HR

GoZukkYourself

Hit on the head of HR.

onebaldyball

What did PE spend $16B on in that relatively short period?? I know about the $5M for the HR guy.

FullCopy

Today I got a LinkedIn notification from a guy I know. “After an incredible journey filled with growth, gratitude, and amazing relationships… I’m excited to announce my departure. Stay tuned for my next opportunity.” Brother. You didn’t depart. You were margin called by HR. This is the weirdest ritual in modern capitalism: getting fired and announcing it like a yacht retirement.

Training_Exit_5849

Just saw this legendary post somewhere else: Last quarter I rolled out Microsoft Copilot to 4,000 employees. $30 per seat per month. $1.4 million annually. I called it "digital transformation." The board loved that phrase. They approved it in eleven minutes. No one asked what it would actually do. Including me. I told everyone it would "10x productivity." That's not a real number. But it sounds like one. HR asked how we'd measure the 10x. I said we'd "leverage analytics dashboards." They stopped asking. Three months later I checked the usage reports. 47 people had opened it. 12 had used it more than once. One of them was me. I used it to summarize an email I could have read in 30 seconds. It took 45 seconds. Plus the time it took to fix the hallucinations. But I called it a "pilot success." Success means the pilot didn't visibly fail. The CFO asked about ROI. I showed him a graph. The graph went up and to the right. It measured "AI enablement." I made that metric up. He nodded approvingly. We're "AI-enabled" now. I don't know what that means. But it's in our investor deck. A senior developer asked why we didn't use Claude or ChatGPT. I said we needed "enterprise-grade security." He asked what that meant. I said "compliance." He asked which compliance. I said "all of them." He looked skeptical. I scheduled him for a "career development conversation." He stopped asking questions. Microsoft sent a case study team. They wanted to feature us as a success story. I told them we "saved 40,000 hours." I calculated that number by multiplying employees by a number I made up. They didn't verify it. They never do. Now we're on Microsoft's website. "Global enterprise achieves 40,000 hours of productivity gains with Copilot." The CEO shared it on LinkedIn. He got 3,000 likes. He's never used Copilot. None of the executives have. We have an exemption. "Strategic focus requires minimal digital distraction." I wrote that policy. The licenses renew next month. I'm requesting an expansion. 5,000 more seats. We haven't used the first 4,000. But this time we'll "drive adoption." Adoption means mandatory training. Training means a 45-minute webinar no one watches. But completion will be tracked. Completion is a metric. Metrics go in dashboards. Dashboards go in board presentations. Board presentations get me promoted. I'll be SVP by Q3. I still don't know what Copilot does. But I know what it's for. It's for showing we're "investing in AI." Investment means spending. Spending means commitment. Commitment means we're serious about the future. The future is whatever I say it is. As long as the graph goes up and to the right. -@gothburz

mylezman

**Reclassification Monday?** Is it too late to buy into **MSOS**, or **MOSX**... The real winner may be **SHFS:** • Lowest float in the sector → extreme supply-demand imbalance • Trump expected to sign by Monday → major near-term catalyst • Thin share structure → volatility accelerates fast on volume • Sector momentum returning → capital rotation underway • Positive company progress: **Canopy HR selected SHFS to supply all of its payroll banking operations!** → strengthens downside support • High-leverage momentum name → headline-driven upside potential

Aggravating_Smoke179

SPY chart looking like Nanas HR 😔 😟

Numerous_Big_3680

Yeah the growth loss sucks but unfortunately that's just how it works with the annual true-up method. Your employer is basically getting a free loan of your match money while you miss out on potential gains Definitely worth asking HR if this is permanent or just a cash flow thing on their end

Individual_Gap_77

The layoffs are because those jobs and roles (a larger majority) have been offshored to an Asian country. Customer support Software development finance Banks’s back office Accounting HR Customer support What this has done, reduced the number of job opportunities within U.S. Our officials are hiding this fact, or just lobbyist money, where American Economy suffers. American workers suffer. All of this will reflect in the stock market with accurate reporting.

help_me44

The study you're referring to is titled "1-year risks of cancers associated with COVID-19 vaccination: a large population-based cohort study in South Korea," published on September 26, 2025, in Biomarker Research (a Springer Nature open-access journal). It analyzed health insurance data from 8,407,849 adults aged 20+ in Seoul from 2021–2023, comparing cancer diagnoses within one year post-vaccination to unvaccinated individuals. The authors used propensity score matching (1:4 ratio) to adjust for some confounders and calculated hazard ratios (HRs) for cancer incidence. Key reported findings: - Overall cancer risk: HR 1.27 (95% CI: 1.22–1.32), a 27% higher relative risk. - Specific cancers with elevated HRs post-vaccination: thyroid (1.35), gastric (1.34), colorectal (1.28), lung (1.53), breast (1.20), prostate (1.69). - Associations varied by vaccine type (mRNA like Pfizer/Moderna, cDNA like AstraZeneca) and demographics (e.g., higher in men for prostate/lung, women for breast/thyroid). Of course everyone involved in redistribution will never admit it therefore the official information will forever be "NO". Time will tell however if we really see cancer ramping up. So far it's not looking good as curves are indeed ramping up and the median age is decreasing.

PatrickSebast

What does it mean when HR posts packets on getting rid of bed bugs on all the company bulletin boards 😕??

Hodgey91

Report to HR please

EnginrA

I did it just now at work and now HR wants to see me

Which_Perspective871

Pivot play - volume is ramping up while range tightens. Classic coiling. The R/R is set, just need it to pick a direction to get out or ride it. MACD is positioned to cross 0 on 4H & bullishly cross signal line on the 1D if behavior continues. 4HR is flashing buy signals at me via a composite indicator I built on Pine. I don’t watch a whole lot of news but theirs is typically good. I’m TA based for sure. I just look out for splits offerings etc with Penny Stocks.

penultimateinsight

>Last quarter I rolled out Microsoft Copilot to 4,000 employees. >$30 per seat per month. >$1.4 million annually. >I called it "digital transformation." >The board loved that phrase. >They approved it in eleven minutes. >No one asked what it would actually do. >Including me. >I told everyone it would "10x productivity." >That's not a real number. >But it sounds like one. >HR asked how we'd measure the 10x. >I said we'd "leverage analytics dashboards." >They stopped asking. >Three months later I checked the usage reports. >47 people had opened it. >12 had used it more than once. >One of them was me. >I used it to summarize an email I could have read in 30 seconds. >It took 45 seconds. >Plus the time it took to fix the hallucinations. >But I called it a "pilot success." >Success means the pilot didn't visibly fail. >The CFO asked about ROI. >I showed him a graph. >The graph went up and to the right. >It measured "AI enablement." >I made that metric up. >He nodded approvingly. >We're "AI-enabled" now. >I don't know what that means. >But it's in our investor deck. >A senior developer asked why we didn't use Claude or ChatGPT. >I said we needed "enterprise-grade security." >He asked what that meant. >I said "compliance." >He asked which compliance. >I said "all of them." >He looked skeptical. >I scheduled him for a "career development conversation." >He stopped asking questions. >Microsoft sent a case study team. >They wanted to feature us as a success story. >I told them we "saved 40,000 hours." >I calculated that number by multiplying employees by a number I made up. >They didn't verify it. >They never do. >Now we're on Microsoft's website. >"Global enterprise achieves 40,000 hours of productivity gains with Copilot." >The CEO shared it on LinkedIn. >He got 3,000 likes. >He's never used Copilot. >None of the executives have. >We have an exemption. >"Strategic focus requires minimal digital distraction." >I wrote that policy. >The licenses renew next month. >I'm requesting an expansion. >5,000 more seats. >We haven't used the first 4,000. >But this time we'll "drive adoption." >Adoption means mandatory training. >Training means a 45-minute webinar no one watches. >But completion will be tracked. >Completion is a metric. >Metrics go in dashboards. >Dashboards go in board presentations. >Board presentations get me promoted. >I'll be SVP by Q3. >I still don't know what Copilot does. >But I know what it's for. >It's for showing we're "investing in AI." >Investment means spending. >Spending means commitment. >Commitment means we're serious about the future. >The future is whatever I say it is. >As long as the graph goes up and to the right. https://x.com/gothburz/status/1999124665801880032

smart_doge

Don’t worry, you’ll get to ask your HR out next

thebiglebowskiisfine

I worked there for 30 years. I'm not buying any. PE made a mistake when they bought this from the self proclaimed Jewish mafia. They had no idea how well it was run and how lean we already were. Look at when it was bought - right after COVID. When prices and profits were thought the roof due to import issues and shutdowns. A case of exam gloves went from $35 to $400. The company stopped paying commissions on them because it would have doubled or tripped the reps income. This was one of the largest PE deals in history. PE only works when rates are at 2%. Guess what happened after the market stabilized after COVID and prices dropped / rates exploded. PE raped the org, the highest paid employee in 2024 was a gay guy in HR who was paid to fire people and cut incomes. They paid him 5M. What asshole HR loser makes more than the CEO? What do you think will happen to the distribution business in 2026 when more than half the tenured reps with all the relationships walk away and the new employee they plucked out of the Verizon kiosk takes over? It's a toxic radioactive sludge. The company still owes 25%. They will end up buying it back for pennies on the dollar. Why are they only listing 5B? See other notes below.

thebiglebowskiisfine

I worked there for 30 years. I'm not buying any. PE made a mistake when they bought this from the self proclaimed Jewish mafia. They had no idea well it was run and how lean we already were. Look at when it was bought - right after COVID. When prices and profits were thought the roof due to import issues and shutdowns. A case os exam gloves went from 35 to 400. The company stopped paying commissions on them because it would have doubled or tripped the reps income. This was one of the largest PE deals in history. PE only works when rates are at 2%. Guess what happened after the market stabilized after COVID and prices dropped / rates exploded. PE raped the org, the highest paid employee in 2024 was a guy in HR who was paid to fire people and cut incomes. They paid him 5M. What asshole HR loser makes more than the CEO? What do. You think will happen to the distribution business in 2026 when more than half the tenured reps with all the relationships walk away and the new employee they plucked out of the Verizon kiosk takes over? It's a toxic radioactive sludge.

Technical_Cry_5878

In a Safe Harbor basic match plan, 100% vested means the match is fully yours as soon as it’s contributed, with no vesting schedule. It does not require the employer to deposit the match each pay period. IRS rules allow employers to delay depositing Safe Harbor match funds until their tax filing deadline for the plan year, which can push the actual deposit several months into the following year. It’s called an annual true-up approach, and it’s legal as long as: 1. The full match is deposited by the deadline, 2. It is 100% vested when deposited, 3. Safe Harbor notice requirements are followed. The downside is that the match isn’t invested during the delay, so you lose the growth you would have earned if contributions were made per paycheck, but it’s still compliant. A clear question to ask HR is whether they’ve formally switched from per-paycheck matching to an annual true-up method. I am a subscriber of Ian King Strategic Fortunes and he has often talked about the fine print details and how it’s all in **how** the plan document defines the timing of contributions - so maybe something to look further into.

LogisticsGod

What would HR think if they saw your WSB comments... Calling Wendy's now to get all you idiots fired.

Traditional_Honey108

Hello, HR?

pigeon_shit

Laid off in April. HR/middle management. I’m cooked.

jrinredcar

Can confirm. We use it at work for HR systems and no one could see the holiday calendar for weeks. Absolutely dog shit system. Don't get me started on the recruiter add on ORC. I can't even amned the rejection emails they put in to make them slightly more personal. I recruit blue collar tradesman so need to keep in regular contact so the generic templates aren't good enough!

AlfrescoDog

The **Fed** announced it will buy **$40 billion of Treasury bills over the next 30 days**, beginning **December 12**. Predictably, the **misguided** memes will arrive—Jerome Powell firing up the money printer, and amateur traders posting that a bull market is starting. **Do not fall for that**. Here’s the truth, stripped of fantasy: **This is** ***not*** **QE** (Quantitative Easing). This is not the money printer. **This is** ***not*** **a policy pivot signal**. **This is plumbing**. The Fed is expanding its balance sheet **only to maintain ample reserves in the financial system**—nothing more. The Fed judged that reserve balances have slipped toward the bottom of its comfort zone, and it’s nudging them back up. That’s it. Here’s the **analogy**: Your friend calls and says, “Get ready, we’re going to Las Vegas. Everything is covered.” You imagine dazzling lights, rooftop pools, a weekend you’ll never mention to HR. But then you find out you’re going to a local three-and-a-half-star restaurant called “*Las Vegas*.” Still pleasant, still nice—but not the life-changing event you imagined. That’s what this announcement is.

Internal_Field5970

My back hurts so bad, I need a massage but I feel like if I ask someone at work I might get a calendar invite from HR

PerfectInAllThings

ADBE and CRM have good free cash flow, both undervalued Incredibly boring companies/products but both are a buy There's a concern AI will obsolete ADBE, I doubt it CRM does HR work, Quality Systems (Pharma), etc. Companies have a history with CRM and its hard, risky, and expensive to switch from their existing application. So CRM is my favorite.

Super-Extent-1210

Free to take you our for dinner my darling. Why is HR hot as fuk?

Club-Loud

hello I'm HR, are you free for a catchup at 5pm?

ShittyUsernane1222

im not an insider. job data is probably shit: \-frictional unemployment increased significantly due to shitty HR recruiting practices \-unemployment rate is on an up trend due to "budget constraints", more companies cutting jobs. \-Rumours of Great Recession level unemployment are swirling around with many unverified reports of being fired in the internet \-🥭 refused to publish the the last economic report, I assume this implicates jobs numbers too.

Pretty_Ad_7885

if this premarket bullshit continues i will have to explain to HR why i am shouting racial slurs

liquidpele

Not much will change for the first year, except they'll let go most of your HR, Marketing, and Sales in favor of their own teams. Then a year later you'll realize that their sales people were not selling because they didn't know your products and your products compete with things they were already selling. Also you'll realize that the hiring/promotion freeze wasn't actually temporary while they integrated. The 401k 6% match is nice though so you tell yourself it's fine. Then at about year 2 the HR/sales issues start causing spreadsheets to turn red so they start micromanaging, solutions will have to use certain hardware IBM makes, or certain software components that IBM owns, etc. Any innovation grinds to a halt, and by year 3 you'll look around and and realize all the skilled people left months ago.

Fuzzy_Strawberry4792

Yeah definitely check the actual fees first - sometimes the horror stories about JH are overblown depending on your specific plan. Also most employers don't allow in-service withdrawals unless you're 59.5+ or have hardship situations, so you'd need to confirm that's even possible with 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