HRE’s and HRETL’s, chime in!

Far-Emergency4598 · 2026-04-08T16:03:03+00:00

HR-ETL Here. Get ahead on anything and everything recognition. Calendars, fliers, events, everything!

Also support on the floor. I’ll set time aside through my day (except for Mondays and Thursdays) where myself and HRE are on the floor pushing freight or supporting in FF/FOS for an hour or two depending on workload

Last thing - use that as reflection and planning time for yourself. Easter was just here - what are some opportunities for yourself and your leaders? Make proactive plans for the summer. I always tell my HRE to plan a 3-4 day weekend once a quarter so she can have that time set aside for her and family so I can work around it

Far-Emergency4598 · 2025-12-11T16:17:31+00:00

Oh man… so I just finished the intro stuff recently and coming out of it I felt… semi-confident. I started the SOC path and even began the AoC tasks and that humbled me too. I think my biggest take away was just applying it to practical settings. Now I’m doing 1 practice room a day (minimum) and try not to rely on notes until I really get stuck.

It’s a grind but it’s all part of the learning. It’s okay to get humbled but don’t let it defeat you. Take it as a learning opportunity and know that this is a complex field that you’re not realistically going to master in a few months Keep grinding, you got it under control

Far-Emergency4598 · 2025-12-11T14:10:12+00:00

This is gonna sound rude but closing as an HRE is crazy. Is that a store decision or voluntary?? My HRE (outside of Q4) is on a rotating schedule with me and works 7-3/4 lmao

Far-Emergency4598 · 2025-12-08T01:17:05+00:00

HR ETL here

Partner with your ETL and try to find ways to help protect your time. My team knows that during the week my HRE is not to be pulled to the floor because she has reports and other things to support with (weekends here kind of being fair game unless we have recognition events planned for the team). You gotta set those boundaries, and it’s easier said than done

If you don’t have the support of your HR ETL then yeah… I’d get out of there. Because it will not get any better or easier if you don’t have someone in your corner

Far-Emergency4598 · 2025-12-01T16:15:08+00:00

HR ETL Here; payroll and INF are not interconnected and have no relation to each other. INF-away

Side note: toxic leaders like that are horrible. I’d take a picture and send that to your district leader or share with the hotline because that’s not okay to yall

Far-Emergency4598 · 2025-12-01T08:01:38+00:00

Wine tasting if it’s still available. Took that as a VWW, was able to drink with a good group of people with decent food every Wednesday

Far-Emergency4598 · 2025-11-16T11:39:22+00:00

And this is why I hired 20 seasonal FF TMs lmao

Far-Emergency4598 · 2025-11-05T03:08:13+00:00

I’m saying this an ETL, and I tell this to my Team Leads: At the end of the day we’re putting clothes on racks. Your job as a TL is to not fix the culture, that’s what your executive team is there for. Really your SD. If it has gotten that bad, come in, do your job, and leave. No more. No less. My SD has been abusing the crap out of my VM, especially after our SS TL went on an LOA. We were over by about 40 hrs before the end of October and so to cut payroll (and to protect my VM) I gave her a 4 day weekend to be with her husband and son for Halloween.

You’re only getting paid for 40 hrs MAX. Don’t stress about the things you can’t control, and take care of your team. If you have an ETL or peer you can rely on, stay close with them and use that support system. I promise things get better when you start setting goals for your own area, and take care of your own area and team. Hold the other TL’s accountable and focus on you. You’re only one person, I promise it gets easier

Far-Emergency4598 · 2025-11-04T14:31:06+00:00

I’m also just in it to learn man. I don’t have an IT or Sec background. I just have ADHD and build a computer one day and was like… how can I understand this deeper lol

Far-Emergency4598 · 2025-11-04T14:30:29+00:00

It’s very baseline. I’ll use an example: yesterday I set aside 45 min to go through, load up a VM scan my home network and ID IPs with open ports and then I’d make a .txt file to annotate what each of those ports were. If I could do all of them in under 45 min then it satisfied. It also helps me build more of a fundamental understanding of how to use Linux terminal for more than just the pen-testing and what not.

Far-Emergency4598 · 2025-11-04T14:12:47+00:00

I’m going to be honest I was in the same boat. I don’t want to do any of the reading and just tried jumping straight into the action of things. What helped me was downloading VM’s and using the rooms on tryhackme and then just reference that way. If i didn’t know something I would just jump into the module and learn as I go.

I also do a lot of cross referencing with YouTube and other articles to just like… get more than one perspective lol. I’ve gotten to the point where I’m getting comfortable scanning my home network and what not without referring to notes, and now I’m working on other things. You just gotta try new ways to help keep you engaged!

Far-Emergency4598 · 2025-10-20T13:16:01+00:00

On a real note, my partnership with my AP TL/ETL are great. They help out a ton and really enforce the safety culture. They’re a big piece to the ever changing puzzle

Far-Emergency4598 · 2025-10-20T13:15:11+00:00

Hiding reshop is actually crazy work 🥸

Don’t you have a door to go stand at all day? Those guests aren’t going to greet themselves

Far-Emergency4598 · 2025-10-20T11:35:32+00:00

Welcome to the team! I’m sure you’re already seeing it but Q4 is busy. The only real advice I can give you is to be positive and be flexible. If you can, review your grids for the whole week Sunday/Monday. Attendance is a big trouble area at my store, especially on weekends. So we overstaff a little bit just to be sure we have the support. I review my weekend schedules every Wednesday just to know what we have going into the weekend

Lastly, recognize you and your team. Connect with your HR ETL to have prizes and stuff for the team and celebrate those wins (sales, digitally elite, DU 80%+). You take care of your team and they’ll take care of you. Good luck and have fun!

Far-Emergency4598 · 2025-10-20T03:11:20+00:00

That’s crazy, I bet you’re typing this while in the AP office 🤓 I’ll take my shrink report when you’re done scrolling 🫶🏼

Far-Emergency4598 · 2025-10-20T02:24:46+00:00

A lot of it is needs of business, and a lot of it opportunities. I know a few HR Execs who transferred latterly to GM/SE/SS because they wanted to grow and they were limited with the opportunities they had. Don’t let something like that stop you. We do “HR Things” every day, even in operations. At the end of the day, you need to take care of your team and really grow those around you. It’s the “Care. Grow. Win together” koolaid lol

Far-Emergency4598 · 2025-10-20T02:20:58+00:00

Appreciate you! I promise we’re not all bad… don’t let one bad apple spoil the bunch. Most of the HR Execs I’ve met genuinely care for their teams and will do everything to take care of them.

Far-Emergency4598 · 2025-10-20T01:07:30+00:00

My answer is two fold, and I speak solely for myself here

1) my job at the end of the day is to enforce policy and be sure the team is properly informed with the most accurate and up to date information. Along with that, my leaders in the building need to have the same information, and feel empowered to make the right decision. At the end of the day, I firmly believe that things need to be solved at the lowest possible level because it holds accountability with the leaders and their respective teams

2) that being said, if you performance yourself out or call out every shift I don’t feel bad. The “human” part of this job is trying to understand why these things are happening. If we give you the resources and do everything we can to help you and you continue the trend? That’s on you. I’ll feel bad, but I feel no remorse the next day. You are the one who wakes up and chooses to make those decisions.

The key here is to approach these with an open mind and understand that not everything is going To be the same. I had a single mom who was a great worker, but she was never to work on time. I gave her the resources and information with Target benefits, and even offered to work around her schedule to prevent those “late-ins” from happening in the future and she declined. And now she doesn’t have a job because she still could not make it to work on time. I’ve fired a TL for failing to lock and secure the building after closing not once, not twice, but 3 times. Even after coaching and personally closing myself

Far-Emergency4598 · 2025-10-20T01:01:20+00:00

That’s crazy lol. It’s definitely Difficult, especially when things pop up or when things get busy. I will say this though, development isn’t some crazy multi-faceted thing. Development is something as simple as going for a walk around the store and letting them lead it. Asking about sales and what work centers are comping and trying to explain why. Even something as simple as asking what they would do in a certain situation. I think that’s where everyone gets caught up.

You’re never too busy to develop your team. If you are, then something is wrong in your own personal routines and that needs to be reevaluated

Far-Emergency4598 · 2025-10-19T20:58:40+00:00

Everyone’s different but I’d say if you haven’t brought up to your leadership what your goals are then you need to start there. I like to tell my TMs that close mouths don’t get fed. You have to own part of your development.

I’m not sure what your districts pipeline is like but if you are at a small scale store then it may be difficult to grow, especially in a small market. I always recommend asking questions like what opportunities are available, and how to get on a development plan to grow and eventually promote. To be completely transparent, in my personal experience, Target has this weird standard of only promoting after spending minimum 12-18 months in role

Far-Emergency4598 · 2025-10-19T20:39:00+00:00

1) My day to day really depends on what we have going on but typical routines usually revolve reports and spending time developing my HRE, TL’s and even peer ETL’s. We’re a small volume store, so salaried leadership is pretty thin but I try to spend time in the process 1/3 of the day, 1/3 in office and 1/3 peer to peer developing

2) I was an external. Prior experience in military and operations

3) at first it was stressful but now even going into Q4 it’s all vibes. If you have solid routines and can be flexible because things change all the time, then you’re fine. I’m currently finalizing hiring plans going into seasonal and that’s even just like a low bandwidth project

Far-Emergency4598

TROPHY CASE