HR Is Not Your Friend? Debunking Another Viral HR Hate Rant

Speaker A: All right, we're back again, y'.

Speaker B: All.

Speaker A: It's, it's uh, Gosh, it's so weird not doing the intro. After five, six years of doing the same intro and now having the recorded, pre recorded intro. It's, it's just awkward to start sometimes. So.

Speaker B: Welcome to Jaded hr.

Speaker A: Yeah, this is how.

Speaker B: Yeah, this is how I. This is how AI is taking over the. The robot does our intro now.

Speaker A: Yeah, the robot does our intro, uh, which I think she does a pretty good job.

Speaker B: She does a great job.

Speaker A: And I can.

Speaker B: You know what? Let her have it.

Speaker A: I can edit it. I can have her edit it anytime.

Speaker B: Yeah.

Speaker A: Makes it easy for editing and changing things on the fly. So yeah, that's what we are doing.

Speaker B: Working smarter, not harder.

Speaker A: Exactly, exactly. And AI does most of the editing and producing the show. I'm like along for the rides. I'm clicking a few buttons here and there and letting it do uh, a few things.

Speaker B: And um, yeah, I'm working on something for uh, work the last couple days. I'm just making some on the fly, like elearning. Um, so there's like a voiceover component to it and a little editing and not too much. But I mean the editing software I use is like this whole AI capable thing where I can like the thing I love about it is it shows everything in text. So like, like it'll tell you there's an um here and highlights it and then you can take an um out or like, I don't know, you can like take out gaps of time and it is fantastic. It takes. I can do it in like 10 minutes.

Speaker A: One thing we should do one day, we can go on to this software and we can record even though it's got hours and hours and hours of our voices. But I think because you have to give it permission, record your voice and then if you misspeak and say, you say uh, Tuesday instead of Friday, you can go in and just type in Friday and it'll say it in your natural voice. I did it. It has mine recorded. I've used it once or twice, but not tremendously nice. Uh, you could go in, record all the samples and uh, I guess it gives you some scripts to follow. It's been a while since I did mine. Yeah, yeah. And it can edit, vocally edit what you said. So it's.

Speaker B: I need to set mine up. Mine has the same capability and I haven't like taken the time to do whatever it's asking me to do to read. But um, yeah, I love it.

Speaker A: Yeah. That would be so much it. I've used it once or twice, but it's just. I don't edit that hard. You know, we're. We're a, uh, a, uh, small podcast. We don't have the editors and budgets and things like that that, uh, some of these big, bigger ones have. And, uh, yeah, that's. That's.

Speaker B: That.

Speaker A: Is this SHRM week or is that next week?

Speaker B: I don't know, actually.

Speaker A: Uh, I haven't been following it.

Speaker B: Think so. I feel like I would have seen more on LinkedIn or something, but I could be. Then again, I haven't gone on LinkedIn in a week because I was on PTO last week. I haven't done anything.

Speaker A: Uh, it's good for you. I. I'm on PTO next week and I am so looking forward to it. Just a full. Well, actually. And I didn't plan it this way because I have Friday. Juneteenth off.

Speaker B: Yeah, same.

Speaker A: Uh, we just took the week after my son's birthday off is what we did. And it just so happened that. So I'm getting six. It's going to be a 10 days off altogether for. But speaking of shroom, they are blowing me up. Oh, yeah, they're. My. My certification expires. Uh, yep, it started today. Sherman started today. So, uh, anyways, they're. They're blowing me up to the nth degree because my certification expires at the end of this month. And I'm like, okay, dismiss. I'll give. I'll do it later. Next. Next. Yeah, it's part B. Says, uh, it's time to let it go. Let Sherm go. But my company wants me to have it, so I will pay their blood money or I will pay my company credit card in there and still deal, uh, with it that way. So, um. But I am looking forward to seeing some feedback from Sher.

Speaker B: I am, too. Conference. I'm just laughing because I let mine lapse while I was, uh, in the throes of pregnancy. So I really don't feel like taking that test again. So I think we're just going to just say I have it. I freaking did it for years. I kept up with your stupid things. I paid your stupid money. Uh, as far as I'm concerned, I. I'm still certified. So if anyone asks, I still. I did it.

Speaker A: I did it. He passed the test. I, uh, would not take that exam again if I. If I lose my certificate. I've taken it twice. Well, no, actually, the SHRM I've only taken once because the first time I got my shrm scp, it was, you know, when they divorced hrci.

Speaker B: That's right.

Speaker A: And uh, all you had to do is watch like an hour long PowerPoint.

Speaker B: I did it.

Speaker A: And then if you were like, uh, sphr, you got your shrm scp. And if you were a phr, you got your shrm cp. And so I got my SCP right then and there. And uh, and then my. The company I was with at the time didn't support it at all. And so I let it. I wasn't. I wasn't gonna pay for it out of my pocket. I was like, I'm done.

Speaker B: Yeah, there's like a lot of things where I'm just like, unless my company's gonna pay for it, like, I'm not gonna do it. And I think that's one of em. If it's important to my employer that I have it, then I'll gladly sit for the test again. And you know, but I don't really think it's that important at this point.

Speaker A: It. Sitting for the test is a. It's a long time.

Speaker B: Oh my God, it's so long.

Speaker A: B, basically being frisked. I mean.

Speaker B: Oh, yeah, they.

Speaker A: The first time I took a, uh, a pro, uh, a, uh, computer exam like that, uh, it was just go in, take the exam and whatever. Now you have to pull up your pants legs and like fold down your socks, take off your shoes. Yeah.

Speaker B: Like tsa.

Speaker A: It's worse than tsa.

Speaker B: Yeah. And then you have to keep everything in a locker. And then.

Speaker A: Yeah.

Speaker B: And you had to only take a key, a pencil, and like a scrap of paper with you. And you only had X amount of time. And that includes breaks. So if you went to the bathroom, the, the time was still tick. It was just a whole thing. At the same time, though, I appreciate the, uh, you know, the dedication to, uh. What is it?

Speaker A: Um.

Speaker B: Oh, my God.

Speaker A: People not cheating their way.

Speaker B: Yeah. Integrity. The test. Integrity. That's what I'm saying. So, yeah, so that's what. Have you ever heard of them doing it during COVID m? Because remember, testing centers were closed, so they were allowing people to take remotely. But if I remember correctly, you had to have your camera on your computer on you the whole time. Um, and people could like pop in and just check in. And then there's like other, like you had to do like a pre. Like before they assessed the thing, you had to like take your camera and show them around the room and make sure that there was no one else present. In the room or. Yeah, it was like they took a lot of interesting precautions

Speaker A: being in school. Now I have to take the exams using what they call lockdown browser. So it's a, it's its own browser and you can't have anything else going on your computer at the same time. And you have to do that. You have to take the webcam and you have to do a surrounding. You have to uh, take it and look at my desk and uh, everything like that. And one thing, uh, one of the professors I had last semester, who I despised that class very much, uh, he, he would take points off if you were mouthing. If you're reading and mouthing the words you weren't allowed to. And I do that all the time. I'm sitting there reading, you know, uh, the question. I'll mouth the, the word even though I'm not saying it out loud. So a lot of times I'd be sitting there with my hand over my mouth as I'm reading, uh, the question and things, knowing that uh, I'm going to get a deduction for mouthing the words or anything.

Speaker B: That's crazy.

Speaker A: But the last test, I'm in summary classes now. I took a test last week. I have to tell you about that offline, but I took a test and uh, this is the first time. It's not only recording me with the webcam, it's recording my screen, um, as well. Because now lockdown browser has the ability. It's a finance class and they use a lot of Excel. If I have to open an Excel document, they wanted to make sure it was a blank I could open. Excel could actually access my drives and things if I wanted, apparently. Uh, but uh, want to make sure you weren't using a pre populated formula sheet or something like that. I don't care that much. I mean, I care about my grades. Uh, no, yeah, I do care, but not good. Care enough to cheat. No, especially in finance. There's a function in Excel for everything finance related irr. Mpt. But yeah, I cannot wait for my PGO next week. It's going to be a good time, uh, going to theme parks, roller coasters for a few days. That'll be a lot of fun.

Speaker B: So fun.

Speaker A: All right, so the main story I have from today is it comes to us from uh, LinkedIn and I will start by asking you your opinions on these things.

Speaker B: Okay.

Speaker A: And then I will do the, the Paul Harvey the rest of the story type thing.

Speaker B: Okay. Okay.

Speaker A: So, okay. Would you agree with. There's uh, six statements here that HR needs better people in it. Uh, just big picture.

Speaker B: No, I think we have a lot of good professionals.

Speaker A: Okay. HR needs more accountability.

Speaker B: No, I think we're accountable enough.

Speaker A: HR meets clear expectations.

Speaker B: Yes.

Speaker A: Okay. HR needs adults.

Speaker B: No, um. No. I don't know. I'm so. I'm thinking of people I know. So I know. It's big picture. Big picture. Sorry, sorry, sorry.

Speaker A: Don't crawl. It needs leaders with courage.

Speaker B: I'm going to say yes.

Speaker A: Okay. And it needs employees who can handle truth, feedback, responsibility, and consequences.

Speaker B: I'm going to say. Yeah, I'm going to say all. Okay, see, this is why I'm having trouble with these. Because I believe that every profession needs all of these things.

Speaker A: So. Okay. That's exactly sort of where I was heading with this.

Speaker B: Oh, did I ruin it for you? I'm so sorry.

Speaker A: No, no, you're perfect. No, you're. You're absolutely perfect. But. So this is, uh, LinkedIn article. It's another one of those hate HR articles. Okay, here, I'm, um. Uh, this is what the author. Who. His name is Dominic A. He does not want to give his full name as he puts out all sorts of just trash on the Internet. And I didn't report that. He put it. It just says, I copied and paste discussed. And it says two weeks ago. So, uh, here's what Dominic said. For 25 years, I've said the same thing. HR is not your friend. HR is not the employee's advocate. HR is not a neutral referee. HR is usually there to protect the company, manage liability, control internal narratives, and create enough paperwork to make everyone think something productive happened. Your same old tripe that every HR here says again and again. And now we have CEOs saying that. The, uh, saying the quiet part out loud. Bolt CEO, who we spoke about a couple of weeks ago, reportedly said he let the entire HR team go because they were creating problems that didn't exist. And once they were gone, those problems disappear. That would make every business owner, founder, executive and employee stop and say, because how many companies are buried under internal drama from the manufacturer departments designed to manage people instead of actually letting people work? How many good employees have been dragged through nonsense investigations, vague policies, fake culture initiatives, DEI theater, internal politics, performance playing games, and corporate babysitting that has nothing to do with productivity. How many leaders are scared to lead because HR turned common sense into a liability checklist? Let's be honest. Most businesses do need recruiting. They need payroll compliance, they need benefits administration. They need basic employment law structure. What do you want to do, uh, what do you want? Whatever. I think he's screwed up. What do you want to do? I think he's got the question mark in all the place. Uh, do, uh. They keep reading this. They need documentation when real misconduct happens, but they do not need an internal priesthood of corporate hall monitors creating imaginary problems, protecting the weak performers, punishing direct communications, and turning the workplace into a controlled language lab where everyone is afraid to say what they actually need. Great companies. A great company does not leave more people, processes. It needs. And I'm going that same list of six things that needs better people needs, uh, accountability, clear expectations, adults, needs leaders with courage. It needs employees who can handle the truth, feedback, responsibility, and consequences. The modern workplaces become obsessed with protecting the, uh, protecting feelings while destroying performance. That's backwards. You do not build a great company by making everyone comfortable. You build a great company by creating trust, clarity, standards, accountability, and a mission. Yeah, but when HR becomes the machine that creates fear, confusion, politics, entitlement, fake problems, then HR becomes the problem. I've said it for years. The best HR department is a small, cracked, practical, legally competent recruiting focus. Almost invisible. Uh, and almost invisible. The worst HR department becomes a shadow government inside the company. And once all that happens, productivity dies, culture dies, common sense dies, and the people actually doing the work start asking why they are carrying on, uh, why they are carrying everyone else. Maybe the real leadership lesson here is simple. If an entire department disappears and the company gets healthier, that department was never protecting the culture, it was infecting it. Eliminate your HR department as soon as possible.

Speaker B: Okay.

Speaker A: I love the taste.

Speaker B: Um, so I'm starting to think that the individuals who write these articles and the individuals who have the most fear or the most beef with HR are individuals who probably are the problem children with hr. I'm starting to just say, I, uh, think. Because here's the thing. Of all the people that I have worked with outside of hr, if you are a good performer and if you are like, if you're good at your job, you come to work and you work well with others, whatever, HR leaves you the fuck alone. Unless. Unless you're like a real problem. Like, I mean, I've known people who are like, HR is the worst. And I'm like, oh, tell me your perspective. And then they'll start talking. And I'm like, oh, oh, you don't realize that you're the issue. Okay, this is fun self awareness. And I'm starting to think that this is just that, that character of like, that's all I can Think of, I

Speaker A: don't doubt that there's a lot of bad HR departments out there that are absolutely the whole monitors being the language police and things like that. Because we've seen bad hr. Yeah, we've seen bad hr. But when I work, you know, my company's currently less than 200 employees. But when I work for a large company with thousands of employees, we used to tease HR only knew your name if you're either really good or you're really bad. Your, your average Joe schmo, you know, your name comes up on reports, it comes up on this and that. I couldn't tell you who you know, John Davis was at all, period. I could tell you, but when I see a name it's like, oh, why do I even have to know you?

Speaker B: Why are you here again?

Speaker A: Because you're a problem child. You know the ones who come to work, do their job, they never have to deal with this. This person's probably an underperformer, uh, and doesn't have the self actualization to realize that they are an underperformer, that they are the problem, that they are causing these problems. And HR is not responsible for culture at all. We could help it, we can enhance it. But environment comes from A the top and B each department's individual managers as you can have. The culture of your accounting department can be an awesome totally functional culture. And then the culture of your HR department be 180 degrees different but still 100% functional and good um, things. It's just culture. Don't put culture on the shoulders of HR alone. And when you have these fears of hr, it's why you've watched too much TV and sitcoms and things. Oh, I've got to go to hr. You know, Big Bang Theory. I always had to go to Regina King's office in there and Walwitz did something stupid.

Speaker B: Or Toby from the office. He's kind of inept.

Speaker A: Yeah, uh, he was an inept leader and that's what the caricature they've made HR ah into. And I don't think people actually know all that that is entailed in hr. Some of this is, you know, benefits administration. Absolutely, yes. I mean those are some of the core things. But let's get into your world L and D. He doesn't mention ld. If you are a larger organization, you, you need to have that, you need to have ld. Um, you need to have succession planning. You need to have, you know what's going to happen when, when Warren retires. What you know are we, let's plan, let's train the next generation of people.

Speaker B: Well, even, even beyond that, it's like the, some of the most engaging categories is under learning and career development and like what someone's gonna do next. And that kind of falls under us as well. So I mean, you know, you talk about how like HR is just a waste and we don't do anything and we make everything harder. Well, if we didn't have things like learning and development or career pathing or anything like that, then it's like you're going to have a whole bunch of employees who are not going to be satisfied in what they're doing.

Speaker A: And the fact is managers are the first line. The first line managers are your frontline hr, but they need to know when to punt and, you know, pull in, uh, a, uh, real HR leader. Like season one, I had the story of the guy and he's rearing his head again. He had this because he took an HR class in college. Uh, you know, it was his line and then said, okay, that's simple. Okay, that simple. But it's, you know, creating fake problems. I want to know what sort of fake problems does HR create, both from the bolt guy and this guy? What? Uh, I don't want to do problems. I see.

Speaker B: Again, I think the problem in their mind is accountability. Like, oh man. Like, uh, you're going to make me accountable for what my performance, for what? Being on time, for what this? And even then, that's not even hr. That's like the manager. But, you know, like, that's all I'm thinking about. Like, I don't know if that example was the best example, but. Well, that's what, like, no, when you have, what's the pain in the ass for you is that we're actually, um, making our leaders accountable or that we're actually putting people first. And that might create a couple like, you know, hiccups for you. Like what? What?

Speaker A: I don't know. Well, I could tell you one of the reasons people probably do not like me, uh, sometimes is they have weak frontline first line managers who aren't getting them to do this. Simple. Our annual training was due April 24, 26, whatever that Friday around that time frame is. Here it is two months later, we have like, uh, over a dozen people who have not completed it. And HR is the one that's sending the nasty, grim emails because the managers want. I actually said, when have you gotten in front of your employee, looked them in the eye and said, do this. It's not HRs. Ah, we provide the training, we provide the development. But I can't go in there and make them do it. Uh, uh, you as a manager should be able to. Hey, trade was due two months. You know, I'll be remembering this on. On the. Your annual review. M. I, uh, don't know. It's just, it's weak managers make hr, ah, have to be the bad guy sometimes. I'm thoroughly convinced, and that's no matter where I've worked. I've seen that so many times. Because weak managers will punt the HR when they don't need to or they should be. Being a manager in managing. I'm not, I'm not responsible for your employees. You are.

Speaker B: Yeah.

Speaker A: Crazy.

Speaker B: Oh, well.

Speaker A: But yeah, the more HR haters going

Speaker B: to hate, hate HR haters going to hate, hate, hate to shake it off.

Speaker A: Well, on Sunday, my son is turning 22, so we've got him. Uh, I don't know about you, I'm feeling 22. Cake. I love it. He's got a not a lot going on right now. Not a lot going on T shirt.

Speaker B: Uh, that's really funny.

Speaker A: Yeah, it's gonna be, it's gonna be a good time. Yeah. We're gonna be in the car for his birthday. We asked him, are you okay with that? He's care.

Speaker B: Nice.

Speaker A: He's like, I'm fine. Well, okay. But, um, yeah, we're. We're gonna have a good old time with parents. Nice. So what? You try and keep this right at 30 minutes for once. We've been.

Speaker B: Look at that.

Speaker A: Yeah, look at that. What's going on on your side of the world?

Speaker B: Um, nothing. I am coming out of my PTO fog. So, um, just spent the last week catching up on house projects and we did like a little overnight to a friend over in Michigan. And then, um, we just got the backyard all. We bought some new patio furniture, so we put that together. So just a fun little staycation. We went to the pool a couple days. You know.

Speaker A: Staycations. Yes. Yeah.

Speaker B: And that was it. So now I'm back and, uh, you know, back. Back at it. But luckily it's a short week because until you said something, I completely forgot that I too have Juneteenth off. So, um, happy Juneteenth to everybody.

Speaker A: Yes. I hope. Hope you get. My wife does not get it off. Uh, which doesn't. She's. She doesn't care one way or the other. Uh, but, uh, I'm liking the fact that I will hopefully be on, uh, home Friday and being Able to. Actually I have a doctor's appointment first thing in the morning. Which really sucks is it's that doctor is like almost two hours from my house and I got the 8 o' clock appointment. Uh, uh, so yeah, but do you

Speaker B: like seriously live in the middle of nowhere?

Speaker A: I absolutely live in the middle of nowhere. Uh, like a wall. A Walmart trip is 40. The closest one's about 40, 45 minutes away. Just to go.

Speaker B: No, no, no.

Speaker A: Uh, uh, yeah. And if you want to go someplace reals, we. Our town has a food line grocery store and food line's not the best to begin with and this one sucks on top of it. Uh, so if you want to go to a real grocery store, you're driving an hour plus uh, to go see they're good real groceries or nice. Something nicer. And we will be looking for Dorothy Lanez when we're up in Ohio next week.

Speaker B: That's it. Well, if you decide to go to the Dorothy Lane in Mason and swing by Kings island, give me a call.

Speaker A: I think we're just doing. We're doing the Columbus and then we're going to Cedar Point.

Speaker B: Gotcha. Gotcha.

Speaker A: That's our, our itinerary. I don't think we could get that far. I guess that'd be further west. It wouldn't.

Speaker B: Okay, south.

Speaker A: I'll do my Ohio geography.

Speaker B: Well, just, just south. Southwest. Southwest.

Speaker A: Ish.

Speaker B: Yeah, southwest.

Speaker A: Okay. Yeah, I. I don't know my geography, but it's going to be. I'm really looking forward to it. And then we'll be home and I have like Thursday, Friday, Saturday, Sunday at home. Uh, uh, also good. I. I spent way too much money on truck parts recently and now I'll get to put them all in my truck. So nice that will be. That will be my, my part of my fun. But I do want to have a staycation sometime. I just want. Uh. And the thing is next year is my wife and my 30th wedding anniversary and we're already talking about doing a big vacation for it. We're trying to figure out where. Where to go, what we want to do. Uh, uh, she. There's only one place she wants to go. She wants to go to a tropical beach somewhere. It doesn't matter where. It has to be a tropical beach somewhere with the bluest. The bluer the water, the better. Uh, so I'm. I've got my feelers out. I want. And when I go places I like going, you know, everybody goes to Cozumel and Jamaica. I want to Go someplace where, you know, cool, but people don't go as frequently. Uh, I was looking some resorts online in Colombia and uh, I was looking at some other places. Police. I want to, uh. I've heard so many great things about Belize.

Speaker B: Belize is nice. Belize was the hottest effing place I've ever been to. I will say that I was like, we went. We went on a cruise ship and we got off on the cruise ship and I just walking from the pier to the actual beach, I was like drenched in sweat, so.

Speaker A: Well, one thing I like about Belize, it's a former English colony. So they still speak English primarily there.

Speaker B: Oh, they do. Yeah.

Speaker A: My Spanish is no bueno and that's about the imperfice Spanish.

Speaker B: No lie. Um, you know, not, not sponsored or anything. But, um, uh, my. My husband's been using duolingo and he is so I'm so surprised at how conversational he has gotten in Spanish. Like we'll be. We'll be somewhere and I don't even know where we were. Um, I don't know, like someone will start talk and like he just starts talking in Spanish. I'm like, what, what? Who are you? So, yeah, like it's fantastic.

Speaker A: I've been using duolingo. I used it before I went to Puerto Rico, before I went to Costa Rica and things like that. I need more structure than dual. I'm. When I'm finished with my, my graduate school, I'm immediately starting community college. I'm going from graduate school to community college to take Spanish classes. I think I need. I need structure. I. I'm as add as they come. And duolingo is really cool and really fun, but it's for people who have more, more uh, dedication and focus than I.

Speaker B: Uh, he has focus and discipline. He hasn't missed a day of lessons since he started like nearly a year and a half ago, so.

Speaker A: Oh, nice.

Speaker B: Yeah.

Speaker A: Maybe when I real. Well, when I get to a proficient level, uh, I will, uh, maybe I'll try using that to keep up with it because I will say we spent eight days last year in Costa Rica and they all spoke beautiful English. Even in the one things we like to do besides grocery store tourists is get out of the touristy area. We went to like a normal small town, you know, half hour from where our resort was and we walked around and everything like that. We went to a grocery store. But, uh, uh, we uh, just talking to people. It took me by day six, I was starting to feel like I could get squeeze some Spanish in and the guy who was like our waiter every night at dinner because we changed, uh, uh, we weren't scheduled. It wasn't. But if we went to the steakhouse, he was at the steakhouse. We went to the Japanese restaurant, he was at the Japanese restaurant. And so, uh, by the end of the. The time I'm trying to. I'm speaking some Spanish with him, and he's, like, applauding me. He's like, good try. And he's, like, correcting me a little, and he's really encouraging and things like that. But I. I want to. For multiple. Multiple reasons. I want to become, uh, not fluent, but maybe strongly proficient in Spanish or, uh, uh, as a. As a just something personal goal.

Speaker B: That's nice. I was going to say I cannot stick, uh, with, uh, the duolingo thing because I'm the same as you. I'm like Two Squirrel syndrome. Um, but, yeah, I, uh, don't know. I think, uh, I lost my train of thought. So we can edit that out.

Speaker A: Here's. Here's a funny story. When we were in Puerto Rico, first Puerto Rico. I was expecting a lot more English speakers in Puerto Rico than there were. But now. But I also think they were also. Some of the people just didn't want to speak English to it. They might, but they didn't want. Maybe I'm in a parking garage and I'm trying to speak Spanish to the parking garage attendant. And as we're leaving, I just switched. And I took three years of German in high school, four years of German in college. Um, I used to be fluent in German. And just mid sentence, I go from horrible Spanish to beautiful German. And my kids are in the backseat laughing at me and everything. I didn't realize I'd done it. I just did not realize I'd gone. And the guy was really nice. And afterwards, you know, that's as we're leaving, and I'm like, what the hell's so funny? I'm like, well, I'm trying my hardest to speak Spanish. Yeah, but that's not Spanish, Dad. That's German. I. I just flipped the switch automatically. I don't know how I. How I managed. Anyways, I think we'll call it a day. And I hope all of y' all listeners are having some good summer vacations out there, too.

Speaker B: Yeah. Because if your company is doing summer hours, take advantage of those summer hours.

Speaker A: Yes. I worked somewhere once. I had it. I did. I miss those. Anyways, we will go ahead and land Helene. So, uh, as always, uh, I'm Warren I'm Cece, and we're here helping you survive. HR1 what the moment a time.

Speaker B: Bye.

Speaker A: Bye. My curse.