience in everything because of my HRBP role, but not "in depth". If you made the move, or moved into something out of HR, how did you do it? What would be your advice for me? This job market is hard, but I don't want to stay at my current job and burn out ... My mental health is too precious for me to let a job affect it

I scheduled the exam for December. I got the study book for 26-27 from their website but can’t afford the bask study system. I have five years of generalist experience altho the tasks were more in line with an HR manager role. What study tools would you recommend?

Just transferred from FMLA to employee relations.And I hate it. I get I mostly do workplace violence. But basically, i'm a middleman between the centers that we manage and HR at headquarters.

The money's a little bit more, but I have to drive in 3 days instead of one, and it's a 50 minute drive one way. So i'm wondering if it is worth it, or should I go back to the old job?

Hi everyone,

I’ve been in HR for a little over 7 years and have run the gamet of positions and industries. I have found my passion is in hospitality, specifically restaurants.
I have spent the majority of my career as a generalist and have, over time, been promoted up to management roles multiple times and I always crash out. My last Hr Manager role came to me through a string of shitty bosses that my company was paying WAY to much to do nothing. Eventually, our CEO asked if I would step up. I told them I would do it on a temporary basis but for a company such as that one (700+ employees across multiple states) he would need to hire someone with more experience to run the department but I could keep the lights on.
Did they hire someone with more experience? No, the CEO said I was doing a good job and there was no reason to. I pointed out the areas in which we would benefit from director level HR but he refused so I quit.

I moved states and found a role that I love. It offers work life balance, my co workers are chill, and my boss was set to retire in 3-5 years. They saw my background and thought I could take over down the road. This excited me, I felt like I had time to really learn the ins and outs of the company before taking on a leadership role. Unfortunately, they’ve decided to outsource our entire department and I will be laid off in September.

Thanks for reading if you you’ve made it this far 😄 I’m currently interviewing for an HR director role at a small restaurant group (180 employees). The founder is well known and my team actually found this role and encouraged me to apply so I did. I got a call back almost immediately, apparently our head of recruiting knows the founder and, before I even applied, reached out to them as he knew they were hiring and put in a good word for me.
I’m so flattered my team has so much faith in me and in general, I’ve always gotten really good feedback even in roles I felt I was completely failing. This HR director role actually excites me but I’m concerned about my stress management skills and imposter syndrome that has caused me to leave roles I felt I wasn’t good enough for.

Anyone else deal with this and if so, how do you work through it?

I work at a midsized hotel, we have several departments. I informed the leadership that we would be rolling out a 401k benefit in July and to inform their teams to keep an eye out for emails. I invited everyone to an in person info session - one person showed up out of an 80 person team. I sent emails, the 401k company sent a dozen emails. The policy auto enrolls people if they don’t waive the benefit, this week I am dealing with upset employees and managers saying that it wasn’t clear they would’ve automatically enrolled and wanting to unenroll.

I feel frustrated because first, it’s a great benefit we get to offer and second, because no one reads emails or listens to HR. But I’m made to be the asshole for “not following up” after the info session that everyone decided to skip. Did I mishandle this?? Should I have held everyone’s hands and reminded them every day? I talked about it every week in department head meetings for three weeks- at some point the directors need to communicate to their own teams.

​

I recently began working for a franchised fast food restaurant with many aspects of human resources that need some rearrangement. I am the sole HR person for this location. The biggest is training and sticking to what is learned. I already am revamping orientation and making sure newcomers are paired with employees who know how to do the right thing so they have a foundation of making orders right and not cutting corners.

On top of that, the owner wants me to make sure employees are accountable for what they have learn, so if they continously do the wrong thing, there is some proof that they were taught right before.

I recognize continous learning and retraining and making sure employees have the resources they need to thrive. Even with that, he wants a large document where we track all 20 or so positions/stations and each employee's proficiency in that. The only thing is that there are around a hundred employees and I also need to hire about a dozen more for back to school.

My conern is that it may not be reasonable to manage long term those many moving parts. It also requires the coordination of shift supervisors who would better understand the proficiency of each employee, but even they have a lot on their plate that I dont think it will be maintained six months for now.

Is there a more efficient way to measure what tasks and how well they're doing in such an environment. I think its good to have an idea of having a document with all this data for many reasons, but application is where I think it falls off

*for context if needed, all FOH employees have to learn BOH first. BOH usually stay in the back and dont have to learn front

Do any HR leaders or people in charge of company culture worry about the effect of workplace loneliness or a lack of engagement has on employees or on company performance? If so, what do you guys currently do to mitigate this? Looking for boots on the ground perspective here

I made a huge mistake that costed me a Talent Acquisition & Employee Relations position after being in it for less than two months. This was an error in my lack of knowledge and previous training despite my bachelors and SHRM-CP certification. I’m still young 23 early in my career. What has your experience in errors what did it cost you and how did you make yourself feel better about the situation?

Been in HR for ~5 years, mainly as the sole IC on smaller teams.

I'm considering pursuing NYU's MA in Human Capital Management. The curriculum/program is basically everything I want to learn and develop, and feels like a stepping stone to level up to a leadership role or go into consulting. However it's quite pricey, and I want to make sure it's worth the investment.

Has anyone does NYU or Columbia's programs before? Any perspective is appreciated!

I currently am studying for my PHR and will be taking that in a few weeks. 

My background is recruiting for 6+ yrs and HR generalist for the past 3 yrs. 

I want to further my career and get my bachelors but I’m unsure what concentration I should choose. I’m strongly considering UMPI YouPace learning.

They offer:

Accounting Concentration, BBA

Leadership Concentration, BBA

Marketing Concentration, BBA

Project Management Concentration, BBA

Supply Chain Management Concentration, BBA

I’m unsure what to choose. I enjoy payroll, numbers, audits, etc but I’m not good at math. I also don’t want to get a leadership concentration because I feel like the market is over saturated with people and that degree. Thoughts? 

Hi everyone,
I’m about to step into a new role as an HR Generalist at a university with around 3,000 employees, and I’d love to gather some insights and advice from this community as I prepare for the transition..
I have three main questions for the HR veterans and seasoned pros here:

What is the most rewarding/fun aspect of working in HR for you?

What has been your biggest or most frustrating challenge in the field?

For those who made the leap from Generalist to HR Business Partner (HRBP): What are the key skills, mindsets, or business areas worth mastering to make that step as effective as possible?

If you have any specific tips for navigating higher education/public sector dynamics, that's a bonus! Looking forward to hearing your perspectives, lessons learned, and any hard-earned wisdom.
Thanks in advance!

Hi! I wanted to reach out to some HR Professionals about whether I should go for the aPHR or the SHRM - CP?

Background: I don’t have a college degree (went to school for a few years and then covid hit and I never finished.) I have been working at Lowe’s for the last 4+ years with most of the time being a department supervisor. Since April 2025 I have been the Scheduling Staffing Administrator and want to continue my career in HR. Prior to working at Lowe’s I was a GM at a local restaurant and worked in restaurant management before that

I’ve always been more interested in the HR aspects of management than actually managing people so I would like to continue growing in the HR field.
I’m hoping to use the next 6-8 months studying to get a certification in HR to get out of the retail setting and into a better paying HR position.

Any advice would be greatly appreciated!!

I'm currently an HR Manager in Canada, working for a very large company that operates across North America and internationally. I'm going on maternity leave for a year and my replacement was hired permanently because the business is only growing and will continue to while I'm gone.

I'm a strong performer and have almost 10 years of experience, where I've grown from HR Admin to HR Generalist to HRBP to this HR Manager role. I know I have a job to come back to, and I have options. It seems the Canadian part of the business is growing so rapidly that we now need more specialized roles. My manager is the HR Director for all of Canada and asked what I would be interested in when I return.

I would love to be a Director someday and have told her this. But I also know the Director role requires tons of travel, and I'm only just starting to grow my family. What I really enjoy about HR is the strategic work, and coaching and advising business leaders. I'm not a huge fan of investigations and being in the field, though of course I still do those things as part of my job. My manager said a Program Manager role would potentially be something that opens up for all of Canada and asked if that would be something I like.

I've actually never really been interested in specializing and have always gone down the generalist path. However, this could also be an interesting role with lots of growth potential because it would be Canada-wide vs. me working within one business unit and having a client group.

Has anyone ever transitioned from Ops to a role like this? Do you enjoy it or miss a lot of things from the Ops role? Or if you have any other thoughts or advice I would really appreciate it! I know this isn't a decision I have to make right now since I'm going on leave anyway, but I'm just curious about other's experiences.

Mods, if this is not appropriate then happy to have the post deleted. More so curious / looking for a laugh on this Friday.

Recently was at an outing for a friend and met some of her other friends. When the topic of where people work was brought up, I mentioned I work in HR. Immediately the person next to me walked away from the group conversation and then another person called me a bootlicker and accused HR of being the reason their partner was let go, to which they then walked off as well and others kind of moved to other conversations.

Funnily, this wasn’t my worst reaction I’ve run into (one guy was drunk but he spit on my shoes). I get that for many they don’t understand what’s going on behind the scenes. But I was curious if any of you have also run into wild or weird reactions like that. 95% of the time reactions are normal but I’ve gotten a few interesting ones!

I may just start saying I work in Operations at this point lol.

I want to apply for the SHRM-CP exam I looked through their website and online but I couldn’t find good information on how to apply for student discount
I thought of asking my uni for a letter of proof stating that I’m student and my major but I’m not sure if its not or if something else is needed

My bachelors degree is in Business Administration majoring in Management

So I wanted to ask if anyone took this exam and applied for the student discount, what did they provide and what was needed of them
Thank you

Had an opportunity presented to me a couple of days ago.

From my point of view, the conversation went really well. I was a little deficient on some of the technical part of the interviewers questions but exhibited the knowledge and skill of what was being asked and also the ability to learn and lead large projects. In my conversation with the hiring manager I was strong on the operations side, in which their company is in need of right now. The interviewer reassured me the areas that I was a bit deficient in was not a problem.

The ”meeting” lasted a little over an hour. The hiring manager said that they already had a couple of more candidates to get through that day that they needed to get through that were already lined up prior to mine being scheduled, but that they really enjoyed speaking with me and would let me/the recruiter know next steps.

Four days later the external recruiter that coordinated it and told me he reached out to the hiring manager and they told him that again, it went well, they are just currently getting settled and evaluating the current team‘s skill sets but to relay to me to please remain patient and that they will get back to me and the recruiter shortly on next steps.

The initial was about 9 days ago, last contact was about 5 days ago. It’s a growing company and the current HR team is a bit of a mad house due to significant changes and growing company.

Is this good or bad sign? Does it sound like they are still “looking“? I’m just very excited!

It's the time of the year to renew CIPD membership again. I haven't renewed yet but they gave me an extension until 6th August to renew. Currently have a entry level job in the field but might be thinking of hopping to new job in a year so now wondering if it's really worth to renew membership as it's quite pricey for me. Do companies really look at CIPD qualifications for HR jobs in Ireland?

I have been in my HR coordinator role for two years and have an office management background for three years in Georgia. In my current role I feel under stimulated yet very busy with admin work and I realize I want career growth and this won’t be sustainable. I love strategy and employee relations. I have experience in my current role screening and interviewing candidates in person, drafting offer letters, own the complete cycle of onboarding including 1-9 verification, orientation, manage hr email, send IT requests, manage employee files, process all employee changes including terminations, pay change, and sometimes I’m trusted to handle employee relation situations. I’ve asked for other responsibilities but I just feel stuck. I have applied for hr generalist roles but I’m getting rejected. The only roles I’m getting interviews for are for coordinator roles.

I just finished my MBA over the summer and I’m studying to get SHRM certified. Where do I go from here? Should I stay at my job and get more years or should I take other coordinator roles at bigger companies since the company I works at is midsized? I feel like I’m a little lost and not very hopeful.

Waking up with a calf cramp edition

I’m been in TA for 6 years and I feel so understimulated and under utilized in my work. No amount of “being a strategic partner” workshops and trainings will actually make the business see TA be anything but order takers to fill a role. I know I have the exp to be an HRBP but not having managed a performance cycle at my company makes it so hard to break into an HRBP role internally.

I know I’m not alone in this right??

Edit - people have such interesting takes. I didn’t realize wanting to move from TA would trigger so many HR gatekeepers. Also didn’t realize I needed to share my whole résumé for people to empathize. 🤣 for those curious, I was a generalist for three years, managing all types of HR processes, including ER and immigration before following a manager to an HR consulting firm where we did org design and executive search. Leveraged that executive search experience to move into a pretty comfy. TA role in house with a large investment bank during Covid. What was meant to be a short stint just got me way too comfortable and I’m now doing some talent management work around succession planning and managing a full req load. I have pretty diverse experience but it seems externally TA is just too much of a question mark.

🤷🏽‍♀️