I am re-entering the work force after having been a caregiver for family members the past 8 years. I was a womens active wear clothing store assistant manager in my last job. I have 15+ years experience in retail with 7 of those years in management. I realize retail has shifted from brick and mortar stores to online stores. However, there are still businesses out there. What I have discovered is now a days your resume goes through an algorithm and that determines whether or not you have the qualifications for a position. Then there are the assessments, these assessments determine whether or not you're a good fit for the company, or simply are trustworthy. There are many different types of assessments. My resume doesn't even get through the algorithm so it never gets to the hiring manager or HR desk. I get a computer generated response stating we are unable to offer you a position at this time. There is no human contact whatsoever. The job I was offered was aware of my salary requirements during the interview however when the job was offered the salary was substantially less. I am not going to take a store manager position at a wage that would be little above minimum after paying into a medical benefit package or agree to a potential bonus based on credit card application for a lesser wage. That would be under selling myself and my ability. I realize it is a different marketplace these days however I have many years of experience. My guess is, it is my age. I am 55 year young and I will be an empty nester next year. I have a lot to offer if I could only get the chance to interview.

Hay, can I get any HR entry level job in IL location. How can I find them I have bear 5 year of experience in Corporate recruitment and HR. In that 1 year experience in IL location.How can I apply for the same?

Most of the companies I worked for are no longer in business. People I know and I worked for, including managers, will not give references because of HR issues. I was told hiring managers look for references. How can I get references in this situation? Any suggestions?

Hi! I been looking for a career in HR for an awfully long time and I don’t even know if I think it’s for me anymore more. When I graduated from college about 2005 I was in customer service at Strawbridges. So, I quickly entered the workforce “world” and now I’m stuck on my desires of what to do. I’ve been focusing on a backup nursing career for quite awhile, although I don’t think I know what I should do. It seems to be two different directions to choose from. Do you have any advice? Thank you very much.

Hello everyone! I have been looking for a permanent position management or human resource. Prefer healthcare setting. I completed my masters in Health Administration August 2018. I do not have vast experience in either but have been exposed to management. I have an understanding that policies, procedures, great communication and teamwork creates success in an organization. I am seeking a mentor that will show me the ropes and teach me how to be effective in a different career path. My pay must match what I make at night or better with benefits. Heads up, I wear cochlear implants and they are not phone friendly. That my main weakness, but currently going through listening therapy to improve those skills. I am interested in working in Knoxville or it’s surrounding area. Only serious companies reply or advise me of where I can reach my goal. Thank you for reading my post and have a great day!

Hello everyone! I am actively and aggressively searching for employment in the Memphis area. I have been applying and submitting resumes since mid January and have submitted close to 80 or so resumes. I’ve had a few phone interviews but dead silence after that. My background is HR/Recruiting, but willing to look into other areas as well. If anyone has any leads in the Memphis area it would be appreciated immensely. Thank you!

I have a wonderful opportunity next Tuesday for the position of H R Coordinator. I have been on the out skirts of this field for a while and have for the last 5 years or so been more in depth with the functionality of HR and LOVE IT. My new passion! Keep me lifted. God will lead me to success and He will be glorified!. Take care all. Have a blessed weekend.

I’ve been in retail for 14 years, the last 5 years as a retail manager. The main part of my job was focused on hr: hiring, I9, payroll, training, employee relations, etc. I’m looking to leave retail and get into HR but all the jobs I’ve come across ask for a degree. What can I do in the meantime in the HR field while I go to school.

We’re always looking for energetic, talented individuals to be a part of the TEKWISSEN ® team. Apply today for one of our exciting job opportunities.

We are hiring #Payroll Coordinator 1 for one of the clients located in Sandy, Utah. USA 84070.

Position is primary backup for Payroll Administrator. Assists with all payroll related assignments including payroll processing and timekeeping. Supports a broad range of human resources activities including new hire orientation, associate file maintenance, projects and administrative duties as needed.

Job Duties: Payroll Focus – •Weekly submission of payroll on time (ADP) •Partner with departmental timekeepers to ensure the accuracy of records •Adjust accruals profiles in HRIS (Workday) for promotions, transfers or shift changes •Daily updates in payroll system and corrections as needed •Prepare payroll related reports •Ensure compliance with relevant laws, and internal policies •Ensure new hires, shift changes etc. are entered correctly in the timekeeping system.

Preferred Qualifications: •Associates Degree in Accounting, Business Management or Human Resources •Prior experience with ADP and Workday or similar

Interested? Kindly send resumes to Imran.s@tekwissen.com.

#Payroll #ADP #HR #MSexcel #MSapplications.

I was interviewed and hired for a job in which I have plenty of experience, except the software platform I hadn’t worked in for a long time. I was promised training to get me back up to speed. When I arrived, the person assigned to train me was both bad at training and hostile towards me. I decided I was better off retraining myself from home as I was allowed to work remotely. I took the approach she had described, although it bypassed all critical functioning of a GIS platform. At the same time, I was asked to work on traffic control plans, which I had never done before. I continued to question the workflow and platform for performing this work and made a case for using AutoCAD instead. Also the work was taking far too long to refresh so I reported these issues to IT multiple times. My boss began questioning my productivity right away (although I don’t understand his expectations considering the learning curve and his hands off approach to me). I couldn’t process a plan at the same rate of speed of my counterpart. Now before my first plan was even approved, the entire backlog of traffic control plans (all of which were already past due) was dropped in my lap and they began treating me as the TCP BACKLOG MGR. I was bombarded with emails and phone calls and conflicting priority projects all day, every day. I had to assume that I was a decision maker, coordinator, sole drafter and liaison for the project. Although when I began asserting myself in the role, my boss would reprimand me (out of the blue) for every decision made and every conversation initiated. Keep in mind, this is literally the only time he would converse or consult with me. I wasn’t even introduced to my counterparts. He called me slow and questioned my experience on a regular basis, meanwhile, nothing slowed down except my productivity. His ‘advice’ never panned out in the end. Everything I was reprimanded for, I was also vindicated for in the end. He would catch me off guard and start throwing ‘facts and figures’ about that I could neither deny nor confirm without research after the fact. I would just have to stand there and listen to him embarrass me and later do the research. He was NEVER correct. He accused me of padding my timesheet when in fact I would work through the night and all weekend to try and get a handle on the backlog and only bill for a small percentage of my overtime. I told his boss that I was working off the clock and he just said he didn’t want to know about it as the labor board would not approve. He refused to defend me or question my boss. After researching his accusations, it seemed like water under the bridge and a battle I didn’t find appropriate to rehash so most of his fake reprimands went unchallenged (he put nothing in writing, so plausible deniability was on his side anyway). I worked my ass off and the pile of work would just keep growing underneath me. My coworker made it clear through hostile expressions, silence and body language that she would not be a resource to me. Although, she was the only other person who had experience in my work process and in fact, invented it. My boss, pleaded complete ignorance of my project, was apparently unqualified to review or approve my work, but his name appeared on every plan as the Engineer of account. His boss did exactly the same thing. Don’t ask me questions, I know nothing about traffic control. No wonder he underbid the work by a mile. He continued to be the face and authority for accepting and bidding work and never asked for input from the people in the trenches. I had two field engineers feeding me data in completely different formats and one of them didn’t even have access to our company network or software. No one told me of this anomaly which caused a whole other set of problems.

After several confrontations from my boss, each tying my hands , restricting my authority and binding my decision-making in ways that didn’t even make sense, I became less productive as time went on. Ultimately, my boss reported me to HR and gave me a corrective action plan that was completely made up. I attempted to qdispute his accusations in that meeting (which I was also blindsided by), to no avail. He had a hostile retort for everything. I signed it and went back to work. Now I would track my productivity, which was bad for him. When I exceeded his stated expectations, he would call his benchmarks entry level and symbolic of underachievement. After two weeks of exceeding these, he assigned me to take over my coworkers TCP work in addition to the backlog project, which was still underwater. Her TCPs would have a 2 day turnaround instead of the normal 5 day turnaround, but they were not to take priority over my 5 day projects?! Riiiiight.

At about this time, corporate GIS department had been recruited by IT to find out what was going on with my computer. As soon as I had Emily on the phone, she asked me my opinion of the group under which I was assigned. I gave her a nutshell of my frustration and predicament. She asked because she had spent several weeks training my coworker and setting up the workflow for the department with permissions to acces client data only to be snubbed and dismissed by my boss. Her efforts were completely discarded by my boss and my coworker tasked with developing the workflow herself. This is what I had been ‘trained’ to use, against corporate advice. She further informed me that my boss declined my onboard GIS training. My boss repeatedly told me that my coworker had received no training or support of any kind since she had started working there (as part of comparing our productivity and competence in general. Kelly being the star of the show and I the soon to be replaced understudy). Once Emily took remote control of my computer, she immediately discovered I I was working in a dummy version of GIS with no access to the network where everyone else was working. I don’t know how many times I questioned this.

She sent an email to my management chain asking them to cease and desist in applying current production standards as my system was incapable of meeting them currently. I pounced on my boses boss and told him to reassign Kelly’s work back to her in light of the confirmed adverse conditions I was under. He refused to acknowledge that anything had changed and denied my request. No consideration for lifting the corrective action plan either. I refused to take no for his answer and involved HR. He thereafter relented but called a meeting with himself, my boss and me. I would be the subject. They were inviting me into the lions den to gang up on me! The meeting was set for 830, the time I arrived to work that day. Under normal circumstance, when working at the office, this would be considered a late start time, although not a spoken rule. I arrived to a locked office door, for which I had no key. I knocked on the door and waited. Meanwhile, my boss calls my phone to reprimand me for being “late”! I asked him to open the door and he kept talking. I finally asked in exasperation if I should just leave. He cane to open the door, I thanked him and headed to my desk. No sooner did I sit down than he called me into his office to reprimand me for giving him attitude. Reminding me that I was already on his radar and under HR probation. To which I countered, “John, I just can’t work for you anymore.” He started grasping at me metaphorically and by calling HR to report the ‘incident’ trying to commnicate that I was somehow under his custody and not free to leave of my own accord or make decisions for myself. I turned and walked over to my desk, cleaned it out and left the building.

Is there a lawyer in the house? What would you do if you were me? Thanks, guys!