HR

Character_Economy928

Im senior accountant, and have said I’m not working weekends, even in the interview. Been there 3 years Most recent meeting, some HR employee suggests I can be on call on weekends to help salesmen. I really need that dude to fuck himself. I work 6-4 and he works 9-5. Any suggestions if they ever ask me to work weekends?

dopef123

I wonder when we'll have a better understanding of what went wrong in hollywood. Seems like something about the current structure just turns out shit. Horrible writing. Bad projects. Lots of weird woke stuff shoe horned in. Kind of feels like some bad HR person took over hollywood and doesn't really understand the business. Would love to see some old school hollywood people take over a major studio and go back to 90's hollywood. Back when you were actually excited to see things in theaters. Now there's occasionally something I want to see but it's very rare.

iAmTheWildCard

I always bring this up during the first interview with the HR rep

ThereforeIV

>Can you call a brokerage and ask them if there is a 401k match for a company and how much? They are likely going to tell you to go ask your HR dept. They just manage the plan, thru don't do the match contributions. >When job hunting I’ve had almost 0 percent chance of getting this information from employer or contracting company where I may end up working full time someday. What? Why not? - First, if you are not an employee then the brokerage is legally not allowed to tell you anything about the plan. That is private customer data and none of you business. - Second, The compensation package including health benefits, 401k match, vacation PTO, etc... Is normal standard part of the conversation when applying for a job. I've never gotten a professional job, workout discussing and negotiating the compensation package. >It’s obvious that if they don’t want to divulge this information it’s prob nothing or small like less than 6% match. Not divulge to whom where? They don't divulge compensation package details publicly on the internet. If you are going through the interview process it is standard part of the conversation. >If you find out what brokerage it is can you call the brokerage and simply ask what the match policy is? As a random person in the internet asking for private costumer corporate proprietary information; no, no they will not. And if anytime does, that person should be fired for cause. That's like sometime calling up your bank to ask much you have in your checking account.

WSBrookie

No but HR may come to me

Fineous40

So he went to HR?

InsideExcellent861

Think "Second Life" but corporate, soulless, and mandatory for HR meetings. It’s a solution looking for a problem.

TherealCarbunc

u/complex-jello-2031 Scratched the surface on this one, looks interesting, what do we think of Lymphir's ability to compete with currently established treatment plans? Mino-Lok feels largely positive and I could see it becoming a standard for CVCs based on the trials results but i'm not sure of it's market value as I suspect the standard would still be to replace CVCs and this would be used for the patients that would be contra-indicated for Here are the key results demonstrating Mino-Lok's efficacy: # 🎯 Primary Endpoint Met (Time to Catheter Failure) * **Endpoint:** The primary endpoint was the **time to a catheter failure event** (e.g., removal due to infection, worsening symptoms, or death) measured in days. * **Result:** Mino-Lok demonstrated a **statistically significant delay** in the time to catheter failure compared to the control group (p-value = **0.0006**). * **Data Highlights:** * **Control Arm (SOC):** The **Median Time-to-Failure (MTF)** was **33 days**. * **Mino-Lok Arm:** The **MTF exceeded the duration of the trial** and was therefore **not estimable (NE)**, indicating the drug was highly effective at keeping the catheters functional throughout the study period. * **Hazard Ratio (HR):** The Hazard Ratio was **0.53**, meaning patients treated with Mino-Lok were approximately **47% less likely** to experience a catheter failure event compared to the control group. # ✨ Secondary Endpoint Met (Overall Treatment Success) * **Endpoint:** A critical secondary endpoint was the proportion of patients who achieved **Overall Treatment Success** (defined as no catheter failure, clinical cure, and microbiological eradication) at six weeks. * **Result:** Mino-Lok achieved a significantly higher success rate than the control group (p-value = **0.0025**). * **Data Highlights:** * **Mino-Lok Arm:** **57.1%** of patients achieved overall treatment success. * **Control Arm (SOC):** **37.7%** of patients achieved overall treatment success.

AbrocomaNegative825

Thanks HR

yellowLantern

So I was citing INTERpath-009 which is the NSCLC trial, as I mainly focus on NSCLC and I'm more familiar with that space. The other comments here are more likely regarding the adjuvant melanoma trial. I think the last data they released on that one was at ASCO 2024 ([Individualized neoantigen therapy mRNA-4157 (V940) plus pembrolizumab in resected melanoma: 3-year update from the mRNA-4157-P201 (KEYNOTE-942) trial. | Journal of Clinical Oncology](https://ascopubs.org/doi/10.1200/JCO.2024.42.17_suppl.LBA9512)). I think what I would look for in an additional data cut is to see if the RFS benefit was maintained, but more importantly if the hazard ratio tightened because it was very wide in that publication HR=0.51 \[0.288-0.906\] with a nominal p=0.019. Basically if the HR crosses 1, then actually it is not statistically significant. In addition, the nominal p is a p-value that is not adjusted for multiplicity, and we could go into a whole stats convo here, but there is a possibility that after adjustment, it becomes not statistically significant which means the trial would fail. I also don't like how they stated that "OS favored combo vs pembro alone; 2.5-y OS rate was 96.0% vs 90.2% (HR \[95% CI\], 0.425 \[0.114–1.584\])". You can see here that the HR CI crossed 1 so it's not statistically significant. Language like that is not what I would consider scientifically professional and can be deceptive. Again, people need to understand that having a drug approved is only the beginning of the process. You still need to commercialize it and gain access to insurance companies and get oncologists to use the treatment by getting it incorporated into oncology guidelines or pathways. Until pembro becomes a biosim (supposedly 2028, but let's be real, I've seen Abbvie extend the Humira patent for years with law suits), this is actually a 2 branded drug combination which means incredible amounts of money to utilize. I absolutely see insurance companies being fairly unwilling to pay for it unless the data is absolutely spectacular.

taplar

I would suggest you check with your HR department. The $23,500 limit is the pre-tax contribution limit. Many 401k programs allow an employee to contribute beyond this limit and the amount that goes beyond that limit falls into a post tax bucket. This feature of 401ks is a part of the Mega Backdoor Roth strategy for high earners. 

Bannedfrompopeyes

Yeah I agree AI can seriously boost productivity, which is sick. But, I’m thinking more about warehouse job, entry level white-collar work, HR stuff, secretary work… Like, if you’re in a field where you could realistically do everything remotely; what stops AI from taking your job if it’s efficient and accurate enough?

Crazy_Donkies

Well, there is a lot of competition in the space, as well as specific products that can be implemented by specific departments.  The IT folks have only so much leverage.  E.g. HR can look to WorkDay and ServiceNow.  Sales and Marketing have CRM and others.  

Corne777

I mean realistically what’s the payoff from AI? Ostensibly the end goal is reduce labor cost, reduce the overall workforce and available jobs. End game wise, for a non AI and tech company how does putting a large amount of the population out of work help them with profit? Aside from cutting costs in their workforce. If I’m an insurance company, I utilize AI to get rid of some HR, developer, BAs, QAs, all graphics designers and photographers gone. And now my client base of insured individuals has gone down because every company is doing the same and people are losing their jobs. I’m a junk food company, same deal I’m more efficient, maybe we get robots for manufacturing and distributing, get rid of truck drivers for automated trucks. Cool, people don’t have money for junk food, they have to just eat beans and rice because they don’t have a job.

wildcat1055

Me to the HR VP: "I'm not napping during your meeting, I'm being presidential"

wrongrobertpatrick

To that dude that said buy REE bc of HR 4090 — THANK YOU!

Bansionboy

Load up before the CRITICAL MINERAL DOMINANCE ACT gets passed (HR4090)

SnowdensOfYesteryear

If you're using turbotax/HR, just import it and it'll sort it out for you. As others said, if you can't sold--the only form you need to care about is 1099-DIV. And the tax software takes care of it automatically

RateOk3017

!banbet SPY -1.5% 24HR

TheELITEJoeFlacco

There absolutely can be overpriced leaders inside a real economic, technological... shit a *paradigm* shift... that isn’t in dispute. Cisco and Intel were phenomenal businesses in 2000 and still got crushed. But the biggest difference is what their valuations were built on. The dot com rally was powered by a one-time infrastructure build-out (PC penetration + telecom network expansion). When that capex cycle peaked, demand collapsed and earnings stalled. Growth wasn’t just slowing, the whole damn thing ran out of gas lol. AI demand is fundamentally different: - It isn’t tied to a single industry - It isn’t dependent on speculative adoption - It isn’t waiting on new infrastructure to monetize - It directly reduces recurring operating expenses across the entire economy AI doesn’t just help people browse websites faster, it automates the actual work of businesses. The primary buyer of AI capacity isn’t a handful of telcos. It’s every Fortune 500 finance team, HR department, legal group, customer service org, supply chain team, and developer workforce trying to survive a competitive efficiency squeeze. That’s not a temporary capex boom.. that’s a structural labor-to-compute substitution cycle. Could NVIDIA or MSFT correct 30–50%? Yeah, sure, and that wouldn’t make this a bubble. Amazon dropped 95% in 2000 and still went on to define the next two decades of commerce. A bubble is when: - valuations depend on cash flows that never materialize. AI valuations depend on: - cash flows that are already materializing and accelerating as adoption compounds. So yeah okay, some names are ahead of themselves and there will be winners and losers. But calling the entire sector a bubble ignores the underlying economic reality that this time the growth isn’t powered by hype, but instead it’s powered by the permanent automation of human labor... which is basically the largest cost line in the global economy. That’s a very different risk profile than 2000.

GoZukkYourself

HR loves to remind me of all the times I forgot to wear pants to work. WHAT ABOUT ALL THE TIMES I DID REMEMBER TO WEAR PANTS, JANELLE https://preview.redd.it/l9hit2pvlp4g1.jpeg?width=638&format=pjpg&auto=webp&s=c4eac0eca3360f3e8353f3aebb2facd7d8baa064

rd1970

Because if/when we get actual AGI it will be the perfect worker. It will never sleep, go on vacation, unionize, require an HR department, quit, get injured, require benefits, etc. They can be "fired" on a second's notice without severance or claiming discrimination. The fact that it can learn and do a human's job 100x faster or remember things perfectly will probably be a side benefit in some cases. If you need an in-house expert on taxes in a new country you're expanding into or a new marketing expert - you won't spend weeks/months interviewing people and waiting for them to start, then be onboarded. You'll just subscribe to the new model you need and configure it. If this technology ever arrives and is viable whoever owns can basically make workers on demand and charge whatever they want, so long as it's marginally less than what the current team costs.

Chance_Warthog_9389

In case you STILL haven't figured it out yet, what you keep digging up is every bill he's every co-sponsored. He has introduced a total of 516 bills himself, 313 as a senator. Of those bills, only 4 have been enacted. HJRES 132 had 100 cosponsors. S2782 had 41 cosponsors. S. 5063 became an amendment itself to HR133 CAA2021. HR 1353 was added to S.483.

big_worm77

You dirty old bastard. HR says you are retiring next week.

Iamnotarobot82

When AI perfects cooking and sex robots, the only place left for them to hang out is the HR department ?

ChumpyThree

My employer used a third party that offered paycheck advances. People were taking advances on paychecks that weren't guaranteed. HR had no idea such a thing existed. Our work is based on mother nature. We can go weeks without work - and thats what happened. They took advances and then had no paycheck. Still dont know how such a thing goes unnoticed but it is an interesting look into just how much companies are willing to hock off onto 3rd parties.

Waste-Milk2716

This idea that companies “don’t give 2 fucks about liability” is pure fantasy-level corporate ignorance. Liability is the one thing corporations obsess over because it can instantly wipe out every penny they’d save by firing workers. You don’t replace employees with automated systems and gamble the entire company on an AI hallucinating a fraud, misfiling a return, tanking a financial report, or violating a regulation. Corporations spend more on legal, compliance, internal audit, external audit, insurance, and risk management than on entire product lines. If they truly didn’t care about liability, those departments wouldn’t exist. They won’t trade predictable human error for unpredictable machine-generated legal exposure. That’s not ethics; it’s basic cost–risk analysis. The take also treats enterprise AI deployment like it’s as simple as slapping some RLHF and custom data on top and calling it a day. Real companies aren’t Kaggle competitions. They deal with compliance frameworks, audit trails, data provenance, cybersecurity risks, SOX controls, GDPR, industry-specific regulations, and the constant threat of regulators crawling up their spine if something goes wrong. You don’t just plug an LLM into accounting, HR, claims processing, procurement, or financial reporting and let it run. Enterprises need verifiable outputs, non-hallucinatory reasoning, version control, interpretability, and airtight monitoring systems. The engineering, integration, and compliance burden makes the “just replace everyone” fantasy collapse the moment it touches actual corporate infrastructure. And claiming liability only matters in law and medicine is hilariously disconnected from reality. Finance is full of fraud exposure and misstatement risk. HR has discrimination and wrongful-termination risk. Marketing deals with FTC violations. Insurance involves bad-faith claim exposure. Engineering has product safety and defect liability. Customer service can trigger misrepresentation lawsuits. Accounting deals with criminal and civil penalties for improper reporting. Every white-collar field is built on top of liability mines. Automating these roles doesn’t remove those mines; it puts a blindfolded robot in charge of stepping on all of them at once. AI will absolutely replace jobs over time, but pretending liability isn’t a major bottleneck is delusional. Liability, regulation, and risk management are the backbone of corporate decision-making, and current AI systems multiply those risks rather than reduce them. Companies aren’t hiding some secret plan to fire everyone. They’re just operating in the real world while Reddit commentators role-play as doomsday prophets.

C-Me-Try

This JP Morgan? Jpmorgan Chase & Co ownership in PLTR / Palantir Technologies Inc. On November 26, 2025 - Jpmorgan Chase & Co filed a 13F-HR/A form disclosing ownership of 34,666,018 shares of Palantir Technologies Inc. (US:PLTR) valued at $6,323,775,004 USD as of September 30, 2025. The entity filed a previous 13F-HR on August 12, 2025 disclosing 16,078,241 shares of Palantir Technologies Inc.. This represents a change in shares of 115.61% during the quarter. The current value of the position is $5,746,585,804 USD. Jpmorgan Chase & Co has a history of taking positions in derivatives of the underlying security (PLTR) in the form of stock options. The firm currently holds call options representing 1,045,500 of underlying shares valued at $190,720,110 USD . The one that more than doubled its PLTR position over the last quarter and had nearly $200 million in outstanding calls? They couldn’t possibly be playing both sides, calling it a bubble to drive down prices early so they can invest more before switching the script and making what they actually own increase again. Of course maybe it’s just a multi headed dragon of a company trying to eat everything and nothing it says should be trusted

demonhunterking

HR create LinkedIn jobs opening to test the labour market

Puzzled-Camera-4426

I just saw a youtube video where the guy said "they will just replace their HR department with a google doc that says 'stop it'". It's been a while since I lol for real. A huge chunk of the population has jobs at that level. But for real, it's been a long time coming and long time in the works to automate manual processes and it had all kind of fancy names, but reducing the need for the lowest level of manual labor always been the goal.

death2k44

Archaic HR system that's only innovation is acquiring companies lmao

hyzer_skip

In the end, we just disagree on the switching costs. I do not think you are appropriately weigh the price of retraining the top level scientists and hundreds of engineers in a new full software/hardware stack after developing years if not decades of expertise in a largely different framework. Then you would need to convert all their work and systems into a new platform requiring enormous help from elite TPU specialists able to translate very complex techniques. This is barely scratching the surface of the costs and time required. It takes billions and years to switch between HR and ERP platforms for large tech companies, and this is at least an order of magnitude more complicated with hidden risks. This doesn’t touch on the fact that in this race, every single day matters to these labs because if they even slightly slow down, they will get left behind and face existential risks. They do not have the luxury of time to convert and money isn’t really a thing when there is literal trillions in funding up for grabs if they keep winning the race. Rebuilding from essentially scratch to maybe save 40-60% on inference costs is suicide. In my view, there is no reality where the current Nvidia customers eat these switching costs until the AI race has essentially ended and profits become the objective over growth and AI market share.

Emperor_of_All

Like I said it will replace some of the workers, there are definitely some positions from what I have seen that it could eliminate say maybe half the staff? Just because like you said it speeds up processes where you can use 1 worker instead of 2. But like I also said there is just a simple fact that people do a lot more than their job descriptions. Some departments do have a completely different job function than what you think they do on paper. For example some of these ERPs had the ability to comb through resumes, write job descriptions and compare salaries for positions in the area with the job descriptions. But what HR actually does is to keep you from getting sued. HR is never your friend, they are there to spy and snitch on you. They work for the company, most people don't know that, let alone some random computer programmer.

team_3spread

>The index treats the 151 million workers as individual agents, each tagged with skills, tasks, occupation and location. It maps more than 32,000 skills across 923 occupations in 3,000 counties, then measures where current AI systems can already perform those skills. ... >The index is not a prediction engine about exactly when or where jobs will be lost, the researchers said. Instead, it’s meant to give a skills-centered snapshot of what today’s AI systems can already do, and give policymakers a structured way to explore what-if scenarios before they commit real money and legislation. Per [the article.](https://www.cnbc.com/2025/11/26/mit-study-finds-ai-can-already-replace-11point7percent-of-us-workforce.html) They are not stating that 11.7% of the workforce can or will be replaced, that are stating that 11.7% of the skills they have identified in the labor market can be done by AI, although they don't define what they mean by AI in the article so I assume this is just LLMs? The author just seems to be taking things out of context for the sake of making an article sound more exciting. Even [the actual paper published by the Iceberg team](https://arxiv.org/abs/2510.25137) does not state "11.7% of the labor market". They focus entirely on 'skills' that are identified as being core elements of different sectors of the labor market and what current technology can perform. Per the Iceberg paper: >Beyond technology occupations, AI capabilities extend to cognitive and administrative work. Tools developed for coding demonstrate technical capability in document processing, financial analysis, and routine administrative tasks - illustrating how capabilities demonstrated in technology contexts translate to other domains. Some adoption is already occurring: IBM reduced HR staff through AI automation \[[26](https://arxiv.org/html/2510.25137v1#bib.bib26)\], Salesforce froze hiring for non-technical roles \[[29](https://arxiv.org/html/2510.25137v1#bib.bib29)\], and McKinsey projects that 30% of financial tasks could be automated by 2030 \[[15](https://arxiv.org/html/2510.25137v1#bib.bib15)\]. >We apply the same skill-overlap methodology to administrative, financial, and professional service occupations beyond the technology sector. The Iceberg Index for digital AI shows values averaging 11.7%—five times larger than the 2.2% Surface Index. Unlike technology-sector exposure concentrated in coastal hubs, this broader skill overlap is geographically distributed. South Dakota, North Carolina, and Utah show higher Index values than California or Virginia. >Industrial states illustrate this pattern. Tennessee (11.6%) and Ohio (11.8%) show substantial Index values driven by administrative and coordination roles within factories and supply chains. These white-collar functions show technical exposure that maybe invisible to policymakers while states focus largely on physical automation. These patterns reveal where skill overlap extends beyond current visible adoption, though actual workforce impacts will depend on adoption decisions, quality thresholds, and organizational constraints (Figure [6](https://arxiv.org/html/2510.25137v1#S5.F6)(a)). The talk entirely of 'skills'. not replacing a certain percentage of the labor market. Just read the paper. The study does not at all discuss the infrastructure or energy requirements to facilitate the operation of LLMs (or other ML-systems) at the scale required to mass-replace labor. The study does not discuss or investigate whether or not current LLMs or other related technologies are actually capable of *replacing people.* None of this to say that the paper does not have merit, but the article (and this post) are undoubtedly blowing the information in the paper way of of proportion.

1-Dollar-Doge-Coins

HR is mostly an admin function, not really decision makers (in most cases).

No_Commercial_197

Absolutely this! People thinking HR actually call the shots is ludicrous.

External_Anteater730

Seems like it should be 30%- most of the workforce is bureaucratic paperwork, HR, consulting, buttonpushing, or presenting.

Affectionate-Panic-1

In most orgs managers decide who to hire, fire and promote. Executive teams give direction on funding. HR is only the middleman between the executives and managers/employees.

Yogurt_Up_My_Nose

do you go for HR or Marketing first

FogCity-Iside415

Well that is the definition of a black swan. I realize trying to predict one is a fools errand but I can propose one to you for your take? I think there has been massive inflation in pay for white collar jobs in certain sectors, that era is ending rapidly and will cause a massive reversion that will put significant pressure on wealthy homeowners. Maybe AI transcends to AGI and we unlock a level of intelligence never known to man and all problems are solved. I think it’s more likely we never get there but in the process companies realize they don’t need to pay high level marketing, HR, sales employees $250k+ a year. Those jobs will vanish or be offered at much lower rates, but the cost to maintain a home, pay for childcare, insurance, etc will continue to rise. This sounds like the recipe for an economic reset to me, I’m curious if it resonates with you?

running_to_empty

The Bolz won. Inflation is gone. Jobs are everywhere and tech is hiring HR, recruiters and DEI candidates. Housing market is healthy and affordable. GDP is accelerating. Tariffs are good for the economy. All wars have ended. Bubbles only exist in bathtubs. This is just a healthy dead cat bounce. Pile into calls regards.

Soapbox503

Told my manager I intended to golf with the CEO a few weeks ago. He said ‘do whatever the fuck you want’. So I decided to go. Another guy that would be golfing came over to my desk he mutters ‘good fucking luck with that, I need to talk with [HR exec] anyways’. 2 business days later I’m on a PIP Should I report this info to HR? I have a witness in writing

2020Macthedog

I agree with the idea that you need to be patient. They screwed you in how the chosen to set up the HSA account. It is good that you are healthy and not using the funds! But have you done the math? What is the actual lost opportunity cost? We can't be talking more than a few tens of dollars. Just go with the flow and communicate how much you dislike the system to HR. It can help

Sodonpeter

Its not in the US but in my company (a large bank) AI is implemented in 1st line tech support, HR consultation and onboarding (chatbot can explain basic info and specific for teams abbreviations). All of it is obviously low skill jobs but someone had to do it so i guess on a country level it does reduce number of people needed. I also know that bank heavily invest in AI for legal department. But i dont know whether its needed for internal use or as product for market. Nor do I know how successful it is but quite possible that some routine and simple tasks are delegated to AI.

stealthlysprockets

Understanding how you position plays into the overall picture and how it relates to the business isn’t the same as needing to be an expert GAAP. Are IT hospital required able to understand anatomy? Is HR at NVidia expected to know when to use CUDA?

BarbellPadawan

The term “cyber” is good, but I might need more technical nomenclature to pepper my excuse for HR. I’ve already had to explain some of my jokes to them (they don’t really have much of a sense of humor), and now this.

FeverTreeCloud

Coldplay peaked with their second studio album The only “big hit” they have released since was the hit job on that CEO and HR woman on the jumbotron at their concert 😤

stupidber

Places that use ADP still have HR departments

Any_Act1080

I’d dance with my head if HR to this

Practical-Echo9371

Not to mention the money they’ll save by not providing health insurance, a paycheck, and safety equipment for employees. Eventually in the near future probably, amazon won’t even need an HR dept… odd that Andrew Yang started talking about universal paycheck when the AI bubble was starting to blow up. It’s almost as if he knew every job was going to be eliminated in the near future.

drew-gen-x

Next week is a short week due to the American Turkey holiday. I expect low volume next week. I'm curious to see if money sells off at close and takes next week off. I might keep my short ETF's open over the weekend and take that rare swing for a HR.

Potato_Octopi

That just makes HR's job more interesting.

sandygws

>Law firm Clifford Chance is cutting about 10 per cent of its business services staff in London, pointing to increased use of **artificial intelligence** as one reason for the job losses. Roughly 550 employees, in areas including finance, HR and IT, were told last month about plans to make some 50 jobs redundant and to bring in role changes for up to 35 others, according to people with knowledge of the details. The elite firm, where partners earned an average of £2.1mn in the past financial year, told staff that **greater use of AI and reduced demand for some business services** meant that it needed to cut jobs, the people said.

Connect-Engine-7267

You definitely don’t work in actual tech if you think you’re seeing productivity increases, marketing? HR?

fightthefascists

Please do me and the rest of us a favor and read this: https://ccr.cancer.gov/news/landmarks/article/development-of-cancer-immunotherapy So you can understand how government funding and research leads to the development of treatments and cures. The NIH is a government entity. https://x.com/business/status/1990490870655615132 I really have no idea how you can think the way you think. Do you really believe that every government employee is some HR gender appropriation office employee? They’re not.

Sir-StocksALot

Financially, probably, but the share price of a couple I checked (HR, SBRA) declined more than 40% following the 2022 rate hikes. But these two could just be outliers. I am not familiar with the space.

Fukreddit011

#HR at Wendy’s received 10 applications a second in the last 2 hours

WSB-mods-are-

I haven't done shit this week at work lol. On an unrelated note, I have a meeting with my boss and the HR manager for tomorrow at 4. Maybe it's a raise 🤡

Notmikeyouidiot

we had MORE VOLUME IN1 HR THEN THE LAST 5 combined

AnonymousTimewaster

The portrayal of individual characters is far from the problem. The problem is that she failed to have an actual vision for the franchise and get on the same page as her directors one way or the other. He main job is to guard the franchise and make it profitable, greenlight and oversee projects **to completion**, **pick a creative direction** (and live with the consequences), and manage the studio (budgets, HR, long term strategy, corporate politics etc). Fundamentally, to clearly have absolutely no plan or creative direction for the sequel trilogy (or franchise at all) is one of the greatest blunders in cinema history. That's before you look at the myriad of announced projects that haven't come to fruition. Just off the top of my head there **13** abandoned/in limbo projects. It's absolutely insane that not one of them made it all the way to the end.

AllCapNoBrake

So It's my understanding that congress passed the HR to release the \[REDACTED\] files. We will all finally be able to see that \[REDACTED\], \[REDACTED\], \[REDACTED\], \[REDACTED\], \[REDACTED\] & \[REDACTED\] were all clapping r/forbiddencheeks, while they called \[REDACTED\] the "throat goat", while watching \[REDACTED\] play the skin flute in d miner. https://preview.redd.it/8flj56v8g62g1.jpeg?width=120&format=pjpg&auto=webp&s=830560daf916cf2f964468e1a5886ac1238578f1

Rough_Wave_130

This is exactly how bad 401k plans quietly drain people. You put in about $779. You paid about $92 in fees. Your final balance is $691. Your plan literally took more from you than the market gave you. The crazy part is that the fund you are in is the cheap R6 version. The problem is the plan itself. Admin fees, recordkeeping fees, custodian fees, investment fees. They all pile up and most employees never see it. When your plan costs 11.8% and your return is 5.3%, something is broken. This is not normal. This is a bad plan design. You cannot usually move the money until you leave, but you can demand answers right now. Ask HR for the full fee disclosure. Ask for your all-in fee. Ask why your plan is eating your returns alive. This post is exactly why people need to check their retirement accounts. Most never do. If you want help understanding your plan, send me a message. I’ll break it down for you fast. Former advisor for over 10 years. Seen plenty of these shitty plans…unfortunately.

Chrg88

Met the new HR LEAD at my company. VALLEY GURL THAT SPEAKS IN INNUENDO. AVOIDING LIKE THE PLAGUE

muchbetterthanrandom

You'll want to check the SPD to see if you qualify for any in-service distributions, however if you are still employed with the company and you are not yet age 59 1/2 then your options will likely be pretty limited. You may also talk with your HR about your fee concerns. The company gets a pretty detailed breakdown on what fees will be charged and they decide how much of that they choose to pay themselves vs have allocated to the plan participants.

RedStag1905

Hi, it's your friendly HR rep. Do you have a minute to talk?

rashnull

I use AI daily. AI is not a bubble. Hyped AI companies claiming they can perform magic are. The Mag7 are reaping the benefits internally and so will other companies once they get onboard. This is the opportunity for every organization in the world to get lean and go from HR to AIR.

applerascal

!banbet QQQ -2% 24HR

spookyswagg

I mean, it’s what HR told all of us. Idk why I’m getting downvoted for telling the actual truth 😭 My partners doubled Mine remained the same but my benefits became really shitty (higher deductibles, deductibles I didn’t have before on medicine??? Higher co pay, etc.) My mom’s increased quite a bit but her job is subsidizing more. My dad’s idk about yet.

spookyswagg

Depends where you work/how much you make. This is all decided by HR, and they have more power than you know. For example, my partners’s school was doing a 50/50 before. Now, the increased for their employees where so high they’re doing a ~75/25 because for some of the teachers who have their kids and partner on the I coverage, their health care cost would have been their entire paycheck (they are teachers, they get paid 50k a year.) At least that’s what HR told her

S-Club-Party

If this is for work, just set the appointment with HR now to save them the trouble

Nearby-Swamp-Monster

I am waiting for the first "finding outs" that "AI did it" is not an valid excuse for anything shitty and illegal done before courts of law. Looking at HR and friends (compliance and policy-setters). 🦝

portfoliorating

# HR: "WHY DO YOU WANT THIS JOB?" # ANSWER: SO, I BOUGHT BTC AND A BUNCH OF REAL ESTATE SHITCOS IN THE LAST 9 MONTHS DURING THE GOLDEN AGE OF AMERICAN SPEECH *(I don't want it, I really need this job)*

Apprehensive_Ad_4359

HR Block

Sandvicheater

new employee with giant rack introduce herself as she/them and puppy mommy. Apparently saying let me she/them puppies was not an appropriate language and i have HR meeting tomorrow

No-Comment-266

I am in HR and I know things

Ready-Mycologist-840

HR is the problem everywhere.

ThrowRADaikon

Thanks. I've been in this industry for 7 years now, and honestly, if I hear one more HR person brag about their new hire working at XY without naming the game, or just saying they have a triple-A background, I'm gonna lose it. Because every single one of them who came into the double-A or indie studios I've worked at was a total one-trick pony with zero problem-solving or flexible thinking skills. What they know, they do amazingly well, but what they don't know doesn't bother them – so when one tiny piece of the puzzle breaks, there's a huge gap in knowledge. And honestly, if that's how they operate, they're not cut out for indie studios where you just have to be flexible and juggle a dozen things at once, learning as you go. Of course, all the little things you're trying to manage and learn and implement won't always be "perfect," but you know all the departments will somehow pull together and figure it out. And sometimes it's crap. But sometimes it's beautiful.

hardcrepe

Just listened out loud on phone, now I have an HR meeting 🤣. Definitely NSFW.

FirstFastestFurthest

There's a *lot* of incompetence and nepotism in the industry. People getting hired because they know X who worked with them on Y, and the HR department staffed by people who don't even play games, says yeah sure let's go for it. Consider for a moment that a game like Dragon Age Veilguard *bombed.* It fucking sucks. The story fucking sucks. The writing fucking sucks. The gameplay is profoundly bland. It is by all measures a *bad game* for what it cost to make. And yet, there are people who worked on that title who got their current positions *because* their name was on it. Nevermind the problems of churn. I'm not going to name names, but I've seen studios burn thousands of man hours working around problems that should have been a couple dozen, because literally *the only people who knew how a particular system worked, were driven out four years ago.* So now they're stuck trying to reverse engineer or work around some critical system that they can barely modify without breaking. There's also a culture of the *studio* makes good games when in reality it's the *people* who happen to work there at the time. Bioware fucking sucks, and has sucked for a long while. But it used to be good. If you look at what's been going on in the careers of people who *used to work there,* they're still out there making successful games more often than not. Companies have a *very bad habit* of being run by regards that think human talent is plug and play, and that you can afford to decline a raise for someone who's worked there for eight years and you'll hire a replacement for cheaper and everything will be great. Spoilers: It usually isn't. You replace enough of those old guard people who have a shit load of experience, and gradually you become incapable of releasing a good product.

pinethree777

I did that and quit my job at 56 years old with $1.3M and 2 paid-off houses, one was a rental that I gave to the kid. It was an accident really...my first boss took me by the elbow down to HR and made me sign up for the 401K. I never missed a penny or even looked at it much till I was 50. Assuming the US doesn't completely go to the dogs, time in the market will still be the way.

Internal_Field5970

Mods are just the HR department of WSB

Sick0h

HR 5731 finally passed by the 119th United States Congress, now to be signed by the President himself. Can’t believe we have formally passed a bill named “Bers R Fuk”

alexbananas

They fired the HR coordinator at my Job due to ‘organizational restructuring ’ lmao wtf is up with companies nowadays. I’m surprised I havent gotten fired, after Jan if they do I’d get 4 months pay as severance so wouldnt really mind tbh

PassiveF1st

A new hire just told the HR lady here that his check was wrong. He said they took taxes out.. Like $100! I don't pay taxes I'm exempt. Dude has 10 kids. -.-

iThinkiStartedATrend

HR - this guy right here

noggin_elastics

In my metro-area, it felt just like now: many went on about how strong the market was and how there was no way it was going to fail, while others talked about there being a significant bubble - this started small, but as time went on, both sides got louder, more insistent, and argued more frequently. Personally, I was concerned, as this talk had become fever-pitched, stocks seemed really overvalued, and concerning signs were everywhere in the background. One tiny example of many that always stuck with me, was my co-workers and I discussing in 1999 how things were at the point where even the biggest idiot in HR was not only doing rampantly stupid day-trading from home, but from a work computer as well.

Swearwolfofwallst

it's going to be recording videos that AI parses with a blackbox algorithm, summarizes keywords and buzz phrases that the AI and its handlers like and then auto-offers the job to the person who bids the lowest on the salary scale and signs their voice away to Ursula. Source, am HR.

Complex-Note-5274

Lazy HR people dont know how to handle the influx of applications from bots/ai

Valkorion335786

HR be like *”Guys I know we're all ready for the holidays with your loved ones but remember we're also a family here! Let's check our personal lives at the door and focus on finishing Q4 strong!"*

Positive-Tourist-319

Is your spouse an officer of the company? Executive level or board of directors? I work at a company that gives a lot of stock. 50k+ per year. Everyone I know has more than a couple hundred grand in stock. I never heard of an issue selling stock anytime. I think blackout period only applies to high level company execs. But she should check with her HR on the company’s policy.

Gunnawunna1111117

“Sir, you can’t call people retarded in real life. Only on Reddit subs , you’re fired, good day!” You then walk out the door calling HR a retarded bitch !

Valkorion335786

Work added me to an HR group chat Things are looking grim for Valkorion

Historical_Cover8133

HR? This man right here.

brk816

I smell a HR meeting in the future

Hot-Pop-3250

Remember to kiss the HR manager at 11:11am today

NlNJANEER

ChatGPT is refusing to generate a retarded baby because it violates ToS. But I already told HR I need extra time off because the kid takes after his father

NlNJANEER

Anyone know if HR asks for proof if I say I'm having a kid and need paternity leave?

debtmagnet

> what productivity boom? The productivity increase in software engineering is real and significant. I've also heard of disruption happening in call centers and HR. It probably varies a lot by sector. That said, it's highly unlikely that the overall economic boom that we're seeing is from AI productivity growth, but rather from AI buildout capital investment. In scale, the spend has been fairly compared to a recession-era government stimulus program.

Still_Dentist1010

I personally rolled my old 401k into my new 401k when I changed jobs. I was vested immediately, which I confirmed in an email with HR before doing any shenanigans with it, so there was no risk in my eyes. I’m doing a target retirement fund, but pushed out as far as I could even though it’s technically past my retirement date. They’re pretty aggressive when there’s a lot of time until planned retirement, so I think I’m up 17-18% YTD on it. Most people roll them into a traditional IRA, it’s effectively a 1:1 rollover unless you have a Roth 401k and then it’s different. If going from a normal 401k to Roth IRA, you’ve gotta pay your taxes on the full amount since a normal 401k is funded with pre tax money and Roth IRA is post tax. Traditional IRA is also pre tax money, so you don’t have to pay taxes on the 401k amount when rolling over. Roth IRA is tax free in retirement while Traditional IRA is tax deferred, so traditional gets taxed as income at retirement. What works best for you is going to be very dependent on your situation.

Dirty2020

HR, this fuckin guy right here