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- Hi, my name is Geneva,
and this is the day
in the life of a
human resources professional.
I got a camera crew here
with me today.
Let's get going with the day!
I'm a human resources supervisor
for the Sacramento Municipal
Utility District, or SMUD.
Multiple classifications
and titles utilized
within the
human resources field.
We call ourselves
talent acquisition partners.
I've been called
a recruiter before.
There are
human resources analysts.
At the core of it,
we just wanna make sure
that we are creating
a place for people
to get great employment.
And then I double-check
that this one's gonna have
probation again.
- (employee) Just this part
right here?
- You want the street changed?
That makes sense.
- Yeah.
- Because my team does
so much of the hiring,
all the way from interns
up into director positions,
it's really a variety
of things that we do in terms
of helping people understand
where they need to be,
where they are
in those processes.
It's amazing to have the ability
to truly set people up
to change the trajectory
of their life
because we're not just helping
that one person find
their career or their passion,
we're helping
their entire family,
which completely changes
their generational wealth
and the way
in which they can move
and navigate through this world.
It is beyond fulfilling.
It is like the purpose
in which I'm in this work
to make sure
that we're removing barriers
for all different types
of people to make sure
that they can truly just live
in their joy and thrive.
I chose the fun part of HR
because it is
a really great blend
of the people interaction
and the individual work.
I have a consultation
with one of my hiring managers.
I'm gonna have my one-on-one
with my analyst today.
We're gonna walk through
some of the recruitments
he's going through.
From there, we're gonna go
on to have our
talent acquisition staff meeting
where we're all gonna get
to learn a little bit more
about each other
and what's going on
in our world.
So, here we go!
- (hiring manager) Hi, Barbie.
- Hi, Barbie.
How are you?
- Good. How are you?
- Not too bad.
We need to get you a business
transformation specialist.
- Yes, please.
- Okay.
Well, I found HR
while I was going
through my undergraduate degree.
I thought I was gonna start
as a psychology major.
From my internship,
I went
into a personnel technician
and then to
a human resources assistant.
From there, I went
to a administrative analyst,
and then I became
a senior personnel analyst,
and now I am a supervising
talent acquisition partner.
- It says
on there "master's degree."
- Okay.
- And I feel like
that is potentially a barrier
that's not necessary.
- I agree.
On background checks,
reference checks,
all of that is typically going
around four weeks at this point.
So even when we have
our selected candidate,
it's gonna take a little time
for them to have the opportunity
to give their two weeks' notice
and get their life situated
in order to start here.
- Okay.
- Done, son.
[Geneva laughing] I like it.
- (Geneva) I got you.
- I like it.
- Alright, we're going off
to the next meeting.
What I like to do
is break up where I'm going
so that I'm not feeling
stagnant all throughout the day.
Keeps variety going.
So, my next meeting's gonna be
with one of my analysts.
We have
our line worker exam coming up
and how we can resource that,
what administrative things
we need to make sure
that we have it going on.
And then whether or not
he's getting any pushback
from the department in terms
of how they're gonna help
make sure this thing
all goes together.
Skills needed in this job
would be adaptability, for sure.
Every day is a variety.
You're interacting with new,
different people regularly.
Say public speaking is probably
a pretty big deal as well.
Being comfortable talking
to people, whether it be
one-on-one or in a group
or giving presentations.
The ability
to stay cool under pressure:
there's a lot of moving parts
in terms of helping people get
to where they need to go
and making sure
that the hiring managers
aren't pushing you too far.
And you're kind of
holding the line
in terms of our policies
and procedures.
- (analyst) Line work is
a major goal.
Their goal is
to hire up to 20 apprentices.
- (Geneva) I'm gonna try
to get 20 apprentices.
Okay, it's 10:52 right now.
I've just gotten out
of two back-to-back meetings.
I had a meeting
with my hiring manager
and then a meeting
with my analyst.
I'm gonna go head
into my staff meeting
in a moment,
and I'm pretty excited
'cause we have a training
that's gonna happen
by one of the staff members.
And we're also gonna get
to kind of learn
a little bit more
about what's happening
with a big project
and see how we can divvy up
that work.
The pros for being
an HR professional are
that you get a lot
of human interaction.
The cons of being
an HR professional are
that you get a lot
of human interaction.
It can be really difficult
to have to tell a candidate
that they haven't moved forward
and they were really excited
about it, and that's one
of the tough days
in this profession.
But it is also an amazing place
where you get to tell someone,
"I have this offer for you,
and I wanna make sure
"that you are valued
in the best way possible.
Would you be interested
in joining our company?"
It is really the human factor
that makes it hard sometimes
and makes it really rewarding
on the other hand.
What I like to do to de-stress
from a long day,
I really like hanging out
with my kids.
They're pretty awesome.
They're at really great ages
right now.
They still think I'm cool.
We do a lot of board games.
That's a big deal.
And they just recently got
into T-ball and softball,
and it really just lifts
my whole day.
Hey, everybody!
[employees chattering]
We're all excited to be here.
I'm so excited you're all here.
We're gonna go
through our training
for scheduling candidates
through SuccessFactors.
We'll do our round tables,
so if you have
anything pressing happening
in your areas, let us know
and how we can help
jump in to support
whatever you got going on.
Sound good?
Let's do it!
I get to work with my team,
and we get to strategize
on how we're gonna help
our clients.
Then we get to go out
into the field,
talk to different candidates,
figure out
what they're interested in,
and match those skill sets.
I get to talk to people often,
and then I also get
my alone time
to make it make sense for me,
and it is just, honestly,
the variety that I need
to make sure
that it feels purposeful.
To get into HR,
you're gonna be looking
for job titles
that say "HR assistant,"
"HR technician,"
'cause that's kind of
your entry-level in.
Those typically don't require
any type of degree.
You might set yourself apart
by having a degree in comms
or business or psychology even,
but those are really
the best positions
that kind of give you
the understanding
of what that company does
and what HR does overall.
Do you wanna be a generalist
and kind of oversee all of that,
or do you wanna go
into a specific area
that gives you more joy
than another?
Being interested in HR
doesn't always mean
you're super bubbly and fun
and all that kind of stuff.
It is a really good part of it.
But if you like numbers
and data and making sure
policies and procedures
are interesting as well,
you can do that, too.
There's really a place
for anything
you're interested in
within human resources.
If you like performing,
you might be a learning
and development specialist.
If you like recruiting,
you might be a person
that does a lot
of public speaking.
If you like data,
you could be a business analyst
that specifically helps
human resources
and understanding
how those people
translate to numbers.
So, there's a place for you here
in anything
that you're interested in doing.
Thanks for watching.
Please subscribe to our channel.
Have the best day ever.
Bye!
- (group) Bye!
[beep]
[group chuckling]
[beep]
- Look at that.
- That's it?
- I think we're done.
- We did it!
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