OMG, have you seen these hotshot guys? 🔥🕺🕺🔥 If people don’t believe HR can be fun, fiery, and super creative after this, I don’t know what will convince them. HR folks can take a joke, right? 😉 Let’s prove it! Share your favorite jokes, memes, hilarious real-life situations, or stereotypes about the profession, and let’s end this week on a high note. I’ll kick things off with a couple of classic jokes: · How many HR professionals does it take to change a light bulb? 💡 None, they’ll just create a policy for light bulb changing and let the employees handle it! · Why did the HR manager cross the road? To tell the chicken about its benefits package! 🐥 Your turn! 🤪 P.S. And my favorite Ben... sorry, meme. But I really do adore Ben ♥

I've been tasked with coming up with a new title for my promotion to manager level, and I need some help. In our HR department of three, I report to the Director of HR and supervise a Recruiter. We have 100 employees at a nonprofit. I'm responsible for training and development, HRIS, new hire orientation, recruiting, retention, background checks, job descriptions, some employee relations, and whatever else comes my way. Any ideas for a title? P.S. My supervisor doesn't want HR Manager to be the title, which is why I'm asking for suggestions.

Hey HR Professionals, I need some advice. We have a newer supervisor in the customer service department who's been having trouble with her teaching methods. All her team members have complained that her approach is far from the positive learning environment we aim for. She's been disciplining and using a condescending tone in front of everyone. She’s especially hard on one new female employee, who's only been with us for a few weeks and is still learning. Instead of fostering a positive learning environment, she’s been treating this new employee disrespectfully, making her feel dumb and unintelligent. This behavior has been confirmed by multiple team members. Some specific instances include yelling at her in front of everyone, embarrassing her, and treating her like a toddler. When the new employee shares ideas in meetings, the supervisor shuts her down. The team also says she's micromanaging them. As a result, none of them respect her. Normally, we would coach and develop the supervisor, but given the risk of employees leaving because of her behavior, I'm wondering if we should consider pulling her from the position. We usually try to coach and mentor first, but this seems urgent. Any advice would be greatly appreciated! 🙏

Here's a question: How can you persuade your employer to spend up to $5k for a senior women's leadership conference by SHRM? Value conversations aren't an option when budgets are tight. I really want to attend this SHRM event, but it's $3,700 without the hotel. I'm curious, has anyone managed to get their small or medium-sized company to cover this expense? If so, how did you convince them?

How much do your employees pay for health insurance per paycheck?