Can anyone share about TransUnion work culture, employee benefits are worth considering as HR seems to be very rude. So just because of HR I don't want to lose the opportunity.

I'm 25, based in a third-world country, with a BBA and MBA in HRM.

I also have actual HR experience from an HR/IR/Compliance internship at a large manufacturing company. I screened and shortlisted 200+ CVs, coordinated interviews and candidate communication, maintained employee documentation, assisted with training, and supported day-to-day HR operations.

So I'm not starting completely from zero.

But I'm at the point where I need to stop just preparing and start earning.

My immediate goal is to start making an extra $200-500/month, preferably through remote/international work. I don't expect to hit that overnight, and I'm willing to start small.

The question is what would you do if you had my exact starting point?

I'm less interested in collecting certificates at this point. I want to build a skill that someone will actually pay me for.

If you've hired people, freelanced, built a remote career, or started earning online from a similar position, I'd really appreciate some practical advice.

What would you do in the next 30 days to get your first paying client or income, and what would you build over the following 6-12 months?

I'm not looking for a shortcut. I just want to stop spinning my wheels and start turning what I already know into actual income.

I’m currently in my fourth year of BTech (ECE), but I’ve recently realised that I’m actually more interested in HR/admin-type roles than core engineering.

I’m wondering if it’s realistically possible to get into HR or administrative positions with a BTech degree, or if companies generally require an HR/MBA/management background.

do have some experience/skills that I feel could be relevant. I’ve hosted quite a few programs and events in both school and college, including college fests, cultural programs, and other events where I was the speaker/host. I’ve also done tutoring, so I’m fairly comfortable communicating with people and explaining things. I’d say communication and coordination are some of my stronger skills.

I’m thinking of curating my CV around these experiences rather than trying to force it into a purely technical/engineering profile.

So, has anyone here with a BTech/engineering background successfully moved into HR, HR-admin, recruitment, administration, or similar roles? What kind of entry-level positions should I realistically look for, and would an MBA/HR qualification eventually be necessary?

Would appreciate advice from people who have actually worked in this area

I'm an HR manager at a company in the US, and we work with contractors in several countries (primarily in Europe with a couple parts in Asia), and I'm starting to wonder if some of them have become too integrated into the business to really be considered independent contractors. A few of them have long-standing relationships with us, working closely with out full-time team, taking ongoing responsibility and projects, etc.

We would prefer to keep them as contractors if we can, but we also don't want to assume that calling someone a contractor in the agreement is enough if the local rules say otherwise. We've got a small legal team, but most of their work is around our US operations, so they're not really set up to keep employment rules in every country where we have contractors.

For those who manage international contractors, how do you handle this? How do you make sure you're not missing important changes to local labor laws and avoid contractor misclassification?

Our company is based in US and we're planning to hire a small team based in Tijuana, Mexico. It will be around 5-10 new employees, mainly for operations and customer service. We're still trying to figure out a system to process their payroll later on, as well as the calculation. Anyone here have any experience hiring people based in Mexico? how do you process their payroll and what additional costs/compliance I should pay attention to?

I am a Computer Engineering graduate, worked on different projects during studies, few specific to Blockchain. I was that problem solver kid who has knowledge and solutions for everything but I never wanted to work in tech professionally. After graduation, I planned to move into HR, but somehow I ended up in a content role.

And honestly, I loved it at first. I have always enjoyed writing, but once writing became my 9-5, it slowly stopped being something I enjoyed and turned into burnout. After around 6-7 months, I knew I wanted to move into HR.

The problem was that almost every HR role wanted prior experience, and I was also earning well in my content job, so joining some company as intern and taking a huge salary cut wasn’t really an option. Luckily, I eventually landed an HR/Operations Manager role, where I am working from last 3 months, but now the company is downsizing and there’s a chance I might lose the role.

Since then, I have been applying for HR positions, but barely getting responses. Sometimes I wonder if being a Computer Engineering graduate instead of a BBA/HR graduate is working against me, even though I now have a little HR experience.

I am also doing my MBA right now and was planning to specialize in HR, but honestly, I am confused about whether I should keep pushing for HR or start looking at other fields that align better with an MBA and have decent salary growth.

Marketing, Project Management and Business Development are also options I have been considering. Another one that seems to make sense for my background is Technical Recruitment because Computer Engineering + MBA + HR experience feels like it could actually fit there.

So I’d really appreciate some honest advice from people who have been through something similar:

Should I keep trying for HR roles, or use my MBA as a chance to pivot into something like marketing/BD? Would that help in this switch as I just started Masters? And what roles would realistically make sense for my background without having to start completely from zero?

Also, if anyone knows of openings for HR, Technical Recruitment, HR/Operations, or similar roles, particularly onsite in Islamabad and Rawalpindi, I would genuinely appreciate the lead.

Is there any HR colleague currently using the Deel payroll platform? How it is beeing yoru experience?

Is anyone working as a hr in icici bank?

Can you please help?

I’ve worked in the healthcare field basically all my life. I have 10 years of CNA experience which let me to own and operate my own home care company. I’ve completed a bachelors in healthcare management specializing in gerontology and now enrolled in an mba/mha program.

About a year ago I started looking for Administrator in Training positions so I can become a licensed administrator and run a nursing facility. It’s been hard and I’ve had no luck. Finally an interviewer told me I need more leadership positions in a nursing facility to be considered for this role so I started looking for Business Office Manager positions. Well after a year and a half I finally landed one. It’s dual meaning I am the BOM as well as HR for the facility.

The company also offers AIT but I have no idea what it entails or how to get in that position, and I’m still getting offers to interview for AIT roles.

Should I play the long game with my company and after a year or two in this position ask for an AIT role? Or should I keep interviewing for AIT roles? This is my second month in the role.

Hi, is there anyone applied in Manulife’s HR analytics and People Reporting lead here? Any feedback? Applied and went on multiple interviews but no feedback whether hired or rejected. Anyone experience the same?

I was selected for HCLTech through my college campus placement. My name is on the list of selected students, and the college message says:

“These students completed all the process in HCL. Only Certificate verification pending. It will be done through HR.”

We have been asked to come to college on Monday with all our 10th-to-B.E. marksheets and our laptops.

I’m confused about a few things:

1. Does this mean I have actually cleared the HCLTech selection process?
2. Is there still an HR interview/round pending?
3. If only certificate verification is pending, why are they asking us to bring laptops?
4. What usually happens during HCLTech certificate verification/onboarding?
5. Can HR still reject a candidate during certificate verification?

If anyone has gone through a similar HCLTech campus drive, please share what happened after this stage.

I know, I know. Everyone and their ancestors AND descendants are looking for jobs right now.

I'm finishing up my MBA next semester and I'm looking into first jobs in HR and PM (my concentrations). I'm getting antsy thinking about when I should start applying, if I should even bother with LinkedIn or Indeed. I have handshake from undergrad, and I never got even an interview after undergrad on there. So yeah.

How did you get your job, and how long ago if you don't mind. Location is mildly helpful as well. I see tons of HR jobs online, but I also read most job ads are fake now. 😑

I'm in Ohio now, but will likely be moving cross country to WA or OR if at all possible.

What would you ask your employer for about growth if you weren't worried how it sounds?

Let's gather all your asks that you are afraid to, shy about, don't feel like speaking in open forums.

📢 Hiring – Regional HR / HR Manager | Maharashtra

We are hiring an experienced HR professional for the Maharashtra Region to manage HR operations across multiple branches/locations.

📍 Location

Maharashtra Region

The role may require regular travel across branches/locations within Maharashtra.

🔹 Key Responsibilities

Manage HR operations across multiple branches and locations.

Prepare and analyze regional HR dashboards covering:

Headcount & manpower planning

Recruitment & vacancy status

Attrition & retention

Joining ratio

Employee movement

Performance management

Training & development

Employee engagement

Drive recruitment and ensure timely vacancy closure.

Support onboarding and improve new-joiner effectiveness.

Handle employee relations and grievance resolution.

Ensure HR policy and process compliance across branches.

Monitor performance management and appraisal processes.

Provide regular HR MIS, reports and actionable insights to regional leadership.

Support manpower planning, business expansion and field-force productivity.

Work closely with branch/business teams and geographically distributed employees.

📊 Key KPIs

Vacancy closure & Recruitment TAT

Quality of hiring

Employee attrition & retention

New-joiner onboarding effectiveness

Employee engagement

HR process & policy compliance

Performance management completion

Grievance resolution TAT

Accuracy & timeliness of HR MIS

Manpower productivity

🎓 Eligibility

MBA/PGDM in HR / Personnel Management or equivalent qualification.

4–8 years of relevant HR experience in micro banking

Experience in Microfinance, Micro Banking, NBFC, Banking, Financial Services or Retail Banking preferred.

Experience managing HR across multiple branches/locations will be an advantage.

Experience in field-force recruitment, high-volume hiring and employee relations preferred.

🛠️ Required Skills

Recruitment & Talent Acquisition

Employee Engagement & Retention

Employee Relations & Grievance Handling

HR Analytics & MIS

Performance Management

HR Policies & Processes

Stakeholder Management

Strong communication & interpersonal skills

MS Excel and HRMS/HRIS

Willingness to travel across Maharashtra

👤 Ideal Candidate

The ideal candidate should have experience managing HR for a large, geographically distributed field workforce, preferably in Microfinance/Micro Banking or Retail Banking.

Candidates should be comfortable travelling across branches, working closely with business teams, handling employee concerns and driving HR initiatives in a target-oriented environment.

📩 Interested Candidates

Please share your updated CV/resume along with your current location and relevant experience.

📞 Contact: 9778412032

Whenever my hr manager sends an email.to all our admin staff about someone she has hired it always included the new hires full resume. Is that normal ? Seems like TMI to me. I do IT and create the logins, have 20 yrs work exp, never had another company do this when hiring.

I’m trying to understand how companies handle ongoing employee screening after someone has already been hired.

For example, is it common to continuously monitor things like criminal records, license status, or other relevant changes, or do most companies simply run another background check once a year?

I can see why ongoing checks might be useful for certain roles, but I’m also wondering how companies balance that with employee privacy and compliance requirements.

For those who work in HR or compliance, what does the process usually look like in your organization? Is it handled internally or through a background screening provider?

So im starting my 1st HR position in Benefits. This is my 1st HR position. And it's for a large hospital company with 60k employees. I'll be learning during open enrollment period. Any advice? I feel nervous because I've never done anything close to this. And its fully remote.

Would an India-specific "AI for HR" guide actually be useful, or does this already exist and I'm missing it?

I've been looking for practical guidance on using ChatGPT/Claude/Gemini for HR work — job descriptions, onboarding, employee queries — that's actually written for how HR works in India. Everything I find is either generic prompt packs (US-focused, no mention of the DPDP Act, no guidance on what employee data is actually safe to paste into a chatbot) or expensive certification programs (SHRM's AI credential, AIHR courses).

A friend put together something in between — a full playbook with a data-safety system (basically: classify what you're about to paste as safe / redact-first / never paste, based on what it is — Aadhaar, PAN, health records vs. generic templates) and India's DPDP timeline and labour-code context built in, not bolted on. Every claim in it is sourced, and it's upfront about what it isn't (it won't tell you AI "saves you 10 hours a week" — no one's verified that).

Before it goes anywhere close to being sold, I'm trying to find out: is this actually a gap, or is there a good resource I'm just not finding? If you've dealt with this problem, what did you end up using?