re: .

quote:

---

has really no clue what goes into it.

---

Kinda reminds me of when 22 y.o. green MBA auditors come in to evaluate your operations and begin by asking “What does your department do?”

They then proceed to chase ridiculous rabbits while the real issues fly over their heads.
It was almost “sport” when they came around to bait them with a red herring problem that you already had the solution ready to implement while they were completely oblivious to major issues right under their nose.
They always had to “find something” so we’d leave a trail of breadcrumbs.

A lot of people do not understand or knows what HR do in a company. A lot of it is behind the scenes stuff to handles issues, research and develop programs and benefits that benefits the employees, making sure the company is staying compliant with specific laws and regulations in states they're located in, and assists managers with problems with their employees. Hiring and Talent Acquisition is just one of the functions of HR. I work in HRIS which is a function of HR and mostly deal with the analytics and system in HR, but I see mostly everything that happens in HR from issues, to job changes, salary changes, etc. We do try to improve the company by administering surveys and getting feedback to implement specific programs to improve employee's well being and retention.

One such thing we implemented is basing PTO accrual on total years of relevant industry experience instead of the company's years of experience so if you're new to the company, but have 5 years of prior relevant experience, then you automatically accrue for 3 weeks worth instead of the normal 2 weeks. Other programs that came from feedback is that we offer flexible schedules along with a 9/80 schedule. Our benefits team also researches and negotiate with vendors to keep your rates down and offer other benefits as well. People also think HR is the one firing people; They're just the in-between and the person that wants to fire people are the actual managers and higher-ups. They go to HR to make sure everything is compliant before they do it.

I'm not saying all HR is like this, but it really depends on your company and how they handle feedback and partner with their HR team.

What a Toby move.

quote:

---

In almost the identical boat. 25 year sales career and have gotten one phone screen in six months after which I was not selected for advancement.

---

This leads me to believe you have a bad resume. I don't mean bad as in experience -- I mean the resume is written poorly and/or looks bad.

Writing a resume is unfortunately something that can be done correctly or incorrectly.

I don't have much experience in my current field, and if I put in an application somewhere, there's a 50% shot I get a response.

My analysis of HR

Those who can, do
Those who can’t, teach
Those who can’t, coach PE
Those who can’t, work in HR.

quote:

---

I’ve never seen a company org chart that authorizes a tech lead to fire half of HR because he disagrees with their talent outreach.

---

He might have had backing of the higher-ups.

quote:

---

Most HR departments are staffed solely by single, overweight, bitter, shrewish women who are drunk on power and looking to Kamala their way to a promotion.

---

Holy Sheet!
That is my HR sister in law 100%.
Super liberal, fat, and power hungry.

HR is needed to onboard employees, administer benefits and do a variety of employee related admin tasks. These things need to be done, but this role can be handled by a smart, non-degreed person for not much money.

HR should NEVER be involved with recruiting and hiring. There are people in this world who are very good at finding and headhunting very valuable passive candidates, and they are all at external search firms making 200K+. If someone is willing to accept an 85K base salary internal recruiting role, they are screaming to the world that they suck at their job.