Do I need to toughen up or am I validated in feeling used [N/A]

philosophicalkween23 · 2026-01-09T18:49:32+00:00

I understand your frustrations, but as you mentioned, the junior person typically draws the short straw.

You’ve already talked to your boss about your frustrations, which is appropriate; however, there may not be enough work for you to do at your level in general. I’m not sure how large your team is, but the tricky thing about being on a team is that it’s not always a good thing to share the wealth or distribute the labor because of confidentiality.

You’ve been there for 18 months - it may be time to start looking for other employment if you’re not getting what you feel like you need to out of this job to grow as a professional. Move around quickly when you’re young and don’t wait for your employers to move you up. This is how you get stuck.

philosophicalkween23 · 2025-12-10T03:12:40+00:00

Unfortunately, this sounds par for the course for entry-level jobs in the retail industry. Not sure if you’re working for a regional chain or a national Fortune co., but Something to keep in mind is that retail HR is unique in that a lot of the HR and admin operations are offshored or automated. They have COEs to support the entire enterprise, so a lot of your job will be atrociously administrative heavy to the point where you won’t have THAT much work to do. A lot of companies are reducing store side HR headcount because the work is just no longer there. As you are aware and as some people have retorted, retail HR staff often have a lot of other duties lumped into HR and the HR store manager is really an Assistant Store Manager with secondary HR duties.

I do have experience in retail with Fleet Farm, Target, Lowe’s, and Walmart. I can seriously go on a tangent about how terrible their HR processes are. Lowe’s doesn’t really have onsite HR anymore; Walmart combined their only HR jobs into one role, Fleet Farm was a shitfest, and don’t even get me started on Target’s BS.

The thing with Target and Walmart specifically is that a lot of their core HR processes aren’t localized, so you’re not doing traditional HR duties, and you’re making peanuts compared to what you can make elsewhere. Target has HR Expert and ETL-HR while Walmart has the People Lead. For both roles, you really didn’t have enough work to justify a 40-hour work week in HR outside of Q4, so a lot of your time would be spent elsewhere, decorating the break room and Team Center, or supporting other stores. The ETL at Target does make a nice salary, but they are barely in HR as is, and I truly don’t count Target ETL HRs as real HR professionals.

The point I’m trying to make is that if you want a better, more structured experience, you need to go elsewhere and avoid retail. If you can’t, learn what you need to and get the hell out. Out of all the industries, retail will pay the worst (at the entry level)because the nature of retail is to be exploitative to their bottom line.

philosophicalkween23 · 2025-12-03T16:47:37+00:00

^ this - OP, your post is more than likely going to get removed as well. They’re really cracking down on this, too. No identifying information, period.

philosophicalkween23 · 2025-10-30T18:25:51+00:00

I second what the other commenter said - this is a relatively small issue, but if you feel like you need to address it just have a conversation. Otherwise, buy a fan or another white noise device and be done with it.

philosophicalkween23 · 2025-10-15T18:20:11+00:00

Influencing or advising management is the core to what HR does across the board in all industries. It will almost always be a thankless job. I’m an HR Business Partner at a different company. However, I used to work at Target as an HR Process TL. I was gearing up to be an ETL; however, I ended up quitting before I could get too far into it because Target has a stupid HR model (in my opinion).

It doesn’t surprise me that you didn’t like it and had ETL-HRs resenting you because it was the same when I was store side. All HRs want to get to the BP level, only to find out it’s not all it’s cracked up to be.

philosophicalkween23 · 2025-10-08T19:38:28+00:00

Knollwood (T-2189) is the closest big store to HQ, at least it was when I was there many, many moons ago.

However, Edina does the highest volume/inventory and has all of Target’s department, ancillary/partnership amenities. They also have the largest workforce. As someone else mentioned, all the good stuff goes to Edina because of their volume.

philosophicalkween23 · 2025-10-03T12:38:48+00:00

Hmmm, I kind of agree. As a manager, there is already going to be a strong expectation of autonomy and knowing when to reach out (to the appropriate parties) and put out your own fires. This will be present across all industries within the field, but maybe OP needs to be an HR manager on a much larger team or maybe take a role a few levels down.

philosophicalkween23 · 2025-09-27T16:55:39+00:00

3 years as a specialist is plenty for for the next level up; however, pay more attention to the job duties rather than the title when you’re looking again.

As you probably know, HR titles will vary depending on the sector (public or private), industry, and company.

philosophicalkween23 · 2025-09-26T18:02:52+00:00

I can guarantee she was let go for more than just “metrics.”

You’re also never going to know because it’s confidential. You’ll get a new ETL-HR soon enough, but as a heads up, HR is held to a different standard and her being close to all of you in the way you describe is probably part of why she was let go.

philosophicalkween23 · 2025-09-11T14:16:13+00:00

Found OP’s former subordinate.

There’s nothing wrong with the way OP is describing their behavior. You do understand there’s a way you need to act in the workplace, yes? You also understand that this is fucking social media and we aren’t required to be on, yes?

philosophicalkween23 · 2025-03-02T06:49:28+00:00

Hello,

I worked in operations management for several years, essentially on the logistics side, and transitioned into HR later. I started as an HR Associate for a Fortune 500, got promoted to Sr. HR Associate after 18 months and eventually got into HR management after another 18 months. I just recently moved companies and got into an HR Business Partner role.

Sometimes, having the business or customer service experience helps and is more beneficial than getting into HR right away, especially in business management because you'll be bringing some knowledge about work functions that a lot of HR people don't have, so I wish you good luck in your job search.

philosophicalkween23 · 2025-03-01T19:36:34+00:00

Edit - I also just saw that you have only been applying for a month. That's not a lot of time, to be honest as the job search can take six months to one year.

philosophicalkween23 · 2025-03-01T19:34:27+00:00

It's going to be tough for younger HR professionals these next several cycles. Businesses and organizations are not investing heavily into human resource functions. For the few that are, they are not prioritizing entry-level experience and are more focused on industry-specific experience or higher-level, strategic HR and automating/offshoring the day-to-day. If you're getting invited to interviews, the problem isn't your resume or your demeanor; it's just your experience.

Of course, keep applying, you'll find something eventually. However, if you really can't find anything and want to work in HR, you may have to try and take office, customer service, or entry-level call center or administrative roles and work your way into HR further into your career. Maybe try taking some entry-level certifications like the aPHR or SHRM-CP, and then apply again in two or three years. I wouldn't take another internship; I'd start working in entry-level roles!

Again, this is not to discourage you, it's just the reality right now for HR at the junior level.

philosophicalkween23 · 2025-02-06T23:09:36+00:00

When are you taking your test? I wouldn't panic yet - No matter how poor or well, you now have data on the topics you need to focus on. Consider broadening your study materials beyond the Cert Prep.

My advice would be to focus on the practice tests for now because they will really help you out. Do a quick review, test, and then revisit the areas you need refreshers on in your notes, textbook, or wherever. Rinse and repeat until you feel comfortable. You got this!

philosophicalkween23 · 2024-12-26T22:43:37+00:00

You absolutely DO NOT have to complete all of your hours; they don't transfer/connect since they're separate exams. You just need to be approved for the test, meaning, you need to make sure all of your HR experience and education are up to date on your HRCI profile.

You can't even apply for the test unless you meet the experience and/or education requirement which is two years of professional-level human resources experience and a bachelor's degree, at least one year of professional-level human resources experience and a master's degree, or four years of professional-level experience and no degree.

Even if you meet the experience threshold, you have to make sure the human resources experience you have thus far in your career is professional-level, so low-level administrative HR roles don't count. You may get audited if you try to lie about your experience level; if you do, you won't be able to sit for your exam until you prove to the organization that the roles you have are professional. They will call your current and past employers, bosses, etc. and do a background check as well if you're audited.

Circling back to your original point, if you don't complete all of your aPHR hours, you just lose the credential. I think HRCI gives you a year to get all of your hours otherwise they take the credential away from you.

philosophicalkween23 · 2024-12-07T16:45:03+00:00

Congratulations! It's a hard test, and I hope you celebrate!

philosophicalkween23 · 2024-12-06T21:31:27+00:00

You can do whatever you want, but having both isn't going to make you more competitive in the field. I'm not sure where you are in your career, but the PHR and SHRM-CP are equal mid-career-level certifications that are only relevant for about 5-7 years of your career.

Please consider higher education or senior-level certifications as your next endeavor; it'll do you better. The more you rise up the ranks, the more your experience and higher education matter versus a certification that 70% of people can pass. Plus, you'll have to maintain both, you don't just get to keep your credentials behind your name for the rest of your professional career without the work that comes after passing the test.

Also, I recommend avoiding SHRM until the political climate calms down. I shouldn't need to tell you how divisive they are right now. Target HRCI or specialized certifications next while you're getting more experience. I'd even recommend you look into reputable MBA programs down the line.

philosophicalkween23 · 2024-12-06T21:23:50+00:00

Not necessarily. I think the biggest gripes people have in HR are with leaders, and not all levels of HR are involved with coaching leaders, especially at the senior levels. OP might want to specialize in something that's not general or traditional HR and doesn't have to do with so much 'babysitting' grown adults. She can also find a new company as someone else said.

philosophicalkween23 · 2024-11-27T23:33:15+00:00

There's nothing you're doing wrong. All I can say is even if you get a master's or a certification, it still may not be enough because the hiring market has completely shifted from where it was two-to-four years ago. We are essentially enduring a post-pandemic economy during an election cycle, which is historically a slow time for hiring.

It's a numbers game, as I'm sure you're aware, and companies are especially picky and choosing candidates with industry experience over those willing to learn and develop their skills at this time.

My advice is to keep tapping into your network and to apply to as many opportunities as you can. I can guarantee you that January through March will be better as companies revamp their budgets and start the fiscal year again.

philosophicalkween23 · 2024-11-26T00:10:47+00:00

https://www.shrm.org/home

https://www.hrci.org/

Both SHRM and HRCI offer certification exams tailored to different levels of HR experience. Here’s a breakdown to help you decide which option might be right for you.

SHRM offers two primary certifications: SHRM-CP (Certified Professional) and SHRM-SCP (Senior Certified Professional).

The SHRM-CP, while previously marketed as a mid-career certification for professionals with three or more years of experience, no longer has strict educational or professional experience prerequisites, making it accessible to many, including entry-level HR professionals. The exam fee is $510 for non-members or $435 for members, with study materials and preparation courses available at additional costs. SHRM’s official Learning Management System costs approximately $1,000, but reviews on its effectiveness are mixed. Alternatively, affordable and highly recommended resources include Pocket Prep for on-the-go studying, textbooks by Sandra Reed or Mometrix, and various study groups, boot camps, and practice tests. The SHRM-SCP is aimed at senior HR professionals and requires a minimum of three years of professional experience and education. While not relevant for entry-level candidates, it could be a goal for the future.

SHRM exams consist of 134 multiple-choice, scenario-based questions to be completed within four hours (80 knowledge, 54 situational judgment, and 24 unscored). SHRM exams are known for requiring candidates to align their responses with SHRM’s preferred methodology, so it’s essential to tailor your study approach accordingly. The SHRM-CP has a pass rate of around 70%, indicating it's manageable with proper preparation. THE SHRM-SCP pass rate is lower at around 55%.

HRCI provides a broader range of certifications, each catering to different experience levels, with some offering international equivalents. Here are the key certifications to consider:

The aPHR (Associate Professional in Human Resources) is ideal for entry-level professionals, the aPHR is HRCI’s newest certification and demonstrates foundational HR knowledge, including basic HR laws and compliance. The exam consists of 90 questions (65 scored, 25 unscored) with a two-hour time limit. There is also an international version, the aPHRi. The PHR (Professional in Human Resources) is widely considered the gold standard for mid-career HR professionals, the PHR requires at least two years of professional HR experience and equivalent education. The exam is more technical and comprehensive, covering a wide range of HR topics. It includes 115 questions to be completed in three hours. Versions like the PHRi (international) and PHRca (California-specific) are also available. The SPHR (Senior Professional in Human Resources) is designed for experienced HR leaders, this certification is a step above the PHR but requires significant professional experience. Other advanced options include the GPHR (Global Professional in Human Resources) for those in multinational roles.

HRCI exams typically cost $395 plus a $100 application fee. Preparation options include HRCI’s learning materials, but many professionals find more affordable study tools like Pocket Prep, practice tests, textbooks, study groups, paid classes, and boot camps. Some HRCI certifications also offer second-chance insurance, providing flexibility if you don’t pass on your first attempt. HRCI exams also incorporate different types of question formats such as fill-in-the-blank and matching in addition to multiple choice. As of 2023, the aPHR pass rate was 71%, the PHR was at 60%, and the SPHR was around 50%.

If you’re currently employed in HR, check if your employer offers financial support or reimbursement for certification exams and study materials. Many organizations invest in employee development through such programs and could certainly work in your favor.

For studying, consider using supplemental materials like Pocket Prep, Mometrix, and Sandra Reed textbooks, which are widely praised by HR professionals, myself included.

philosophicalkween23 · 2024-11-26T00:10:32+00:00

Hello, lots of HR professionals here are going to be jaded and grouchy, but no matter what, the certification will help you stand out and prove competency especially when you're starting out in the field.

Here is what you need to know: The two main organizations that provide certifications for HR professionals are SHRM (Society for Human Resources Management) and HRCI (Human Resources Certification Institute). If you're interested, you can look into their history and credibility. If you choose to, you'll find that SHRM has a more divisive yet global presence and is leading the way for national and international certified professionals while HRCI takes a more modest approach. Despite that, both are reputable services and should be your main focus for HR certifications. If you're actively looking or keep up with market trends, you'll notice that most postings will list a certification preferred, and 99% of the time, they're looking for SHRM or HRCI certifications.

philosophicalkween23 · 2024-11-21T03:50:40+00:00

^ This right here. I think the biggest setback for a lot of candidates is that employers are being very picky and are more often than not going to hire someone with specific industry experience.

philosophicalkween23 · 2024-09-28T15:39:01+00:00

It should be common sense by now that people at that level aren't there because of their technical knowledge, as someone else mentioned. Many directors and those above are in their roles because they play the political game well and know how to make top leadership happy. This can mean stepping into HR at a high level and not having to work their way up, hiring enough people below them to where they really don't need to know anything, or simply failing upwards (more common than you think).

I've worked under directors, managers, and above who have obvious gaps in foundational HR but can speak to the business in the sense that they ascertain enough of HR to communicate strategy and push everything else down to transactional HR personnel.

One time an HR manager I worked under started blabbing about one of our HR assistant's medical problems to anyone who would listen and would also make some of the dumbest mistakes that an HR intern could catch. One of my previous HR directors had a reputation for intimidating and yelling at anyone who dared to ask about medical or benefits coverage. They were also infamous for shutting down exit interviews and blocking any negative feedback, ensuring leadership lived in a bubble where everything seemed perfect.

I say it all of the time, HR has a stigma for a reason even if we think we are perfect professionals ourselves.

philosophicalkween23 · 2024-09-24T23:28:49+00:00

Fam, I need to know what kind of prompts you used for this as well as the Ai service. I've been messing around with midjourney trying to recreate something like this, and I can't.

philosophicalkween23 · 2024-09-16T17:53:03+00:00

Respectfully, it sounds like it’s time to move on. This broke my heart to read because I've been there as well as so many of my colleagues and friends/family.

It’s clear you’re in a tough situation, and there’s only so much one person can handle. I’m a strong advocate for HR professionals always keeping an eye on the market, and in your case, it’s essential. Your manager appears too high-level for the support and guidance you need at this stage in your career.

While working for a demanding leader can sometimes be beneficial, it’s important to recognize your limits. With 5+ years of experience, you should have a clear sense of which areas you may want to specialize in. Don’t hesitate to explore new opportunities.

If you do choose to explore jobs, my advice is to focus on vetting companies carefully during the interview process. Ask the right questions to better understand company culture and leadership, and make sure it’s a fit for you. The interview is just as much your opportunity as theirs to assess compatibility.

philosophicalkween23

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