HR, who is meant to bridge the gap between supervisors and staff and provide support, failed to do this in a positive and effective manner in my experience.
I was told to stop talking and listen to what I did wrong during a meeting in which I was trying to bring up concerns about a lack of support from my supervisor.
I felt I was constantly talked down to in regards to my understanding of the gravity mistakes in my position, and in general in regards to my feelings about major negative concerns being brought up randomly and with no warning by my supervisor.
HR did very little to intervene when my supervisor continued to use destructive and hurtful language during meetings, other than say we needed to get back on track.
HR at one point refused to review a previous document during a meeting on the basis that a new version of said document was being drafted over the weekend. This led to statements I had questions about, and some false or misleading statements carrying over.
HR did not properly dictate whether I had the option to sign a document or not, and the levels of distress I reached during meetings often led to me signing documents and later regretting doing so because of false or misleading information they contained, causing me to have to request amendments later.
HR seemed unbothered when I brought up a complete lack of training for my position, stating I could not compare the position at Reed to other previous work experiences. Every other person I have spoken to in similar positions says that training is industry standard and a lack of it (including lack of any safety training) is concerning.
