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Hi all, does anyone know of any recruiters or hiring managers that work in Affirm Inc. I've been applying for a couple of jobs with them . The role I have applied for I know lam a extraordinary fit for
100% and can help the company/ department succeed. I have a good deal of experience with this role and would love to talk to a recruiter or a hiring manager more about this. If anyone
could reach out to me if you have any information on that I would greatly appreciate it.
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I have always worked in HR departments, and it varies significantly between companies. I have found that the smaller the company, the more demands on HR to wear 100 different hats.
I've known of things like that happening. In some companies tasks get shifted to the HR people, and it doesn't always seem like that would make sense on the org chart. I think a lot of it just comes down to company tradition, and who the personalities had been in the job at some point in the past.
Depends on the size of the company and/or the leadership style of the primary owner. In smaller companies, it may be that HR isn't really a full time job. Or this person may be close buddies with the owner/CEO, who is allowing them to make up their own job description.
In my experience, you should watch your step with people that wear a lot of hats (unless it's a very small company). They might be wonderful hard-workers, but more often than not they are simply power-hungry. So, be cautious and double-check your work.
Know where you want to go in this company, or if you want to stay in this company. If you want to stay, use your first review with your new boss to ask what you need to do to advance on your path to the position you really want. If they're any good, that will be a positive experience. They'll be glad you're invested in a future in the company and that you have ambition.
If you don't really want to stay, start looking now. However many hats your boss wears, you'll be wearing at least 5 more to assist them with all that (and you probably do a lot more already than assist one official boss). Develop all those new skills headed your way and add them to your list of accomplishments on your CV.
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In my company we have what are referred to as performance partners. They are in HR. It gets weird and confusing because we don't directly report to them though but they do guide us through performance cycle feedback and advocate for our annual increases and promotio s despite knowing nothing on are actual work outside of feedback from those we do work with.
The company most likely hired outside HR partners to oversee all that goes into the departmental function. Usually, if the business is small-there are office managers that have no clue as to what HR does administratively. It's not just paperwork, but compliance and laws.
I see your point regarding the feedback though and the fact that they don't actually have an understanding of your direct performance or impact of contributions. They are most likely there because there's no one in the office that is skilled with the cycle review process which is a waste of money in my opinion. If the company hired a person who has the credentials in human resources, it would probably save them more money.