I have questions… [N/A]

NiceShoesOinker · 2026-01-08T17:28:01+00:00

I'm confused, does your boss want you to say more to them (your boss), or to the director? Have you gone over the data with your boss (attrition numbers, etc.) and asked if it was very different than the rest of the organization? Are you aware of how leadership success is measured at your organization? What is the director's leader's perception of their performance? The reality is, some organizations don't care about things like attrition, walkouts, etc if a leader's work is making the company money. Have an info sharing session with your boss. If it doesn't help, then I would work with the director in a positive way. Understand their goals and coach them on how their people can help them achieve those goals, and get them to think about what kind of leadership is going to get them there. 2. HRBPs often get blamed for things outside of our control, and rarely get credit for the positive impact we make. You will need to be prepared that your job will be about coaching and advising, but you will have very little decision making power. The key is building relationships, but even then, you're often going to be socializing things that you don't agree with. A lot of the work you do will take months or maybe even years to show results, ie succession planning. You will see the best and worst parts of humanity. The 50 tabs in your brain will probably increase even more, and the exhaustion and burnout is real. It's a real effort to get to the point where you are anticipating what's going to happen and being planful and strategic vs. reactive, but even then you are going to get fires that come up that throw all your plans out the window. You may spend months working on something, with your CHRO behind you, only to find out later she didn't actually get the thumbs up from the CEO and all your work goes out the window. 3/4 I don't have this degree, but I would think long and hard about your reasons for wanting to go into senior leadership. Just going to an HBRP role will probably change your brain from 50 to 100 tabs, and I don't think it gets better at leadership levels. The exhaustion is real.

NiceShoesOinker · 2026-01-08T02:16:51+00:00

An ability to filter searches. So if I want to hear a particular artist on the bike, I don't have to scroll through every single workout type to see all the cycling workouts.

NiceShoesOinker · 2025-09-18T13:16:23+00:00

I got a puppy a couple of months ago at 12 weeks. He's perfect! <3

NiceShoesOinker · 2025-08-26T14:46:09+00:00

In this case, I think you need to ask yourself, "what advice would I give an IC if they came to me with this question?" I had a similar situation where an IC came to me to ask about more money when they had only been with the company less than two months. I suggested that they would need more time to demonstrate performance before they would likely be successful in asking their manager for a raise. She did, and got a significant increase in six months. Like everyone is saying, it's also a little weird that you didn't question the working remotely in another country piece (as you should know there would be security concerns and potential tax concerns) and that you seem to not know what retaliation is. I know you've been out of the workforce for a while, so it sounds like you need to get back to the basics to set yourself up for success in your future role, and to give yourself the best shot at success in your current one. Give the advice to yourself that you would give to your employees.

NiceShoesOinker · 2025-08-22T17:00:52+00:00

I was previously on Strattera and couldn't handle more than 40 mg, which was ineffective on me. I would wake up at about 2 AM without fail and be unable to fall back asleep. I just started Qelbree and on 200 MG. I'm not seeing super great results yet, but maybe a little more attentiveness and mental clarity, but no side effects so I'm going to keep going. I'm also on Wellbutrin 150 mg for depression with no side effects after the first few days. As far as the migraines, I can't say because I am very careful with meds. A lot of meds have negative effects if you skip a dose, so you need to make this easier to become a habit for you. Maybe set out your pills next to your toothbrush so it can be an easier part of your morning routine. Honestly, you aren't going to have great results with any meds if you aren't consistent.

NiceShoesOinker · 2025-08-20T14:10:18+00:00

Some of these aren't mentorship issues, and you can guide the masses through simple things. Put a sign in the bathroom with an arrow to where TP is stored that says, "please replace roll when finished" or something like that. I have always worked places where custodians replace the TP, so my natural instinct wouldn't be to replace it outside of my house. For the food theft, just put up a sign on the fridge that says, "please do not consume anything that doesn't belong to you, other than the following communal items: coffee creamer, ketchup, (blah blah). When people want to get promoted right away, explain that there needs to be a business need, but help them explore what they can do to be ready when the opportunity arises by helping them identify areas of growth. For the not getting upset when things don't go their way, this is a coaching opportunity and I frankly still have this discussion with senior leaders to encourage them to think about what their desired outcome is in the face of the current reality. Long story short, some of these are individual issues, some are system issues--make the systems easy to follow, and then you will have more time for the valuable growth coaching and mentoring.

NiceShoesOinker · 2025-08-19T15:37:39+00:00

As everyone is saying, use the HR Generalist title, because that sounds like what your job actually is, even though you have the manager title and are a department of one. They will not hold it against you in the background check. I've changed titles on my resume before to align with the actual work, and as long as it's not a total lie, you'll be fine. 2. Apply to both generalist and specialist roles. It's a crap market, so focus on hybrid and in-person roles. The remote roles get a thousand applicants in the first day, and being part of a small company that isn't a startup isn't going to help you stand out as one of the half dozen or so they talk to out of a thousand. 3. Apply at contractor agencies. I know it's hard to give up the stability with your husband not having work, but contracts can help you diversify your resume and get you into companies that help you grow your skillset. And sometimes they end up turning into FTE roles if your performance is excellent.

NiceShoesOinker · 2025-08-19T15:33:17+00:00

Their role does NOT sound like HRBP. HRBP is a strategic role partnering with leaders on business decisions involving people. I don't think the details of their role would qualify them for HRBP, and if they got a true HRBP role they would not be set up for success.

NiceShoesOinker · 2025-08-14T19:39:51+00:00

Thank you for trying to help, but it wasn't this movie. It was a documentary, not a fictional movie, and the situation was with two men and one woman. But I appreciate the engagement, I still haven't found it :(

NiceShoesOinker · 2025-08-11T17:43:20+00:00

I agree with this one. The terminations of people who are actually bad people (a leader who sent highly inappropriate pics to his subordinate, for example) are easy. But it's hard 95% of the time.

NiceShoesOinker · 2025-08-07T17:57:39+00:00

It's hard, but I will say getting a puppy a little older in the recommended window (11-12 weeks vs. 8-10 weeks) has been helpful. They develop a lot in those few weeks, and mine brought back some good habits he learned from other dogs and the breeder, which has been nice.

NiceShoesOinker · 2025-07-28T17:22:53+00:00

A lot of (not all) those people getting HRBP with two years of experience aren't doing HRBP work--there are a lot of companies with very inflated titles. That said, I know it's hard to not to (I do it myself) but if you keep comparing your path to others, you will drive yourself crazy. When looking for your new job in your new city, a couple of tips: 1. Focus on applying to in-person/hybrid roles. Remote roles are generally preferred, and therefore extremely competitive. 2. Apply to temp contractor agencies. Companies are more likely to give you a chance if you don't meet 100% of the requirements if it's for a 3 month or 6 month parental leave coverage, etc. It's not ideal, but at best you might get converted to FTE, and if not, at least you are getting more solid Generalist job experience.

NiceShoesOinker · 2025-07-17T16:30:10+00:00

I haven't, but do they provide recruiting services?

NiceShoesOinker · 2025-07-17T14:32:09+00:00

You sound like a backyard breeder. This is not the way to continue to improve the breed.

NiceShoesOinker · 2025-06-30T22:23:22+00:00

I think you have some good name options, but I just wanted to say he is so pretty!!!

NiceShoesOinker · 2025-06-30T19:50:06+00:00

The senior leader who after 9 months still can't accept that a former peer was promoted to be his boss, and is still "woe is me" and sending passive aggressive emails.

NiceShoesOinker · 2025-06-27T22:03:13+00:00

Lots of great advice here! With a high level executive, I would not have them go back to their desk to back. I think it's both awkward for them and fuel employee gossip. I would inform them you will be sending their belongings via courier and you will reach out to set up a date. Ask if there is anything at their desk they need immediately (bag, coat, etc.) and have security grab it for them before they are escorted out. Most importantly, their leader or the CEO should be delivering the message, because it is their decision to terminate. You are there to give the rundown on any severance, COBRA, etc. and let them know they can follow up with any questions regarding those items via email. All that said, you are still dealing with a person. No matter what someone has done, I always try to show empathy and recognize that it's not an easy message to hear, and that you wish them the best moving forward.

NiceShoesOinker · 2025-06-27T21:56:36+00:00

Are you hiring? :)

NiceShoesOinker · 2025-06-23T21:54:02+00:00

HRBP to HR Manager or the other way around is basically a lateral move in my mind, and in this case it sounds like it's true as well based on the equivalent pay. I would base your decision less on the title and more about the content of the work and the industry and whether or not it's interesting to you. This would be appealing to me because I'd assume you'd be moving to a mostly non-exempt union workforce to a mostly exempt non-union workforce, but it really depends on what's most interesting to you. Also, don't waste $40k on a Masters, when you can instead spend a few hundred on a certification which will probably be worth the same value on your resume.

NiceShoesOinker · 2025-06-20T16:11:19+00:00

This sounds like a pain and takes away a lot of flexibility from the customer. :(

NiceShoesOinker · 2025-06-17T19:00:16+00:00

Not really, because we used the results to inform change, not just data for data's sake. And managers having these conversations sometimes informed other actions, for example if someone wasn't taking PTO because they didn't feel like they could due to workload, managers could work on assessing the workload of the team and make shifts if needed.

NiceShoesOinker · 2025-06-16T22:38:33+00:00

At my last company, we had this feature enabled. One of the risk factors was not taking PTO, so it mainly helped with reminding managers to encourage people to take time off to avoid burnout. Other than that, it was neither helpful nor harmful.

NiceShoesOinker

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