I have a question...kind of looking to start a discussion and see if I am nuts or if others have wondered about this as well.
I am one of 2 HR Experts in a store with no HR TLs, just an HR ETL. (I think this is very common in the chain stores, at least in my state.)
I've noticed that the level of responsibility we have as HR team members is quite a bit higher than most, if not all, other team members in the store, and is in fact higher than even some Team Leaders in other departments. And yet we are brought in at the same starting hourly rate as any entry level team member. (Please know that nothing I am saying is meant to disparage anyone else! I am not trying to insult other roles! What I mean to say is that it feels like we have a unique level of responsibility?)
To be honest, I feel that HR Experts, as we currently function, should be Team Leaders. Here are some examples of why:
- Our training takes a full four weeks, and after that there is still so much to learn! A district HR person told me that it takes *at least* six months for an HR Expert to really know what they're doing. Why? Because the job entails SO MUCH.
- We have keys to the key box in TSC and give out every set of keys (tech keys, self check-out keys, optical keys, wav keys, etc.) and maintain records of who takes them and when they are returned; some Team Leaders on the floor do not even have access to this box.
- We control access to the locked equipment room where people get their MyDevices, walkies, box cutters, etc., and we maintain records of all of those things being signed in and out.
- We are responsible for maintaining vital records which, if not kept properly, could expose the store to lawsuits and government fines. E.g. minor work permits, ADA documentation, etc.
- We monitor compliance and are directed to "have conversations with" team members or even leaders who are out of compliance. (How am I expected to "reprimand" somebody who is on the same level as me or even above me???) Documentation that these conversations happened is maintained. This alone feels very much not like "equal team member" but like "leader."
- We are on the weekly leadership emails from our HR Business Partner (Target lingo for, like, our regional vice-president of Human Resources) and are privy to her in-person meetings with store leadership as she gives us the same goals and directives as them. Most other team members in the store have no idea who our HR Business Partner even is, yet we are working with her personally on a weekly basis to tackle overarching issues in our store.
- We play a major role in recruiting and hiring, choosing which candidates to move forward and which to decline. And yet we are paid the same and considered at the same level as the new hire we just placed?
- We run orientations, being the welcoming first face of Target while also ensuring that every new person being hired is legally eligible to work in the United States and is providing all proper I-9 documentation. These conversations are never easy, when someone shows up without proper paperwork or is not able to provide proof of citizenship/eligibility to work in the US.
- We are asked routinely by ETLs to make calls to team members who haven't shown up to work and use our judgment in deciding whether they sound sincerely willing to get back on track or whether we should just term them. I personally have been directed by ETLs on multiple occasions to term someone ... unless my judgment and conversation with that TM told me to give them another chance!
- We have access to TM and TL schedules, availability, attendance details, performance record, and payslips. We have the power to change punches and to approve or deny punch corrections submitted by TMs (or even TLs) in MyTime Self-Service. We change schedules all the time and are asked to find and add other TMs who may be available to come in if we are short-handed.
- We are responsible for being apprised of state and federal law and creating and managing processes to keep ourselves compliant as laws change...case in point, covid vaccination status and testing. We are responsible for getting every person who works in our store (including ODTM) to upload their vaccination status, and we will be responsible for overseeing the ongoing weekly testing for non-vaccinated employees at every level in our store. That alone is a HUGE task and responsibility!
- We receive complaints and concerns and listen to people's private problems all the time, and if we handled any of these conversations incorrectly or were to be indiscreet about any of it, we would be opening up Target to legal vulnerabilities. Not to mention the personal responsibility of being helpful and caring in those moments. We have to be calm, know what to say and what not to say, and how to direct the person to the correct resource. In the past four weeks alone, we have dealt with TM going missing on the property, then threatening self-harm; a minor female complaining of sexual harassment by an adult male in her department; a traumatized new hire coming into work in hysterics after witnessing a shocking family tragedy; an ETL who has been with the company 17 years having a sobbing breakdown on my shoulder at the start of an orientation in front of 11 new hires; and a candidate without proper immigration paperwork attempting to intimidate me into letting him start work anyway because his family needs his paycheck. It is a LOT. It is all emotional because we care about every single one of these people, and it is a tremendous amount of stress to feel responsible for so much for so many.
In short, half the store already thinks we are Team Leaders! They just assume that we must be because of everything we have access to and do for them on a daily basis! People come to us as leaders. We are the question-answerers and the problem-solvers. We are shoulders to cry on, listening ears to vent frustrations to, and mediators amid conflict.
With absolutely no disrespect to team members in other areas of the store, I am asking: am I the only one who thinks that this particular role feels different from other TM roles and maybe should be a Leader position?
I am one of 2 HR Experts in a store with no HR TLs, just an HR ETL. (I think this is very common in the chain stores, at least in my state.)
I've noticed that the level of responsibility we have as HR team members is quite a bit higher than most, if not all, other team members in the store, and is in fact higher than even some Team Leaders in other departments. And yet we are brought in at the same starting hourly rate as any entry level team member. (Please know that nothing I am saying is meant to disparage anyone else! I am not trying to insult other roles! What I mean to say is that it feels like we have a unique level of responsibility?)
To be honest, I feel that HR Experts, as we currently function, should be Team Leaders. Here are some examples of why:
- Our training takes a full four weeks, and after that there is still so much to learn! A district HR person told me that it takes *at least* six months for an HR Expert to really know what they're doing. Why? Because the job entails SO MUCH.
- We have keys to the key box in TSC and give out every set of keys (tech keys, self check-out keys, optical keys, wav keys, etc.) and maintain records of who takes them and when they are returned; some Team Leaders on the floor do not even have access to this box.
- We control access to the locked equipment room where people get their MyDevices, walkies, box cutters, etc., and we maintain records of all of those things being signed in and out.
- We are responsible for maintaining vital records which, if not kept properly, could expose the store to lawsuits and government fines. E.g. minor work permits, ADA documentation, etc.
- We monitor compliance and are directed to "have conversations with" team members or even leaders who are out of compliance. (How am I expected to "reprimand" somebody who is on the same level as me or even above me???) Documentation that these conversations happened is maintained. This alone feels very much not like "equal team member" but like "leader."
- We are on the weekly leadership emails from our HR Business Partner (Target lingo for, like, our regional vice-president of Human Resources) and are privy to her in-person meetings with store leadership as she gives us the same goals and directives as them. Most other team members in the store have no idea who our HR Business Partner even is, yet we are working with her personally on a weekly basis to tackle overarching issues in our store.
- We play a major role in recruiting and hiring, choosing which candidates to move forward and which to decline. And yet we are paid the same and considered at the same level as the new hire we just placed?
- We run orientations, being the welcoming first face of Target while also ensuring that every new person being hired is legally eligible to work in the United States and is providing all proper I-9 documentation. These conversations are never easy, when someone shows up without proper paperwork or is not able to provide proof of citizenship/eligibility to work in the US.
- We are asked routinely by ETLs to make calls to team members who haven't shown up to work and use our judgment in deciding whether they sound sincerely willing to get back on track or whether we should just term them. I personally have been directed by ETLs on multiple occasions to term someone ... unless my judgment and conversation with that TM told me to give them another chance!
- We have access to TM and TL schedules, availability, attendance details, performance record, and payslips. We have the power to change punches and to approve or deny punch corrections submitted by TMs (or even TLs) in MyTime Self-Service. We change schedules all the time and are asked to find and add other TMs who may be available to come in if we are short-handed.
- We are responsible for being apprised of state and federal law and creating and managing processes to keep ourselves compliant as laws change...case in point, covid vaccination status and testing. We are responsible for getting every person who works in our store (including ODTM) to upload their vaccination status, and we will be responsible for overseeing the ongoing weekly testing for non-vaccinated employees at every level in our store. That alone is a HUGE task and responsibility!
- We receive complaints and concerns and listen to people's private problems all the time, and if we handled any of these conversations incorrectly or were to be indiscreet about any of it, we would be opening up Target to legal vulnerabilities. Not to mention the personal responsibility of being helpful and caring in those moments. We have to be calm, know what to say and what not to say, and how to direct the person to the correct resource. In the past four weeks alone, we have dealt with TM going missing on the property, then threatening self-harm; a minor female complaining of sexual harassment by an adult male in her department; a traumatized new hire coming into work in hysterics after witnessing a shocking family tragedy; an ETL who has been with the company 17 years having a sobbing breakdown on my shoulder at the start of an orientation in front of 11 new hires; and a candidate without proper immigration paperwork attempting to intimidate me into letting him start work anyway because his family needs his paycheck. It is a LOT. It is all emotional because we care about every single one of these people, and it is a tremendous amount of stress to feel responsible for so much for so many.
In short, half the store already thinks we are Team Leaders! They just assume that we must be because of everything we have access to and do for them on a daily basis! People come to us as leaders. We are the question-answerers and the problem-solvers. We are shoulders to cry on, listening ears to vent frustrations to, and mediators amid conflict.
With absolutely no disrespect to team members in other areas of the store, I am asking: am I the only one who thinks that this particular role feels different from other TM roles and maybe should be a Leader position?
