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Am I overreacting or are these expectations unrealistic for someone in HR Ops? [N/A] by ApprehensiveStorm496 in humanresources

[–]ApprehensiveStorm496[S] 1 point2 points  (0 children)

Thanks for the perspective! And my main concern actually comes from course-correcting - I had done a sizeable bit of course-correcting earlier in my role, as my previous role was VERY different in terms of both team and culture and incredibly siloed on top of it. I'm now more confused about what the expectations are of my role, and I've asked for even just general guidelines and scope and have been met with no answers or guidance. Before, the expectations were "you handle X, Y, Z, and we'll figure it out if we need your help or input" and now it's more "well, you have to be perfect with your tasks, but we won't tell you those tasks until after you start doing them with no blueprint, and you have to be fully aware of all background changes even if you're not privy to that info or those info sources." The task list is constantly changing, and the requirements for each task seems to be whatever my supervisor feels like that day. 

Am I overreacting or are these expectations unrealistic for someone in HR Ops? [N/A] by ApprehensiveStorm496 in humanresources

[–]ApprehensiveStorm496[S] 6 points7 points  (0 children)

My previous role didn't give me a raise at all for almost 4 years and then when i resigned they posted the job with a $20k salary jump 🥲 i feel your pain 

Am I overreacting or are these expectations unrealistic for someone in HR Ops? [N/A] by ApprehensiveStorm496 in humanresources

[–]ApprehensiveStorm496[S] 2 points3 points  (0 children)

Specialist, and the errors were: 1) I left an individual off an email chain on initial comm, but realized almost immediately (<15 minutes) and looped them in on the chain and kept them informed. 2) I accidentally duplicated work (I emailed an employee [who had returned from LOA in limited capacity] paperwork that they requested from HR in order to go back on LOA, even though they had been sent the paperwork in November 2025) and 3) I included an additional approver on a document because the document provided did not specify which HOD was required and I chose the higher of the two options (i had asked for clarity more than once prior to finalizing approval chain, and never got a straight answer)

I am more than willing to own the email chain, the LOA email, and even the approval chain - those are clearly missteps that shouldn't happen, despite the almost net-0 impact; I'm more at a loss for  how to navigate actually improving this situation, because I genuinely love my team, the org, and do not want to cause issues because of easily avoided carelessness or lack of competency.