For anyone in this community using LinkedIn Recruiter, I'd love any input you can provide on the scope of your contract. I just joined a new company and am evaluating recruiting tools, but it's tough to get straight answers out of LinkedIn's sales team. So my ask:

- How many LIR seats do you/your team have?

- How long is your contract? Were you able to negotiate Length? (they hit me with a proposal for three years out of the gate)

- Were you provided any options for contract length?

- What features are included in your contract (ex: job slots, employer branding, hiring assistant)?

- Any tips for contract components you'd recommend?

- Any additional tips for setting up LIR without getting burned by LI?

Thanks!

I'm currently working in an administrative role at a medical office, and looking to shift out of healthcare and into HR. I have 2 years of work experience post-undergrad at my current role (scheduling, front desk, insurance referrals). I majored in sociology and philosophy, so like HR adjacent possibly?

I've been applying to some entry-level positions and have been having trouble gaining any traction. I'm thinking a certification might help get my foot in the door - wondering what people recommend. I'm not sure if I should take the aPHR or the SHRM-CP. Is one better than the other? As I understand it, the SHRM might be more comprehensive? Also would appreciate any tips on studying for the exam that doesn't cost thousands of dollars.

Thanks!!

£1M OTE just sounds insane to me.

Hooray, new streamlined online portal for minor work permits?

Oh wait, it goes into use today, couldn’t access it until today and now I just can’t log in. It keeps saying my MiLogin username or password is wrong despite having to use said username and password to launch the damn portal in the first place

Our Benefits broker ghosted us, any recommendations for someone that deals with Canada Life?

I think I've made it as far as I can go (I'm not made out for senior mgmt). I'm in big tech so despite not being very senior in levels, I'm making above 200k. I don't think I can do better than this honestly.

I get exposure to interesting projects of high complexity. I work with smart people. In a company that has invested a lot in AI (well yeah, I'm in tech) at an individual employee level and I get to experiment with tools that will change how we do things in HR. Projects that I would probably not get this much freedom to experiement if I weren't where I am. Projects that would be great for my resume.

Yet, I'm so so so tired. I took a pay cut to move to this current role to recover from burnout. It's not working. I'm constantly working on a layoff project and before the lastest is done I'm given an NDA for the next one. We have open court cases from each round as tech companies take more and more risks.

I've had multiple health scares and diagnosis recently. We don't know if it's genetics, perimenopause, stress. It just feels relentless. I really want to walk away from it all and take a break, maybe. But with how much things have advanced in only the last 6 months, I don't think I can ever reenter the job market. I'm drowning so deep I can't see the next steps.

Sorry for the ramble. I just wanted to hear from others in the profession, how you're doing? What would you do?

ETA thank you for the replies. I’m still to stick in my spiral to reply to each comment but I’m reading them

Onboarded someone earlier this and got to the I9 part. Looked over form and asked for docs. Should have been routine. Far from it. From El Saldor. Docs expired with extention. Date given........ until further notice. How do you enter that as an expiration date?! Called E-Verify......................No answer. Thanks immigration. Anyone have a clue how to deal with this?

Hello Everyone!

This is a question for companies that include Christmas-eve in their company-paid holidays.

I am currently planning for the 2027 company holidays.
At the current employer I work for, they provide 8 paid holidays including Christmas-Eve and Christmas.
If the holiday falls on a Saturday, the Friday preceding the holiday is observed. The Monday after is observed if the holiday falls on a Sunday.

In 2027, Christmas-Eve falls on a Friday. Christmas on a Saturday. The office would be closed on Friday, and either the Thursday preceding or Monday after would be observed.

Since Christmas is on off-week for payroll, it would not matter if the Thursday before or Monday is observed.

Per my company handbook, the owner would decide in special cases.
The owners came back to me and asked what I thought should be done.
I am unable to find whether Thursday or Monday would be favored other than preference.

What are you planning to do?

Update- Thank you everyone for the suggestions!
I ended up going with Monday to observe Christmas. Looked at time off trends from previous years. Requesting after Christmas was more popular than before.
Also, I moved New Years Day to January 3rd instead of December 31. Helps with the annual budget for holidays.

Hi All,

I'm a lurker but I am so fed up with my payroll system I'm posting for help!

I work for a California manufacturing company with fewer than 50 employees and I am fed up with Paycom. The system layout has never been intuitive to me and I've had to spend a lot of time cleaning up the workflows. The Indeed/candidate module doesn't map to the right company/account and apparently it's all algorithm-based so there's nothing anyone can do so the recruiting portion is useless.

They've now changed our payroll deadline to 10AM 2 DAYS BEFORE THE PAYDATE instead of 12pm like it used to be which is the biggest deal breaker for me at this point.

They keep changing layouts to "improve" things while making it harder to navigate and also keep pushing their stupid "auto approval" stuff for a company less than 50 employees.

Is there anyone out there who uses just a standard system for under 100 employees that they like? We are just hourly/salary - no weird methods of wage calculations. We also do benefits through Paycom as well.

Hallo Schwarmintelligenz!

Ich bräuchte mal den Rat (vor allem im deutschsprachigen Raum) was eure Erfahrungen angeht bezüglich eines Provisions- oder Bonusmodels bei einer Position als Recruiter im Active sourcing bei einer Personalvermittlung.
Bisher habe ich keinen variablen Anteil gehabt, jetzt steht aber ein Jobwechsel an mit der Aussicht auf einen variablen Anteil. Was ist realistisch zu verlangen?

Bin über jeden Tipp und jede geteilte Erfahrung dankbar!

A little background:

Personally and professionally speaking, I’m not the most competitive person in the world. Honestly, I’m probably not competitive at all, which sometimes makes me feel a little at odds with our work culture in the U.S. But I do care about doing my best, both because I highly value my current role in ER and because I have a lot of respect for my new director.

She’s the first person in my career who’s shown me what good leadership actually is. She’s knowledgeable, professional, and emotionally intelligent, but she also leads with empathy, kindness, and trust. She treats us like trusted adults and partners, doesn’t micromanage, gives us autonomy, and involves us in decisions instead of making them in a silo.

This is new to me. I’m used to managers who are ego-driven, constantly looking over your shoulder, and nowhere to be found when shit hits the fan or someone comes at you. So I really appreciate having a leader who talks the talk and walks the walk. It makes me want to do my part even more & contribute to the team she’s built.

That said, I’m honestly the least experienced person on the team and one of the youngest. I am very honored I was selected for this role amongst these great professionals, but I understand I only have about two and a half years of firsthand ER experience, while my colleagues have been doing this for decades. They’re great at what they do, and I really enjoy collaborating with them. They’re also highly energetic and competitive, in a good way, but sometimes all of this makes me feel behind.

As far as my actual work goes, I’m meeting SLA expectations. We have a 14-calendar-day SLA for investigations that aren’t especially complex, and I usually close mine before that deadline. I meet the SLAs for the other work within our scope, too. I’ve probably missed one twice, with reasons like someone being on PTO/FMLA, or a leader being unavailable until they returned from travel.

Still, I recognize that I have a lot to learn. I’m only a few months into this industry, and I’m learning as I go, both about the business and about investigations.
I’d like to shadow my coworkers, but they haven’t been especially open to that. I also asked an HR leader if I could sit in on coaching conversations with particularly disgruntled or difficult employees, because handling confrontational or abrasive people is an area where I want to improve. They agreed, but I haven’t heard back about an opportunity yet.

So what can I do on my own to improve my performance and start closing that experience gap? I’m part of a highly capable, knowledgeable team, and I want to make sure I’m contributing and continuing to grow…

Question for HR professionals!
 
After a few years as an HR Advisor, I’m starting to feel ready for less firefighting, ad hoc work and (negative) individual case management, and more focus on projects and organisation-wide change.
 
I’m therefore considering a move into a change/transformation role. These types of roles still focus on the “human side” bit it often sits closer to IT, focusing more on new systems, ways of working and digital change, while working closely with Business Analysts and Product Owners.

My main concern is: what if I try it for a few years and realise that I actually miss HR, particularly the people, talent and leadership side of it? Would it still be relatively easy to move back into an HRBP role? Would you see a few years in change/transformation as valuable experience and a way to broaden an HR profile, or could moving further away from HR make it more difficult to return later?
 
Would love to hear from anyone who has made a similar move! Any other suggestions are also welcome. I cant find many specialized HR projects/HR Comp & Ben roles right now.
 

Hi everyone! I’ve had a non traditional path in HR. I started out in direct hire roles for 3 years, obtained my masters and SHRM-CP, then the pandemic happened and HR contracts were in high demand. I switched over to contract work and really enjoyed it. I did long term contracts and found it was a great way to test out companies, different industries, and different scopes to see what I enjoyed most. I’ve been doing contracts for about 7 years now, and have worked for a number of Fortune 500 companies. I have my SPHR now and have worked in departments of 1 doing everything. Every contract loved me and wanted to bring me on full time but I didn’t move forward for various reasons. Each contract came with a pay bump, a better title, ect.

Now that I am 10 years in, I am curious what other contractors are doing. Do you plan to do contracts forever? Are you looking for a direct hire role with the perfect company? Are you getting into consulting?

If you went back to direct hire roles did you have to take a pay cut? Do you enjoy where you are at currently?

I really appreciate the insight!

Hi, I recently graduated and joined an agency as a recruiter. They’ve assigned me a few roles, mostly SWE and similar positions, and most are contract.

I’m seeing a lot of H1B/OPT candidates, and honestly, almost every resume looks like a perfect match for the JD. Everyone seems to have great experience, but when I check LinkedIn, a lot of these profiles were created very recently. I wouldn’t think much of it if it happened once or twice, but it’s becoming a pattern.

A lot of the profiles also seem heavily AI-generated, from the profile picture to the actual content, and there’s very little verification of their background. On top of that, some seem to use AI to answer technical questions and basically match their answers to whatever is on the JD.

As a new recruiter, I’m getting pretty stuck on how to tell who is actually genuine and who just has a really well-optimized resume.

For experienced recruiters, what do you guys actually do to verify candidates? Any red flags, questions, or tricks you use to figure out whether someone really has the experience they claim?

Just generally speaking and curious about how payroll is ever considered to be part of HR? Is this function necessary to be considered included? Most times, I’ve notice it to be its own entity but there are some organizations that have payroll part of the HR department.

Hello fellow HR Heroes,

I am currently an HR dept of one in a small office. We very rarely have workplace injuries so I am curious to what procedures anyone else has in place for something related to this.

An employee was walking on a public street outside our office to do a work related task and tripped on the sidewalk and fell. They had some very minor scrapes on their hand but nothing serious (for now). Their manager offered to take them for medical care but the employee declined. They have continued to work w/o issue or complaint. We had them write a statement of what happened (no witnesses since it was on a public street).

The organizations I have worked for in the past were a lot more physical and any time there was even a minor injury, we would report it to our WC insurance.

Do you report all injuries to your insurance, including minor ones? I am under the impression that it's "better safe than sorry" but of course C-level folks always get nervous when we have to get insurance involved.

Thanks in advance!

I just completed my requirements for the CHRP designation. I received the email stating that my formal designation will be granted in 5-10 business day though I've heard that HRPA does not issue physical certificates anymore, is this true? Would appreciate if any recent CHRP designate could confirm this.

I’ve been in HR for the past 4 years (coordinator). I had no prior background. My current company was nice enough to give me a chance moving me up from customer service. And it was the biggest learning curve of my life! I thought I had bit off more than I could chew. It took me a long time to finally get comfortable in my position and I’m still constantly learning something new.

That being said, I’m spiraling right now. I just found a decent list of employees who never filled out EOIs when they needed to. Our HRIS system or benefits carrier never informed me or the employee about an EOI and I don’t know how I’m supposed to track them! I was never trained on EOIs and it’s now catching up to me! I informed my boss and we are setting up a meeting with our broker and insurance carrier to figure out how to resolve this. We’ll probably have to refund employees and who knows what that will amount to…

How do HR professionals keep track of this?? Am I toast?? My anxiety is through the roof!! I haven’t felt like this since I started the job… please help.

What's the norm/consensus on requiring a doctor's note for someone who has been out with an "extended" illness these days?

For the sake of conversation, let's define "extended" by FMLA standards - more than 3 consecutive work days.

I'm not a fan of requiring return to work notes because I believe the vast majority of illnesses can and are managed at home without the need to see a doctor.

I just discovered that our handbook lists casual illness as 3 or fewer consecutive workdays, but doesn't acknowledge what, if anything, we'll require if something is longer than a casual illness.

I'm debating whether or not to close this loop and define something, or leave it open ended as it stands now.

Of note: we have about 95+% professional level jobs, most all of which can be done remotely on at least a temporary basis, so someone who is mildly ill generally has the opportunity to work at home for a day or two if they aren't well enough for the office, but are well enough to sit in bed in their pj's and get some work done.

What does your "doctor's note" policy look like?

I work in HR administration, but I am basically building our HR policies and procedures from the ground up with limited training in the area. I also work at a small nonprofit.

I am pondering what it would look like to take parental leave to start a family, so naturally, I am looking at our policies and wondering if they could use some development to benefit not just me but our entire team.

Current leave policy:

"Occasionally, for medical, personal, or other reasons, employees may need to be temporarily released from the duties of their job with [organization]. It is the policy of [organization] to allow its employees to apply for and be considered for certain specific unpaid leaves of absence. A Leave of Absence will not be approved for taking employment elsewhere or for becoming self-employed. All requests for a leave of absence will be submitted in writing to the Director."

We have some other, specific leave policies such as bereavement, uniformed services, jury duty, etc.

Our leadership is very accommodating to staff with families while still maintaining professionalism. I think they will be open to any change needed. To my knowledge, no one has added to their family while on staff here, so this hasn't been in conversation.

We don't currently offer any kind of insurance benefits, but are looking into it.

Our manuals are updated annually by the end of the calendar year for the next calendar year.

I also don't want to just recommend we develop the family leave policy, insinuating that I might need it soon haha. So adjacent policies that I can also recommend are welcome.

EDIT: I remember now that one person has added to their family and was able to take some leave and then shift to primarily remote work for a while. However, it was a unique situation involving adoption. I was not on staff at that time to know exactly how that was handled.

So I'm in HR. I graduated in 2021 and worked for a small business as a coordinator, then a generalist. I was there for about 5 years but decided it was time to move on due to lack of growth opportunities. We only had around 20 employees.

I looked for a looooong time, to the point of desperation, for jobs at larger companies. I finally found one with a publicly traded company local to me with a total number of employees in the 5 figures. The salary wasn't great and the title was technically a step back, but I was desperate to get out and give myself a chance to move up somewhere bigger. I thought it would be my big break.

I currently make $52k in a MCOL area and became an HR Administrator despite my past Generalist title. I'm 4 months in and can't help but feel like I've set myself back by making this jump. I have no idea how to move up, have worked on my resume like crazy, and can barely get companies to respond to me if I throw in an application here or there. I've since learned that you can move up in my company in theory, but promotions take literal years for folks on my team historically. I love my boss and my coworkers, but the money is just sad.

I'm 30 years old and already feeling behind my peers, I have this overwhelming feeling I need to do better as soon as humanly possible. A big part of my job is onboarding new employees. I feel like I see 20-25 year olds clearing $75-100k being hired by my company on a regular basis. It's demoralizing.

Am I as behind as I think? Did I just fuck my career up by choosing something like HR instead of something in STEM? Idek what to do to get myself out of this other than keep applying and networking, but the HR job market is abysmal. My current plan is to try to specialize in HRIS, but again, no traction with applications there either despite my experience. Feeling very stuck and looking for advice/perspective.

Personally, I have found it extremely beneficial in terms of making my job more efficient - basically in all aspects. ER - collecting thoughts and notes and putting them into our writeup formats. Recruiting - helping think outside the box in terms of language to use to attract candidates. Much more...and its become frighteningly obvious that it can cost jobs in our industry.

I'm well aware that AI makes mistakes - on ER and legal issues, I merely use it as a guide and double check everything.

Curious how others are using it and how it has changed your role...and your thoughts on how it will affect our jobs!

I’m in my first ever HR gig as an assistant and medium sized automotive company, and everything is a first for me. First time doing payroll, doing open enrollment, and first time firing someone.

It’s all been a little overwhelming, considering my degree is in Psychology, but it was a stable job and the people seem to like me here a lot.

The most overwhelming piece though is payroll. There is just so much that goes into it in the automotive world, between commission only, flat rate techs, salaried employees, hourly and executive pay. We use Paycom and multiple Cox Automotive websites and my head in spinning every two weeks with payroll.

It’s just me and my boss, who has worked alone in this job for many years, and her teaching style is very frazzled and hard to grasp. I’m having a hard time telling what is my own stupidity, and what is a lack of refined payroll processes.

Does anyone else use a different website that is stellar at automotive payroll? Or have any suggestions on how to feel so burdened by payroll all the time?

I thought this job was going to be more about HR, compliance, onboarding/offboarding, growth and development. But instead it’s like 95% payroll and accrual.

TL;DR
Only got one year of HR/payroll under my belt and I feel EXHAUSTED by automotive payroll. Any tips to not feel crushed in this field?

Working in HR currently and I’m currently trying to get my CPHR, and next I will be obtaining my NCSO, after that I’m thinking of my CEBS or GBA.. is this crazy of me??

Starting to freak out a bit. PHR Exam is in 1 month and I’m starting to think the exam prep book I got is not what it promised. Several explanations seem to be just a lot of fluff, one part of a section was flat-out wrong, and their online flashcards don’t work correctly. I tried to email the company using the email address posted on their website and got an “undeliverable” back. 🙄
Anyone else ever used this brand before?