H&R Block Human Resources
Leading members of H&R Block's Human Resources Team include Jeff Hutchins, Mary Ocker, Todd Holman, Kristi Macaluso, Kelly Ruppelius, Katie Waldo, Linda Artman, Mari Byrne, Laura Klopatek, and Alawna Lotz. H&R Block's Human Resources Team has a direct impact on the company’s overall culture which is scored a C by employees. Let’s not forget culture starts at the top. Jeffrey J. Jones II, H&R Block's CEO, has been rated 69/100 by employees.
H&R Block Key HR Leaders
How does the HR Team rate H&R Block?
The Human Resources Team rates H&R Block an A+ in comparison to departments at companies of similar size.
The Human Resources Team ranks H&R Block in the Top 5% of companies in Lawrence, KS
H&R Block HR Team Versus other Departments
As the enforcers of company culture, it’s intriguing to know what the human resources department thinks about H&R Block's culture in comparison to other departments. The human resources team ranks their overall culture 92/100 which is 26% higher than the average overall culture rating of 66/100 provided by the entire company. Other notable culture scores are 80/100 from the Product department, 78/100 from the Customer Support department, and 77/100 from the Engineering department.
The Effects of HR on H&R Block
H&R Block's human resources department has a direct impact on the work environment. Employees rate their environment a B+ and are not so happy at H&R Block. When asked what’s positive about the culture and environment at H&R Block, one user shared, “Hands off manager who trusts employees and good co-workers.”.
- Bottom 45%COverall Culture
H&R Block is in the Bottom 45% of Similar Sized companies on Comparably
- Top 20%B+Environment
H&R Block is in the Top 20% of Similar Sized companies on Comparably
- Bottom 30%C-Happiness
H&R Block is in the Bottom 30% of Similar Sized companies on Comparably
H&R Block is in the Bottom 45% of Similar Sized companies on Comparably
Recent Questions about HR at H&R Block
- How does H&R Block handle HR issues?View AllIt depends on the nature of the infraction. There is almost always a report submitted. Then an HR Rep is assigned to gather facts of the situation by interviewing related people. Documents and emails etc may also be included for review. Then a decision is made and discussed with stakeholders. That decision is then communicated outbound to affected parties.
