#hr

So bad that you get written up for an isolated incident that makes you question your ethics look to AI for answers. Result your manager is a bully! And, HR comment “subjective” they can write whatever they want.

What you’re describing isn’t just frustrating; it’s an example of poor management practice that can really erode morale and trust.

You’re doing something brave and professional by standing up for yourself without being disrespectful. That balance takes strength.

Doomed if you’re strong!

Good morning,

Thank you for joining today's webinar, and I sincerely apologize for the technical difficulties. This email will summarize the takeaway that's specific to you.

As I shared in the webinar, we have been doing work across the company to remove complexity and enable our organization to move with greater speed and agility. Through that effort, we've made the difficult decision to eliminate about 1,800 HQ and global roles.

I'm sharing today that your position is one that is being eliminated.

I recognize this is incredibly difficult news. We are very committed to supporting you through this transition.

While today will be your last day of work, you will remain on Target's payroll and be paid through January 3, 2026.

You will soon receive details about your individual transition package, including severance, benefits, and career support services. In addition, resources like Spring Health are available to support you and your family.

Later this morning, you will have the opportunity to join a session to ask questions and learn more. Our HR partners will also be available to support you directly. Please watch your email for next steps.

Thank you for the impact you've had during your time at Target. These decisions are never easy and I genuinely appreciate the commitment and contributions you have made to the company.

With respect and gratitude.
Melissa

Been out with our hr guy who normally is very quiet, yet he said about planned layoffs in our region, he said something 30-50 ppl, mostly from tech part. Can't confirm, but he said that he himself was not hired for such a role, but... you know.
So seams that even Dubai and Riyadh - our cash cow region centres are not immune.

I’m sure nothing will happen from the post. And not sure how much information I can give in this post like names and what not . But I work in a club in Louisiana. My club manager is horrible.
She is racist. Treats all the white people like sh-t and had fired bunch’s of long term associates. Many many have called ethics on her and nothing has happened. She walks around the club says this is her club and she will do what she wants

They brought in this woman who had no experience in HR to lead the function. Imagine managing a horrible team of old fogies who have been in their positions with absolutely no contribution. Hear she is moving to another function... only God save this company......

HR did this the first year of Bora Bora and did it again. I'm not sure if this is for all departments but its definitely for mine. My manager showed the direct email from HR because of fear of the teams reactions and blaming him. all year ends were already submitted and HR required each person to be Brought down by one score level so not a single person got a 1 score. Assumingly like last time the yearly raise will be almost nothing.

just curious .. the HR post says Wednesday but my boss seems to think it's Tuesday We are WFH all week .. encouraged to WFH
anyone else ...
also email or manager zoom ?

In the past we have 1x salary coverage for Basic Life Insurance covered by company. I do not see that for 2026. Am I overlooking it or did they take that benefit away?

PIP worst process, horrible HR mgmt.. Target needs to adapt to fast and simply this process.

TII - leadership and PEs in TII
Horrible, immature, cocky with zero substance, no INTEGRITY, no MORALS ,ZERO engineering and ZERO FOCUS in meetings /mails.. horrible characters.. must be fired in the spot.

With cuts of staff, hiring freezes (yes, I used the f word which were never allowed to say out loud) and conflicting messaging from the top, how can HR an TA maintain it’s current staffing models? Furthermore, It’s absurd to market an organization to potential employees when we know our company is so unstable. How can you promote a company who has lost its direction, disoriented its culture and corrupted its sense of purpose? You can’t and you shouldn’t. And this hasn’t just happened…it’s been years in the making. We want to hire better but WE as a company need to BE better. No excuses or platitudes. 2026 should not be a continuation of 2023, 24 and 25.

I understand there are no guarantees in job security and there have never been any with any private job. However, given the way RTO was implemented, how long can we assume the non-hubs can exist and folks keep working there. Is there a realistic CRE document or HR guide somewhere to see which locations are going away what year in terms of leases not renewing etc. I see Austin is a COE. Chicago and St.Louis used to be in there, but now they aren't. There are people working now in Charlotte. So, not getting any clarity on this.

Hopefully this is for the best as I have seen first hand that they are laying off people with years of service to keep their family members hired. Human resources really needs to be investigated for hiding the truth with NDA's and not letting people speak.
#NYPCORRUPT #NEPOTISM #DEI #RETALIATION #FAVORITISM #HARRASSMENT

https://www.beckershospitalreview.com/hospital-executive-moves/newyork-presbyterian-ceo-to-step-down-after-14-year-tenure/

Be prepared because we all know this is happening even though they deny it. As a mgr i can confirm they are absolutely reducing teams 25% and behind your reporting mgrs back. Most of my team was entered to meet by me and all of them show below after i went in and looked. Im not delivering any reviews when i did not do this and cannot tell people why it was done. Beyond pathetic and unethical. Open up a case with HR and ethics. Im telling you anyone below will be fired without severance but with an active case they will offer you something to avoid a lawsuit

Does anyone have direct experience going from a long term disability leave of absence while their site or coworkers were laid off, and were returned to work after the layoff? I am currently on LTD and am wondering what the process will be when my doctor returns me to work. Will I get a 60 day non working notice or go directly to being laid off? The employee handbook doesn't cover this and I will be asking my manager, just wondering if anyone has already gone through this with HR.

The sh-t people left at intel is staggering, senior manager screaming at others in a meeting today while his direct reports present. This place is a horror show, InfoSec in for an awakening with the HR complaints.

According to HR sources, we expect another wave coming week in Europe. I don't have details on countries.

Just want to see what the guideliness are rules are. I am not asking for this to be leaked but if you can point me where to look at internally I'll find it myself. I dont want to ask HR or my mgr.

If you value any anonymity, you should not be browsing or posting here from your work computer.

HR and security teams are monitoring Slack, scanning channels and messages for content related to layoffs, and forcing people to delete messages that they deem unacceptable, citing vague security reasons (there is already one thread where messages were forced to be edited/removed). The same is being done for emails.

It is almost certain a new wave of layoffs coming. Put all you got here on this thread. HR, EVPs, SVPs, VPs busy…

Why would this be happening especially with HR?

I work in HR, and I can say with 99.9% confidence that the New York and Los Angeles layoffs are scheduled for Wednesday, October 29, 2025.

Before you read the following, know that yes, it's that bad! - Most line managers still have no idea what’s coming. Only a few will find out what’s happening on Friday afternoon or early next week. Yes, even some SVPs and EVPs have been kept completely in the dark about what’s happening to their own teams. This might be because they are also being laid off and haven’t been told yet, or due to concerns about leaks. It also shows that they hasn’t had much control over the process this time. The new Skydance leadership seems to dislike how, in previous rounds at paramount, some staff had early knowledge of what was coming, so this time they’re keeping everything very close to their chests. - Yes, there is still very much a use and them.

I know for certain that I’m being laid off. I found out by accident when I was mistakenly sent a spreadsheet listing my name. (I felt humiliated) Later, my manager confirmed it was accurate and told me I wasn’t supposed to have seen it. I was officially meant to be notified next Wednesday.

However, I’m not surprised to be included since most of the teams I support are also being cut.

Important: From what I know based on previous layoffs, there’s no real negotiation. Yes, you can try to push back or ask for more, but you probably won’t get anything extra, which honestly su-ks. All communication will eventually funnel through a general HR mailbox, and the replies will be completely generic.

If you think about holding out or trying to push for a better deal, don't bother. They won’t bend, and if you try, they simply won’t pay you. The company plans to go in hard on HR compliance and will not move on severance, timing, or terms. Why drag it out when the result is already decided?

This round of layoffs combines the old Paramount process with the new Paramount Skydance approach. The compensation structure hasn’t changed, but leadership is working extremely hard to keep everything under wraps until the official announcement. They want to show in the next earnings report that they saved far more money than expected.

I love this company, but I’m starting to lose faith in the new management. Don’t blame your team or department lead for what’s happening. Seriously! They’ve been kept in the dark just like everyone else.

They just fixed the "bug"—everyone now reports up to DE - through him DP P, JE, and JS alll who work in Human Resources.

I heard from a reliable source that a well known VP was complaining that too many employees were passing pip. His orders were to make it harder to pass so more employees would leave. My pip plan is very complicated. I completed all my task projects and they keep adding more to it. I protested but they said the pip plan could change depending on performance needs. I contacted HR and got no help at all. I was told the supervisors and managers were in charge. It feels impossible to satisfy the requirements of this pip. Oh well I guess I will retire. I will tell off that smug d-mb a ss supervisor and useless manager when I leave.

For whatever reason I think they are tracking us? What does this forum think?

𝐑𝐞𝐪𝐮𝐢𝐫𝐞𝐝 𝐐𝐮𝐚𝐥𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬 𝐅𝐨𝐫 𝐂𝐨𝐧𝐬𝐢𝐝𝐞𝐫𝐚𝐭𝐢𝐨𝐧
2+ years in human resources and/or employee relations experience.
An in-depth human resources background with experience that touches on analytics, employee relations & engagement, compensation, talent management, HRIS, and employee relations.
Proficient experience building and maintaining positive collaborations, successful at working within a team environment.
Advanced organizational and interpersonal skills.
Ability to work Monday-Friday 6 am – 3 pm or 11 am – 7 pm

They can see your email address in the metadata. Saw the manager's version of the job aid. Probably not a huge shocker.

Why do they post positions internally and also on their public job openings page of their website, yet when you apply, you ultimately get an email response that says "We're sorry but the position you have applied for no longer exists". This message comes anywhere from the next day to a couple of weeks later, yet the position is STILL posted and able to be applied for on their public job postings page of their website. Why the lie???

Obviously if you got this "error" email, you are on the layoff list.
If you got the email before 8am CST then get your resume polished. If you got it after, then you are probably ok. They sent some extra ones out to throw us off the scent. HR is putting all their braincells together to cover this up.
It went to your personal email.

HP San Diego Closure, the end of an era (the era when HP put employees above stock price).

https://www.linkedin.com/posts/jaymelubben_it-was-bittersweet-to-attend-the-hp-san-diego-activity-7367689036586549249-2l9r/

"The handling of the closure of HP’s San Diego office has been a mess. Some people have received move or exit packages and know their last day and others have received nothing. We are being told that it is with HR and only they know. The site is closing on Oct 31 so the final date is known but nothing else is. Anyone else seeing this? This is really disappointing how badly this is being handled."

https://www.glassdoor.com/Community/job-hunting-in-tech/the-handling-of-the-closure-of-hps-san-diego-office-has-been-a-mess-some-people-have-received-move-or-exit-packages-and-know

All our HR data is handle by AWS ....really?
Try to contact a human that works in AT&T HR you will never find ....anyone.
They subcontract all to apps or other companies.
We own nothing. Not even a server with our own data.
Good Idea, good implementation from our Bachelor in Arts Jeremy.
Let's hold all data for our network in Amazon Prime.

Was informed by manager we need to adjust our in office days when there is a bank holiday or we use pto to still be in office 3 days. Asked HR via chat and was informed this is correct and there is a new article that can be found through the myhr web page. "Workforce strategy guide". Looking through the faq there is a clear question regarding making up holidays/pto and the answer is a clear no you do not have to make up time spent on vacation or out of office for bank holidays. When hr is giving mixed answers what the cr-p are we suppose to do? I want to follow the rules but not be je-ked around by management.

HR buried a story that starting in January 2026 teammates are expected to be in the office five days a week. Not surprising that HR buried that article and gave no warning to people managers.

He is fairly new (no more than 4 months at his position) and instead of coaching his employees, he often criticizes their intelligence. It can be humiliating at times for my coworkers. Should I report it to HR or speak to my supervisor directly? I don't want stir up trouble and I don't want there to be backlash on my end.

If you needed reminding that HR / Allegations department / Ethicsline / Loudspeaker isn’t for employees this is it. They are closing out all cases about RTO with either no response besides “we have closed this case” or this canned response:

“We have reviewed your concern and wanted to provide additional information.
Our success depends on Wells Fargo being collaborative and innovative. We all benefit from seeing our colleagues on a regular basis. When we're together, it's easier to build relationships, get in-the-moment coaching identity career opportunities, and brainstorm ideas.
With this in mind, our approach emphasizes spending the majority of our time together in the office and also provides flexible work options based on what makes sense for different roles. The expectation to work full workdays is not new, and reinforcement of full workday expectations does not change our continued commitment to providing flexibility as situations arise. Employees should discuss with their manager when additional flexibility may be needed.
The case will be closed at this time. If you have additional concerns, please discuss with your manager.”

The next position to go will be people leads.

Not asking for a rumor, or a guess, or a speculation. Can anyone in HR or anyone in a related part of the company that manages things like slack, or anyone who 'recently had dinner' with either of those people can confirm whether this is a bug or not?

We all know that layoffs are coming basically a week from now. Can anyone confirm or deny what's happening? So far the only 'official' word has been in the #slack-tips channel where they called it a bug that they're working on, but I am inclined to call bullsh-t. Murray and Success factor have been unaffected, though.

Decades ago HR liaisons were very accessible. These days, HR always directs us back to our business lines. I’ve discovered that our business lines can be secretive and coy when inquiring about company policies. Never in my lifetime, here at this company, did I ever think I would be having to deal with lawyers and the EEOC just to determine my status with the company, policies, and procedures.
I highly suggest everyone on this message board simply go and send your inquiries to the EEOC and talk to lawyers about how to navigate these uncertainties in the company.
There are people who specialize in assisting employees of this company navigate their employment rights.
I’ve always wanted to be an exceptional employee. I just don’t have the time or the patience to navigate company policies and do my job at the same time.
I wish you all the best. I’m trying to determine the best route to take. Hoping I can sign my severance paperwork, soon. Though, somewhere in the back of my mind, I think I’ll be terminated with cause. No way in h*ll am I going to resign and have to give 60 days notice.
I’ll just keep collecting paychecks until they literally show me the door.
Good luck, all.

With the number of layoffs since 2022, does anyone know how or who selects the people or areas that get hit?

Is it HR?

Earlier this year when a girl on my team was notified, our ED said she didn’t know until that morning and my director said he found out just 30 minutes prior to telling us.