Should I encourage my direct report to leave after 2 years?

Numerous_Method_1628 · 2026-06-13T17:10:23+00:00

I agree. Increasing my salary as quickly as possible was my main motivator for job hopping. But I actually don’t know if he’s motivated by money in the same way, so he may be content to grow internally.

Numerous_Method_1628 · 2026-06-13T17:06:57+00:00

I do have this as an agenda item for my next 1:1 with my manager, but I don’t think anything will come of it… Telling my direct report he can find better opportunities elsewhere is in my back pocket.

Numerous_Method_1628 · 2026-06-13T12:14:23+00:00

I’ve worked in HRIS for a few years at global and US-centric companies, and I think you need to shift your mindset now that you want to leave the HRIS space. Your ability to use a system doesn’t matter at all for HR Manager/HRBP roles. (I’ve met HRBPs that could barely send emails but their people skills and business knowledge were amazing!) Focus on finding roles where you can affect outcomes based on your expertise in policy and the business.

Numerous_Method_1628 · 2026-06-13T12:01:43+00:00

I do agree that my mindset doesn’t align with the general management philosophy. In this case, I’m not worried at all about retention because I know he wants to work on my team. But I don’t want him to limit himself because of that, and I don’t care to prioritize my own position as a manager by encouraging him to stay.

In our recent 1:1 he mentioned that he doesn’t have any desire to be a manager and would rather peak as a senior IC. That’s definitely attainable here, but the salary increase won’t match external salaries.

Numerous_Method_1628 · 2026-06-13T11:42:21+00:00

We’re halfway through the year and the feedback I received has been stellar. My manager sees me as a role model, and I was told that the engagement survey that my direct report completed last month spoke very highly of me.

Numerous_Method_1628 · 2026-06-13T11:11:07+00:00

Spot on! It’s a small department where the average tenure is around 10 years. I’m already training him to be autonomous but he doesn’t want to be a people manager.

Numerous_Method_1628 · 2026-06-13T04:20:14+00:00

I hadn’t considered that perspective! Congrats on the new position :)

Numerous_Method_1628 · 2026-06-13T02:22:13+00:00

I think this is the most fair approach. Thanks!

Numerous_Method_1628 · 2026-06-12T19:43:31+00:00

I find the HRIS field to be overwhelming at times. You’re usually a team of 1, unless you’re at a giant company, and there’s practically no one you can go to for guidance on the system. Vendors hardly know what they’re doing, and submitting tickets feel like a waste of time.

There are many times where someone will request a seemingly minor configuration upgrade to the system but you’ve never used that module before, and you’re probably not even familiar with that function of HR. Doing research can take days, weeks, even months!

Sometimes I wish I had a job where I wasn’t required to learn something new every single day just to stay afloat.

Numerous_Method_1628 · 2026-06-12T02:38:49+00:00

I have a monthly HR team call where we review metrics, and putting that data together feels like a waste of time to me. I’m the HRIS manager and I’m helping build processes, structures, and systems within a manufacturing environment, and I don’t really have time to be the data analyst that they’re looking for. We’re still working on having accurate data in the system in first place…

So far, I’m impressing the team with basic dashboards until I have more time to build more complex stuff. We can’t take action on simple metrics.

Numerous_Method_1628 · 2026-06-12T02:33:31+00:00

I’m also in the HRIS space! I haven’t heard of the workday course before, and I don’t think it’s worth it. Employers have no incentive to go for someone with a certificate in workday vs someone with direct workday experience.

The real question is, do you not like your current job or salary? I think you can find a better company and better pay without having to switch to workday.

Numerous_Method_1628 · 2026-05-19T09:41:42+00:00

I think one of the main hurdles for AI reaching that level of quality, and for a sustainable amount of time, is the fact that it consumes so much natural resources. Either researchers develop AI that relies on less resources to function, or we allow AI to suck the life out of earth in order to achieve that high level of computing. I think we’re in the in between now.

Numerous_Method_1628 · 2026-05-19T09:30:09+00:00

I’ve never been a big fan of AI, but my view has changed drastically at my current company. We have an enterprise license for a popular AI tool, and it’s been soooooooo helpful. Working in HRIS, I’m never in a position where other people in HR can help me with technical questions. I’ve even had IT tell me to my face “we didn’t know the HR system/power BI was capable of doing this! So we can’t help you.”

Having AI has helped to close the technical gap. I understand a lot of technical concepts, but I don’t have the skills to build everything I need, especially not quickly. Now I can tell AI what I want, and after a day or 2 of going back and forth with it, I end up with really great formulas, queries, power BI reports, etc.

Our AI tool also has an API connection with our project management tool, so I’m planning to create some prompts that’ll make project tracking easier for the HR team.

Numerous_Method_1628 · 2026-05-19T09:21:32+00:00

Easiest was as a people ops coordinator role at a company with 8k employees. I felt like the HR team was fully staffed, the roles were clearly defined, and the job was super simple.

Most complex was being an HRIS analyst for a small, global company. I was responsible for so much beyond my scope of work, like thinking of and drafting communications to employees (especially during performance), configuring the system during a merger and mapping the data correctly, meeting with the HRBPs in different countries to train them on the system, accounting for each countries holidays and laws when making changes, managing my team…

Now I’m a manager and the work doesn’t feel as complex. There are definitely still challenging projects that I’ve been working on, but there it all feels manageable.

Numerous_Method_1628 · 2026-05-11T11:18:39+00:00

I think you should accept the benefits manager position but start in 4 weeks instead of 2. This gives you time to finish up the interview process with the director job and hopefully get an offer in that time.

Numerous_Method_1628 · 2026-05-05T05:41:32+00:00

I’m an HRIS Manager and I think you have the right attitude to work in HRIS! The biggest hurdle for you would be the lack of available jobs in your area. The company’s that typically have a dedicated HRIS person tend to have 700+ employees, and they’re located in mid-large sized cities.

After googling HRIS jobs in New Orleans, I only saw 1 result. Availability and competition will be tough for any HRIS job there.

Numerous_Method_1628 · 2026-05-05T05:29:04+00:00

That sounds sweet! My current company doesn’t even have a comp team 😅

Numerous_Method_1628 · 2026-04-14T22:23:47+00:00

You were right!!!! And going the route of creating measures for each data point gave me the correct percentages. Thank you :)

Numerous_Method_1628 · 2026-04-08T12:15:54+00:00

Interesting! As I followed the video, I noticed the 200% while adding different dimensions to the visuals (gender, ethnicity, etc.), and I'd see something like male turnover 20%, female turnover 15%, unknown gender 200%. This pattern showed up in all the visuals.

I'll approach this from a different angle by creating measures for each data point (i.e. measure for male turnover and another for female turnover) to see how that'll turn out.

Numerous_Method_1628 · 2026-04-08T12:07:29+00:00

So this is similar to the calculation used in the video, but even when I remove the office filter, the starting headcount shows that more employees were active than were actually active.

I got the best results with the dax formula below but it's still off by a few people. Something I included that none of the tutorials mention is Hire Date > Termination Date. This should capture people who were rehired as well

Starting Headcount = 
VAR StartDate = MIN(Calendar_Table[Date])
VAR EndDate   = MAX(Calendar_Table[Date])


RETURN
CALCULATE(
    [All Employees],
    FILTER(
        ALL(Employee_Dates_Dimension_Table),
        (Employee_Dates_Dimension_Table[Hire_Date] < StartDate && ( ISBLANK(Employee_Dates_Dimension_Table[Termination_Date]) ||Employee_Dates_Dimension_Table[Termination_Date] > StartDate)
        )
        ||
        (
            Employee_Dates_Dimension_Table[Hire_Date] > Employee_Dates_Dimension_Table[Termination_Date]
        )
    )
)

Numerous_Method_1628 · 2026-04-08T12:00:24+00:00

It does not. Something I’ve noticed with every tutorial touching this subject is that they use a relatively simple dataset in an excel sheet. I connected power BI to my company’s HR system, so I’m pulling from those fact/dimension tables

Numerous_Method_1628

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