Hi!
I am currently in the pipeline to become an ETL-Human Resources. I come from the sales floor, unlike the current ETL-HR at my store, and have since realized how important the connection between sales floor experience and being an ETL-Human Resources is. Sure, the metrics say it takes x amount of time to get y done, but reading the numbers vs being trained to do the task personally makes you a different kind of leader.
I think the first thing I'd want to ask TMs now that I have more experience in HR is: what do they wish their ETL HR knew about their job? What are some gaps that truly affect your work? Is there anything that they do that you wish they'd do differently? Are they too focused on being friendly with team members or are they not approachable enough? etc, etc.
Also, is there something that your ETL HR does that you do like? What, in your mind, makes a great ETL HR?
I am currently in the pipeline to become an ETL-Human Resources. I come from the sales floor, unlike the current ETL-HR at my store, and have since realized how important the connection between sales floor experience and being an ETL-Human Resources is. Sure, the metrics say it takes x amount of time to get y done, but reading the numbers vs being trained to do the task personally makes you a different kind of leader.
I think the first thing I'd want to ask TMs now that I have more experience in HR is: what do they wish their ETL HR knew about their job? What are some gaps that truly affect your work? Is there anything that they do that you wish they'd do differently? Are they too focused on being friendly with team members or are they not approachable enough? etc, etc.
Also, is there something that your ETL HR does that you do like? What, in your mind, makes a great ETL HR?