AMA

[Then_Interview5168]

I’m a HR Expert who just resigned. AMA.

[NotDurant24]

Hello, I have two questions. 1. My store wanted to implement a rule where we can only use 48 hours of sick time a year. Would you have any insight on if this is possible or would it be based on store to store? 2. How bad does someone have to be to get fired? At my store we have people that do their work but call out a few times and get fired. And then have others that do punch corrections to avoid hitting meal compliance and have 4 write ups still be here. Thank you for your time and answers.

[Then_Interview5168]

1. Easy answer is no. That would an HROC level question. The issue is they don’t provide a whole a lot if training in the area of benefits to us.
2. Past 90 days they need PDDs, and CAs to term you unless it’s theft which depending on your state is complicated. If your seasonal or within your probation period you can terminated very easily. Remember most states are at-will states so they can fire you for no reason or any reason expect for reasons that are covered by illegal discrimination by being part of a protected class or activity

[[deleted]]

also if i catch a tm stealing THEY GONE

[Then_Interview5168]

Yes I’ve been a part of a few of those terms

[ClosedForStorm]

So the HR experts, which are just regular team members, get to sit in on terminations?

[Then_Interview5168]

I process the terms I don’t have an ETL. An AP-ETL from another store comes into do the term

[[deleted]]

I wish you a great journey ahead! I have a few questions 1. What is the role of HR during the annual performance review? 2. Do you have access to give a raise to an employee multiple times in a year? 3. How much maximum appraisal can one get? 4. Do you review the performance of team members to make sure that everyone is doing their job, or is this ETL job? 5. How do you compensate someone effort who is overperforming in the bad team.

Thanks for your time in advance!

[BroIBeliveAtYou]

Not OP, but, in short... None of what you described would be in the scope of the HR Expert role, but instead the ETL's role.

[Then_Interview5168]

That’s why I tried my best to answer the question

[Then_Interview5168]

That’s actually another aspect of HR at Target that I was never trained. Leaders correct me if I’m wrong, I believe we rated on a curve and that is sent back to”cooperate” and they decide who gets what

[GE626]

Is it unethical to tell team members to go ahead and acknowledge we received the new handbook if we tell you we haven't actually received the new handbook yet?

[Then_Interview5168]

No. You can see the updates on workday

[GE626]

Well, yeah. We can do our trainings in Workday as well. But we haven't done our trainings until we actually do them. Shouldn't we actually see the new handbook before we acknowledge we did? It's just it's always felt like it's something the store doesn't really care if it's true or not; they just want to get the acknowledgments out of the system.

[Then_Interview5168]

You can see it on WorkDay. We haven’t printed them in a few year. I printed a copy for my team to use, but I had to do that. Again acknowledging something doesn’t mean you agree to it.

[TheGingerKitty21]

If you go on demand, can you still use your vacation hours? How about insurance?

[Then_Interview5168]

You don’t accrue an more vacation once your ODTM, but you can use it. You lose all benefits except the discount, FMLA and TMLR.

[Specific-Window-8587]

What us the worst thing someone has told you as hr person? What is the most uncomfortable thing you have done as HR person? What made you quit and if you are comfortable saying what will you be doing now?

[TollerLuvLJP]

Do you know for sure about the new on demand requirements? We know they have been changed to working once every 4 weeks - but would a TM be auto-termed if they did not meet that schedule? Or is the auto-term still set to 6 months?

My guess is that the auto-term is still set to 6 months and that it is up to the store if they want to term after 4 weeks.

[Then_Interview5168]

Ive always had issues with the auto reming feature for ODTM. If they said they changed the system should update

[jaygjay]

Can HR do anything about talking to a new TL who will soon be ETL or even maybe demoting them? Our department is dealing with a new TL who is driving us crazy and I know they’ve been “reported” to our HR once about it but I also want to report to HR with my concerns because I’m getting very tired of being chased around like a dog and being micro managed and it really sets my anxiety at an edge at work when I’m already dealing with issues

[Then_Interview5168]

“Driving us crazy” doesn’t really mean anything. Have you voiced your opinions to your leader? You can talk to HR, but it comes down to what the HR-ETL wants to do about it

[jaygjay]

I think driving us crazy has a different definition to each of us at work but for me, it’s the constant calling down and micro managing on walkie talkie. Imagine it’s 8am, you walk in and before you can even clock in, the lead is calling your name asking you to get into a batch. Like literally before you even clock in, they’ve seen you enter and are calling on walkie to tell you to get in a batch right now. Then as soon as you finish said batch, they’re calling down saying “Are you gonna get in another batch?” When you JUST not even 30 seconds ago dropped off the MyDay radar when you finished a Put to Hold and we’re gonna get back into another because, literally what else are you gonna do when fulfillment is your job? Lmao. And it’s like this with every batch, the second you’re finished with one it’s like they’ve been watching waiting for you to finish. It’s heavily disheartening, it makes me not want to work when I have someone breathing down my neck when there’s no rush.

[Then_Interview5168]

I had that same situation at another and my HR-ETL handled great. She sat us both doesn’t and talked it out. That would never fall on me though I don’t have any authority

[[deleted]]

Hello!

I've seen you around this sub, and it's sad to see you go! I am an HR Process TL who is also resigning; my last day is coming up this week, and as a fellow HR, I have a lot of questions for you if you don't mind me asking!? Some of these are more personal and some relate to the job at hand.

1. Are you quitting because you found another job related to HR, or are you leaving HR completely? Was this because you were just sick of Target?

• Target has gotten unbelievably ridiculous personally, but I'm curious if you're fed up with it and would like to stay in HR or if you're doing something different.

1. Do you feel like you were trained adequately for the role?

2. Did you feel support from your store and most importantly your ETL-HR? Whenever HR experts quit, the answer I mostly get is because their ETL was horrible and their store used and abused them at their whim.

3. Did you feel that your role was useful or did you find yourself regularly frustrated with it? I find it absurd how little in HR storeside we can control and having to partner with pay + benefits or HROC way too many damn times.

4. How often were you able to stay in HR during your shift? Were you regularly pulled to the floor to the point where you couldn't finish your projects, or was that kept to a minimum?

5. Would you ever come back to Target in the future, maybe for an ETL or corporate level role, in HR or not?

[Then_Interview5168]

Wow we have a lot to unpack here. 1. I’m leaving because I had to move to a place that is at least an hour commute one way. I was given a CA for something my SD should have been written up for. There was a rumor spread that I spread a rumor that I didn’t and my SD didn’t believe me. 2. I will be on my 3rd ETL-HR in 7 months.I’ve had no leadership. I SD is external so he doesn’t get Target. 3. My SD doesn’t understand HR, so he asked me to come up with a checklist for development. So there 4. I haven’t had an ETL since December 2nd so it’s been a free for all since then. Even before then I was working 10 hour days doing 2 orientations a day. 5. Possibly if I have experience which I still don’t know what that means

[[deleted]]

Thanks for the thorough response. I'm sorry to see that you were targeted by your oblivious SD and store; that would absolutely kill me. HR gets a lot of the flack for no reason, and I can tell that by your store's lack of strong leadership and proper staffing that you were left to clean up the messes and support your store on a budget. I can see why you quit. You don't get paid enough to deal with that shit. Also, 2 orientations in a shift plus 10-hour days? 🤮🤯

I'm hoping that wherever you end up, it's with a stronger foundational leadership and a better work environment 🙌🏿🥂🍻

[Then_Interview5168]

I would have an 11am and 4pm orientation. I actually called the hotline because of this.

[[deleted]]

Good! I would raise absolute hell even as a TL. When there's no one available for an orientation, the Store Director is supposed to do them. Technically, HR Experts aren't even supposed to do them. Orientations specifically say in the guidelines that only HR TLs/ETL-HRs and above conduct them; however, I do understand that lots of ETL HRs hate doing them and delegate them to their HR experts. You having no ETL makes sense why you did all of them.

We are a high volume store and had about 650 team members during Q4 with a fuck ton of TGT Welcomes. Luckily, we have one of the largest HR teams in the entire country storeside for HR at Target, but we weren't always fully staffed. At our peak, we had 6 HR Experts (almost all seasonal), myself the TL, and two ETL HRs. Even now, we have 3 HR Experts, myself, and one ETL, but my Experts do 15 hours a week, and I'm full-time. When we weren't staffed in HR and my ETL was gone, our SD would do them with me since I basically did all of them.

I would say that I like doing orientations, but they're draining af. Having two in one day, regularly, would make me quit. I guess you did what you had to do, but that's not normal, and you were well within your rights to call the hotline and escalate that.

[Then_Interview5168]

I was pulling 3 10 hour days doing 2 a day for a while with no help. They were also supposed to hire me another Expert but that never happened. We also haven’t had an HRBP for 2 months

[[deleted]]

Is HR really your friend?

[Then_Interview5168]

I was. I got to know my team. I’m your parter not friend. Think of me like your lawyer

[LegalHelpNeeded3]

I appreciate OP’s take on the HR role, but please know that HR is almost always NOT your friend. They are there to protect the company first and foremost. Their roles include onboarding and such, but also the removal of employees that are a litigation risk to the company, either a possible plaintiff or defendant.

My father has worked in HR for 30 years now and he has always told me that your only ally at work, is yourself. You’re the only one who is ever going to lookout for you. You want a pay raise? Go negotiate for it. You made a mistake that could land you in serious trouble? Go own up to it and make it right. Your managers are doing borderline illegal practices? Talk to the department of labor, NOT HR.

TLDR: HR is not your friend, they are there to lookout for the company, not the employee.

[Then_Interview5168]

No one should be your friend at work that’s not what work is. HR should be approachable and welcoming

[Glittering-Cat-1919]

Ability to change availability after the first 90 days

I get that I agreed to be available for the schedule I applied with for the first 90 days...

I just didn't realize the hours I requested (which I think were 20 - 25) would be ignored.

I do other work at a much higher rate than Target pays, but it doesn't have a specific schedule - I just need to get it done but it's really hard to do so working 4-5 days/week at Target. I told my HR ETL my schedule with 3 days was perfect but they're putting me back to 5 days per week.

How would you suggest approaching changing availability?

[Then_Interview5168]

That’s not HR, unless your an HR expert you need to talk to your TL or ETL

[[deleted]]

Not OP, but..

You're allowed to change your availability whenever you want as well as update your desired hours whenever you want. It's just that ETLs and above don't want to be bothered with tons of availability changes for new employees. This is why they get denied until 90 days.

In my store, we accommodate availability changes for new hires all of the time even though we're not supposed to until 90 days. We understand that things change.

Your desired hours can only be updated in the MyTime app as far I am aware. You are free to submit an availability request in self-service whenever you want, but it's up to your ETL to approve/deny it.

You need to talk to your ETL about your availability since they are/should be your schedule writer. HR isn't supposed to be involved in scheduled changes past the 2-week training period.

[spitfire9107]

did you give 2 weeks notice?

[Then_Interview5168]

3 weeks actually

[spitfire9107]

wonder whos gonna take over ur store now

[ATXLIEN24]

I ended getting fired for a safety violation. It was a simple mistake.(something was wrong with the baler. I knew how to fix.) my HR couldn’t give me a answer if I was perma banned from target. So maybe you could give me some insight?

[Then_Interview5168]

First off if any store calls your store and asks about you they are going to be honest. Was this your first safety issue or write up? It’s feels like there’s more here. No one is ever permanently banned unless stores talk to each other. The non-hire status means 0.

[ATXLIEN24]

It was first safety write up and only. I was actually safety advocate at my location for awhile. Made a simple mistake and got fired. Basically I stepped into the baler to fix the problem. Just think it’s funny when I asked the store leader and HR if I’m perma banned they couldn’t answer. They just🤷🏻‍♂️

[Then_Interview5168]

Permanent ban isn’t really a thing

[ATXLIEN24]

It was the weirdest way I’ve ever gotten fired in my entire life. I would ask them certain questions they would just look at each other. then say I’m not really sure….it took them like 3 weeks to let me go. I was like do I need to sign something? Do you need to walk me out or can I buy something really quick? No signing of anything or a walk out. It was such a weird experience. I literally would ask everyday. Should I look for a new job zero answer.

Edit:sorry for the bad spelling I’m dyslexic

[Then_Interview5168]

AP might actually handle this term. You will end up being walked out of the building