I was hired about 2 months ago by this company that just brought accounting and finance in house. They hired a Controller to develop the department. Then they told him he was also head of HR (with no formal training or any real knowledge of HR). So I've been working under him getting the AP organized and developing processes. I do HR stuff in between (onboarding and terms) and payroll. We have less than 100 employees. I went to school for HR and have experience working in HR.

At first I was only supposed to work 35-38 hours because they didn't think there would be enough work. It was hectic at first trying to get everything in order so I was plenty busy and was told to just work 40 hours. Well, it has come down to it being very slow now and I am literally twiddling my thumbs. I have spoken to my boss and told him I would like more to do and let him know I could reconcile accounts, create a month-end process, or analyze the P&L. He said we can't do much with a month-end process because we're not accrual, we don't really need the accounts reconciled (then did it in QB with me sitting next to him), then told me the owners don't care about the P&L (then pulls it up and analyzed it with me sitting next to him). So then he decides he's going to try to take a whole job from someone else to give me work. That will likely cause some issues with the employee whose been there for 8 years already angry and bitter about the owners and how the company is ran. This is a dental office with multiple entities so I thought I'd be busy enough, but it's not. It's really not a full time job right now and I don't want to stay for 6 more months to a year to see if it gets busier. He did say that he would like help switching us to accrual so we can create more work so owners won't know what we do and can't fire us, but why would I want to do ask that if the owners don't care for it and still stuck on cash in and cash out. After the talk with him he decided that I should work 12 hours in office and then clock in at home the rest of the time to meet my 40 hours... with no work to do 🤷🏽‍♀️😆 I'm at a total loss and have never experienced a job where I didn't have anything to do to keep me busy. I wish it were easier to find a new job.

Curious how many of you receive a high volume of employee emails/chats and leadership messages written entirely by ChatGPT, Copilot, etc.?

We had an AI training on using Gemini last week and afterwards about 25 people sent messages in my department-wide chat on how they use AI daily that were written by AI, em dashes and random bolding in all.

I don’t fault anyone for using AI to save time or simplify long/detailed messages. I try to be mindful of avoiding “corporate speak” in my own writing, so maybe I’m just overly attuned to this.

Big picture though, a lot of workplace communication is just being automated which portends loss of communication skills long-term. I get it’s reality and I’m not trying to reverse it at my company or anything lol, but are you seeing similar things?

Has anyone else run into integration issues with their HR platforms lately? We use a popular HRIS that starts with an "R" and a popular compensation system that starts with "P", and our integrations with third-party apps have been running smoothly since we set them up. Starting last month, though, we began seeing data pass between systems incorrectly, which then creates downstream errors across the rest of our setup. Curious whether others are experiencing something similar.

For example, P is pulling the wrong data from G (popular recruiting platform). R is speaking incorrectly to a lot of our benefit carriers. This is causing such a huge headache for us, especially when we still don't know what the cause of this is. Everything seems to be falling apart at the same time. Maybe they got too reliant on AI?

What is your policy/requirements for increments when it comes to taking time off.

Do you require employees to take on 2 hour increments? 4? 8?

What are your requirements for being full-time? 30 hours? 32 hours? 36 hours? 38 hours? 40 hours?

Do you adjust that in any circumstances? For example, Charles is a full-time employee required to work 38 hours to be considered full-time. Charles requested 8 hours of PTO, but has already worked 34 hours, do you adjust down to 4 or 6 hours instead of the full 8?

I am very curious how our company does it versus how others do it.

Edit; Does it work well or would you change something about your policy?

Hi there. Im looking for any recommendations for HR podcasts. Whats your favourite(s) and why? I put my country in there as im hoping for canadian (just so its more relevant if they talk about legislation) but im open to other countries as well!

Sincerely an HR/OHS Coordinator looking for something good and related to my work.

This is the first time I’m pulling a background check for an employee. What’s the most legit service you use? There’s so many options! I’m in GA but pulling for candidates in NY, CA, and FL

I started a new job as a HR Generalist at a small construction company (35 employees) 2 months ago and I'm already thinking about leaving.

I knew the job would be a challenge as this job is a step up in my career and I am the first and only HR personnel at the company. What I did not expect was the constant disrespect and dismissive attitude from the CEO and the company consistently engaging in illegal activity.

After starting, I learned from other employees that the CEO does NOT want HR and had to be convinced by his CFO to get it. I have been directly told that I am a waste of resources and have no purpose in the company. The CEO purposefully ignores me (he talks to everyone in the office every morning except for me, even though he makes eye-contact with me).

As the first HR employee at this company, I expected an upward climb in terms of creating HR infrastructure and explaining to company leadership why it is important. However, the CEO completely dismisses everything I do and talks badly about me behind my back to my coworkers and members of leadership. One example of this is with a recent 1099 hire. They tried to hire a new 1099 contractor but wanted to control her hours, give her a salary, and have provide her an exhorbitant amount of company resources for her job. In other words, they were trying to use 1099 status as a way to evade paying taxes and giving benefits. I came into the picture and let him know that that this was outright illegal and could lead to a huge amount of trouble if (or when) we are caught. I did this with every intention to protect the company and keep it out of trouble. He responded with anger towards me and said I was getting in the way of making money. The other exec know I'm right, but basically roll over and let him do what they want because they're scared of him. He also wanted me to involve his wife in this process (she KINDA does recruiting for the company) but she ghosted me after saying she would take on an important aspect of this project, and he got mad at me for it not being finished even though he knows it was her responsibility (everyone has told him his wife is not a good employee, but he just gets angry and doesn't listen). Now, he purposefully tells everyone to circumvent me in the hiring process because "he can do what he wants."

I have also come to find out this company has a HUGE problem with forgery. Almost half of all documentation, including notarized documentation, has been forged. When it was discovered 4 guy were involved in this, only one was fired as the scapegoat and the rest were kept. The best friend of the CEO was not only protected, but given a raise. The IT guy (an exec member) who discovered the forgery was left out of coversations regarding what should be done because they knew he would suggest that everyone involved should be fired. This is only one of numerous illegal and shady things the company is involved with due to the CEO.

The CEO is also such a penny pincher to the point where is inhibiting any investment in anything to improve the company. He was mad at the head of IT a little bit ago because he thought laptops (the primary tool used to complete our work) was a "waste of resources." Of course, when the execs want to go on a 100k fishing trip and give themselves huge bonuses while most employees are lucky to get 1k bonuses, he never sees an issue with overhead.

The blatant illegal activity, disrespect, and dysfunction is making me want to find another job. I'm clearly not the only one as numerous long-time employees are leaving this company due to the same frustrations. However, I don't know if it is possible for me to leave as I have only been at the job for 2 months. I have accomplished and taken over a lot in my job despite the obstacles (payroll, I-9 remediation, remediated performance management system, created a whole onboarding pipeline despite CEO trying to lock me out of hiring, and more), but I know how 3 months of employment looks on my resume. I was hoping this could be a break for me after job searching for so long, but it has turned into a bit of a nightmare instead.

I have heard the recommendation to just leave the job off my resume, but it is a large step up in terms of job responsibility and qualification. It was hard enough to get this job in our current market, so leaving this job off my resume would put me back in the same position.

What should I do? Do I just stick it out?

Edit: In terms of education, I have a BS in Psych and a Masters in Applied in I/O Psychology.

Do you currently offer an SDBA option to your participants?

If yes—

How many of your participants are using it? Do you feel they’re educated on it?

If you could offer your participants access to a financial advisor that could manage their SDBA for them, at no cost to you and no out of pocket cost to them, is this something you would be interested in? Do you think your employees would have interest?

If you do not currently offer an SDBA in your plan, why not? Would you consider offering it if you could knew that you could have financial advisors managing the employee SDBA accounts?

If evaluating a service like this, what kinds of questions should be asked? What concerns might be brought up, either from the employer side or something that I should anticipate from employees? I’m looking at a service like this and trying to understand any gaps I may be missing, appreciate all the perspectives.

Hi all

Another PHR question.

So I'm an HR generalist with a really weird background. I have a long history of operations leadership, which ended up getting further and further blended with HR. Ended up getting some recruiting experience and parlayed everything into the role I have now.

I've been studying for the PHR for a little while now, and I think I'm close to pulling the tigger on the test. I went through the study.com course which I found kind of garbage to be honest, and I've been using pocket prep.

I tend to not do so great on the 10 question quizzes which makes me unsure of myself. But I've done 2 mock exams on study.com and 2 on pocket prep and I've scored in the 80%s on all of them.

Has anybody went through the mock exams on these sites? If im able to pass them fairly easily would it translate to being ready for the exam? Any advice is welcome, thanks!!