HR

Kraftwerk123

A few years ago, the company I work for switched to Ascensus for our 401K program, no one ever talked about the 401K at work, just knew you were enrolled in the program, and once a paycheck there was a 401k deduction. Once we switched, the company made everyone make a login and look at your account and see what was going on. Doing this, I realized no one ever really talked about 401k at work, nor talked about what type of investments you have, how they are allocated and so on. It was terribly eye opening to see that the first 10-ish years of my work life and investments were allocated to some (safe?) bond funds and some terrible TDF's(shame on me for not looking into this, but to be fair I was 22-23 and this was back in 08 and cars/girls/going out was more important). logging into Ascensus looked like it was a joke, trying to navigate their page isn't that great, trying to sell funds, buy funds, allocate % of funds isn't to straight forward either. Had to make several calls and talk to multiple people. But after a while, got everything taken care of and think my account is in a better growth state. The amount of options to choose from, stocks,bonds,TDF's are not all that great, idk if thats from work only or that is what Ascensus only offers? But I have looked into their fee's a few times last year, and WOW they are steep. Fees for EVERYTHING it looked like, I attempted to bring this up to the Office manager at work, and HR whom are supposed to handle 401K issues, and all I got back was " well there are going to be fees for handing your money, what do you expect". I really wish I could move mine over to Fidelity, but no. Rant/over.

Brushermans

I think the TC is a bit high considering not all the engineers are making that (I think starting is 200-250K TC), but there are indeed other costs besides JUST comp even if direct comp is the biggest. I mean, there's costs attributable to the admin of these 17,000 employees which I'm assuming is not done solely within the department (think HR). Then there's costs for development computing (cloud for devops, plus devops engineer comps if that's handled outside the department ). And of course there's business functions that aren't necessarily performed by the dedicated employees, like marketing, which would have costs besides just the employees. And then there actually is the costs of servers, production materials, and w/e else OP was talking about. So even if we assume an average comp of 300k per dedicated engineer, I can definitely see these costs being so high.

Shot-Ground-9898

I need to get a hold of META HR. Need to report Zuck for sexual assault.

HowGreatAreYourDanes

Just move to HR and you can visit that shitshow any time you want to drive 60 miles.

throwpoo

I've got an Indian coworker like that. When we had to discuss which interview candidate was better. He told me he doesn't like this Indian candidate because he can tell he is a different cast. He also told me he can tell based on their accent, name or surname. He also have a thing against American born Indians and call them coconut. He gives special treatment to the Indians he like. Really difficult person to work with. As soon as you question him, he goes straight to HR and make a huge fuss about people picking on him and being racist.

Prudent-Elk-2845

There are times where AR, AP, Tax, HR (eg shared services) don’t follow the executive HQ

Burtonwurton

I worked in tech sector but now I work for myself outside of tech, but still indirectly involved. Majority of my friends and family still work in tech in the Bay. I didn’t say they don’t get publicized, I said they don’t get publicized as much unless it can generates clicks. For every one article that talks about Google layoffs, you will get 5 Tesla. Outside of the Mag 7, you don’t really hear about all the lay offs that is happening and it definitely is happening. One of my closest friend works in HR for a mid cap SaaS company in SJ and had been laying off people for the last 3 months.

the_buckman_bandit

Moving the company for tax breaks or some other reason can make sense (although im not a big fan of tax breaks for big boy corps) Moving HQ to be “closer” is weird to me. Can’t you just spin up an Oracle Healthcare division in Nashville? AR, AP, Tax, HR, etc. all need to be closer to healthcare workers? Why not throw a name change in there while you’re busy making entire departments change mailing addresses, not to mention picking up their family again and moving them after they just moved HQ to austin in 2020 A lot of CEOs who should have quit a while ago because they have no new ideas or vision are coming up with this bland bullshit

FauxReelsDoe

Check with your HR dept. Save the gamble for your trades.

iamtherussianspy

Partial as in "transfer everything except for $25" instead of a full "transfer everything and close the account making my future paycheck contributions go into a black hole until I find an HR that cares about helping me two months later"

SighRamp

Believe a lot of them allow you to. Ask your broker or HR.

SighRamp

No idea most likely no you’ll need to talk to your HR department or call the broker firm your company uses.

mcs5280

HR departments will use the collapse of TSLA and Elmo's downward spiral as an excuse to never hire an actual regard again

ragamufin

That’s 100% not the bill did you even read it? That’s the FISA reauthorization that’s at the president for signing right now (HR 7888). The tik tok bill isn’t even thru the senate yet.

Kirlain

Absolutely. ABSOLUTELY. My team of ten engineers is basically running itself currently. We only need a manager for HR related things. We schedule and have our own meetings, we drive our direction and everything has been smooth sailing. So much less stress too

Big__Black__Socks

To which HR immediately says "what is the justification for giving them more money if they aren't getting increased responsibility?" That's the main driver in many cases.

MetamorphicHard

Depends on where you work. Places with different sectors usually have an admin job just for this and then HR more so for general questions or complaints

irregular_caffeine

So, HR

burf

Unless someone is new to the position, why do they need extensive career coaching from the manager? In my position our manager is primarily there for HR/high level stuff and escalations (which are fairly infrequent).

ScheduleSame258

10:1 is way too much. The ideal number is around max 6:1 to effectively manage someone. Otherwise, the "manager" is just a glorified admin or they are only doing HR type management and not actual career coaching. In my tech and tech consulting career of 16 years, I have only seen a ratio of 8: 1.

Wonderful-Squirrel

Direction of STAXYN team: Harder Faster Stronger Safer. Good talk team; get those boners solid! If someone starts researching for a *more dangerous semi* the team would ostracize the researcher, HR can solicit peer review for PIPping out of the company. What does a "leader" bring to the table when the mandate is clear and driven by *evidence*, make the hearts stop not-clogging, make the anti-biotic more anti...biotic, make the cancer stop... cancering. Does a series of ever changing *KPIs*, a *touchbase*, a *levelset*, and a *powerpoint* really drive science and fundamental R&D? Does a sales team really have a harder time selling a drug that *works well*?

Boring_Adeptness_334

Years of experience and skillset. HR will be setting salary and a lot of people who have 5 years or 25 years will be in the same “range”. The 25 year people are making $180k and happy and won’t leave and the new employees are making $120k and happy. But the 15 YOE employees will be wondering why they’re making $130k and the newer guy makes $120k

spaurake

Just ask directly HR, it will fast track you out of your job without the drama

GlitchGodG

Robinhood HALTED 24 HR TRADING 😂😂

ben0919

Stop trading if you can't distinguish between a BP monitor and a HR monitor.

TheCuttyBrown

I'm reporting this to your HR department 😤

Perfectly_Splendid89

Today is pay day and my company forgot to summit payroll.... They said it on the email it was a technical isssue but in reality HR forgot to summit stuff. You have one fucking single job and still they managed to fail this. I really hope that AI will erase human HR's in the near future. They are fucking leeches that does nothing but feed on hardworking people.

Ancient_Strain_3624

Did they fire all HR to explain this?

SilentHillFan12

Apparently there's some law where when your manager and HR bring you in to fire you can tell them you 'refuse to be fired' or some shit and it's illegal to fire you after that because it violates your rights

attempt_mediocrity

I’d agree with other poster ask HR what’s up first

taplar

Your company should be performing the math to estimate what your earnings will be year end, and to take out the expected amount of tax you will owe based on your income. Switching your contributions from a post-tax Roth to a pre-tax Traditional I would expect your taxes each pay period to have been reduced. If not you may want to inquire with your HR department.

Cum-Financia1Advis0r

I've applied to the different branches in the burbs at different occasions.. He must've found out from the HR person

Whisperingeye9605

I’d probably go to HR with that and refuse to sign any paperwork

rockelscorcho

The market touched me inapproprately today. Get me HR!

WSBrookie

Just got fired for asking HR to rub my nipples if she didn’t believe they were the rock hard things.

Heineken_500ml

You should tell HR this "I DON'T KNOW WHY I'M NOT BRICK HARD RIGHT NOW"

WSBrookie

My coworkers were talking about a slice of pizza in the fridge and one goes “I don’t know why it’s not brick hard right now” and I said “I know right? I am!” And now I’ve got a meeting with HR

bulletinyoursocks

Yeah that's the point, I'm not sure. Because I know that employees working in corporate in Amsterdam gets a 1 year contract that gets either renewed or made permanent after the first year. So I was thinking that those seemed like a quite easy group to "get rid of" compared to permanent ones who stayed longer. But it would give some clarity to what kind of department they are going to downsize as it gives some clarity on their directions and where internally they realize they are struggling. If it's really quite many in production for example, that is very bad imo. Compared to HR for example or product managers or videomakers etc. It would mean that they see demand falling rapidly.

Pick2

Marketing, Sales, HR or IT?

FarrisAT

Yeah didn't Tesla already cut a lot of corporate and HR in 2022? Not much meat left there

GrodyToddler

Typically you would start with HR / recruiting (not hiring anyone for awhile) and then approach the decision as, “what don’t we want to do anymore, and who is working on those things?” Until explorers start getting their packages it will all be speculation. Bear in mind Tesla doesn’t have large sales and marketing teams so although typically in tech those would be next in line, they aren’t going to hit >10% of their workforce going that route. I have a hard time seeing how this doesn’t filter down to production or engineering in some way based on what they deprioritize.

bulletinyoursocks

"As we prepare the company for our next phase of growth, it is extremely important to look at every aspect of the company for cost reductions and increasing productivity," I find this hilarious.. you know why? Because my friend who works in HR in London at Tesla was sent to Los Angeles 4 days for a fucking workshop. Was it really necessary to spend probably 20k on that? Couldn't it be online? I don't get how this company spends and flex the cash, but I wouldn't put a cent in it right now.

PotatoMajestic6382

Engineers and HR is 20% of the jobs? Makes no sense.

reddituser567853

It’s truer than you think. The bloat around doing a stupid task can be mind boggling and once there is managers and directors and HR admin, good luck trying to make it more efficient, 80% of the jobs depend on the process being inefficient

h4p3r50n1c

You clearly didn’t understand my first comment either. When I say “and the like” I mean people in procurement, supply chain, quality, finance, etc, not just engineering and HR. That’s why you and the other regard fails in reading comprehension.

Cautious-Age9681

He's incorrectly assume you'd be smart enough to understand his claim. Since I know you're stupid, I will translate: if the layoff is 20%, then it cannot just be in engineering and HR. That is a MASSIVE fucking cut. Enormous. Way bigger proportionally than anything I've heard of outside gaming. Even if they deleted the HR function entirely and fired every engineer, they'd still need to find headcount from somewhere else to make it to 1 in every 5 workers.

rcbjfdhjjhfd

20% of the Tesla workforce is in HR?

RealBaikal

If you think tesla doesnt need assembly workers, QI, QC, electromecanist/maintenance staff, engineers, logistic/planning staff, shipping staff, cleaning staff, enough HR to manage all those and recruitments, etc etc to be able to manufacture cars than I got news for you...

h4p3r50n1c

It’s probably engineers, HR and the like. They’re not gonna layoff the people that actually put the vehicles together.

newwobblywheeler

This is the new head of HR at Blackberry...what incentive to get action on BB's growth with a goal oriented people. She has been there for sometime and BB has been active acquiring new talent if you follow their career's page. [otp.tools.investis.com/clie...](https://stkt.co/Vs4DAAYL)

smart_doge

How the fuck is HR trending 

surfinbird

HR!

smart_doge

Last chance to ask your coworkers if they’re Single by asking their Tax Filing status without having to worry about HR 

CJ-2QT

Call people wokies and get reported to HR

MattieShoes

In service rollovers are often not allowed. That's where I'd start, with HR/finance or whoever manages your 401k stuff.

D74248

I suggest approaching HR about adding a [brokerage window](https://www.investopedia.com/terms/b/brokerage_window.asp) to the 401k. Tactfully include senior management in your campaign. They are likely to be more open to the idea than HR.

TestOk4269

I agree it's not very useful. I'm going to talk to HR to see if we have any option to switch to a self-directed brokerage account. I also feel like 80/20 is needlessly conservative, but they seem awfully worried about how I'm feeling about the performance of my account when the market is tanking. I just wish I had taken more interest in this stuff earlier.

Organic_West_6683

That’s my (limited) understanding. The prior extension went as follows. In the late evening of March 6, 2024, the Senate passed an FAA extension under unanimous consent. The bill mirrors the House version, HR 7454, which passed on February 29, 2024. The bill extends FAA authorization through May 10, 2024, and gives the Senate more time to finalize a five-year bill. President Biden is expected to sign the current extension before the most recent version expires at midnight, March 8, 2024.

Sad_Record_2767

prob HR to deal with AI taking over jobs :)

trumpdiego

##HR: So the reason why we called you in here is because it was brought to our attention that you spent 6hours on reddit in a sub called "wallstreetbets" saying things like "suck my nuts bols" and "stinky bols rly thought" do you have anything to say for yourself?

JackInCoolBluz

What do you mean? I filed a HR case and I just got an email that it's being investigated.

RatRaceUnderdog

Yep exactly! Many HR professionals do not focus on actual data but try to manage perception. It should be quite obvious that you pay someone the market rate for their position or they will go somewhere that will. *Especially* in a technical position with transferable skills. But they tend to get stuck on the “optics” of giving an employee a >20% raise.

NVDAismygod

HR advisory

ThinkOrDrink

The problem (that I’ve observed both early in career and now as an engineering manager) is that businesses tend to “hold back” promotion hires in salary vs hiring externally. It makes zero sense to me (we want to *reward* not punish loyalty), but I hear it all the time. HR strongly avoids large on-paper raises and as result internal hires get relegated to the bottom of pay brackets. External hires come without any “company pay baggage” and can be placed anywhere in the pay scale without “giving out large raises”. It’s ass backwards. I hate it. But seems to be the norm at many large engineering companies.

Inanimate_CARB0N_Rod

I'm almost 3 years into my tech job and I'm being vastly underpaid compared to my total impact and the impact of my peers. I could be making a ton more doing this role elsewhere. But man, wfh is sweet and most companies that would compete on compensation aren't willy nilly about attendance enforcement anymore like my manager is. It would be really hard for me to go into an office 3 days a week these days, so I stay. My pay is still pretty good and my manager is a huge supporter of getting me to the right level, but he's hamstrung by BS HR policies. So the money would be sweet if I started job hopping, but my current company has been good enough to me that I kinda don't want to. Honestly I feel that's the way it should be. It's not ideal, but I'm in a really good spot right now and I like my company enough that I really don't want to leave, even if the money would be better elsewhere.

OhCanVT

ask HR if they have an extra pair of pants bc you shit yourself

mistaowen

My company did not provide any guidance on how to deal with the eclipse today so I just stared at it for 3 minutes and am blind. Time to call HR!

Complex_Comparison_6

Oh I see what you are saying. Probably go to HR for that information right? But in any case do you think it’s still worth contributing in my situation

DeeDee_Z

On this side of the pond, what you need to do is call up your plan custodian (Aviva) (NOT your HR department, because in many cases this level of detail is beyond them), and ask if your -specific- plan allow for **"In-Service Withdrawals". Perhaps it's called something else over there, of course... * IF NO, then you had a reasonable idea, but can't do it. * IF YES, then you need to find out what the limits are, the "terms and conditions". Sample constraints might include: * You can only withdraw $x per year, not the whole thing. * You can only withdraw x% of the balance, not the whole thing. * You can only withdraw your own money, not the company match. * You can only withdraw your contributions, not the earnings. * You can only withdraw money that's been in the account for [X] years. * You can only withdraw money [X] times (often **once**) per year. * (If you find a new one, let me know -- I collect "reasons to say no".) And even then, there still may be constraints on whether the new custodian will / can hold the same funds as your current one has -- maybe some will be proprietary, for example.

blackcatmeo

I think I used turbo tax at some point a while ago and HR block is okayer.

creedthoughtsblog

HR Block like to do tax returns for others? cause those people have little real education, they just plug numbers in a software like the rest of us DIY ppl

Nutmasher

The match may be capped per pay period. I tried this 6 months after hire in November. Put in 6k over 2 months. Got $400 match. A little pissed bc the HR people didn't know, and I did this vs pay bills.

rawtuna1969

All ya gotta do is wear a skirt to work and wank off in your cubicle and they pretty much let u work from home after that while HR tries to figure out how to get rid of them.

Sneek88

Those people were useless HR and "day in the life of" tech workers who attended meetings for a living. They didn't lay off anyone who did any real work.

TheRealJYellen

That doesn't work like that. Putting money into your 401k will lower your taxable income, yes. However, you'll see your withholding drop too since its percentage based. I would start by doublechecking the W-4 you filed with HR and making sure it's still accurate.

Sufficient-Tourist21

Yes! This! Open plan offices are absolute shite, you can't hear yourself think. You can hear Karen calling another Karen from HR though. All. Day. Long.

Shot-Ground-9898

I’m gonna report Kashkari to HR for sexual assault 

cogentxx

This is also how Amazon staffed its HR departments

Mata187

I use to work for a retirement account company. I’ve actually seen some small companies fail testing and even though the clients didn’t reach their max contributions, they’d have to get their contributions back. It was really sad to figure that out and difficult to try to explain to some people. I will never forget this caller name Juan (not real name) that he called asking why we sent him a check of $7000 when it was suppose to go to his retirement account. I told him his 401K failed an IRS test and to speak to his HR department. He called the next day really discouraged and asked if he can take all his money out. I had to explain to him he couldn’t take his money out since he is active with his company. Turns out he was one of 3 employees contributing to the retirement account out of 40 employees. And if the rest of the employees didn’t contribute, he’d keep getting these checks every year. That basically meant no saving for retirement.

Own-Wolverine-5361

Tell HR he touched your pp

InTheMorning_Nightss

Companies provide a match based on the amount you put in. Setting your contribution to 100% doesn’t negate their match, it’s simply putting your entire paycheck in to max out your 401k as soon as possible. For example, if you put 100% contribution rate and your paycheck is 5k, your company will put in their agreed upon share. So if they match 50% on every dollar, they’ll put in $2500. Even if your 100% contribution in one paycheck were to be $30k, you wouldn’t lose out on the match. Your HR/payroll team should just put in the ~15.3k then tack on the 50% that puts you at the 23k maximum.

HiReturns

The OP is probably not subject to true insider rules that would require a 10b5-1 plan. More likely he would just have to, during a non-blackout period, change the default handling of his vested RSUs to "sell all" rather than "sell to cover taxes". He needs to ask his finance/HR office if he can do this.

Top-Active3188

The Roth rule is 5 years after the first contribution or after 59.5 - whichever is longer. So if you opened it now (after 59.5), you would have to wait 5 years. For a company plan with a match, there may also be vesting rules for any match so it never hurts to ask HR as someone else mentioned. I am just a dude though so hr can confirm.

sliferra

Ask HR

eat_sleep_shitpost

What fees? If you have poor fund choices or high 401(k) management fees you should reach out to HR and complain that their custodian and their agreement with your company sucks. I pay $20 per quarter, flat fee, on my 401(k), which is like 0.01% expense ratio for me, so basically 0.

nplbmf

We can only hope this shit bag, and his cult of helpless 5’5” nitwits, go the fuck away forever once he loses. The USA needs a new HR Department to convince these helpless children they need to work and save. They’re not entitled to anything. They’re not millionaires held back by the poors. They’re delusional morons. The children of factory workers whose jobs left with Reagan.

Cum-Financia1Advis0r

I've been trying to advise this junior analyst to start a OnlyFans... Now HR is on my case 

wowthisguyoverhere

Robinhood 24 HR market is its own animal.

wildcat12321

I think it will. I work in an IT services company serving travel and hospitality clients. AI was already embedded in a lot. Generative AI is rapidly transforming customer service, back office HR, legacy system modernization, and more. Like any tool, it might not be visible in the final product to the average user -- no one looks at a deck and marvels at an electric drill. But the speed and lower cost and better outcome is noticeable. Of course, innovation is often over-hyped. Experiments fail when they have to be scaled. Costs of "trying" something are smaller than actually "running" something. But I think unlike Blockchain, for example, this is much more user focused and impactful. Similar to cloud computing, you might not notice everywhere or the differences it makes, but companies certainly do and will adjust their workforce size and profitability accordingly.

Skilled_Ownage

Check your 401K plan policy with HR. A lot of plans automatically stop contributions once you hit the limit for the year. Agree the next step is to contribute to a back door Roth IRA. You say you don’t think a high deductible plan makes sense because you have three kids. Do they have chronic medical conditions? A high deductible plan still covers basic annual check ups. As a high earner who could potentially absorb an unexpected medical bill slightly higher than the average household you are exactly who these health insurance plans are made for. The higher your income the higher deductible you can afford which lowers your premiums and allows you to contribute to a HSA. The HSA should be used as another investment vehicle for its triple tax advantage (tax deduction now, growth is tax free, qualified withdrawals are tax free). Healthcare is expensive in retirement and $7300 a year in an S&P index fund through your HSA will set you up well. Then I would consider looking into 529 accounts for your kids. You are fortunate to be in your position and should be able to set your family up for a comfortable life!

Basquests

Do the cost-cutting, but get the results. Boeing is punished because the risk assessment on that was flawed - either by Boeing not managing the resources it did have as efficiently as it could have, or the market overestimating what was reasonably possible. Of course, my \[and many others\] issue is that such craven practices shouldn't be rewarded. Management and HR are undisputed, undefeated champions though.

TheOnlySafeCult

URNM did some massive fat finger purchases on Thursday https://sprottetfs.com/urnm-sprott-uranium-miners-etf/ Net asset value of the ETF is +75% in the past year. Next leg-up is coming this year. Leaps on UUUU are cheapest considering it's -25% from it's 52 week highs. American based producers (Like Energy fuels [UUUU]) of uranium are positioned ***really*** run this year. When HR1042 (Bi-partisan & DOE supported ban on Russian uranium) passes the US senate this year....sky is the limit. Lots of other catalysts in the overall market.

986fan

Honestly work is fucking dumb they keep moving the goal posts for promotion, mainly there for stable pay and HR is allowing me to work from home for now. Thank fucking god its the weekend!

TheOnlySafeCult

uranium. UUUU in particular. They're re-starting their mines that were under care&maintenance during the uranium bear market that followed Fukushima. Russian ban on uranium (HR1042) is probably coming this year. it has bipartisan support and the DOE secretary is very much in favour of it. This is in addition to the Sapporo Five commitments made at COP28. S. 2373 passed in 2021 and energy fuels (UUUU) has regularly won contracts to deliver uranium for the new US Domestic stockpile in physical Uranium. they is still +30% upside from the 52 week high alone. it will move much harder when the [uranium spot price moves up](https://tradingeconomics.com/commodity/uranium) great time to get in IMO

invest__t

Isn’t it insane companies made ppl get a shot lol I held out till HR moved onto the next bs topic.

redhtbassplyr0311

Google the basics. There's plenty of articles out there and you have to put in a little more effort to figure it out. Nobody does it for you for free except maybe your employer's HR department which probably does a terrible job at doing so. Before investing, invest in your own education about investing.

Dan_inKuwait

This is not DD. You also didn't share your bet so we really don't care what your thoughts are because this isn't talkaboutbets. Your post is just a long winded opinion piece that is better scrawled on the wall of a 24 HR truck stop restroom. Get a Sharpie and get off WSB.

BloodBathandBe-Long

Acuña HR Harper HR $5 to win $146.25 👀

Zachmode

Anyone in sales knows that HR tech is hard to sell in this economy. It is the first thing employers cut money on. Every deal the sales reps are closing is being nickel and dimed by the clients trying to save every penny they can. It’s competitive, you have Paychex, Paycom, ADP, Gusto, just to name a few. I think the older companies like Paychex and ADP will struggle, newer companies like Gusto will see higher growth as they gain market share. I think it’ll be a bad earnings for them and a worse forward guidance.

Kinu4U

Welcome to wendy's. HR will be right with you in a minute.