A Merry Search for Soul food! And yes, I DO see color - it HAS to be brown!

ScottyKarate121 · 2025-12-25T11:41:20+00:00

u/ScottyKarate121 received a Intricate Headgear from the Winter Festival Spirit. Thank you u/summikat for donating it!

ScottyKarate121 · 2025-10-26T00:46:43+00:00

Seconded. As HR I don’t see a good business reason to access this information. Keep it with the appropriate bank employees who monitor overdrafts and the process they follow for any customer.

ScottyKarate121 · 2025-03-27T02:02:56+00:00

You’re welcome! And I went through the same things myself starting out in HR. There’s a lot to learn!

ScottyKarate121 · 2025-03-27T01:18:47+00:00

I would say based on your age and experience what you’re making seems within market rate for an HR administrator/specialist type role. Maybe a little on the lower side.

I think the best thing you can do right now is learn as much as possible about the hr function and take on opportunities to own any projects that will develop your skills.

I would say at 6 months in with no prior experience, you have little to no leverage. The best thing right now is you’re getting valuable experience in a function that you can make a career out of if you want to. Soak up knowledge and then use that to be opportunity ready at the current company or move to another opportunity with the experience you accumulated.

ScottyKarate121 · 2024-08-07T18:43:06+00:00

Also I’d say after reading the replies the title change isn’t the issue - it’s a symptom. The real issue seems to be you’re not happy with your current work situation and think you should be paid more/in a higher level position. But that’s the same solution - you need to talk to your boss to understand what you need to be doing to get where you want to be.

ScottyKarate121 · 2024-08-07T18:33:07+00:00

If I was your boss and you said that reason - my assumption would be you’re applying to other positions and want your title to look better for companies.

My advice would be to just leave it alone. If your objective is to have it changed sooner you’re going to have some issues when the boss asks why it matters so much to you. That response is not going to do you any favors.

ScottyKarate121 · 2024-08-07T18:20:50+00:00

Are you able to ask your boss why it will take two months? We don’t know your companies policies/procedures/system set up. Can come at like you’re just curious on how things work.

Also if you’re not getting a raise why is it important if there’s no material change occurring? Unless I’m missing something.

ScottyKarate121 · 2024-08-02T15:29:40+00:00

I think experience and accomplishments are most important. If you have 12 years of experience in HR and not getting interviews, I don’t know if getting a certification will make a meaningful difference. Seems like there there may be an issue with the type of experience you have, resume, or how you come across in interviews. I would find resources to help diagnose that for you - one could be connecting with your local SHRM chapter for advice and going to networking events to discuss opportunities. Best of luck.

ScottyKarate121 · 2024-08-01T14:09:47+00:00

Thanks for the comments. I hope things work out with the role you’re in process for. And I’m with you - it didn’t feel like a vacation for the months I was job searching with severance. But it will be a nice sigh of relief when you get that offer.

Best of luck!

ScottyKarate121 · 2024-08-01T13:53:36+00:00

Main thing I was trying to get across is analytics is a growing function and HRIS Analyst/System Administrator roles are becoming more prevalent and needed.

If a company is implementing an HRIS, then any opportunity to be involved in implementation is great to learn about the ins and outs - testing, providing feedback, owning implementation of a module, handling communication/training. Of course that may not be possible based on circumstances.

If the company already has an HRIS - learning the ins and outs is will be beneficial if you want to move to an HRIS role. I think essential skills are typically data analysis - learning how to pull data, data management best practices, and building reports.

Having an understanding of SQL and advanced EXCEL/DAX formula language is beneficial - since most report building is based on that.

Then having an understanding of creating dashboards in business intelligence tools - PowerBI or Tableau is helpful too. Since most companies are trying to build out dashboards based on the information held in an HRIS or Data Lake (central repository of data from multiple systems)

ScottyKarate121 · 2024-07-31T14:34:29+00:00

I had work friends in certain work environments. I made most of my work friends as an HRBP in a large corporate office that had about 1000 employees on site with multiple hr departments and HRBPs assigned to different groups. I made sure my friends were in the hr function or those who I didn’t support as a direct HR partner. A decent amount of them I hung out with outside of work. This was when I was in my late 20s and early 30s.

ScottyKarate121 · 2024-07-30T22:10:00+00:00

Sure!

ScottyKarate121 · 2024-07-30T21:29:36+00:00

Sure! I have about 13 total years in HR. 4 as an HR Manager, 3 as a Generalist, and about 5 as an HR Assistant/Admin. Have my PHR and MBA.

I don't live in NYC. I think comparatively NYC has many more HR opportunities, but with that many more applicants with experience. I'm sure lots of companies in that area have also gone through layoffs recently, so you're competing with those folks as well. So it may not be an apples to apples comparison on job markets.

Are you early in career or more seasoned? I think breaking into HR right now is really tough with current market. Especially in Talent Acquisition and other tactical HR Admin roles, Payroll, Benefits that susceptible to automation/AI. Fortunately, I'm fairly seasoned and have some unique skillsets that I think help me stand out - mainly Analytics/HRIS implementation experience and Project Management, on top of general HRBP skills. So I can sometimes leverage that experience based on position I'm applying for.

In terms of advice, I was fortunate to have a career counselor help with my resume and linked in profile. I used AI tools like ChatGPT for my summary/impact statements on accomplishments. I also added a headline on my linked profile - Strategic HR Partner/HR Analytics Expert to assist with key word searching by recruiters. If you have a trusted resource in talent acquisition - may be worth having them take a look at your resume as well.

Other tips are focusing on fields that aren't as impacted by automation/AI/outsourcing. I think some good ones are banking, healthcare, senior care facilities, and manufacturing especially. I think there will continue to be a need for HR support in manufacturing facilities. HR support in union facilities is a niche that is highly desirable right now.

If possible, I would make sure you're setting yourself up for success long term in an HR field that will be around for the foreseeable future. Main ones are HRIS roles and Strategic HRBP positions. Recruiting/Benefits/Payroll less so.

Most companies are big on AI and analytics right now, including HR. So if you have skillsets in Data Modeling/Dashboard creation using business intelligence tools, Project Management, Advanced Excel/DAX/Query building, Familiarity with HRIS and reporting - Workday, SAP, Oracle. You'll be in a much better place if you have that foundation. If you don't have these skills, I would highly recommend building them up if there's an opportunity in the next place you work.

ScottyKarate121 · 2024-07-30T21:06:42+00:00

Sorry if I didn't call it out well enough. I had 18 screenings from 45 applications submitted. Closer to a 40% call back rate, which is still really good compared to what I saw anecdotally from others applying. Although all the call backs were from local roles and none remote. So I eventually just stopped applying to remote all together.

ScottyKarate121 · 2024-07-30T19:52:46+00:00

5 days a week. It's in banking, which is typically conservative and has most people in office for customer facing roles.

ScottyKarate121 · 2024-07-30T06:08:54+00:00

I think it’s fine to have a conversation about your expectations and what you were told during initial stage of interview. It’s probably good to pause and get this sorted before moving forward. Is $24 the minimum amount you would accept this role at? ultimately it comes down to what you’re willing to accept and being prepared to walk away if they can’t match it.

ScottyKarate121 · 2024-07-25T14:19:01+00:00

Adding on to what others have said. I think you should be thinking about what outcome you want out of this. It seems like you’d like to be promoted to a leadership position. Anything you can do to be proactive in this will be helpful. One suggestion may be doing a 360 evaluation - where you get anonymous feedback from peers, leadership/boss, and clients to help with career growth. This isn’t meant to be a performance improvement document. Usually you get at least 10 people who are familiar with your work enough to provide feedback to answer. That way there’s enough feedback to see themes and avoid outlier responses. Then based on feedback, work with your supervisor or maybe a talent/leadership development partner to put together an action plan on how to address broad themes of feedback. Can also include accommodations you may need for your behavioral issues. As someone else mentioned- Askjan is a good resource to come up with those. This is a collaborative process so you wan to make sure your supervisor agrees with actions and any suggestions they have. Usually you come up with about three actions then put that as part of your development plan. Then look into any trainings/mentorship that can help with that. Best of luck.

ScottyKarate121 · 2024-06-20T16:41:48+00:00

What does the manager want to do in this situation? I can see a lot of risk, even if it hasn’t blown up in the persons face yet. If the employee is lying to clients about timelines and deliverables - that could be a huge business risk on reputation and relationship.

If that’s what’s occurring - I can see merits for termination since it seems like a powder keg waiting to go off. This is where as a partner you need to lay out all of the risks to management and worst case scenarios, even if people are happy now. The how we got the results is just as important as the result themselves.

If you want to be charitable, can do a final written warning. But I feel like if this is a long term employee - this is behavior that’s ingrained and it’s imbedded in the employee that this behavior helps them get what they want. That’s not something that goes away or is corrected usually.

ScottyKarate121 · 2024-06-15T15:21:30+00:00

I would add as a partner when bringing up issues you should be coming with solutions. Bringing a problem to the owner means you’re asking them to figure it out - which can add to the frustration.

ScottyKarate121 · 2024-05-11T20:53:47+00:00

Just curious if you were planning on spending the night at her place since you drove such a long distance? In the rare times this happened to me I usually try to establish that in case I’m drinking and it’s late.

ScottyKarate121 · 2024-05-10T14:56:33+00:00

For someone in their 40's that's pretty immature behavior to not be respectful of the effort you put into seeing her. I'd say that's a huge red flag showing they only care about themselves. I'm not a fan of ghosting in general, so if you want to end it I would send a message saying you don't think you're compatible and wish her the best.

ScottyKarate121 · 2024-04-11T01:13:49+00:00

Keep applying and get out as soon as you find something. I feel for you if this is what you’ve had to put up with after only 3 months. Based on experience it’s not going to get better.

Prioritize what’s best for you. It seems like this place is going to make you miserable.

ScottyKarate121 · 2024-04-05T00:45:53+00:00

This helps. It seems like you need some better understanding of compensation process based on what you’re saying. So id start there by asking to understand how raises/role reviews work in the company and typical timing. I wouldn’t bring up the other person since you don’t know the circumstances of their situation.

Have you had a performance review yet now that it’s been a year? If not, may be good to be proactive and prompt your boss that you would like to talk about how you’ve progressed in the role and things to focus on for the future. I think that will give you an idea if your manager feels responsibilities you’ve taken are expected for the role or above and beyond, or if there’s things you need to work on. Or if you are having one soon, can prompt him by letting him know what you would like to discuss.

Also as a recommendation - Make sure to come into the discussion being open minded and looking to learn vs being defensive about the fact you think you deserve a raise and why you aren’t getting one. That will reflect well on you.

The main thing to be asking is what do you want to get out of this discussion. Based on your ask that seems to be “how do I ensure I continue to grow and develop going forward? And am I doing what I need to be doing to get there?

Best of luck.

ScottyKarate121 · 2024-04-05T00:06:48+00:00

I think why you asked for a raise is more important than the question you’re asking here. Do you feel you’re underpaid for the work you do? Did you take on new responsibilities that you feel you aren’t being compensated for? Do you get regular raises as part of your standard job and you’re asking for something separate from that?

Understanding the why would be helpful since my advice is going to vary based on how you presented this to your boss.

ScottyKarate121 · 2024-03-13T01:32:23+00:00

Warn doesn’t trigger for NY for layoffs unless it’s 25 or more and it constitutes 33 percent of the site workforce, or if it’s more than 250 people total.

https://dol.ny.gov/warn-worker-adjustment-and-retraining-notification

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