{ "media_type": "text", "post_content": "Interested to see some perspectives - currently working at a Payroll & Benefits Specialist at a fast growing company and recently passed my PHR! I just started this role only a few months ago but am already feeling like I can take on more, but not as much as a HR manager. I’m struggling to understand where exactly it is I can go from here. I’m 25, have 3 years of experience, and get paid $59k/year. \n\nWhere does one go from here? Thanks in advance for any and all answers!", "post_id": "624c9e55e5f9010025a0a464", "reply_count": 7, "vote_count": 4, "bowl_id": "5682e6afd55b9e0f00fce669", "bowl_name": "Human Resources", "feed_type": "crowd" }

Interested to see some perspectives - currently working at a Payroll & Benefits Specialist at a fast growing company and recently passed my PHR! I just started this role only a few months ago but am already feeling like I can take on more, but not as much as a HR manager. I’m struggling to understand where exactly it is I can go from here. I’m 25, have 3 years of experience, and get paid $59k/year.

Where does one go from here? Thanks in advance for any and all answers!

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Posting as :
works at
You are currently posting as works at

Perhaps you should be looking more for an HR Generalist role? You get a lot more responsibilities but you're not technically in charge of entire departments.

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You’re totally right, there are more opportunities to improve our organization and employee experience, and I should deliver an opportunity to my supervisor on just how I can contribute to that growth. Thank you for your thoughts!

I should also add that I’m working in a suburb of Atlanta, GA

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IMO I’d stay in Total Rewards (compensation and benefits). I’m in it now and you have a direct impact in the direction your company goes from a people experience stand point.
Just in your post you mentioned salary. Take a minute and think about the main reasons people seek other employment.

1. More pay
2. Better benefits
3. Increased opportunities for upward mobility/learning and development.

I’m obviously very biased, but maybe you’re at a company that just hasn’t made TR as exciting as it should be.

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Thank you for your reply! You are absolutely correct - total rewards could be improved, and so can talent management. Lots of people are leaving because there isn’t a clear place for them to go next in their careers at our organization. We have very competitive insurance costs and salaries, but that only satisfies the lowest of any hierarchy of needs. Culturally, we are struggling to create an identity (we are a subsidiary of a large Korean Multinational conglomerate that was purchased by a competitor, another Korean multinational conglomerate). We have to abide by HQ a lot and don’t get too much freedom, but talent development and a TR overhaul is what I think we need to put us on the map.

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