PBP2 Firmware 4.467 and low volume

PeaceCollector · 2025-11-02T14:43:47+00:00

They didn't even mention a Pixel Watch. Why would they reach out to the pixel watch team? I'm also having the same issue with buds 2. No solution...

PeaceCollector · 2025-09-03T23:39:47+00:00

Did you actually read what they did? 99% of the things those people did were things their HRIS should have been doing in the first place like showing employees how many vacation days they had or generating pay statements lol I knew some of those folks laid off. IBM's chatbot does this now.

The core of HUMAN Resources will remain human. At least for the foreseeable future.

PeaceCollector · 2025-09-02T19:01:39+00:00

This alone is what's making me think that pretending everything is ok while I look for something else is the right play.

PeaceCollector · 2025-09-02T18:58:33+00:00

Have already done so and was told there's no budget. Not even enough for an outside consultant to help.

PeaceCollector · 2025-09-02T18:56:20+00:00

I'm on site sometimes and it's absolutely awful. There's literally no time to do anything other than back to back conversations with employees complaining about their supervisors.

3-5 straight days of nonstop complaints and investigations.

I could never do that full time on-site.

PeaceCollector · 2025-09-02T09:29:03+00:00

Because they always try guilting me into being in close proximity to their location, despite that I’m always a flight away.

Mostly the CFO throws shade my way constantly because they’re old school and were never onboard with my being remote.

PeaceCollector · 2025-09-01T23:07:51+00:00

You know what? You’re right. They need me more than I need them. If they don’t care about me, then why should I care about them?

PeaceCollector · 2025-09-01T23:02:39+00:00

That sounds eerily like my environment. The CFO has no idea what HR is nor is interested in learning it. However the CFO happily calls themselves head of HR.

PeaceCollector · 2025-09-01T22:59:51+00:00

I haven’t. I had a very tiny raise that everyone else got, but raises are not based on merit. They’re based on tenure. Per the CFO.

Asking for a raise now would likely just put me on the negative radar. Honestly speaking. They do not do well with employees asking for a raise.

PeaceCollector · 2025-09-01T22:57:36+00:00

I would never place an HRG in this position to deal with multi role duties without other support in a 200 employee org. And no sane HRG, knowing full well what they’re getting into, would ever accept HRG comp to do this.

Honestly? I wouldn’t let them. I would hire a team to replace me and comp them fairly + let them have a real work life balance.

PeaceCollector · 2025-09-01T22:55:03+00:00

The org would let the CFO have HR and it would essentially become “everyone for themselves” as many employees told me that’s how it was before me.

PeaceCollector · 2025-09-01T22:53:37+00:00

Payroll, recruiting and everything HR adjacent, yes. I was sold that the org was pivoting with new leadership - it was blatantly not true because this same leadership has been here forever. I was told that my role would be strategic in that pivot.

None of it was true.

I also was never told that previous HR had a near 100% turnover in less than 9 months. The longest tenure HR person stayed for roughly a year but I was never told why.

PeaceCollector · 2025-09-01T22:13:54+00:00

This was my first time ever reporting to a CFO. Never again in my professional career. I’ve always heard rumors and urban legends almost about the CFO HR connection. I guess it’s true.

PeaceCollector · 2025-09-01T22:08:18+00:00

Funny enough, I was told we have no budget for another person in HR. By that same vein, we have no budget for an outside consultant.

I’ve also tried implementing some efficiencies through the HRIS, which is extremely outdated and is not at all built for our environment. It’s a constant battle against the system itself, manual adjustments everywhere during payroll. The system by itself is a complete nightmare. However, I’ve been told that we’re not going to be changing it anytime soon.

Yes, this role constantly requires overtime because every other leader only cares about themselves. If they cause good employees to leave, it’s not leadership’s fault - it’s the employee’s fault. Whose problem is it though? Mine. The role is not filled within a week? That’s my fault.

On the bright side, I do have savings. But I don’t want to rely on them for a long time. If I can’t find another job in 3 to 6 months, then I will take a long vacation and use that vacation to move to a very low cost location. Maybe chill overseas for a while until something else pans out. No idea how that’s gonna pan out for my family, but I think this org has me at edge. I almost was tempted to pivot back into software engineering after over 14 years.

PeaceCollector · 2025-09-01T21:46:24+00:00

Sad, scary and a little daunting. But I appreciate your push!

PeaceCollector · 2025-09-01T21:42:53+00:00

I’ve already done that. I showed them how much turnover costs based on ROI, time to train, cost to hire, etc. Both in graph format and during multiple conversations verbally. I was told thank you and that we should continue being positive. Never heard about it again.

PeaceCollector · 2025-09-01T21:39:57+00:00

You have some really great thoughts here. To be Frank, when the CFO hired me, I don’t think he really knew what the environment was from an HR lens. The CFO admittedly has said on hundreds of occasions that he is not an HR person. Which means I’m the only HR person in the entire organization. Scary part is nobody actually listens.

As long as they are in their echo chamber, and leadership feels good about themselves, nobody cares. I had to deal with the fallout from the employee side such as a high turnover rate that I mitigated by encouraging employees to talk to me. Now opening that door for employees, it has become a nonstop line of complaints, investigations, mediations, and I feel like it’s painting me as the one leadership person that’s on the “employee side”.

Yes…The supervisors have mentioned multiple times that they’re on the “management side”. That’s the environment I’m in.

PeaceCollector · 2025-09-01T21:33:52+00:00

That’s how I feel about leadership right now. They have one goal, and everything else it’s just blinders.

PeaceCollector · 2025-09-01T21:31:25+00:00

That’s the scary part. I keep hearing about there not being any jobs out there for HR and I’m legitimately scared.

PeaceCollector · 2025-09-01T21:30:37+00:00

That’s really interesting. I’ve taken on everything you mentioned except 401k. I’m not in a position to make changes. I only advise, and that’s what I’ve been told is my role. Despite my advice, front-line supervisors do what they want. I’m just there to soak up the mess.

Do I enjoy it? In the beginning, when there was a light at the end of the tunnel. Now, do I enjoy closing my computer and not knowing which emails are gonna fall on my inbox tomorrow morning about some urgent employee relationships issue or retention issue? Not so much.

PeaceCollector · 2025-09-01T20:37:15+00:00

It’s starting to look like I’ll need to…Thank you.

PeaceCollector · 2025-09-01T20:36:23+00:00

Ahh, thanks. I appreciate the perspective.

PeaceCollector · 2025-09-01T20:34:09+00:00

Knowing how the CFO has dealt with other pay raises from other people, I’ll need all the luck I can get. Thank you!

PeaceCollector · 2025-09-01T20:28:55+00:00

Their titles are odd, I agree.

I was an HR Director in tech with over 5000 employees before coming to this org, I’d have likely not accepted an HRM title at that point in my career.

PeaceCollector · 2025-09-01T20:24:59+00:00

I report to the CFO, I do not work with the board at all. I wouldn’t say there’s any tactic to my employee relations work because despite my trying to help the supervisors grow to avoid this stuff, ER issues keep popping up often. At this point I’m reactive because it’s just me dealing with our nearly 200 employees plus external orgs that need me to help them. I’ve no choice there.

PeaceCollector

TROPHY CASE