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hey y'all this is Tamika the face behind HR and today we're going to talk all about the pros as well as the cons of working in human resources [Music] so I've been working on human resources for just over 10 years had my 10-year anniversary July 2022 and I have worked in several positions in several Industries so that has ranged from being an HR assistant to nhr specialist HR associate um assistant HR manager and term HR Director HR Director recruiter tele acquisition specialist and now hrbb so I've worked in several Industries too and those Industries where local government clinical research organ and tissue donation hospitality and rental properties as well as a global tech company and so I've also done some Consulting work where I've worked for small organizations with anywhere from 50 to 150 employees and those were primarily in the hospitality industry the trucking industry things like that so I think I have enough work under my belt to tell you guys what I think are the pros and the cons because these I really just thought about myself and thought about how my career went and thought about what the information I've absorbed not just from my experience but also from other people that are colleagues that I may have interacted with throughout the years and so some of the pros um or April that I would definitely say is something I liked about working in Human Resources is being able to help others do you help others a lot because their career their job is a large part of what they do primarily you work 40 hours per week when you're working as a full-time employee and that's a large part of your life when you're able to help people through those eight hours per day 10 hours per day whatever the schedule may be I can tell you that you really really see an appreciation because it's such a big part of people's lives either the stress that they're enduring when you help them relieve that stress really feels like you've helped a lot or the money you've been able to save for the company or the progressions see between the employee as well as the employer like all of that involves helping each other on the flip side of that is that there are sometimes you just can't help Human Resources is a neutral party and so sometimes you can't really help the way you want to help let me put it that way because I guess I wouldn't say you wouldn't help you just can't always give people the resolution exactly how they're looking for it you're looking for a neutral resolution so yeah that's a better way to put that and so that guides me right into my next Pro which is being so instrumental between the relationship of an employee and the employer like the person that's doing a job that's coming to work every day and the company that's providing that job for them your instrumental part in that most times whenever something goes from wrong or something even goes right HR is the place that both the employer and the employee comes to for a resolution if it's an issue that may be arising and maybe one party doesn't see that it's an issue if it's something that's an underlying issue and and most times the company wants to fix that underlying issue there are times that employees want to fix an underlying issue I think that it's always nice that you see both sides so you're able to give a resolution and play a part in it and I think and I'm gonna leave it at three so I'm only doing three pros three cons so my third Pro my third top Pro because it's obviously way more than just these three but my third top Pro is the career opportunities in Human Resources it's just so nice to see Human Resources grow over the years it has really transformed from being an admin position where someone may be a secretary collecting applications to it being called Personnel where people are kind of expected to do transactional duties on a regular basis than the human resources department to now it's being called human resources and it's definitely progressing to being called people management and so I just I love that through those progressions there's tons of career opportunities that's constantly happen for HR professional I see new names all the time and I think that one is used in a good way and it's really thought out for the company and it's really one that is a defined position I think that that's just such a good thing for human resources professional I mean Once Upon a Time in my career I used to thought to myself like they were only specific jobs I can do and then I'll either get bored or I'll run out of job opportunities or what have you man it's just it's it feels like it's almost like infinite it was so amazing in the beginning of 2020 when I saw on CBS news that they projected that there would be a 40 increase in job titles and a 20 increase in Human Resources opportunities it allows my career to be infinite and that's a blessing to always know that I'll always be needed and in demand now y'all those were my Pros so we're going to dive into my cons and some of my cons was that business strategy that includes like terminations and refs so I like doing business strategy but when you're doing terminations particularly for a reduction in force for some reason and most times a reduction in force means you know the company cannot continuously afford the amount of people that it has working for them because they're not getting the same amount of Revenue that's generating into the organization maybe whatever they were creating or whatever they provide is is not as in demand as it used to be now that's cause and effect on how many staff it needs to operate another thing could be that it just reorganized and decided you know what it's best if we not have these positions so that we can create these positions and this will help us to grow over time as better as an organization and I I like the strategy of HR overall it weighs on me heavy when it comes to terminations now I'm gonna tell y'all that I've done fire quite a few people throughout my career I've talked about it in a video so if you guys want to know more about it you can check out this video um because those are like my top three like memorable terminations prior to like now I mean obviously I did that that video a while ago but oh when you're doing terminations on strategy or with a riff it's different than doing terminations on a regular basis so I feel like doing terminations on a regular basis most times if you manage that properly then that employee has an idea that that termination is an option and it's coming down the road and so for me that just makes it not as hard because if you know that it's the opportunity or if it's something that's coming then that means you know you have opportunity to correct that you know you can fix it you know that if you can't fix it then this is just probably best for you so that it's almost like an easier termination in my opinion even though my reference is like come on you knew this was coming um but whenever it is one with a riff which is a production of force I think I already said that then it becomes a little different because people aren't expecting it some people haven't really understood that with organizational changes there could be a chance that you don't lose um that you don't stay employed some people assume that with that change within the organization oh there's no way they're gonna get rid of my position they're not gonna get rid of me I'm an amazing employee right sometimes that's just not the case when you're doing terminations like that then it's not dependent on a person at all that can be an amazing employee it totally depends on what works best for the company so that was that's a con for me it's doing like that strategy with the terminations because a lot of times in HR you know before the employee knows and sometimes you no longer before the employee knows and that can make things where you really have to know yourself enough to not disclose this before forehand because most times that includes a lot of legalities and there's a lot of you know documentation that goes with it there's a high opportunity that the company can be sued so there's tons of Protections in place with those type of terminations and so with all that strategy you're the person getting part of that strategy prepared and you could be working alongside the employee who just has no clue that you're working on their termination and that's just that's uncomfortable so I don't really like that personally myself I'll do it that's my job do I like it no I think it's a con another con for me is knowing that so many organizations exist knowing that they need HR but not thinking of HR as a strategy or business partner for that organization a lot of times they just think of their HR as that transactional person and they don't realize the benefits they're not taking advantage of when you don't look at Human Resources as a strategic business partner for your organization and in my opinion you should always have human resources within any organizational changes helping to make those decisions definitely at the round table whenever you're talking with the c-suite staff there's just so many companies that don't realize that don't know what HR does and like totally misuse the opportunities they can have with HR now I'm gonna be honest with you I think the scariest part about it is that not only are they missing opportunities but most times you're making it bad for that person who works in HR who doesn't feel valued who doesn't feel like you're listening to them who sees this this train wreck coming try to tell you about it you ignore them because you think they don't know what they're doing that person now feels like well as HR really what I should be doing anymore so that's just in my opinion a strong con I think so many leaders CEOs general managers presidents vice presidents like you really need to learn what HR does now I think there's so much responsibility on that HR professional to educate those people and I've talked about that in yet another video so I'll put that video here so that you guys can see all about that video too but that's been a tough spot in my career so I talked about that as being something I wish I had known and like Lord that just takes a lot like you go home and you stressed because you've spent so much time just trying to educate them and train them and like tell them and it's like if you're not a salesperson it's so damn much it's a headache I'll say that it's definitely a con so my last con I told you I was only going to go over three of them my last con is people not understanding that HR is a neutral party there's so many relay people throughout my entire career where they'll say oh you work in HR so you just hire and fire people all day like they literally think that's all I do I I mean it's crazy I'm like no I do a whole lot more than that it's even worse when you have people that you work with either teammates or leaders who literally just doesn't know what HR does clueless clueless to it now you work in the organization and they know and they know what to ask you for and they know when to tag you into a conversation they know when to update you they know when to ask for your input on something they don't want to hand something over to you and that's great when you work in a company that like literally ignores HR all day that's a heavy con and so I guess that kind of goes into people just not knowing that HR is a subject medic expert and that they should be a strategy leader but I think if if many more people understood what HR did not only would people not apply for certain jobs because some people automatically think like oh yeah I already seen what somebody does a HR manager like they never touch HR before or they were HR assistant then they want to dive in and be an HR Manager and I'm like slow your role like no no that tells me you're preparing yourself for a mess because you really need to know what role you play in the business and operating that business and the success of that organization and success of those employees if you haven't had some of those times where you've done certain things throughout your career you're setting yourself up and as well as the company as well as future employees up for failure but on the flip side even with organizations with leaders I feel like when you don't realize what part HR can help now you have missed an opportunity to create a good positive culture employees that stay longer with the organization so to be able to retain those employees and when you are able to make employees happy like you're able to make them comfortable like you're able to make them feel inclusive like the productivity goes through the roof so you miss opportunities of being able to earn even more money and to be even more successful because you truly haven't even paid attention to those small things that HR can help you pay attention to so if you guys want to know how to become a human resources professional because I know like it's so different these days is I can't even say these days it's always been difficult in my opinion to get an HR it was difficult for me to get in HR I know that there are more opportunities that are being created so it should be a tad bit easier but we also have a lot more resources than it was 10 years ago when I started my career so what I've done is created a resource with full list of opportunities you can take advantage of to launch yourself into the human resources career field and so if you want that definitely check out the link below it is a quick download that you can definitely use to help you get your career started in Human Resources now what I'm gonna do is tell you a bit about some of my wins in HR because we get so caught up on what a pros and cons that we forget to realize that there are times that you just did amazing things that really work well for the organization the good thing about it is when HR does good things then it stays forever like if you do the right changes it's nice like over my career I've had employees that I used to work with three five years ago say oh yeah Tamika girl ever since you did such and such girl yes things have been so much easier things have been so much better I don't know how we existed before not having it and like that just shows the role that human resources can play in an organization some similar amazing ones that I've had is that I create an employee handbook not only did I just create an employee handbook I decreased amount of employee relations issues they had I made things a little bit more neutral and understanding between both the employee and employer so people weren't really spending time thinking about like well so-and-so thinks this I made a handbook that allowed it to be this is this is the guidelines that we go by this is the rules that everybody goes by and nobody had to really worry about either recreating a wheel or getting frustrated with the leader or a teammate because they think that they're making a decision that's personal versus one that's professional that was a lot of work but it was nice that I created employee handbook another thing is that I have implemented so many different software like I've implemented Human Resources Information Systems applicant tracking systems Benefit Management Systems Cobra Management Systems I really like that because I truly set up not only the employee that's coming behind me in that human resources position up for 6 success not only that Organization for future success but also to employees like it diminishes the amount of human error you can have it makes processes go faster it is an automatic record keeping tracking system like all of those things allow you to keep records that you probably wouldn't have had before we really walked away from the day when we used to stamp like received on different things so that we know we received our process so we know the date and time that was processed and who process it so now these these different systems allow that for you it also allows human resources to function when a person is not doing anything so you know you have those benefit feeds that are going over on a weekly daily basis your benefits are always being processed so most times it's always current so I was happy about implementing so many different software and it definitely allowed me to see like how the software works so that I can know the capabilities I can do at a different organization or with a different software to make things even better another amazing thing that I like is that I improve benefits at one organization the best benefits were really rapid was a small organization they really needed to hit some milestones in order to have a better benefits package and so I helped them create those Milestones or kind of surpass those Milestones so we needed a certain number of employees that on the plan I increased the Employee Enrollment by 40 we had employees who were getting off the plan because it was too expensive I was able to let us look at like our last two years more thoroughly without broker and our account managers and we were able to decrease those costs I was able to get the employer to decide okay I'll add in money on an employee's HSA so that allowed employees to not only get on the plan but also to keep the plan or to change from one plan to another so that was super duper helpful another thing that I did it was a nice to see me convert contractors into employees y'all that can be difficult because a lot of people like the freedom of working for themselves but it saved the company in so many weeds when I was able to do that in the eyes of the law if it walks like a deck quacks like a duck it's a duck so if a contract is coming into the office every day needing to be there at a certain time using company equipment then they look like an employee because those are all the things you do for an employee so that was kind of mind-blowing to me that we had so many contractors there and we were working so hard to recruit talent and I was just like change these folks in the contractors but you don't want to just tell people that because that could definitely create bad culture so what I did was by improving the benefits educating them more on the benefits of being an employee being an HR department that they felt comfortable talking to it was nice to see them just constantly rolling over to being an employee from after being a contractor and it was crazy because even my CEO was like oh my God I wasn't ever able to get them to change over how'd you do this those are the things that HR can see and can do and can strategize when the company can't see that it's just it's a nice place to be in so y'all I really like doing that video my plan was to keep it like to the point for you guys but if you have any questions about human resources or want to know about any areas that you find are difficult for you or that you want to share sometimes when you just have some great Milestones yourself then definitely leave them down inside the comments below and y'all know I will meet you in the comments for those of you who are new I hope that you found enough value in this video that you decide to subscribe for those of you who have returned and I hope that I served you with some more information that really helps you navigate your Human Resources career I just cannot wait to see you all on the next video [Music] foreign [Music]