Need Help With an HR Question? Then Maybe You Should Ask ThinkHR

If you’ve spent much time in the workplace, you know this is true: HR is the place managers and employees turn when they have workplace questions to be answered or problems to be resolved.

Yes, HR is expected to be the fount of knowledge, the one place in an organization where any workplace question can get answered. But, what happens when HR needs help with the answer, or perhaps, just a second-opinion before they respond?

Perhaps that’s where TLNT can help.

A place to quickly get an HR question answered

Starting today, we’re launching a partnership with ThinkHR, a company that “provides expert, practical Human Resources guidance and information,” as they say on their website.

They also say that: “So much information is published and produced.. and everybody hopes they find the right information at the right time to solve their needs … ThinkHR takes hope out of the process and delivers the right answers, right now.”

You’ll be seeing ThinkHR banners on a number of the posts here at TLNT, and they’ll be distinctive because they will include a box where you can type in a question about a workplace issue. Here’s what you’ll get from the service:

ThinkHR offers an innovative on-demand resource that provides access to live experts. Our experts have access to our proprietary HR Answerbase of 100,000+ questions and answers and 300+ data feeds of content. ThinkHR is the best solution to discover answers to questions, enabling business owners, managers, and HR professionals to stay current with regulatory compliance and “best practice” principles and be more informed, effective, and efficient with their time.”

In other words, ThinkHR is a place where you can quickly get an HR or talent management question answered, or simply a second opinion on a workplace issue you might be dealing with.

Answers are “thoughtful, well formed and on-target”

On straightforward questions, you’ll get an email response back with an answer, but with more complex issues, ThinkHR will have one of their experts follow up with you for more information to resolve your question (you can get more specifics about the ThinkHR service here).

If you’re like me, you sometimes have HR or talent management questions you’re struggling with pop into your mind while reading the daily posts here at TLNT. The beauty of ThinkHR is that when that happens, you can simply type your question into one of the Think HR boxes that you’ll see here at TLNT and start the process to get a quick answer.

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I asked some of the sharp HR pros who regularly contribute to TLNT to test out the ThinkHR service and give us their perspective. As one of them put it:

“The ThinkHR responses to my two questions were thoughtful, well formed and on-target … Bottom-line, I think they did a good job of responding to the two questions I posed.”

So, I urge you to give ThinkHR a try. Think of it as another resource to help you cope with the increasingly complex workplace we all face here in the second decade of the 21st century. We can all use all the help we can get.

And of course, I welcome any thoughts you may have as you try out the ThinkHR service. Feel free to let me know what you think about it.

All of here at TLNT are excited about this partnership with ThinkHR, and we believe it is a great added value for TLNT readers.

We hope you agree.

John Hollon is Editor-at-Large at ERE Media and was the founding Editor of A longtime newspaper, magazine, and business journal editor, John has deep roots in the talent management space. He's the former Editor of Workforce Management magazine and, served as Editor of RecruitingDaily, and was Vice President for Content at HR technology firm Checkster. An award-winning journalist, John has written extensively about HR, talent management, leadership, and smart business practices, including for the popular Fistful of Talent blog. Contact him at, connect with him on LinkedIn, or follow him on Twitter @johnhollon.


6 Comments on “Need Help With an HR Question? Then Maybe You Should Ask ThinkHR

  1. When my employer shows me my total compensation for the year, they include not only bonuses and the employer-paid portion of our health care, but also includes the employer-paid payroll taxes as well as a portion (by number of employees) of the cost of holiday parties. I understand the first two being added, but aren’t the second two more of a cost of having employees and the parties a completely optional item. I would like to hear other’s thoughts on those last two items being included in what employees are told are their “real” wages.

  2. I worked for a company 14 years ago that was acquired by a company I’m now seeking employment with. The acquisition took place after I left the old company. I was given both verbal and written offers but then told I was ineligible for rehire by the new company. The review process for my ineligibility status is over and the employee relations consultant wants to discuss findings with me next week. Do I have any chance of being rehired?

  3. My daughter is 42 and works for a company that just hired a management company and did a house cleaning of 1/2 the employees including her boss. She went out on medical leave shortly after the transition and is now back at work, but not in her same position. She just had breast Cancer surgery and she has a acoustic naroma on left side of brain and she also has brain tumors on the right side which are in the process of being diagnosed. She went back to work just 1 week after surgery to try to maintain her job. She may be out occasionally when she starts chemo and radiation.Each time she filed for FMLA and got it, but she feels that her company is trying to get rid of her and they have been saying there are complaints from customers about her which are just not true. They have blatenley lied and she has even caught them in the lies about her. What can she do and can she use her present REAL medical conditions to ensure her job or file something against the company for trying to get rid of her because of her medical problems? We know it is illegal to get rid of her for medical but she feels they are trying to come up with complaints about her work so they can fire her for cause. There is no cause. What can she do to fight back and keep her job?

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