I'm W21

looking for a community manager role and honestly, i need a workplace where i can yap professionally and get paid for it 😭

if you're an HR or founder looking for a community manager who's good with people, has a good sense of humour, can build a fun community and actually knows how to keep people engaged, I'M RIGHT HERE.

coworking spaces, pls hire me, i promise i'm fun to work with 😭🤝

drop a comment or dm me if you have any leads!! <3

For HR professionals managing remote teams, what activities have genuinely helped employees connect beyond their usual work meetings?

I’ve been exploring virtual team-building experiences like escape rooms, murder mysteries, and interactive games. I

What have you tried that your employees genuinely enjoyed and found valuable? I’d love to hear your recommendations and experiences!

It’s no longer news, many companies are reaching a new low every year when it comes to hiring entry-level employees. Some people say we have reached a diamond shaped organisation chart, where there are more mid-career and senior employee compared to a decade back.

This has nothing to do with having lesser Gen Z or due to declining births in the early 2000s. We have an oversupply of fresh graduates and young talents these few years, but way lesser hiring.

Last year, I am seeing only 1 entry level hired into the office, working in a project team with 7 other seasoned engineers and 2 leads. This is not alarming in many companies, but where I work, engineers are a short lived role and moves up quickly due to the intensity, not to mention the office building has 70 employees, 1 new hire into a building of 70, the ratio does not make sense. We are reaching 1 management level role to 3 employees who actually work on the project.

This year, no engineer was hired, that project team shrunk to 6, the good part is because 2 of them were promoted to leads, and the previous 2 leads had an internal transfer. Workload increased, and there seems to be no intention from HQ to increase the headcount of this office.

No juniors are here to learn and succeed anyone, everyone becomes a seasoned employee now and the pipeline is cut off at the bottom. This also indirectly means upward movement will eventually be limited.

If your company is having similar problems, can you share with me what kind of mitigation are in place for your company if they stopped hiring true entry levels?

I need some advice because I’m dealing with a lot of changes at work, and I’m trying to figure out if I’m overthinking things.
I’m currently the Human Resources Director (HRD) at a nursing facility. I’ve been at this location for a little over four months and with the company for 10 months. About a week ago, our facility was sold to another company, and there’s still a lot of uncertainty. From what I understand, the new company doesn’t have Regional HR representatives like we currently do. Instead of weekly support, we’ll have someone from corporate visit once a month and be available by phone.
We also hired a new Administrator about a week ago, and I already feel like she’s trying to micromanage, intimidate, and bully me. She wants to be involved in everything, including hiring, terminations, write-ups, and second or third interviews.
When I expressed my concerns about adding second interviews, I explained that it would make my job harder because I’m the only HR professional responsible for approximately 180 employees. Her response was simply, **“Soooo.”** I found that extremely dismissive and disrespectful.
Another issue is the inconsistent communication. She told her supervisor she didn’t want to sit in on interviews, but then sent two separate emails stating otherwise. That makes me question her honesty.
Our management team is predominantly Black, and I’m paying attention to how everyone is being treated. I don’t want to assume anything, but I feel like she’s coming in aggressively and trying to establish control without understanding the team or our responsibilities.
I understand that she’s the Administrator and has oversight of the facility, but there’s a difference between leadership and micromanagement. I have no problem with accountability or teamwork, but I do expect mutual respect and professional communication.
To add to everything, I confirmed that the corporate HR person who will be overseeing me under the new company has the same title as me, HR Director. I’m curious about how that reporting structure will work and what my responsibilities and authority will look like moving forward.
At this point, I’m seriously considering looking for another job. I don’t want to make an emotional decision, but I also don’t want to work somewhere I feel disrespected, unsupported, or constantly undermined.
**Am I overthinking this, or are these red flags? Would you give the new company a chance or start looking for another opportunity?**

Hi just wondering if anyone had any insight into HDI global in the US. Is it a good co to work for?

Hey all, I have experience as a Talent Acquisition/HR Generalist for 4.5 years until 2024 where I had to take some time off for personal reasons. I moved to Melbourne mid-last year and have been struggling to get back into the workforce in HR / TA roles. I have applied for many jobs, called offices, recruiters & agents but barely getting any clarity about what I should do to enhance my chances and get some interviews. It’s just been exhausting not getting any answers so any tips would be appreciated.

Hi all, I work in consulting, mostly around audit and compliance. Lately I keep coming back to the EU Pay Transparency Directive, and I’d like to check whether what I’m seeing is what others are seeing before I put any time or money into it. I’m not selling anything, just collecting experiences.

Here’s how I understand the situation in Czechia. The country was supposed to transpose the directive by June 2026 and missed the deadline. The current draft amendment to the Labour Code aims for an effective date of 1 January 2027, but it hasn’t been passed yet and the wording could still change. As drafted, every employer, even a small one, would need a documented pay system: some grouping of jobs and clear rules for how pay is set. Employees could ask for information about their own pay and about average pay for men and women doing comparable work. Employers couldn’t ask candidates about their current salary, and job ads would need to include a pay range. Companies with over 100 employees would have to report gender pay gaps, but only from 2028.

From what I see around me, a lot of smaller companies don’t have defined roles or pay bands, and salaries are mostly negotiated case by case. The big consultancies handle this for corporates, but for a company with 30 or 150 people I don’t see anything sensible that they’d actually pay for.

I’m thinking about something simple that would help a company describe its roles, set pay bands, check for gaps and prepare for employee questions. I don’t know yet whether it should be a service, a set of templates or software.

I’d love to hear:

• Is anyone at your company already working on this, and who (HR, the owner, an external advisor)?
• How are salaries decided at your company? Are there any pay bands?
• As an employee, do you know how your pay is determined, and would you want to?
• If you’re in HR or run a company: what would actually help, and what would you be willing to pay for it?
• Do you know of any tool that handles this today, and is it any good?

Feel free to tell me it’s a pointless idea, I’d rather find out now. Any experience is welcome.

Hi everyone! I’m currently looking for opportunities in Human Resources and would appreciate any leads or referrals!
I have a Bachelor’s degree in Business Administration and 2+ years of experience in administrative support, customer service, and team coordination, including supervising a team of 10–15 employees.
I’m interested in entry level HR Assistant, HR Coordinator, Recruiting Coordinator, and People Operations roles. I’m based in NYC and open to remote, hybrid, or on-site opportunities.
Thank you!

Hi! I'm currently pursuing my MBA in Human Resource Management at Andhra University and preparing for campus placements.

I have a foundation in HR functions such as recruitment, talent acquisition, employee onboarding, performance management and HR documentation. I'm also familiar with MS Excel, basic HR analytics, Power BI and HR reporting.

I'm looking to gain more practical, industry-oriented experience. If possible, could you share a sample HR assignment, an anonymized case study, or a practical task related to recruitment, onboarding or HR analytics that I could work on independently?

I'd be grateful for any guidance or feedback that could help me understand how these tasks are handled in a real corporate environment.

Thank you for your time!

Is there anyone working in guidehouse company?

Hi folks! I need some guidance regarding early release from my notice period.

I'm currently serving a 60-day notice period, and my last working day is showing as 30th November. However, my new company has given me a joining date next month, so I want to get released by 30th October. I'm ready to serve 30 days and buy out the remaining 30 days.

The problem is that my manager is upset about my resignation and has already told me to serve the full notice period. HR is also not responding to my requests.

For context, I'm joining another vendor working for the same client, so my client already knew about my move. When my current company asked me to train a replacement, the client informed them that they had already arranged a replacement and the handover wasn't required. Now my company is upset that the client knew about my resignation beforehand.

My company has a notice period buyout clause, but it says the company can waive the notice period at its discretion.

I just want to know what steps I should follow to get an early release. What if my manager refuses? Can HR approve it independently? And what documents should I make sure I get from the company?

Any advice from people who've been in a similar situation would be really helpful. Thanks!

Hi people. Long time lurker, first time poster. I’m so frustrated and for the first time in my life I genuinely don’t know how to handle the situation that I’m facing. Sorry for the long post

I’ve been working for and American company for around 4 years. First started in TA and then moved to and HR management role that has slowly evolved into an HRBP role (although it’s still saturated with operational activities that take around 80% of the time).

For some context: A year ago my boss went on maternity leave for around a year and I had to cover up for her which I did fairly well. I was very excited to step in and work alongside senior leaders, everything was going well, I was very engaged with the company and highly satisfied and motivated with my job. I started working closely with the VP for Europe and I was receiving positive feedback from my job. Towards end of Q4 last year the company entered into a financial constraint which led them to take measures on different fronts to reduce fixed costs. This is when it all starts going downhill.

Around march this year, during the merit review cycle they decided they were not going to offer merit increases for anyone considering the company’s financial situation (negative EBIDTA), followed by a reorganization process that eliminated different roles to reduce people costs. A few months later they started to increase some employees salaries with the excuse of them being valuable talent, which I get, but deep down creates a sentiment of unfairness for all employees.

There’s an increased pressure from my main stakeholder (VP for the region) to step up and cover my bosses’s role following the company’s decision to freeze merit increases. My ex boss came back from maternity leave around march this year and got put on a different role due to her requirement of working part time, which meant from now on I had to take care of everything. At some point this year I just made the promise to myself that I would stop working long hours and going above and beyond for a company that clearly doesn’t care about me. However, the VPs expectation is for me to act as a Director when I’m getting paid half what she was getting paid. This topic has increasingly become challenging to a point where I just don’t enjoy my job anymore and I feel constantly gaslighted by the company and executive leaders.

I wonder if anyone has ever been through something similar. Sometimes I think I’m a victim of a bias when you think everything will be better someplace else, but truly it’s something that comes with the job. I think at this point I’m in a professional crisis that has me questioning everything I’ve ever wanted to. If you had ask me 5 years ago where In wanted to be this is the exact role, but not the exact situation.

It would really help me if someone could share similar stories. When you are going through hard times what keeps you going? How do you cope with frustration without it taking a toll on your mental health?