What are some of the key differences for an HR Generalist and an HR Manager if there is one HR person for an organization of just under 50 FTE?
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"Wow us in 150 characters or less" I filled out the application, attached a resume and cover letter. At the end, of the process there was a box that asked me to WOW them in 150 characters or less. Did your company do something like this? What kind of responses were you looking for? I thought it was a little weird.
I'm worried my company's dress policy might be a little too vague. We require people to dress in business casual, but there's nothing specific about employees' undergarments. We have a new hire who apparently doesn't think she needs to wear a bra to work. She isn't correct. She has a decent sized chest and several people complain about seeing her chest bounce around each day. How do I address this with her? I feel this situation is worse since I'm a guy.
I have been applying to so many job postings and only got one interview. I receive so many Thanks, but no thanks letters. Some of which are very good and very personal - not the typical we value your time and appreciate you applying to our organization. I have altered my resume and letter via AI to really try to get "that job", but am 1 of 100's of applicants. I don't have a degree, but am obtaining my SPHR, have 25 years of experience and have taken courses. What else should I do?
Hello — looking for guidance on a workplace issue. We hired a manager’s son because he was highly qualified and has done a great job. Recently, two employees raised concerns about perceived favoritism. In reality, he’s often taken on difficult tasks others declined, but we can’t share those details. The perception is now affecting morale and team dynamics. Global HR said upper management should handle instead of HR. Seems not right. Any advice on managing the perception and team dynamics?
In a smaller setup, an HR Generalist kind of wears multiple hats: handling recruitment, benefits, and employee relations. They're the go-to for day-to-day HR tasks. On the flip side, an HR Manager, even in a small team, tends to focus more on strategy and policy development. They might lead the HR initiatives and handle higher-level decision-making.
Manager is typically seen as a more strategic and specialized role than a generalist.