Moving there in May and need HR job!!!

[HB2HSV]

Originally Posted by justwaitimthinking

....I've been able to show concrete financial savings.

Interesting, I didn't know that HR can save me money in concrete.

If you're interested in finding a HR job in Huntsville, you should get into the security aspect of HR. Employees here need government security clearances, HR processes them, make prelim. background check, and deal with the government side of security personnel.

[Made_it_To_the_Metroplex]

Originally Posted by tammie2

It means you directly add to the bottom line. It is something tangible such as a salesman bringing in sales. For an engineering department, it typically refers to departments that are making money(profitable product engineers) vs departments that are costing money(R&D is often an example).

It is often difficult for a company to justify a large expense today for something that may or may not materialize in years to come even if it might be the next big breakthrough that will make them billions. Same goes for HR, yes, there is a cost benefit to not being sued, but it isn't realized today nor can it be quantified on the balance sheet. How can you quantify something that didn't happen, or might or might not happen?

Hope that helps.

Thanks again! Definitely clears it up a bit, but it seems to indicate 1 or 2-dimensional thinking on higher-ups' part (from my lowly perspective anyway). Maybe it's the stress of the economic downturn. At some point, you have to spend money to make money.

[justwaitimthinking]

Originally Posted by HB2HSV

Interesting, I didn't know that HR can save me money in concrete.

If you're interested in finding a HR job in Huntsville, you should get into the security aspect of HR. Employees here need government security clearances, HR processes them, make prelim. background check, and deal with the government side of security personnel.

Dang, I'm assuming I'll have to pass a clearance check as well, then they'll find out what I've really been saving in that concrete...and it's not money! JK, Thanks for the info.

[justwaitimthinking]

Originally Posted by UpstateBooster

Thanks again! Definitely clears it up a bit, but it seems to indicate 1 or 2-dimensional thinking on higher-ups' part (from my lowly perspective anyway). Maybe it's the stress of the economic downturn. At some point, you have to spend money to make money.

Hence the challenge of working for execs that cannot look past their nose...but the profession has really come a long way in recent years. More and more execs are realizing HR's 'added-value' - just look at the larger successful companies and the corporate executive hierarchy (there is always a Director or VP of HR on the chart). It's mainly the smaller companies (especially retail) that still see HR as an expense and nothing more.

I worked for an organization that grew overnight because it's main competitor didn't care for HR and didn't put much into the department (such as hiring true HR professionals – rather promoted admin people) - they ended up closing because of several discrimination claims that bankrupted them. So, my company took all the business and many of the salespeople and basically tripled business overnight, the owner appreciated the HR profession and hired degreed HR people…we never had a single claim in the 4 years I was there.

[emglo]

I've worked in HR for over 10 years (in the healthcare and manufacturing industries) and left my full-time job over a year ago when my husband was transferred to Huntsville. Fortunately, my company kept me on working remotely as needed (my full-time job now is a SAHM!), so I have not had to look for HR jobs in this area. From my perspective, working in HR for a Fortune 500 company, it seems the trend is to hire those that have special certifications, in things like Continuous Improvement, LEAN principles, Kaizen, or Six Sigma. If you have any HRIS experience, I would think that would be attractive to employers in this area as well. If you can show how technology can affect the bottom line in a business (by using portals and websites to eliminate non-value-added administrative things like data entry for HR processes) upper management may see the value in their human capital.