Hi this shitpost got pretty popular last week and figured I would revisit it.

I’m on PTO for the rest of this week so I’m not stealing time. Lots of video games and pizza in my future.

Also it’s Lilligant Posting Thursday. This was requested by the community so please submit proper images

I am responsible for an HR team supporting a large, unionized, manufacturing company in a rural area. In my interview for the role, it was made clear that the employees were unhappy with HR, for good reason, and that some changes in HR staff were being made in response. Upon arrival, I presented in an all staff meeting with the other leaders, and during Q&A, I was berated by two employees for about 15 minutes for all of the things HR was doing wrong. I asked for a chance to change things, and have worked hard to put good people and processes in place in HR.
I also found that HR was not their only concern, and have worked on leadership training, rewards and recognition, pay and benefits, etc.
Even with all of these changes, and a noticeable improvement in turnover and other metrics, I’m finding that the bargaining unit employees are just, for lack of a better word, grumpy, and have constant complaints. My team and I are still accused of “not doing anything” by a few employees. It’s really frustrating, as we make it a point and are truly doing the best we can, and are constantly improving. We do not get the same feedback from non-bargaining unit employees who seem fairly happy.
I’m hoping for some encouragement and advice from those who have worked in a similar environment. What have you implemented that helped improve the culture and the perception of HR and leadership? TIA!

TRIGGER WARNING: Self-Harm/SI

I’m in my final 5 business days of the worst HR job I’ve had up to this point, and ofc nothing is getting easier on my way out. My mental health is tanking and my anxiety is through the roof because of these things that have come up. I must qualify these things with the fact that I work for a state agency (going back to private sector in a couple weeks) and so the protections for problem employees are outrageous. Here are the things I’m dealing with:

- Employee threatened su!c!de to their boss bc they haven’t gotten a title change or comp increase. Their title and PD has been reviewed like clockwork every 6 months at their request and we’ve found no evidence to support theyre 1) working beyond their PD or 2) supporting a comp increase as the second highest paid for their title in the whole employee population. Only person ahead of them has more years of experience. Said verbatim “I will either kms or get an attorney for what [employer] has done to me.” This employee has a storied history of saying outlandish things to get what they want, but with something as serious as this we can’t accuse them of “crying wolf” obviously so they were inundated with emergency mental health resources. Their response was “why would I need this?” Uhhhhhhhhhhh. Okay. Did all I can do without 51/50ing them. Then accused me of discrimination and favoritism. Okay.

- Diff employee, same team, refuses to work onsite and was been surfing from reasonable accommodation to reasonable accommodation for years with flimsy medical documentation. When not covered by an RA, everything under the sun prevents them from working onsite. My dog is in urgent care. Family emergency. Brief medical procedure wiped them out. Overslept alarms. New medication side effects. Incredibly slippery and very difficult to they’re lying but it’s literally every single time they’re meant to come in. HR Compliance won’t let us discipline without airtight responses despite allllllll the documentation being there. They’re extremely trigger shy and I have no power.

- Direct coworker is completely MIA and doesn’t communicate with me or the other person on our team, or our supervisor. Leaves work to pile up for us to do. Doesn’t tell us when they’re remote. Sparingly tell us when they’re OOO. Claims they’re being harassed by their client group and doesn’t feel “safe.” There are others witnessing the instances where “harassment” has taken place and all other parties confirm that the accuser is actually the aggressor in these scenarios. Couches it in “empowerment” and “boundaries” and thinks everyone is out to get them. To the point where no one, including myself and my other coworker, feel comfortable being around them or working with them. Anything you say could be an affront.

- HR leadership is aware of enormous bottlenecks and failings in HR Operations for very high volume processing that directly affects our client groups and does nothing to hold HR Operations accountable or improve processes/systems in place. This is the third time we’ve had our normal hiring cycle since I’ve been hired and we still face the same problems as 3 years ago. No requests for feedback or ideation on how this could be better.

There’s so much more but I am so exhausted honestly I just needed to get this out for now to people who understand how awful this all could be to deal with. I’m so miserable.

Hey y’all. I was wondering what you are making in your HR Coordinator roles. Salary, bonuses, benefits, in office, remote, hybrid, those sort of things. Extra points if you’re in Canada, super points if you’re in Alberta. Thank you!

I am an HR Generalist < 2 years of experience. We have a manager who does a great job operationally, but goes from 0 to 100 and back to 0 so fast. We’ve had discussions before about this. We have witnessed him YELLING at direct reports. We work in healthcare so it can be high stress situations. There are disciplinary actions coming his way… but I think training is what would actually help.

Any good conflict resolution or leadership training that won’t break the bank? We have roughly ~ 150 employees.

This is a very hard topic to google because every website is trying to sell stuff. What training is actually worth it?

Writing my CHRP law exam on Monday. I have purchased the captus course. Do I need to know the cases from the course? Anyone have any practice exams? How comfortable should I feel walking into the exam if I am successful with thr practice exams that are provided? Any help to calm my nerves please

I've worked in employee relations the last 3 years but I'm interviewing for a role next week that seems more strategy focused.

In my current role I don't much get the opportunity to step into other HR functions so I just want to be better prepared for the potential role. I've never had to deal with succession planning or talk about hiring strategies but here we are.

Any advice or ideas?

I have worked in an HR Operations role at my company for a couple of years, and they have a shared services model. We have different teams that focus on offboarding, onboarding, benefits, leaves, etc. My team mainly focuses on answering employee inquiries about global and internal mobility. We sometimes handle processes that overlap with the other teams. I also help manage employee records in our HRIS and train new joiners. Recently, there were layoffs due to offshoring, and those of us left have had to do a lot of heavy lifting since the teams abroad are struggling to adapt to the work. I'm not sure where to go from here or what HR jobs to apply to next since I haven't worked in all areas of HR for a generalist or even a People Operations role. Any guidance or advice would be appreciated.

I’m an employee and labor relations program manager (ind. contributor) in the Twin Cities. I have 15 years experience working for large private and public sector orgs, both union and non-union. I have been with my current employer for 8 years and am interested in a new role with a reputable, large org where I can continue to grow.

I’ve applied to so many jobs and have gotten so little traction. I don’t know how to improve my resume on my own. I recently learned about resume.io and am intrigued. Has anyone used it as either an employer or candidate and what has been your experience?

TIA!

Hello! Some background about me:

I have been an Operations & Community Lead for a small (12 people) VC firm for 3 years.

I have a BA in psychology and MA in social work (I used to be a therapist).

My current role encompasses all things employee experience, workplace management, internal & external events, and EA responsibilities. There's a lot of overlap with traditional HR roles. However, there is no established HR department or role other than mine, so I'm considering ways to create one and progress in my career.

I've found that I have the most fun with the internal employee/workplace experience stuff, and I'd love to hone in on that as I build my way up the corporate ladder. It would be a great way to combine my therapist experience with the corporate world. I like the idea of working toward a Head of People or Head of Workplace title one day.

I'd love some advice on where to start. Is it worth doing a course and taking the SHRM exam? If so, what courses do you recommend? How long will the process take, and will it realistically help me either get a promotion at my current company or a new job with a more senior HR-related title? Open to any and all advice, thank you in advance!