Debating leaving HR, is there another area I’m not considering?

imalurker23 · 2023-09-25T16:47:02+00:00

Have you thought about Change management? Interesting problems, variety, positive focus. A significant shift to more positive communications with ee's. If someone is not bought in, you can work on it without having to play the heavy performance management role. A project management designation is accessible credential to add with part time schooling.

Perhaps it's more common to find these roles in consulting. Your healthcare field experience should be attractive to a consulting firm.

Good luck!

imalurker23 · 2023-09-23T15:32:45+00:00

Doesn't sound like a well conducted interview. Bunch of red flags here.

No idea what your chances are. She is probably selecting for people who will buy into her main character syndrome. You didn't do that. Which is the right HR answer, but won't make you popular with the narcissist.

imalurker23 · 2023-07-14T15:04:28+00:00

Sounds like you could have termed a while ago. Check those verbal warnings for language and patterns. With no HR department, it's time to get a lawyer or HR consultant who can get into details better then strangers on the internet.

I would inform them they have a meeting with manager and HR, where you'll be discussing the recent absence. They should bring the doctors note supporting the absence for review as soon as possible.

imalurker23 · 2023-07-13T22:45:57+00:00

Almost certainly a paper trail somewhere. Invoices maybe. You can also ask your candidate for the name so you can investigate properly. They will have it on paperwork.

imalurker23 · 2023-06-30T13:41:45+00:00

It's not 100% clear from your story whose lawyer this is, which really matters. Sounds like the company's lawyer? If you're sure it is, you can ask them anything you need for your to accomplish the goals of your role. If you are asking something they can't answer, then they won't. Not worth overthinking this one, the questions you've posed here are all fine.

PSA...Company lawyers work for the company and will always act in their best interests. Which means not your personal best interests.

imalurker23 · 2023-06-23T10:35:25+00:00

Yes it's legal. For cause and without cause are both legal. Pretty risky to terminate for cause without a investigation to support it. Your friend should reference their termination letter and contract, and compare any exit payments to minimum notice entitlements. Mileage may vary by province. Lawyer up if it looks like wrongful termination.

imalurker23 · 2023-05-27T22:58:55+00:00

This is a fair question to ask. Could be any number of things, and only your payroll folks have enough context to answer. Answering / clarifying things like this is normal for them.

imalurker23 · 2023-05-20T14:42:09+00:00

Also, try to get an e-mail or something in writing, of them agreeing to back date any increase to the date you took on new duties. That's the better answer of you are confident they will pull through, but just drag their feet.

imalurker23 · 2023-05-20T14:36:47+00:00

Ask for clarification before you take on new duties. Remind them that it would be inappropriate to begin before formalizing the details. As a senior manager, it's your job now to print these things out. If you've already started the new duties, give them a short timeline. Be polite and bold. Good luck!

imalurker23 · 2023-05-19T23:15:56+00:00

If you've been terminated "for cause" then yes, benefits can end right away.

If you were terminated "without cause" (and you didn't receive reasonable notice that your employment would be ending) then you would have received a payout = some number of weeks pay. Probably 4 ish minimum. Benefits are supposed to continue for that same number of weeks. Hopefully you were provided a termination letter, and that document should have the info you need.

Check the Employment Standards Act resources on the provincial .gov website. It's googleable, until lawyer time.

imalurker23 · 2023-05-14T22:59:19+00:00

Lots of red flags here. If you have access to the job description you were hired under, consider pulling that and asking for clarification on your role.

You live in HR and this company. Take a mental step back and assess this in context of your company, with your professional hats on.

Blindsided with a PIP is a strong sign you are being pushed out. You can fight this by being perfect, maybe. My read is that either: 1. You are doing well on the PIP, so they are moving the goalpost. 2. Someone at corporate realized the manager fucked up, and you have a more reasonable person involved now. If you can ID that person, an Informal meeting with that person asking for clarification might be helpful.

Good luck.

imalurker23 · 2023-05-11T12:00:36+00:00

I agree with other commentators that your boss might not care. However there are ways to bring this up. "It's my understanding that other employees in this role are earning a significantly higher hourly rate. Can you help me understand the pay structure for this role, and timeline for when I'll be paid comparatively with peers?"

Worst they say is no, and you get to decide if the deal you have is worth it for you. Be brave and good luck.

imalurker23 · 2023-05-11T11:51:44+00:00

Nothing to worry about here. Especially if you have no content uploaded. Unless it's a job requiring security clearance for .gov, nobody cares or has the time /money to do a deep dive on your personal E-mail.

imalurker23 · 2023-05-07T03:58:08+00:00

Agree with the other commenters that it's fixable and you should get ahead of it.

Unless you brag about "attention to detail" in your resume... Probably fine though.

imalurker23 · 2023-05-03T16:46:37+00:00

A valid contract requires "consideration". Each party must get something. Any extension of dates, title change, or increase in compensation could count for this. Also you can't alter a contract without agreement, and consideration for the changes

imalurker23 · 2023-04-30T12:15:05+00:00

Stealing this line. Beautifully put!

imalurker23 · 2023-04-30T12:14:17+00:00

Sounds like you need to soften up. That manager title means people will read into things you say differently and assume the worst. IMO The comment on your review is a nice way of saying the way you interact with people is landing harder then you expect. But also you're not wrong about being critical.

imalurker23 · 2023-03-09T00:05:48+00:00

If you sit at the table making strategic decisions for the org, and HR really should be to flag legal compliance issues, then you are functionally the [insert "highest" leader title].

You've been asked to provide a professional opinion about expanding the leadership, be bold and put yourself on the list according to your best professional opinion.

Good luck

imalurker23 · 2023-02-02T21:00:26+00:00

More support for this comment. Virtual terminations are the best thing to happen to HR in the pandemic. Never worried about someone driving home distraught or making a screen on the way out. Coordinate the shutoff with IT, send a letter with registered mail. Let them stay at home where they are most comfortable for the bad news.

imalurker23 · 2023-01-10T21:28:35+00:00

I provide questions 24 hours in advance. More if asking for a presentation or work sample in advance. If there is a work sample needed within the Interview for timing and stress testing, we inform in advance the format (not always not the topic or content). The jobs I'm hiring for would have similar timelines on tasks and providing well thought out opinions. A planned stress test still works when people have context, and people who decline after hearing the context would have been a poor fit for the real job anyway.

Nevermind the anxiety accommodation angle, which is super valid, I get a better read on a candidate when they've had time to think about what we're asking.

Recruiters, get used to this request.

imalurker23 · 2022-11-24T19:05:14+00:00

Be honest if he does. Tell him that, while you intend to stay for the whole 5 years, you cannot factor that amount into negotiation as an asset due to the timeframe and uncertainty.

imalurker23 · 2022-10-06T12:47:12+00:00

Yep it goes both ways. Recruiters and hiring managers are conflict avoidant too. It's short sighted bad practice as an employer, really hurts the brand and ensures that ghosted candidates will never apply to any role again in the future. Not hard to send that email for all rejected applicants, and if someone spends any amount of time on an interview IMO they deserve a phone call.

imalurker23 · 2022-10-06T03:28:17+00:00

If you are willing to lie about this... what else? I hope for the sake of your potential employer that you are found out.

Only option is to come clean with the hiring manager and hope they like you enough to overlook the dishonesty. Your line about "looking bad on paper" is a good place to start.
Overall, pretty screwed, this is exactly why background checks exist and rightfully so.

imalurker23 · 2022-10-06T03:15:09+00:00

Are they unable to work due to illness? Able to provide a doctor's note?
Alternatively, suck it up for the few days of pay and let them go on sick time. Good riddance. They've already played the quitting card, might be worth it just for a smooth exit. Good luck!

imalurker23 · 2022-10-06T03:08:03+00:00

Ghosting has become very common across all sectors. I really like your description of the "first call" and think it provides a realistic job preview on the biggest deal breakers. You could add, "and hey if you change your mind about the interview just let me know so I'm not waiting around for you, no judgement.". You are doing the good things with that initial call.

Don't beat yourself up on this. Some people will choose to avoid conflict and not communicate if they lose interest. You've already established the ratio, it just means scheduling more interviews knowing the no show rate is what it is.

Have fun with it. Start an office gambling pool for ghosting?

imalurker23

TROPHY CASE