How much do you earn

[strangerontheinternet]

Have previously come across a similar thread on another forum and it was so interesting! Basically people commented with their job, age and how much they earn. I hate my job/industry and feel it doesn't pay well like I was led to believe but also feel I have no idea what's out there career/job wise and how much various jobs would earn so what I could do.

I'm 27, a solicitor in Scotland and earn £35k

Whoops obviously meant work my socks off

@Dontbugmemalone. I also spent the first few years in dead end entry level jobs and was very frustrated, but managed to turn it around and I’m sure you can too. The main thing is that you’re motivated to put the work in and not to settle in a career you dislike. Good luck with your career change!

To make this really useful, it would be helpful to know where people live as there are huge regional differences...

[quote Dontbugmemalone]**@Allispretty* and @YakkityYakYakYak* thank you for responding.
I think you're both right about the CIPD, I don't have experience yet nor a degree so was curious about how to get started.
There aren't too many opportunities at the moment but will keep my eyes peeled for junior jobs.
I feel like I have wasted 5 years on entry level jobs and sadly it hasn't paid off.
I do want to progress and learn and am willing to my socks off 😀.[/quote]
Start your CIPD when you can and get it on your cv as will show you are wanting to get into hr. difficult at the minute but if you can do it through a college where you'll be working with others (even over zoom/teams) it's the best way as you'll network with people in hr and learn through their experience in the job. It's a very varied and enjoyable area to work in with lots of opportunities to specialise if that's what you want. Good luck

YakkityYakYakYak yes, there's a lot of HR hate around; IMHO, for good reason. In my workplace I've yet to meet a HR worth even half the salary their pay bands are getting. No support to me as a manager, very little impact on the real day to day jobs of the profit-making employees (and where there is, invariably it's negative and makes doing your job harder), yet their linkedin (etc) profiles all talk nonsense about "talent management" and expertise in "employee relations" and so on. I genuinely believe that most organisations would do well to get rid of 90% of the HR function after a detailed value analysis. Most of HR in every organisation (not all, most) simply adds to the organisational bloat at the top and would be better run, more efficient and a happier place without them intefering in business operations.

@coffeeisyum wow that's a very strong opinion! I suppose people who have had negative involvement with hr are maybe going to feel that way. There's good and bad in all organisations though and employees who are a drain rather than asset. There really is a lot more to HR than disciplining employees and a lot of value to be added if the correct structure is in place. What about when big change programmes are initiated because a business needs it, who do you think supports that? IMHO hr needs to be at the top supporting strategy as an org without its people in the right place and the right job simply wouldn't function.

@coffeeisyum, it’s a shame that you’ve had a bad experience, but I don’t think it’s fair to discredit an entire profession on the basis of that. It’s also a bit ridiculous to talk about ‘every organisation’ on the basis of your individual experience.

God HR in my old firm were dreadful the senior lady swanned about and it emerged she was shagging the senior partner (both married lovely). When there was an issue to deal with dh had to give evidence she ended up crying in his interview! I so wish I had gone into HR though way easier route to earn big bucks than law!

What about when big change programmes are initiated because a business needs it, who do you think supports that? IMHO hr needs to be at the top supporting strategy as an org

I work in change management in a global org. my opinion is based on years of working for global orgs, smaller agencies, 5-man companies, and all sorts inbetween, including as contractor/consulting. I don't say 100% of HR are useless, but they aren't worth the "professional" salaries they command. It's mind boggling to me vs. the "value" their function brings.

@MsTSwift That’s another thing I’ve noticed a lot, this language of ‘HR lady’ it’s so misogynistic and patronising. I’ve never heard anyone use the term about women in other professions, nobody ever gets called ‘a finance lady’ or ‘lawyer lady’.

Well I would say HR man so don’t see your issue. Stop trying to make it a feminist thing it’s not there are HR men too. It’s full of jargon but good luck to you if you can make a good living from it

@coffeeisyum

YakkityYakYakYak yes, there's a lot of HR hate around; IMHO, for good reason. In my workplace I've yet to meet a HR worth even half the salary their pay bands are getting. No support to me as a manager, very little impact on the real day to day jobs of the profit-making employees (and where there is, invariably it's negative and makes doing your job harder), yet their linkedin (etc) profiles all talk nonsense about "talent management" and expertise in "employee relations" and so on. I genuinely believe that most organisations would do well to get rid of 90% of the HR function after a detailed value analysis. Most of HR in every organisation (not all, most) simply adds to the organisational bloat at the top and would be better run, more efficient and a happier place without them intefering in business operations.

This, a thousand times this

Even the good ones are good for a few days a year when there is an unexpected or complex issue to sort out, and the rest of the time are glorified admin, creating extra unnecessary work for people to justify their own existence

Eg As a manager, I have not seen any change in the productivity, culture or happiness of the organisation where they implemented quarterly performance reviews.
Yet HR will point to it as a positive case study of how they promote a culture of continual feedback and progression for everyone
We all see it as a fucking stupid admin burden which pisses everyone off and wastes time that could be spent on actual work
No one gets promoted any quicker, no one gets any real benefit from it

And as PP said, if there is anyone at the heart of office gossip or an office affair, it is ALWAYS someone from HR
Their own conduct is usually appalling, but they are protected

Supermarket manager, $109k.

What about when big change programmes are initiated because a business needs it, who do you think supports that? IMHO hr needs to be at the top supporting strategy as an org without its people in the right place and the right job simply wouldn't function

This is absolute nonsense

I worked for years in private equity businesses, where the entire job was to buy a company, go in, massively restructure it into a more efficient organisation and then let it be more successful.

In the 10+ reorgs I did, we didn't need HR people

We have change management specialists (usually from a business consulting background), employment lawyers to make sure it was done above board and by the book, and internal comms to make sure employees knew what was happening, when and why

If HR had any involvement, it was as an admin function - update payroll, cut off passes, send and receive paperwork prepared by lawyers
Nothing that a £25k recent grad couldn't do

Oh how I wish HR led (or even got remotely involved in) change management in my organisation, that would make my life a hell of a lot easier!

50 Accountant, average 10hrs a week £25k

And as PP said, if there is anyone at the heart of office gossip or an office affair, it is ALWAYS someone from HR

🤣🤣 This is so true!

As a manager & a non-manager I can't stand all the appraisals & targets, talent scouting, etc. Just a load of time wasting BS.

And as PP said, if there is anyone at the heart of office gossip or an office affair, it is ALWAYS someone from HR

To be fair, the only affair in my organisation that I’m aware of involved someone in the HR team. How embarrassing

31, 24k in accounts entry level, south west

All this talking about HR has reminded me how much I detest being referred to as a 'resource'.

I did a little bit of consultancy once and a job came up there which I probably could have done. I didn't even apply because I thought that being a "temporary expert resource" was bad enough. When it gets to the point you're calling somebody an "experienced financial outreach resource" you might as well use their job title or name!

At least 'Personnel' didn't make it sound like you were a board game piece...

No hatred, but I do strongly lean towards @coffeeisyum and @Sparechange's assessments of HR.
I've found those teams often inefficient (sending lots of wrong stuff out around interviews and contracts) and yes to increasing pointless admin around appraisals that are rarely acted upon.
I think there's a misnomer that they're there to help staff but actually they are there to protect the organisation. Despite the countless policies which tell employees their rights in disciplinaries or redundancies which lead them to believe they stand at least an equal chance of winning an appeal, the truth is they are not independent representatives for people, they are enforcement / protection for the brand. Employees will always lose and management will always be protected. They offer the illusion of fairness to pacify staff but that's not their role.
I wish I had realised this earlier. Also if I'd known how much they were earning I probably would have hated them quite a bit!

In my workplace I've yet to meet a HR worth even half the salary their pay bands are getting. No support to me as a manager, very little impact on the real day to day jobs of the profit-making employees (and where there is, invariably it's negative and makes doing your job harder), yet their linkedin (etc) profiles all talk nonsense about "talent management" and expertise in "employee relations" and so on.

I have not seen any change in the productivity, culture or happiness of the organisation where they implemented quarterly performance reviews.
Yet HR will point to it as a positive case study of how they promote a culture of continual feedback and progression for everyone
We all see it as a fucking stupid admin burden which pisses everyone off and wastes time that could be spent on actual work

These posts both sound harsh... but are so true in my experience too.

Apologies to anyone working in HR (I’m sure some of you are great at your job) - plus other sectors have plenty of bullshit roles too.

Lots of HR on here (and lots of controversy) but I have always found hr interesting although no employment law experience. I would like to switch to something legal related to still use my skills for a company but not lawyer e.g hr, compliance, health and safety, contracts. But seems impossible when everyone wants industry experience. I've had interviews I know I have a good cv and I know I have good skills but always comes down to "it was very close but the other candidate has more experience". Would be open to admin/lower level role in a dept to work up but no one is interested "over qualified". Any advice? Any hiring managers - would you take someone on with no experience but relevant skills? Feel like there's no hope 😩

@Z0rr0

No hatred, but I do strongly lean towards *@coffeeisyum and @Sparechange*'s assessments of HR. I've found those teams often inefficient (sending lots of wrong stuff out around interviews and contracts) and yes to increasing pointless admin around appraisals that are rarely acted upon. I think there's a misnomer that they're there to help staff but actually they are there to protect the organisation. Despite the countless policies which tell employees their rights in disciplinaries or redundancies which lead them to believe they stand at least an equal chance of winning an appeal, the truth is they are not independent representatives for people, they are enforcement / protection for the brand. Employees will always lose and management will always be protected. They offer the illusion of fairness to pacify staff but that's not their role. I wish I had realised this earlier. Also if I'd known how much they were earning I probably would have hated them quite a bit!

Definitely been an eye opener seeing all the opinions on hr...I'd say it's a bit of both but obviously I'm bias . I know personally I've supported quite a few employees through some difficult times and also introduced a lot of initiatives that supported them. In my current (soon to be old role) I put forward all cases for an eap, discounts/benefits platform and recruitment software all of which benefited both management/employees. This is extremely low level stuff but I suppose what I'm trying to highlight is hr isn't bad across the board and in some sme and even larger businesses they are a great asset.

Besides this as well and I know I'll rub people up with this but why the anger from higher earning women? Have we not fought long enough to be earning equivalent and in some cases more than male counterparts? There's men in hr too mainly high level it's not just a women's profession.

I personally love seeing how many high earners there are on here it's inspiring if anything not something to put down.