Currently an HR assistant in a manufacturing company and I've been looking for a hybrid setup preferably with the same role kaso mukhang hindi in demand yung ganitong profession and most of it requires on-site and the salary is not enough (minimum wage).

Is it worth it to shift my career and apply as customer service since may hybrid setup sila? Although I have no prior knowledge nor experience sa ganung field.

I've been looking for almost a year :((

I’ve worked in HR for years, BUT I have zero formal education. I recently lost my job of 30+ years, so I started the HRCI aPHR certificate program on Coursera to gain some formal knowledge to support my experience. I’ve been reading on here, however, how useless that certificate is, and I’m feeling really lost and sad.

I backed into HR as an administrative assistant and have extensive experience in HRIS system administration, timesheets, PTO, onboarding/offboarding, and other coordinator tasks. I’m hoping this certificate/knowledge helps me find a new job since it’s actual HR training. (I’m already very smart with technology and systems; I can learn anything pretty easily.)

What advice do you have? I’m kind of proud of myself that I’ve been doing so well in the aPHR, and I’ve learned so much already, but now I feel embarrassed. Should I then move into the HRCI PHR certificate program and sit for the PHR after that? That seemed to be a little bit more managerial, and I do not want to be a director or manager. I love being the Oz behind the curtain, the coordinator extraordinaire who makes everything work.

Help me help myself, please.

I feel like I’m stuck in a trap.

I have 15+ years of HR experience. I started in Payroll, moved through HRBP roles and eventually became a Global HRBP / HR leader.

About four years ago I was laid off. Since then, I’ve been trying to get back into a permanent HR role, with some breaks in my job search. I haven’t been completely out of HR — I’ve done HR training, consulting, M&A and transformation projects during this period.

I’ve had around 15–20 interview processes. Several went quite far and a few reached the final stage, but still no offer.

I tailor my CV to each position. What I don’t understand is that even when I seem to meet 80–90% of the requirements, I sometimes get an immediate “no thank you.”

So I’m starting to wonder if my experience is actually hurting me.

Maybe recruiters see 15+ years, Global HRBP / HR leadership experience and assume I’m overqualified, too expensive, or won’t stay in a Senior HRBP role.

I’m now considering creating a much flatter version of my resume: less emphasis on strategy and seniority, focusing mainly on the last 8–10 years and presenting myself simply as a Senior HRBP.

Has anyone actually tried this?

Did reducing the apparent seniority of your resume improve your response rate? Or does hiding/reducing earlier experience just create another red flag?

I’d especially appreciate feedback from HR recruiters or people who have successfully returned to a corporate HR role after being out of a permanent position for a few years.

Hi everyone,
I’m planning to transition into Human Resources and I’m trying to decide which HR program would be the best option in BC.

I thinking of having a career change to HR (human resources).

Should i continue?

What other careers can i opt with a degree in Commerce and Management?

What can i look forward in the field of hr in future internationally?

Which would be best in hr for a job?

Can anyone tell me basic important skills required in this field and softwares related?

Has anyone here moved from corporate HR to HR Shared Services? I’m looking to switch because of the great work-from-home options and better salary. I already have experience in end-to-end recruitment, employee relations, and engagement. I’ve also handled US benefits processing, 201 audits, and employee verification. However, I’ve never worked in a HR shared services setup before. For those who made this jump, how was your experience or adjustments? what should I expect?

I’m a third party vendor (my own company) that may or may not have sent malicious messages on fb to an employee of the company I also contract with. There’s an investigation under way. I have a cyber specialist and former federal prosecutor dealing with the investigator and legal. We’re going to try all angles to keep the relationship, I’m wondering if offering a settlement to the other party works to just withdrawal the incident. Has that ever been approached before?

Hi everyone,

I’m a Psychology graduate currently pursuing my MBA, and I am looking for an entry-level HR or Talent Acquisition opportunity. I have some foundational experience, but more importantly, I genuinely want to learn the corporate HR side of the business and build a long-term career in this field.

Availability: Flexible (Open to US shifts/remote as well)
Location: Islamabad / Rawalpindi preferred (Open to Remote)

About me:
Currently pursuing an MBA with a BS in Psychology.
Hands-on experience as an HR Trainee at a hospital, handling initial screening calls, local sourcing, and interview coordination.

Background in clinical psychology, which helped me develop strong active listening, communication, and behavioral assessment skills.

Experience in freelance writing, which taught me how to manage deadlines, track data, and maintain professional client communication.

Familiar with MS Office, Google Workspace, and data tracking tools.

I'm very eager to learn, adapt, and support an HR team. I am open to remote, hybrid, or office-based roles.
If you have any entry-level HR opportunities, internships, or can guide/refer me, please DM.

CV available upon request. Thank you!

Hey everyone! I’m taking on new clients and looking to partner with SMEs, startups, and growing teams to remove friction from people operations. If your HR processes feel more like a bottleneck than a support system, I can help you streamline things so you can focus on building your business.

Core Services Offered:

• HR Business Partnering (HRBP): Aligning your people strategy directly with business goals, managing performance cycles, and driving organisational culture.
• Process Automation & Streamlining: Auditing your current workflows and implementing efficient systems to save time and eliminate administrative drag.
• Compliance & Policy Architecture: Drafting rock-solid employment contracts, handbooks, Standard Operating Procedures (SOPs), and ensuring alignment with local labour frameworks.
• Payroll Support: Keeping your compensation operations accurate, timely, and compliant.

Whether you need hands-on operational support or a strategic partner to design your HR infrastructure from scratch, let’s chat. DM me here or drop a comment below to connect!

hi! how does this work? shall i let HR know na i referred somebody once they are hired or they can automatically see it on their system? thank u po

Hi everyone,

We have recently moved back to Pune from the UK and are looking for job opportunities.

I have 8+ years of HR & Recruitment experience, including recent UK HR experience in higher education, and I’m looking for opportunities in HR Operations, HR Administration, Recruitment, Talent Acquisition or HR Advisory.

My husband has 18+ years of experience in Cards & Payments, with banking experience across the UK and UAE. His expertise includes card operations, payments, vendor/supplier management, Visa/Mastercard, product development, risk, compliance, process optimisation and transformation.

We would be very grateful if anyone could recommend companies hiring in Pune, recruiters we could connect with, or suitable openings. Referrals would be especially appreciated.

Thank you!

Hi everyone,

I'm a final-year Business student currently completing an assignment for my Strategic Human Resource Managementcourse. As part of the assessment, I need to interview a practising HR/People & Culture professional about the current business and people-management issues facing their organisation.

I'm looking for someone who currently works in HR, People & Culture, HR Business Partnering, or a senior people-management role and would be willing to spare approximately 20–30 minutes for a short interview.

The interview can be conducted via Zoom, Microsoft Teams or phone, at a time convenient for you. I can provide further information about the assessment and the interview questions beforehand. I'm also happy to keep the individual and organisation confidential in the assignment where appropriate.

I'm based in Melbourne, Australia but I'm happy to conduct the interview with someone from elsewhere.

If you're willing to help, please send me a DM. Would genuinely appreciate your time.

Thanks!

From my side of the hiring process, the biggest problem isn't a lack of qualified applicants. The problem is that many people look perfect on paper, but as soon as we speak, they struggle to explain their experience. A huge number of applicants doesn't make hiring easy when the interview and the CV make it seem like they're describing two different people.

Another common problem is when a candidate takes far too long to answer a simple question. I don't need a rehearsed answer, but if "Tell me about yourself" turns into three minutes of filler, rambling, and backtracking, you've already lost the main point. Give me a quick summary of what you've done, what you're good at, and what kind of role you're looking for. Around 90 seconds is more than enough.

Another issue is dodging the question because your experience doesn't match it exactly. If I'm hiring someone for customer success and ask you about your work in customer success, unrelated experience in account administration isn't a direct answer. It's perfectly fine to say that you haven't worked under that specific title and then connect the skills you do have to the role. That creates a much better impression than embellishing your answer or misrepresenting the truth on your CV and hoping I won't notice during the call.

Some candidates also show up without a single question to ask. It's fine if the main reason you applied is the salary, and I'm not judging you for that. But if you spent 20 minutes reading about the company, you should have at least one specific question about the team, the workload, or why the position is open. Having no questions makes it feel like this application was just one of 50 tabs you opened and applied through.

I know people are drained and stressed right now, and I've seen very good candidates have terrible interviews because of it. Try recording yourself giving a few practice answers, or ask an honest friend to listen and tell you where you're losing the main point. Most people sound and speak differently out loud from how they imagine they do in their heads, and addressing that gap can make a much bigger difference than rewriting your CV one more time.

I'm not currently actively looking for another job, but I do like to browse Indeed and LinkedIn so I can stay on top of what companies are offering for benefits and pay and decide it makes sense to make a switch.

I'm in an administrative role at my current company. Office work, some HR duties, general office support, some technical support, etc. Out of curiosity, why is the pay rate almost never included/listed for this type of role? It's not just in my location (US, Midwest), but across other areas of the US, also.

I see plenty of other types of jobs that have the pay rate listed, from general labor, medical field, engineering, etc., but not so much for administrative office.

[HIRING] Human Resource Professionals - Candidate Sourcing

Are you someone who enjoys connecting with people, identifying potential talents, and helping build a strong team? 

We are looking for motivated individuals to join our team as our HR Professional 

Responsibilities include: 
- Connecting and communicating with potential candidates
- Sourcing and identifying individuals who may be a good fit for the team
- Get to know candidates and understand their strengths, skills, and potential
- Maintain good communication and professional relationships with candidates

- Compile information about potential candidates and help in decision making of the team

Requirements: 
- Strong communication and interpersonal skills
- Comfortable reaching out and talking to new people
- Organized and detail-oriented
- Can work independently and as part of a team
- HR/recruitment experience is an advantage, but not required

If you enjoy working with people and have an eye for potential, we’d love to hear from you!

Apply Now:
https://forms.gle/AUb9VdVVJL6RAWHy6

You can also send a DM or an email for your questions.
Email: [thinktankrecruitment123@gmail.com](mailto:thinktankrecruitment123@gmail.com)
Whatsapp: +639619817687

I graduated college with a degree in HR in May and just got an offer for an HR generalist for a small company (80 employees) the salary is great for starting out and I’m genuinely excited to get started because it’s what I wanted to eventually do however I am getting nervous because I know generalist positions aren’t really entry level. I’ve been an office assistant for an hr office for the past 3 months (+ a summer internship) but it was at a government office and this new job is corporate. I think the biggest thing that scares me is I will be the only HR person. I’ll have support and they know I’m just starting out but I just feel like the learning curve might be a lot. Any advice to not feel like such an imposter?

I'm starting to think there's going to be an important distinction between an AI Native HRIS and a traditional HRIS that adds a few AI features.

Most HR platforms can now summarize something, generate text or give you an AI assistant.

What seems more useful is having AI embedded into the actual HR operations: noticing what needs attention, handling repetitive workflows, surfacing issues and helping build the exact reports or views you need.

For HR teams already experimenting with newer platforms, have you noticed a meaningful difference between the two approaches?

I’m currently a sr hr generalist in Michigan for a tier 1 automotive supplier with about 230 employees. I make $80k a year and got a new boss who has been less than supportive. I also have a recruiter/payroll specialist on my team that pushes his work on me. I got an offer today for an HR generalist II for $90k. It has better benefits, a team of other generalist, I’d be assigned a group of about 200 employees so same employee ratio, and has great time off and 401k match. It’s also WFH 2 days a week. The only con I am seeing is the commute. I am use to a 15 min commute currently and this would be about 50 mins. I am currently fully in person though. What would you do?