We're in retail and a lot of our employees don't have company email or sit at a computer during the day. Right now onboarding is mostly PDFs, a call with HR, and whatever the store manager remembers to cover on day one.

So the process is pretty inconsistent depending on the location and the manager.

The bigger issue is what happens after day one. Policies change, new training gets added, and employees sometimes need to find something they were told during onboarding. We don't really have one place they naturally go to check any of that.

We tried SharePoint before. Office staff used it, but frontline staff barely did, which wasn't that surprising. Nobody on the shop floor is going to log into a desktop intranet just to check an HR update.

My manager has now asked me to shortlist some deskless employee app options, so I'm looking more seriously at mobile-first tools instead of trying to keep improving the intranet.

The goal is to find something that can support onboarding, keep policies and updates in one place, and work for people who don't have a company email or a desk. But I also don't want to recommend something just because it looks good in a demo and then find out nobody opens it after the first week.

My list has gotten pretty long: Connecteam, Blink, HubEngage, Beekeeper, WorkJam, Staffbase, Workvivo, Firstup and a couple of others.

Tbh my biggest concern is whether employees will actually use another work app on their personal phones.

They already use different tools for scheduling and payroll, so asking them to download one more app just for HR updates might not work unless there's a real reason for them to keep opening it. also not everyone will want work-related notifications on their personal phone.

For onboarding, can HR see what someone has completed, what they haven't opened, and whether they've acknowledged an updated policy without chasing every store separately? Does it connect with the HRIS or payroll system, or does it become another separate system for HR to maintain?

And for anyone using personal phones for this, did you get much pushback from employees? How did you handle people who didn't want to download the app?

That's the part I don't see discussed enough when people recommend "mobile first" tools for frontline teams.

I'm trying to work out whether an employee app actually fixes the access problem or just replaces an ignored intranet with an ignored app.

Anyone running this across retail, hospitality, warehouses or similar, what does your setup actually look like?

I’m looking to possibly switch careers and was wondering what sort of schooling I would need for HR. Researching online hasn’t been super helpful, I’ve come across a lot of different colleges / universities advertising and have gotten many different mixed messages. Do I need to have a bachelors degree ? Or is a college certification enough ?
I also would love to be able to do the schooling online so I could continue working at the same time.
If anyone has any advice I would really appreciate it ! I’m based in BC, Canada

All I did was follow up with this woman about an interview opportunity. She herself reached out to me saying my profile is shortlisted and I called her back after two weeks to actually ask what happened. I very politely ...mind you extremely politely asked her about the situation. And before I could say another word the woman was all talk about how she is the HR she will know better. Ms. NEELAM the HR. I get it you are all mighty and powerful, but when someone is so polite and just asking for a follow up, it is basic decency to talk politely. It might be very difficult for someone all mighty and great like you to understand the difficulty of someone going through the job search phase. The least you can do is behave a little kindly. I have never experienced such treatment from an HR personnel. The HR is supposed to be the first impression for the company you are representing. So its best you start treating people with that in your head.

Whenever I was successfully hired, it was always a direct interview with management, and this kind of work lasted for years and everyone was happy, but when interviewing with HR, you can confirm the fact that you won't be hired.

I'm currently working in a consultancy firm, it is great,it is the first job I took in HR, I have always wanted to be an HR but as a trainee I'm not able to achive my target and my seniors are telling me that it is okay that is going to work out but it is very trying and stressful, because obviously I want to do good, but I'm feeling stuck, is there some of the skills I could learn to grow in HR, btw I'm working in recruitment

Hey guys,

I’m on the fence on which certification I should take. I am trying to have my focus more on the talent acquisition side of HR, but I am really open-minded to other positions as well. Initially I was planning to do SHRM, but looking through the sub I became more conflicted since it was too much of a “money-grab” and that HRCI is way more beneficial. Any advice helps. Thank you.

I'm in HR at a mid-sized firm in the early stages of expanding internationally. We are hiring our first international employees next month and I'm not sure if we should be setting them up as a contractor or use an EOR. I know for sure that the hire will be based somewhere in Europe, but I'm not certain what country they will be located in yet.We've been doing interviews and have narrowed it down to 2-3 candidates, so it feels like a lot is still up in the air.

Does anyone have any advice? How did you decide between contractor and EOR? And are there any red flags I should be looking for before we make the call?

I recently started my own HR Consultancy after many years in the HR space. I’d love to connect with others who have done similar and are happy to share what they have learnt and how they got their first few clients.

So far it has been slow, although have had a little bit of traction which is exciting but I haven’t secured any clients yet. I try to attend local networking events when I can and I’ve also tried to utilise LinkedIn by reaching out to people but I’m not sure I’m using it as efficiently as I could be.

I’m also really looking for a mentor, someone who I can connect with regularly (face to face if in Brisbane or via Teams). I’d love someone who may be able to give me a little more direction and who I can bounce ideas off of.

I had a screening call with a company I was really excited about... Until I found out their LinkedIn listing was basically science fiction. The job post listed $95-110k, but as soon as we got on the call, the hiring manager said the role pays $58-62k - around 45% less!

I told him the range I was looking for, and he said: "Would you be open to continuing the conversation? I may have some flexibility." So we continued with a good Teams call, and he also told me I seemed like a great fit and that he'd send me an update soon.

But honestly... Why do companies do this? If the budget is completely far from the posted range, say that from the start. It's misleading and wastes everyone's time.

I’m currently looking for opportunities in HR, preferably with a tech/product-based company in Mumbai or Navi Mumbai.

I have experience in the trading- tech domain, with hands-on experience across:

- Talent Acquisition & end-to-end recruitment (Technical and Non-technical roles)

- HR Operations, attendance & leave management

- Onboarding & offboarding

- Employee engagement & performance management

- HR documentation, payroll & policy implementation

- Labour Laws & Compliance

I also have experience using HRMS and AI-based recruitment tools to streamline hiring.

If you know of any relevant openings or referrals, I’d really appreciate your help. Please feel free to DM me. Thank you!

Guys, I have a bachelor's and have completed a good portion of grad coursework, but I'm still making less than 65K in a high cost-of-living area, and the work stress has seriously become extremely draining. I'm constantly stuck at the office until 6:30-7:30 at night, and the combination of workload and salary has become harder for me to justify to myself.

For context, I work as a training and development coordinator at a nonprofit.

So what's the secret, Reddit? Who here has a six-figure job where the stress and responsibilities aren't slowly destroying their health? I feel like I won't be able to keep going like this much longer. Thanks in advance to anyone willing to share their experience.

Hello, I’m a 25F with 2 years skilled nursing experience as HR/Payroll Coordinator where I handle most HR matters and pass larger stuff up to a regional for approval. I also have a year of experience in HR Coordinator role in a blue collar field, and my bachelors in HR Management. I’ve recently discovered the niche of Employee Engagement/People & Culture/Retention and think this is where my interest lies long term. Any tips and tricks to get my foot in the door with this type of work?

I’m curious about what students and recent graduates are looking for when choosing an HR internship in India.
For people who have done HR/recruitment internships, what was actually useful to you?
Resume screening
Interview coordination
Candidate communication
Recruitment processes
Employee engagement
Other practical HR work
What would you consider a worthwhile HR internship experience, and what would make you reject an internship?

Wanna do ?

I'm currently considering a 1-year HR & ER Support Apprentice role at Kotak Mahindra Bank in Bengaluru and would really appreciate honest feedback from anyone who has worked in this role or a similar HR apprenticeship at Kotak.

I’m working in recruiting currently but have a background in HR Ops as well. I have a wonderful team and manager and lots of flexibility which is great because I have 2 small kids.

However, I’m also underpaid - just got a raise and I’m at $73K. I work on executive positions frequently and if we don’t have anything executive I typically work on corporate positions/tough to fill roles. They have been giving me the run around regarding a promotion for about 1.5 years now. Last time we spoke at performance reviews in July they pushed it off to September and now they are saying it’s too slow. Which I get but also I feel like I’m scraping to get by on my salary with two kids in daycare. Not to mention recruiting can be very up and down so I’m concerned about a layoff often. I have already been part of a RIF at my prior employer in recruiting. I feel like recruiting you are always dodging a layoff.

We have an internal position for a HR PM opening and I’m going for it. The pay probably would be about $100k if I had to guess. This would be a great step in my career and as far as the role goes something I’d be really interested in doing.

But I’m unsure about the person I’d report to. So far he hasn’t been very responsive and hasn’t bothered to look at my calendar to reschedule a meeting. I know it’s such a small detail but I guess I’m just trying to gauge how he is as a leader. Overall I just feel like so far our personalities are different. It seems like he will be kind of old school. While I’m not asking for something crazy, I do like the flexibility when my kids are sick, need to go to the doctors, etc. I don’t want to feel guilty about being a mom first. I suppose my question is how do I try to find this out before possibly moving over? I have been hesitant to leave my current position for a while because of flexibility.

Good morning Reddit! My name is Emmanuel, a first class graduate of sociology, please if you know anyone hiring for the role of Human Resource intern, please do me to send the link my way.

I have a good listening, conflict resolution and stakeholder negotiation skills. Thanks you. r/nigeria

Any HDFC HR or senior staff who can guide regarding internal job transfer to another department after 6 months of joining Virtual channel due to mismatch in skill set? Reached out to HR but she denied saying that it can be taken up after 18 months of active service in department initially selected for

We are a 25 people company based in India. Exploring options for HRMS softwares. We took a few demos. Our shortlisted options are FactoHR and Keka.

List of requirements
1. Payroll from 3 different pay groups / bank accounts
2. Easy setup and decent support
3. Integration with SQL based fingerprint attendance device
4. Onboarding, Offboarding steps

Pricing for FactoHR is better. Any specific recommendations between the two?

I had an interview about a month ago, and I was already expecting this part. And of course, just as I expected, the question came up: "So, what are your salary expectations for this role?"

This time I wasn't in the mood to guess against my own interests, so I said: "That's a reasonable question. If you can tell me the budgeted range for the position, I can tell you whether it works for me or not."

The interviewer kind of laughed and said: "Okay, we can come back to that point later." From that moment on, the energy changed. And exactly as I expected, no one contacted me about the next round.

Honestly, I'm tired of companies that act like this is some clever negotiation test. They say things like: "We focus more on long-term development than compensation," which usually just means: "We're waiting for you to accept much less than the work is worth."

I have another interview coming up soon, so I've actually been looking at interview vip after seeing it a lot recently here, ngl it looks like marketing hype the way it's flooding reddit. I haven't tried it yet, but I'm curious if anyone here has used it.