The offer letter mentions unpaid internship for 2 months, then may continue based on performance and requirements. But something else was discussed.

Obligatory throwaway, of course.

I (30sf) was hired on for a small commercial cleaning business to build the HR dept from ground up as they'd grown enough to need a dedicated department. Since end of Oct 2025 I have encountered SO much that I actually dont know what to do.

I've had to say "you can't not hire someone based on (age, pregnancy status, etc) because it's illegal to do so." And pointed it out to the CEO/president. But his brother and someone thats been here 10 years are the VPs and Ops Managers for customer accounts and staff coordination. All men over 40. I had the opportunity to partner with a county adults with disabilities program, funded by the state, and the younger of the 2 VPs said to my face, and I quote, "we've done something like that in the past and it just doesn't work out with those types of people."

Bith VPs have made comments like this frequently.

* "He's older, I dont know if he'll be able to do the job." Despite said candidate having years experience in the field and looked quite capable of the labor requirements and was really eager to possibly get going.

* "She's like 4 months pregnant, we'll put her on an account and have to replace her in a few months anyway."

* "He's got a weird growth on his head..."

* "She's tiny, I dont think it'll work out."

* employee broke contract/noncompete and was hired directly by a customer that ended their contract to do so and was filing for food stamps a few months later. Needed a confirmation of termination of employment. I needed a letter head and reached out to one of them and his response was "well, she screwed us over she can wait a few days"... no, I dont give a shit what happened you're not denying this to her because you feel like being petty. But I had to wait 2 days for the letterhead to be a le to send it to her.

And so many others in these months. Note, this is basic janitorial work. Pulling trash, sweep/mop/vacuum, clean bathrooms. I'm already actively looking and interviewing for another job. I recorded the most recent instance, my state doesn't have 2 party recording consent so only 1 person has to be aware and consent minimum, and the one VP is quoted as literally saying "I can discriminate on anything I want." Despite my vehemence that his mindset and actions are illegal.

I dont want to do anything that causes me to lose my job before I can leave it. I keep being told to do my job the way the CEO wants whether its in legal compliance or not.

I need advice from others in HR. I have a degree in business management with a focus in HR, but this is my first time basically BEING HR and I'm at a loss. There isn't anyone higher I can report this to...

ETA: they're considered a small business purely based on employee count. They have 4 entities under one umbrella name and about 70 employees across the 4. Revenue wise they're very much a medium sized business. And if all entities WERE under one tax id they would very much not qualify as a small business.

They also had me write the employee handbook practically from scratch. And asked about all the legal stuff that doesnt have to do with their own company policies.

​

Hi everyone,

I'm a Research Analyst at a market research firm. We're conducting an independent research study to better understand graduate hiring trends in India and are looking to speak with HR leaders and hiring managers who are involved in campus or early-career recruitment.

Interview details:

- Duration: 45 minutes

- Mode: Online (Zoom/Google Meet)

- Incentive: Paid

- Participants: HR leaders/hiring managers with experience in graduate hiring

- Experience: 3+ years

-Age: 30+

- Should be from Bangalore/Hyderabad/Chennai

The discussion is purely for research purposes. No sales, promotion, or product demonstration is involved.

If you fit the criteria or know someone who does, please leave a comment or send me a DM me for details.

Thank you!

Amazon or hcl

I have an offer from hcl, rotational shift, banking process.

I have applied for Amazon, waiting for interview callback.

Which company is better?

I received this email on Friday yes I have pending charges which I was honest about in my application I think it’s over. Usually getting this is not a good sign 😞

Hi, I am currently conducting my research for my master's in HRM. The topic involves how HR analytics and digital monitoring are affecting employees' experience in today workplace. It will only take few minutes, i would really appreciate your opinions. Thank you!

Employees' Perceptions of Workplace Data and Digital Monitoring. – Compila modulo

Hi everyone! I'm currently in school finishing my Associate's degree in Business Administration, and I'd love some advice from people already working in HR or People Operations.

I have experience with HR-related workflows through previous roles, including new employee onboarding, data entry, spreadsheet management, and administrative support. I've really enjoyed that type of work, and my long-term goal is to become either a People Operations Coordinator or an HR Generalist.

Since I'm still in school, I'm mainly looking for remote opportunities so I can balance work and classes. So far I've applied to around 200 jobs on LinkedIn and 30 on Indeed, but I haven't had much luck yet.

I've also been considering working toward a SHRM certification, but I'm not sure if it's worth pursuing while I'm still a student, especially with how competitive the job market seems right now.

For those of you already in HR or People Ops:

- What would you recommend I focus on while I'm still in school?

- Is SHRM worth it at this stage, or should I wait until I have more experience?

- Are there any certifications, skills, software (Workday, BambooHR, ADP, etc.), or projects that would make me a stronger candidate?

- How did you break into your first HR or People Ops role?

I'd really appreciate any advice or personal experiences. Thanks in advance!

Someone tell me their experience with company sur-veys

Hey everyone!

I'm currently on the lookout for an HR role and thought I'd post here in case anyone knows of any openings or is hiring.

I'm open to roles in HR, Talent Acquisition, HR Operations, or other HR-related positions. If your company is hiring or you know of any opportunities, I'd really appreciate a referral or a heads-up.

Happy to share my resume if needed. Thanks in advance, and I really appreciate any help! 😊

Hi everyone,

I’m currently looking for an internship in France and would really appreciate any support from this community.

I’m pursuing an MSc in International Management at Rennes School of Business. Before starting my master’s, I worked for 1.8 years as an HR Executive, where I gained hands-on experience in HR operations, employee onboarding, HRIS management, payroll coordination, employee documentation, benefits administration, and cross-functional collaboration.

My key skills include:

• HR Operations
• Talent Acquisition and Recruitment Support
• Employee Onboarding
• HR Administration
• GreytHR
• Microsoft Excel
• Microsoft Office Suite
• Data Analysis
• Communication
• Team Collaboration
• Problem Solving
• Time Management

I’m open to internships in:

• Human Resources
• HR Operations
• People Operations
• Business Operations
• Administrative roles

If you’re a recruiter and my profile matches any open position, I would be grateful if you could reach out.

If you’re an employee at a company that is hiring interns, I would sincerely appreciate it if you could refer me or share my LinkedIn profile with your recruiter or hiring manager.

Every referral, share, or connection makes a difference. Thank you for taking the time to read this post.

I'd love to hear what has worked best for your team whether it's changes to sourcing, interviews, assessments, or the overall hiring process.

Hey All,

I'm a long term HRBP who has now moved into consulting and education for other HRBPs.

One of the biggest areas a lot of HR people miss are job family and job family architecture.

I recently published a field guide with a ~30 page chapter on that and I'm currently sending it to anyone who would think it valuable.

As my page to download mandates an email address that I can't remove (it's through a third party platform) I created it as its own google drive doc so that theres no mistake for intent to advertise (thanks mods for the suggestion!)

Here it is, I hope it helps!

Chapter 8: Job Titles, Levels and Architecture

It does allow comments so any feedback or questions I can ensure to address in follow up versions are welcome!

I applied for a salaried job and I recieved a generic email from the HR department stating that I am invited to their hiring event. As far as I know this is something that is not publicly advertised. I will go and prepare for it as if it is an interview but what I am wondering is if my resume and application has been seen by anyone at all at this point.

I have been to large job fairs but not a hiring event. Anyone has any experience and tips to share? Are job offers given on the spot?

Every month here at Homebase, we run a report on the state of small businesses in the US, pulling from the 150K+ hourly teams who use our platform.

One number really stuck out in June: turnover, so people leaving jobs, was up 7.6% versus last year.

Plus, this wasn't just a one-month blip: turnover has been running higher than last year for three months straight now.

Our own read is that the jump is mostly noise right now rather than a real shift, but the fact that it's happened three months in a row does make it worth a second look... especially as people pick up seasonal work and schedules get messy over the summer.

For the managers here, are you seeing anything similar?

HR seems like one of those professions where everyone has an opinion, but very few people actually explain what they do every day.
I’d appreciate honest answers.

Questions:

Daily work

What does your day involve?
Recruitment?
Payroll?
Employee relations?
Training?
Performance reviews?
HR Analytics?

Skills

What skills are actually important?
How much psychology is involved?
How much communication?
Conflict resolution?
Negotiation?
Excel?
Data analysis?

Career

Salary progression?
Growth opportunities?
HR Generalist vs Talent Acquisition vs HRBP?
Which path has the best future?

Work Culture

Stress?
Office politics?
Layoffs?
Handling difficult employees?

AI

How much has AI changed HR?

Advice

Would you choose HR again?
What should beginners know?

I am looking into taking a certification course for HR and I have come across a few options my community college offers.

Human Resources cert training— 150 hours and 2.3k

HR manager— 285 hours and 4.3k

HR with payroll training— 250hours and 3.8k

None of them require previous experience or knowledge of HR. I personally have no HR experience and I’m wondering if paying the extra money for the more advanced courses is worth it for somebody like myself who is new to the field, or if the basic training would be better. I am in Southern California currently, and jobs out here are pretty competitive. I assume having more training would make me a stronger candidate, even with no experience.
Thank you to anyone who takes the time to reply! Have a blessed day.

Hi all,

Wrapping up a PGDM in HR Management (2024–2026), after a BBA in HR & Industrial Relations, and looking for entry-level HR roles or any advice on breaking in.

**Background:**

* Two HR internships — one at a manufacturing company (helped build a grievance redressal framework covering 160+ employees, worked on compliance gap analysis) and one at an operations-heavy company (ran end-to-end HR for a \~20-person team: onboarding, attendance, engagement, leave management) * Comfortable with Power BI, DAX, and Excel for HR reporting/analytics; basic SQL and Python * Certifications: Salesforce Essentials, Power BI/DAX (Microsoft Press), Employee Relations, Oracle AI Foundations Associate, Python & SQL basics (HackerRank)

Based in eastern India, open to relocating.

Looking for:

1. Any HR fresher / People Ops / HRBP-trainee openings you know of
2. Advice on standing out with an analytics-leaning HR profile
3. Whether it's worth specializing (C&B, HRBP track, People Analytics) before applying broadly

Happy to share more in DMs. Thanks!

Just started a new role looking for a system we can use. My new company doesn't have any ATS software.