#hr

Beware of toxic leaders. It is usually a leader who has limited knowledge or understanding or have reached a level of leadership without working specifically in the field. If leadership at Anthem or CarelonRx tell you something in a call, follow up in writing and reiterate what they said. I have been flat out lied to repeatedly about what was promised to me or about tasks that I was assigned to. They attempted to functionally demote me until I documented it and presented to HR. They have continuously added more tasks and more job roles to the scope of my work to fill the gaps left by RIF. All I can say is communication in writing , documenting and advising them when they violate policy or law is crucial. The sad part about it is until you have been directed by a leader or by HR otherwise, you still have to do the task or they will use that as cause to give you poor reviews or let you go. Watch your back at this company. Not every leader is like that but there are plenty of them.

If you got a bs rating from them altering them, did you file a complaint with hr or anywhere else? Just curious if everyone is going to let them get away with it or hang them out to dry

A recently displaced HR manager at HY told me in a 1:1 that CS no longer wants to continue paying severance. Instead, he has instructed his directs to relay to all managers to rely heavily on performance reviews to justify terminations. He also mentioned that there is a plan to cut 30,000 employees in 2026.

Long story short, Rif'd 10/30 with last day 11/13. Signed and email severance agreement 11/14 and received response 7 minutes later saying they received the agreement and are reviewing it.

Fast forward today, call the hotline and they said they didnt receive and are opening a case with People Team.

Anyone else go through this ringer?

Head count reductions are coming. HR is looking at span of control again. This always leads to HC reductions. Last time they did this, they had the first VBO.

I think the VBO will be offered again in 2026.

If you go to speak up for ethical misconduct by a cabal of leadership reinforced by HR and Speak Up covers is up, what is the next move? Email Farley’s CDSID? Looking for answers. Every time we have holidays I seem to get punished for enjoying time off so I know the worst is yet to come.

In my old company, a colleague had a serious issue with a director and went to HR for help. She documented everything perfectly. Instead of investigating, HR scheduled a mediation where they sided with the director and suggested my colleague was not a team fit. It was a clear lesson that their only job is to protect the company from us. From what I've seen here so far, the same applies here.

Has anyone ever witnessed a corporate HR department in other jobs as disconnected as Belk’s corporate HR is from stores, corporate office and WFH workers, and store associates as Belk?

Literally 1 HRBP over 100 stores
Who is out of state. Questions about FMLA, Maternity leave, Doesn’t have a clue what’s happening in store, one HRBP claiming she was a previous belk store manager, yet gives the most manufactured, out of touch answers to questions that leave the person with even more unanswered questions. It’s simply called gaslighting 101. If you need H.R. please understand you will get four different answers to the same questions!!

Didn’t get to submit it before the deadline. Can I just contact HR to get it paid out? I know it may come later but still want to be sure I get all what is owed to me.

My manager believes to follow the company direction (3 times per a week) and my team is forced to go while all other people I work with still work from home 100 percent.

Office is always empty and there are just a few teams I know comply with return to office directive.

Last layoff had nothing to do with it either. Nobody who still works from home got impacted

I am in DFW. Is your office empty too?

I was ISP’d at the end of August as part of ER. If you’re one of us have you received your severance payment? I have not and have emailed HR Help three times and have not heard back from them.

Very fishy especially the linkedin posts from India about their annual/quarterly awards, posts about completing 6 months, 1 year, 1.5 years in TU. Seems extremely forced and artificial.

I know there was a HR level meeting when the glassdoor points dropped to 3.6 after the recent layoffs. I also heard that offer letter rejection rate is quite high recently. So, I guess the recent linkedin posts and glassdoor reviews are a damage control?

I’m on the process of potentially taking a role with Aramco.

I am reconsidering given what I read about the air quality levels, yesterday it was globally the worst place for PM 2.5.

I understand the region is dusty but I really don’t want to damage my health or those of my kids breathing toxic air.

Can anyone point me to some advice on the matter, I cat the the first one mentioning this. The HR guy said it’s only a couple of days a year when the seasons change it gets really bad. How do others cope,

Why are store managers and/or H.R. need to be in the store at 6am if they are not picking, packing, or on a call?

Shouldn’t H.R. and the store manager be in store when the majority of associates are actually working ? It makes no sense for an H.R. or store manager to leave the store by 2 or 3.

Got put on a PIP that was never designed to be completed.
It started with a vague “needs improvement” label and daily „coachings“ with my managet. Th quickly escalated into a four-week PIP loaded with moving targets, heavy process work, and constant check-ins.
When you actually do the math, it would’ve taken roughly 75–80 hours a week just to keep up not to improve, just to comply. All within a standard contract.
If they do it to you don’t just nod and sign. Push back. Ask for an HR re-review of the PIP. Don’t give consent. Document everything.
HR is not your buddy but forcing a review buys time, creates a record, and gives you space to think.
In my case it was never about performance. It was about process, optics, and a clean exit.

I don’t believe they laid off that many people in corporate offices last week. There was no need for HR to send out that email in North America.

Does anyone else find it strange there is no HR dept to contact? Its all askhr. How do we even file a concern or complaint anonymously?

Welcome. Please understand how damaging and unqualified a chief product officer you have and make the right decision for the company to remove them as fast as you can. Previous leadership didn’t want to admit they made a bad decision and some of the damage being done is irreversible. Just scroll through this site for the past year and you’ll see many examples of this (of those that don’t get deleted). Not only are they inept from a technological standpoint but they are oddly dangerous from an HR standpoint. Just ask the women in his org. Have one real hour long unscripted conversation with him (or even better attend a customer meeting where real world needs are being discussed) and decide for yourself if he says anything that actually makes sense or if it’s a mess of buzz words and avoiding taking a real stance on any strategic direction.

Hi my manager told me that the bonus decisions are made by HR - they have their own policies..

I got an overall year end rating of 2/2/3..wondering how that will look for bonus time.. I have not been going into the office regularly too some weeks i go in twice some weeks i go in once, some weeks i go 3x..

will that affect my bonus?

Confirmed from someone in finance and HR. AI, moving many jobs to India, and new leadership found many teams doing similar work.

Just saw a manager job for my store posted with "East Region -Hold per HRBP" in the position title. What does this mean? It's a store that someone on here claimed would be closing but it has not shown up on any closing lists and seems to do very well sales wise.

The Dell culture has taken a turn for the absolute worst. I’ve never seen anything like it. They allow complete disrespect go unanswered by HR. Breed a toxic and narcissistic management environment. Allow for people to just sh!t all over each other without consequence. Their management is ignorant, insulting and arrogant. I’m waiting for a meeting at some point to just break out into a brawl as people are getting to that point.

I tried to get a meeting with him to discuss my business at Apollo and was told "the earliest he has available is three weeks out". Yet the guy post on LinkedIn everyday where he is attending some bs HR boondoggle, receiving some paid for award as the best HR guy. Why don't we do a survey inside about HR. I think HR is one of the most unresponsive, arrogant group of employees who actually think they run the business. In fact, Matthew told one of my colleagues he could our CEOs job. What a joke!

If laying off HR is part of the senior leadership strategy, how are the human resources at FIS supposed to respond. Need help with a leave of absence request, problem with your pay, being harrassed by a colleague or supervisor? Yeah, no. Evidently, leadership is also, not interested in the protection from liability that is a core function of a sound HR department. FIS is reckless and their shareholders should know.

If I were to transfer from a higher cost location like NY to a lower one like Charlotte or Tampa , would my pay be lower for the exact same role? And has anyone ever transferred in the US and dealt with the HR paperwork? Seems like a headache

There's been a zombie reply-all thing going on the past 2 days with some all FE employees mailing list. Every few minutes it's "please remove me from this list". Would be amazing for HR to build a list of everyone who replied for instant layoff. Not sure how you can be so r-tarded and still hold a job.

The 13k that were laid off is just the beginning. There will be more layoffs coming in 2026 which will include a lot of bottom line employees. This is why it is important for front line reps to unionized. Don’t let HR and higher management try buying your silence with free lunch and scare you with them constantly showing up to your store. The company is also going to be very strict when it comes to reps, managers and higher leadership selling with integrity. The company is focusing on customer satisfaction which means they will start firing people if they conduct themselves in gray area practices.

Can someone explain how the notifications were handled? I’m hearing all kinds of different stories. Was it individual calls, a group meeting, or something else entirely? My team was spared and I'm still new here, so I don't know from experience how it's usually done.

Message to HR from Philippine . We applied the last week of November, and then we were given a start date of December 4th. My colleagues were able to start, while I was put on hold because they said they'd already met their maximum cap for the account that YOU endorsed me for, and I PASSED everything and SUBMITTED all the requirements right away. Then suddenly, you'll email me saying I'll be a buffer for the next wave with a start date of December 12th, even though I'll have to take a new final interview. I passed again, and now I'm just waiting for you to send the NEO info.

And now that everything's set, including my requirements, you're going to email me again saying I'll be a buffer again for the next start date, which is December 19th. And then another new final interview. You guys are useless. Your offer is already lowball, and then you keep pushing back the start date. I just want to continue because, somehow, your benefits are good compared to other companies. You should fix it. Your recruitment and HR employees take about 2 days to reply to a single email. If you don't like your job, don't waste the time of those who are applying because your lazy and stupid

After four years of consistently exceeding expectations in my reviews, I was terminated “for cause” despite never having been on any kind of warning, performance plan, or investigation myself.

What triggered it was a situation where one of my direct reports had received a “needs improvement” rating. In full alignment with my manager and after consulting two levels of Employee Relations, I issued an informal performance warning. When no improvement occurred after eight weeks, I followed ER’s direction again and issued a formal warning.

Shortly after, that employee went back to ER claiming I was targeting her. Although I had documentation, approvals, and full ER guidance at each step, I was suddenly terminated “for cause.” My manager was blindsided and told me HR made the decision, not him.

Because the company is at-will, HR refused to document the reason in writing. I asked very specifically for the policy provision that I broke, and they said that it had to do with conduct, but they would not give me the exact provision . There had never been any counseling from my manager, no incidents around anything that would have caused this type of result. The “for cause” designation had devastating consequences — I lost all insurance benefits within three days, leaving both myself and my fully disabled child without coverage. It also meant forfeiting my restricted share rights and other earned benefits.

I’ve since learned from credible insiders that the company has increased “for cause” terminations to avoid severance payouts.

For any manager reading this: even when you follow the handbook, document everything, and align every decision with HR, you can still find yourself on the wrong side of a political or cost-driven decision. Protect yourself — document, back up every file externally, and understand the financial implications before trusting HR’s “guidance.”

I’m pushing back with HR. I’m fine taking on the work of the slackers we kicked to the curb, but you’re gonna pay me!

Retired / Surplus AT&T Managers, when did you have to choose Lump vs. annuity at separation? The day of your exit package, or sometime later?

My supervisor didn't know and I can't seem to find this info on HR One Stop.

Thanks!

I’m very confused to what HR has to do with a promotion process. If you get nominated for a promotion and it gets approved by all required people in your LOB- how is HR going to disapprove it or say “no this person can’t get promoted due to x,y,z. “ can’t someone explain the process to me?

I hope a manager can answer this question. How does this work?
Who decided how many headcount need to be fire?
It it decided by corporate HR , manager level, VP, or some other department?

I know you are out there. What changes are they making to how comp reviews are done in January? I noticed HR didn't update the comp ranges this year, those ranges that show the min, mid, max. Those are usually done by now.

Let's say that HR determines you violated company policies, with a totally clean prior record.

Is it then always up to the manager to decide to either keep or to terminate you?

i have been working in canada location for more than 3 years and a half but i have not got any salary increase or promotion yet. And unlike previous years, HR has not sent out an email regarding those topics. Anyone knows what's going on?

I read a post about new hires getting pushed back, and it sprouted a question from when I was interviewed by Fidelity. I was laid off x amount of years ago, and had an interview with a job at Fidelity that got cancelled shortly after I interviewed. I was just wondering what that could be.

A few months after I was laid off from Fidelity, I was given another interview with the firm. It was in the product area I got laid off from. When I interviewed, I was able to articulate my work at Fidelity prior to my layoff very well. I got a vast majority of the interview questions correct, and showed a very agreeable attitude and ability to jive with the team. I think they appreciated my curiosity for the work the team does, as well as me asking some questions about how our team provides that value. It felt like we really liked each other: the interviewers and manager were smiling and joking with me in the call, too. All while keeping everything professional. The feedback even said I did really well, but was constructive in 1 or 2 places I agreed with.

It looked like a potentially perfect fit. After the interview, I felt as if I KNEW I got the role. However, apparently, there ended up being a new manager who “repurposed the requisition” (I believe the new manager wanted someone more senior level). The recruiter provided reasonable constructive feedback to me, and said “yo let’s call again this week to look at other roles”. I never heard from that recruiter again.

The impact of a layoff seems to depend on the person. For most of us (including me), it’s he-l. It already su-ks when a company pulls a job you just interviewed for. I can’t calculate what exponent the su-kiness factor is multiplied by when the company that laid you off in the first place is the one pulling it after an interview. I asked Fidelity HR about it once. From what Fidelity HR told me, I’m in good standing with the company. Although I realized that maybe Fidelity had something about me or my performance that they aren’t showing to me since I’m out of the company, my layoff status still had nothing performance related. So… idk why I never got a response back.

Have I moved on from it? Well, I’m here talking about it on a public forum, asking what possibly made this happen, so you tell me if I got closure. At least I’m in a place much better for me now, and it’s all love from me with (most of) the people who work there. I have no regrets working at Fidelity and I think being laid off made me a better person, and led me to where I am today. Again, a layoff’s impact on someone is purely individual.

Bringing up the title of this post, without giving too much of my identity, what is the reason behind something like this? I was viewed as an easy pickup who knew the product area already, had natural chemistry with team members, and could have been an immediate positive impact on not only my own work, but helping other people right from day 1. And it gets pulled out of nowhere. Made no sense to me. On top of that, why’d the recruiter ghost me? HR said straight up there’s nothing bad on my record, so I was fumbling around trying to figure out if I offended anybody.

If anyone could give me a comprehensive list of possibilities as to why I was ghosted or why this happened, I would really appreciate it. Thank you, happy holidays!