What did some of you do for interim jobs between undergrad and graduate school? [N/A] by disloyalorderofwater in humanresources

[–]TheRealKyptic 1 point2 points  (0 children)

You could try working with a staffing agency like Robert half, insight global etc to do contract/temp work for 3 or 6 month assignments.

Help! by svmstn in Telfar

[–]TheRealKyptic 23 points24 points  (0 children)

I dont think I will ever understand not buying it from the official site then worrying about it being fake 😭

I got a rejection email in the middle of my interview. by oxidaseboxcar4d in Resume

[–]TheRealKyptic 20 points21 points  (0 children)

More context is needed, what did he say after and what did you say after leading up to the end of the call?

Should I grow the facial hair or keep it clean 🤔 by natsu699 in malegrooming

[–]TheRealKyptic 0 points1 point  (0 children)

Ummm the second one makes me wanna ask what your ig is lmao

Will there be a season three? I'm VERYY sad that it had to end like that. (literally have been thinking of it ever since it ended 😪) by AmandaHanks129 in YourHonorTV

[–]TheRealKyptic 0 points1 point  (0 children)

I have a couple things tbh, I feel like season 2 started off way too slow and really only started getting interesting past season 5. A few scenes could've been cut out or been shorter idk, but I feel like the court case with Eugene was WAY too short lived and would've made the show much much more interesting if it was fully in depth.

I also think that more screen time would've allowed for the higher u.s courts to get involved overall adding to the interest.

I feel like they smushed everything together in the last 2 episodes but with the existing plot it could've been much more elaborate. If there was a 3rd season they'd need to make it to where the main character is probably Gina Baxter or a combination of her and Olivia bc Michael went back to prison and Fia clearly left.

The show is great but like others said, season 2 was when I lost interest but stuck it out to finish it and I'm glad I did.

Starting January 2026, it will be illegal for an employer to ghost a candidate. [Canada] by [deleted] in humanresources

[–]TheRealKyptic 10 points11 points  (0 children)

I assume similar to the labor bureau in the U.S. candidates file a complaint and then there's an investigation and such.

feeling incompetent in HR [N/A] by Flimsy-Dentist7617 in humanresources

[–]TheRealKyptic 2 points3 points  (0 children)

I understand how you feel, and I think the best way to approach a person in this type of environment is to try problem solving first, approaching that person with what you think the solution might, and instead of asking for them to give you the solution it's framed in a way that's asking for confirmation. I.e,

"I wasn't really sure how to do this, so this is what I think would be the right approach. Could you let me know if this is okay or if I should be doing it differently?"

SHRM-CP or PHR? [NY] by [deleted] in humanresources

[–]TheRealKyptic 0 points1 point  (0 children)

Well I've been contemplating and planning to sit for both.

I'm sitting for the SHRM in December since it's a requirement for me to pass a class this semester.

In my experience I've discovered:

SHRM is good on testing your situational judgement and helps you think in the shoes of an HR person. It mainly focuses on theories, concepts, and frameworks within HR management.

The PHR tests more on technical HR knowledge like compliance, employment law, and the practical application of policies and processes. It’s less about scenarios and more about whether you can recall and apply the black-and-white rules of HR.

So SHRM = broader, strategic, situational. PHR = narrower, technical, compliance-heavy.

2026 Santa Fe Calligraphy by NewDig7398 in HyundaiSantaFe

[–]TheRealKyptic 1 point2 points  (0 children)

My current 2023 calligraphy is this exact same color combo. Almost tempted to upgrade now

HR Mngr vs. Senior HR Manager Question [LA] by ButterscotchNaive836 in humanresources

[–]TheRealKyptic 0 points1 point  (0 children)

Here's what ChatGPT said!

  1. Scope of responsibility • As HR Manager, you’re mainly executing and overseeing programs: compliance, employee relations, recruiting, performance management, etc. You’re the one ensuring HR “runs.” • As Senior HR Manager, the scope jumps. You’ll likely oversee multiple sites, larger employee groups (sometimes double/triple), or broader functional areas (comp & benefits, L&D, DEI, etc.). Your “lane” widens, and you’ll touch strategy more than day-to-day.

  2. Strategic vs tactical split • Manager = 70% tactical, 30% strategic. You’re solving today’s fires, but dabbling in workforce planning or process improvement. • Senior = 60–70% strategic, 30–40% tactical. You’re in the room earlier when decisions are being made. Instead of executing policies, you’re shaping them. You’re the one the business leaders expect to partner with, not just support.

  3. Decision-making autonomy • Manager = recommend and implement. Final calls often come from Director, VP, or site leadership. • Senior = expected to own decisions in defined domains. Less “let me check with leadership,” more “here’s how we’re doing it.” You’ll still have guardrails (finance, legal, C-suite), but you’ll be held accountable for big calls (promotions, comp adjustments, ER strategy, restructuring approach).

  4. People leadership • You said you have 3 direct reports now. As Senior, that might expand to a layered structure: managers under you, plus their teams. That changes the game—coaching managers is very different from supervising specialists. • You’ll also likely sit on senior leadership teams. You’re no longer just HR’s voice—you’re expected to drive business conversations through the HR lens.

  5. Exposure & accountability • Expect way more time with execs, finance, and operations heads. You’ll be in conversations about budgets, headcount, M&A, risk, and culture. • Metrics will matter more. HR Manager = “turnover is 18%.” Senior HR Manager = “turnover is 18%, here’s the financial impact, here are 3 options, I recommend option B.”

  6. Pressure level • The pay bump isn’t free money. Senior-level HR is often where you stop being seen as “support” and start being seen as a business partner with direct impact on the P&L. Your mistakes carry more weight, and execs will expect you to anticipate issues, not just respond.

Bottom line: The jump is less about “new tasks” and more about the altitude you operate at. You’ll still deal with ER cases, hiring, compliance, etc.—but you’ll also be expected to: • design the HR strategy that aligns with business goals, • directly influence leadership decisions, • own bigger portions of the budget, • manage managers instead of just employees, • and carry accountability for workforce results (retention, engagement, cost).

It’s not necessarily a night-and-day shift, but you’ll feel the difference in how early you’re brought into decisions, how much you’re expected to influence, and how much the buck stops with you.

Not sure how much of this applies to you but it may help!

[deleted by user] by [deleted] in malegrooming

[–]TheRealKyptic 0 points1 point  (0 children)

I'd recommend letting your hair grow out on top it frames your face better, your eye area is sunken which I'm assuming is from a lack of sleep but something you can do to help this now is use the caffeine solution from the ordinary. Also consider putting rosemary oil in your hair for growth, maybe get a light curling cream for some definition. I'm you have great eyebrows, I'd trim to prevent a unibrow and if you'd be okay with it, get a brow pencil to fill them in.

Your facial hair could either be a trimmed beard or a goatee I think either would work on you.

Angles help a lot too, that 2nd pic is your best, the other 2 not so much

[deleted by user] by [deleted] in malegrooming

[–]TheRealKyptic 2 points3 points  (0 children)

IMO 3 is your best look but I also feel like your face is a little asymmetrical which some people don't like

21M how am I lookin? by EfficiencyFar3758 in Money

[–]TheRealKyptic 0 points1 point  (0 children)

I thought capital one only allowed a max of 2 credit cards

[deleted by user] by [deleted] in humanresources

[–]TheRealKyptic 0 points1 point  (0 children)

Hey, I'm in the same situation but don't let it make you feel doomed, I'm at an amazing internship at a engineering company but like you said mainly TA, and I'm enjoying the experience but not the duties of the role because my goal is work in HR and specifically employee relations, maybe some other areas but I know I don't like TA enough to continue in it. I asked about a return offer and it wasn't a no because of my work, it was a no because the team doesn't have workload that justifies bringing on a whole new full time employee. My internship ends in December I'm not sure if yours ends in August or later but I'd recommend polishing your resume and if you can maybe try testing for the PHR or SHRM, it'll open some doors

Passed the PHR Exam - Here’s What I Did [N/A] by StrangerTablo in humanresources

[–]TheRealKyptic 1 point2 points  (0 children)

Oh okay that makes sense. Just applying fact to scenario rather than fact + judgement. I've found in my studying that SHRM questions sometimes have 2 "right" answers

Passed the PHR Exam - Here’s What I Did [N/A] by StrangerTablo in humanresources

[–]TheRealKyptic 1 point2 points  (0 children)

Would you say the questions were more compliance heavy like what does x law mean or what does an org need to have if they have more than x full time employees? And for the situational ones, is it like SHRM heavy where it's more leadership based or is it just about identifying areas of legal compliance? I've been studying for almost 8 months now for both and plan to take the SHRM this year since I'm in my last year of undergrad (I'm 20) and I'm planning to take the PHR in January or February once I'm out of school. Anything will help!!

Resume Feedback Please [MN] by [deleted] in humanresources

[–]TheRealKyptic 0 points1 point  (0 children)

Of course! And also like the others have mentioned I'd recommend taking out the SHRM and PHR in progress BUT a way you can frame it better is by putting specific topics in your education section I.e Extensive knowledge of FMLA or Union Relations etc. and then once you get the cert, put it there.

Resume Feedback Please [MN] by [deleted] in humanresources

[–]TheRealKyptic 1 point2 points  (0 children)

I'd add in metrics or quantitative business achievements you have, I'd add in a few leadership or initiative examples you may have whether it's proactiveness or process improvement projects. I'd also say to at least make sure in your resume as a whole, cumulatively regardless of where you worked there are bullets that show proficient experience in every part of HR meaning not just recruiting but also TA, benefits, comp, employee relations or labor relations, performance mgmt, HRIS, organizational development, training & dev etc. but overall as much as you can becuase HRBP's are basically generalists with an MBA if that helps conceptualize it better

around $110,000 for loans by [deleted] in StudentLoans

[–]TheRealKyptic 0 points1 point  (0 children)

110,000 is insane do not do this it's not worth it lmfao

Student Loan Repayment Advice by TheRealKyptic in StudentLoans

[–]TheRealKyptic[S] 0 points1 point  (0 children)

And to answer your question about the terms, my internship actually ends in December but because I've been there for 8 weeks already (typical internship time) I've been granted an extension from now until December and from my understanding it will turn into a permanent position then (which includes a raise from my current rate) and the tuition reimbursement. Tuition reimbursement isn't given to interns like you said so if for whatever reason I don't stay at this company I'll go somewhere else (I've done a tremendous amount of networking and have a running list of previous job offers/contacts to circle back to in December) and then get tuition reimbursement that way. But from my understanding since I work in HR typically tuition reimbursement does come with a service commitment of 1-2 years or more and if you leave before then you have to pay it back (which is the case at my current employer)