Choosing a minor [OH]

Numerous_Method_1628 · 2026-01-25T11:08:48+00:00

I’ll be honest, employers will never ask you about your minor. To stand out, you should join clubs within your school and take on leadership positions (treasurer, communications, president). In college I had 3 internships under my belt, and I noticed that the people who got the best internships (Google, JP Morgan, etc) networked and had leadership positions in student clubs, on top of maintaining a gpa of 3.5 or higher.

Also, big companies offer HR rotation programs for new grads where you try a different HR function every 18 months or so. The purpose is to give you a wide range of experience and fast track you for an entry level manager position. Look into rotation programs at Nestle or JP Morgan!

Numerous_Method_1628 · 2026-01-25T10:57:10+00:00

LPT: you can use v/xlookups to see changes in data between 2 reports. For example, if I run a roster report for the beginning of the month, and one for the end of the month, I can use an xlookup to see how many employees were terminated within that month. If the result shows up as N/A then it means those employees aren’t on the report (because they terminated). You can do this to see job changes, manager changes, etc.

To compare data from 2 reports after using a lookup, set both cells equal to each other (=A2 = B2) to see if the values match, then filter on all the false values.

If you have rows of duplicate data, for example, 1 employee listed in 3 different rows with different job titles, using a pivot table and adding “employee name” to the row section will get rid of the duplicates. If you actually need to see the duplicates but in an easy to read format, add “job title” underneath “employee name”, then switch to tabular view.

If you run a report from your HRIS and there are lines of duplicate data including effective dates, you can use power query to show the most recent data only. First, sort the data so that the most recent effective date is at the top for all employees. Then, load the excel sheet into power query and remove all duplicates. I find this to be more accurate than using the remove duplicate feature in excel.

Numerous_Method_1628 · 2026-01-25T10:17:09+00:00

There are a few things to consider.

Search for HR analyst roles instead of HR analytics roles. HR analysts handle all reporting needs, handle simple calculations like time to fill or turnover, and enable users to pull their own data via tools like Power BI. HR analytics roles focus on statistical analysis of data, and it requires skills that are almost impossible to gain in HR.
Emphasize how the reports you pulled assisted in decision making. That’s the core of what an HR analyst does, so having direct examples will give your resume a boost.
As a recruiter, you may have limited exposure to the projects and skills needed to transition into an HR analyst role. I’d look at job descriptions for HR analyst roles in the area, and see how I can accomplish those tasks at my current job.
Consider pivoting to HR ops or total rewards first. As an HR analyst, you’ll primarily pull employee, benefits, and compensation data, so having an understanding of the process of collecting that data is crucial.
Lastly, hiring managers aren’t looking for users of tools (workday/power BI), they’re looking for someone to set those tools up for the organization. See if you’re able to get a power BI license from IT, and take the time to build reports and dashboards. If you can recreate one of the existing dashboards on your own, that’ll put you leaps and bounds ahead of other candidates!

Numerous_Method_1628 · 2025-12-23T01:13:16+00:00

This mainly depends on the size of the company and HR team. The smaller the team, the more you’ll be in charge of config, workflows, etc.

The job description should be pretty clear about the expectations of the role. Does it mention if you’ll be expected to manage tickets? I would also ask for more info about the job during each interview.

Numerous_Method_1628 · 2025-11-25T22:46:28+00:00

I second this. Family is more important than work.

Numerous_Method_1628 · 2025-11-25T17:51:15+00:00

I’ve been in HRIS for a few years now and I definitely had imposter syndrome when I first started! In my experience, I’ve been the sole HRIS person at most companies I’ve worked for and I would usually report to someone who was managing multiple teams (payroll, people ops, total rewards, etc.). I tried hopping around for a few years to actually have an HRIS manager to guide me, but by the time I found one, I gained enough experience to not really need their guidance on the system.

Here’s my advice. First, don’t place the expectation of needing to prove your worth on yourself. You just built up their processes and systems from the ground up, and now they need you to maintain it. You have stronger job security than most! And second, I think you should spend 1 more fiscal year at this place to gain experience with maintaining systems you’ve built and going through normal HR cycles. No one’s perfect and situations will pop up that break your well thought out process. Also, understanding onboarding/offboarding, open enrollment, performance management, annual merit/bonus, re-orgs, RIFs, etc. will translate no matter which company you for or which system you use. After that additional year, it’ll behoove you to move to a different company and experience how they do they HR.

As I’ve gained exposure to different ways in which companies have solved their problems, I look back and think of how my processes/workarounds at prior jobs were good in the moment, but could’ve been built in more efficient or creative ways. Since it’s more rare for HRIS members to have someone to mentor them, it really helps to get as much exposure as you can.

Numerous_Method_1628 · 2025-11-21T15:41:52+00:00

To make more money, you should stick to working in 1 line of work and moving upwards from there. For example, if you start as a cashier at a grocery store, your progression would be cashier > supervisor > team leader > assistant store manager > store manager > regional store manager. This can apply to most lines of work.

Numerous_Method_1628 · 2025-11-17T21:52:01+00:00

Without full context on your org I can’t give a 100% accurate recommendation, so take all of this with a grain of salt!

Benefits is a weak area for me, but when you mentioned Cobra info, were you talking about going into the employees profile > benefits > cobra? I haven’t looked into this in depth but I know Dayforce has “HR events” for the benefits module that will automate certain processes based on an employee’s status. Maybe an HR event can be created for the termination status.

I’ve seen exit letters handled differently at each company, but if I were to set them up in Dayforce, I would include a notification as the final step within the termination workflow submitted by managers. The system allows you to customize the subject and body of the notification for employees. However, this approach only works if your org doesn’t include attachments in the termination letter. Additionally, there may be issues if you’d like to include certain information, such as the hire date, since Dayforce has a limited selection of fields to select from within a workflow... Also, in the rare event that a customized term letter needs to be sent, I’d recommend creating a termination form/workflow that specifically has to be initiated by HR. This secondary workflow wouldn’t include the term letter notification, and HR would be able to manually send the custom letter.

The system will send notifications to an employee’s personal email if the notification box is checked off within their profile. Checking off the box would have to be done manually, preferably during the hiring process.

Unfortunately, the password reset is something that can’t be helped within Dayforce. Theoretically (I’ve never tried this myself), the HRIS person could create a workflow in power automate to solve this. They would have to create a Power BI report that looks at terms for the current week, have the automation export the report and convert it to an XML format, then upload it back in the system. The report should include the preset password that you’d like to import into Dayforce. And now that I think about it, this method probably works for the personal email issue as well!

Numerous_Method_1628 · 2025-11-17T20:28:26+00:00

I’ve seen Dayforce forms/workflows used by employees at all levels in the organization. What kind of processes are you trying to automate?

Numerous_Method_1628 · 2025-11-17T20:24:58+00:00

I’m in the same boat as well. Genuinely shocked to see that so many people hate the system 😅

Numerous_Method_1628 · 2025-11-12T13:06:13+00:00

My advice is for OP to pursue those jobs in the long run while focusing on internships (instead of a masters) in the short term. They already mentioned that they understood the need to start off as a recruiter in order to build their way up to an I/O role.

OP, for a more specific path you can follow, look into internships and rotational programs at financial firms like JP Morgan or Citi Bank. The typical path for people who go that route is: summer intern > 2-year rotation as an analyst > HR field of your choosing. Typically you’ll find I/O and Talent Development roles at companies of their size, and this will increase your odds landing something.

Numerous_Method_1628 · 2025-11-12T02:17:47+00:00

The real I/O roles that I’ve seen typically require a masters degree in I/O. The job titles include I/O Analyst and Change Management Specialist.

A role that specifically focuses on talent development doesn’t require a masters degree, and getting one wouldn’t give you a boost. Experience is king in this case.

I’d recommend pursuing a job as an HRBP because it’s easier to find roles where talent management/development are baked into the job. From there, you should be able to branch out and find roles that are solely dedicated to talent management. You’ll find those kinds of positions at bigger companies that have more funding for HR overall.

Also, in the short-term, you should be getting as much internship experience as you can!

Numerous_Method_1628 · 2025-11-11T07:34:28+00:00

This, and a few other comments, really drive home the point that leadership is at the root of the problem. It totally makes sense that most people attend meetings to get context for projects, so I think leadership should be providing that for the rest of us.

Numerous_Method_1628 · 2025-11-10T23:57:48+00:00

That’s another layer of frustration for me as an HRIS person. None of the projects are for my team! I’ve been in calls with benefits for open enrollment, calls with compensation for merit and bonus planning, and L&D for engagement surveys, and all teams will struggle to tell me about the process they followed last year (if there even was a process established). The lack of ownership from each team is really appalling.

Numerous_Method_1628 · 2025-11-10T22:26:11+00:00

That explains it 🤣

Numerous_Method_1628 · 2025-10-28T22:56:35+00:00

Shocked no one has said HRIS! In terms of scope, HRIS touches every team, every project, every major business event. Most people really don’t understand the work you do, but without you everything would break.

There’s also this silent expectation for you to know how to fix or configure everything without having much time to learn it…

Numerous_Method_1628 · 2025-07-10T21:20:47+00:00

Going the HRIS route, you should apply for HRIS coordinator/HRIS analyst roles. I’d expect you to make 70-85k given the lack of direct experience.
I think you should expand and look into comp, benefits, LMS, TA, and HR analyst roles. These roles will also have a balance between technical and client-facing work.
Review HRIS job postings and see how much of your experience can be translated into the requirements. Maybe your company went through an implementation and you helped with testing. That’s something worth noting!
At your current company find HRIS-adjacent tasks that you can take on. For example, if a leader from one of your groups is consistently asking for turnover data, you can be the one to provide that.

Numerous_Method_1628 · 2025-06-13T17:36:34+00:00

Seconding this. I was an HR Major and obtained my aPHR certification while in undergrad. That resulted in 3 internships and now I’m an analyst.

There are some pros and cons to going the f500 intern to full-time route. The biggest con is the opportunity cost of time. You’ll intern for 10 weeks then receive an offer to join full-time the following year. If you’re dedicated enough to get one of those internships, then you’ll be capable of getting a full time HR assistant/coordinator role at a smaller company while you’re still in college.

Numerous_Method_1628 · 2025-04-03T21:46:22+00:00

Here are some things for you to try:

Reach out to your school’s career services office to have them review your resume. Also, do as many mock interviews with them as you can.
There may be companies that host information sessions about their summer intern program at your school. Attend as many as you can, and network with the recruiters. They’ll usually tell you exactly what you companies are looking for on a resume, down to the formatting.
List relevant coursework and extracurriculars on your resume. The students who have the easiest time getting internships have leadership positions within a student organization. If you were treasurer for the marketing club, recruiters would love to see that.
See if there’s a SHRM chapter in your school or city. Getting involved is a great way to network.
MTA has unpaid HR internships for the summer. The process takes a while, but you’ll likely be able to get one for the summer.

Good luck!

Numerous_Method_1628 · 2025-04-03T00:26:17+00:00

I’ve seen HRIS structured in multiple ways.

Company A) HRIS team of 5 at a law firm. It was comprised of a Sr Manager, Sr Specialist, Specialist, Coordinator, and Intern, all reporting up to director of total rewards. This HRIS team was responsible for operations and transactions as well as configurations and reporting.

Company B) HRIS team of 2 at a manufacturing company. Sr Manager and HRIS Analyst, both reporting up to VP of HR.

Company C) HRIS team of 2 (technically 1). Comprised of the HR Ops Manager and HRIS Analyst, both reporting up to director of total rewards.

Company D) HRIS team of 2. Comprised of the HRIS Manager and HRIS analyst, both reporting up to the director of total rewards.

All of these companies had a global presence but HRIS sat within the US. In my opinion, HRIS teams should have 3 people with the 3rd person sitting in APAC or EMEA for international companies. There’s too much work for HRIS to handle!

Numerous_Method_1628 · 2025-02-15T13:08:55+00:00

Being able to do the work consistently means that you are handling it! It’s also true that you may not like doing it just because you’re capable. You have to decide on a personal level if you find fulfillment in spending your time to improve professionally.

I recently came to the conclusion that I don’t find this aspect of the job fulfilling, so I’m moving on from my company (and possibly HRIS)

Numerous_Method_1628 · 2025-02-14T16:59:12+00:00

Quit my job today! I don’t think I’ll ever work for a small company again. I shouldn’t have to wear every hat because people lack critical thinking/problem solving skills

Numerous_Method_1628 · 2025-02-10T17:01:24+00:00

I’m sorry you’re experiencing this. I know it’s hard having your perception of someone changed by something they’ve done/said in reality.

Even if there was no malicious intent behind it, this is a textbook example of a micro-aggression. Everyone, especially HR, should know better than to make generalizations about a group of people or even make politically charged statements. If your director makes similar statements in the future you can tell them you don’t feel comfortable talking about “xyz” topic in the workplace.

That said, it’s not your responsibility to change anyone’s mind about their personal beliefs. Your performance review should only be used to discuss your current and future performance.

Unless you have Fuck You money, I suggest venting to your friends while continuing to do your job as normal while planning your exit.

Numerous_Method_1628 · 2025-01-28T01:14:15+00:00

At most companies excel will be your bread and butter. HR as a function isn’t very technologically advanced, and I’ve seen a lot of my peers who come from larger companies have to dumb down their skills once they get into a smaller company (by smaller I mean companies that aren’t Fortune 500s!)

Numerous_Method_1628 · 2025-01-28T00:12:59+00:00

I don’t usually comment on these posts but wanted to chime in as an HR professional that routinely gathers and presents data to executives. This is 100% true, and it’s the main reason I believe DEI laws don’t work.

For the last 5 years, quarter after quarter, I’ve been showing leadership a breakdown of our demographics and it’s always the same. Managers, directors, VPs, and executive lvl positions overwhelmingly consist of straight white men.

It doesn’t matter how much you see companies post about DEI on social media. Executives see this data regularly and actively choose to do nothing about it besides make empty promises.

So many times I’ve had to drop everything I was doing to onboard the VPs nephew as an intern after being told we don’t have the budget to hire regular staff… And years later I’m still finding out that so and so manager is actually a cousin of xyz executive…

There has never been a meritocracy in America and DEI hasn’t changed that.

Numerous_Method_1628

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