#humanresources

So are we all just going to nod along, or is somebody going to ask the obvious questions like, "What's the strategy again?" and "When exactly are we planning to factor human capital into it?"

Uber is reducing its workforce within its People and Places division. This department encompasses human resources, recruitment, and workplace facilities. The company is eliminating 23% of the roles in this specific division. These changes are intended to address organizational complexity and fragmentation. Uber confirmed that artificial intelligence was not a factor in these particular job cuts.

https://finance.yahoo.com/markets/stocks/articles/uber-layoffs-hr-workplace-division-160459323.html

Is buying PTO a real thing? Can you do in middle of year if you are new ?

Just so everyone is clear, store Human Resources are not really Human Resources, they are hourly associates with a “lead” title but absolutely no experience, power, influence, ideas.

The main goal of store Human Resources is to act as an administrative assistant to most store managers. (Making schedules, setting up event food service, correcting time cards, training any new hires, and assistance with potential disciplinary/attendance issues)

HRBP’s are work from home and have little to no traditional Human Resources experience or credentials. They function as a liaison between the store managers and RVP and/or group Vice President or higher

Corporate Human Resources (above hrbp level) is never in stores, talking to employees, and seeing issues with employee scheduling, unsatisfactory working conditions, how some employees are overworked, unfair schedules, and some managers working only bankers hours.

Some complaints to HRBP’s remain unanswered, unresolved, or brushed off. Some excel line responses from HRBP’s almost have a sarcastic, insulting tone to them.

One infamous HRBP is a former store manager, works from home, and gives the most out of touch excel line or email responses to problems in stores, on the phone, she seems almost distracted and disinterested in helping with any issues an employee is having.

HRBP’s give outright incorrect information regarding FMLA, maternity leave, health insurance, and any other issues, some calls and emails to hrbp go unanswered.

Employees truly have nowhere to turn for unbiased assessments of what is happening in their stores. The store managers at some stores are complicit in wrongdoing and should not be the ones contacted to resolve issues.

But being treated like a human being instead of a soulless number throughout the process shouldn’t be optional.

For at least a decade now US Bank has been in need of actual pro-disciplinary policies. Current HR policies are enabling their retention of bad employees. Evidence and documentation no longer hold any value when attempting to discipline and or terminate bad employees. If the managing committee or higher-ups in human resources are reading this, people leaders in this corporation need better support from human resources when it comes to dealing with employees who are clearly taken advantage of company and federal policies. I understand this company wants to be lean. Let us use the tools that we have get rid of the dead weight.

As a whole, HR Advisory Services for Elavon / MPS is a wolf in sheep’s clothing. They are literally salivating to fire individuals. Spreadsheet management hacks at best. Placing any trust in this team of veiled “consultants” would be a bad move. Stay far away, the clock is ticking and they’re out for blood.

This department should be dismantled. They do nothing for anyone. They are on yellow status all day long. How much do they even get paid?

The record keeping, filing, personnel data correlation yada yada….is nowhere near technically complicated as a majority of roles. If AI can’t manage that, then you can forget it being able to handle anything more than that.

So, start there. Let HR go and let AI run with it. I mean what do they do anyway other than ignore your question and never get back with you. Why pay someone to do that when you can have AI do that as well for no pay.

So you have to layoff, great, awesome whatever….start with HR. Let that role be your AI proving ground.

(27 minute run time)

https://www.wsj.com/video/how-ibm-is-measuring-ais-real-impact-on-productivity/E30AB12D-6125-4C4C-AB92-050C534B46F2

By: Wall Street Journal |
March 26, 2026

Nickle LaMoreaux, chief human resources officer at IBM, discusses how the company is reimagining HR and the broader workforce through the lens of AI and experience-driven strategy.

Google AI question: Has Accenture taken jobs from investment firms other that IT?

Yes, Accenture has taken over significant non-IT operational and business functions from investment firms, asset managers, and capital markets entities. Through its "Managed Services" and Business Process Outsourcing (BPO) arms, Accenture often assumes responsibility for middle- and back-office operations, strategy, and talent to cut costs and modernize processes.

Examples of non-IT job functions taken over by Accenture include:

Middle & Back Office Operations: Accenture manages end-to-end trading lifecycle operations, including trade processing, reconciliation, settlement, and clearing. 👀

Asset & Wealth Management Services: They provide operational support for portfolio management, investment stewardship, and client service teams. 👀

Finance & Risk Management: Accenture runs finance, risk management, and regulatory compliance reporting, taking over these functions to manage regulation and data.

Transaction Advisory & M&A: They provide strategy consulting, post-merger integration, and operational restructuring services, effectively taking over the planning and execution roles formerly held by internal teams.

Procurement: Accenture offers procurement outsourcing, managing vendor relationships and purchasing processes for financial institutions.

Human Resources/Talent: During acquisitions, Accenture often replaces internal HR and project management (PMO) staff with their own centralized global HR group.

How they do it:

Accenture typically acquires specialized consultancies (such as Altus Consulting for investment technology or SKS Group for banking) and then uses its "shared services" model to offshore or automate roles, which frequently results in the displacement of the client’s original staff.

Many HR functions could be handled far more efficiently by AI. Tasks like managing job offers, coordinating interviews, handling relocations, and processing employee concerns need accuracy and consistency, and AI is way better at that than traditional systems. less delays, less errors.

You’re either still here because you're new and have no idea you’re now on a 747 on its way into the ground, retiring soon-and praying you can last long enough to make it out, searching constantly for another employer, or just an id--t and think all the screaming, smoke, and flames around you is just special effects for the awesome music video starring you and all your greatness! In that case-thumbs up-you truly are the best of the best!

HR will protect the company not you

I had been extremely worried about the five day return to office due to my medical conditions. My manager told me I had to go through ERIC, so a couple weeks ago I reached out to them. I was sent a form that I had to have my doctor complete. Once the completed form was received, I was contacted to have a meeting with an human resources representative. After that conversation, they schedule a meeting with your manager to discuss a modified schedule.

I must tell you that this process has been very easy so far. The reason I am posting this is because if you have a medical condition supported by your doctor and you need to limit your days in the office, it’s very much worth your time to contact ERIC and put in the request. If you’re someone that just wants to work from home because you don’t want to come in, that is not going to be a valid reason based on the form that your doctor has to complete.

I have been worried sick about this whole situation and I was really put at ease during this process. I just wanted to put this positive information out for others who are employees that may be concerned. I hope this information helps someone.

With Schwab I realize background check is needed for employment. After employment, are background checks continuous or is it only with reason or permission that background checks are run again, like new position, etc?

On July 31, 2025, I was contacted by my manager’s manager via Microsoft Teams for a brief meeting late in the day. During that conversation, I was informed of a workforce reduction and the company followed its standard separation process. Immediately after the call, I returned my company laptop to a colleague and my system access was concluded.

On August 7, 2025, a representative from Human Resources formally reached out to review the details of the separation, benefits, and transition process.

My official last working day with the company was November 19, 2025.

On December 2, 2025, I received my final paycheck, which included payment for all accrued and unused vacation time.

Finally, on February 7, 2026, the company issued my severance payment in accordance with the separation agreement.

• Amazon plans a second round of corporate job cuts next week, aiming to eliminate about 30,000 white-collar roles in total, according to sources cited by Reuters.
• Roughly 14,000 corporate jobs were already cut in October, and the upcoming round is expected to be of a similar size, potentially starting as early as Tuesday.
• The layoffs are expected to hit AWS, retail, Prime Video, and human resources (People Experience and Technology), though details could still change.
• CEO Andy Jassy said the cuts are driven mainly by company culture and excess bureaucracy, not by short-term finances or AI replacing workers.
• Earlier, Amazon had linked job reductions to AI-driven efficiencies, and Jassy has said the corporate workforce will continue shrinking as AI boosts productivity.
• The full 30,000 cuts would equal nearly 10% of Amazon’s corporate workforce, though only a small fraction of its 1.58 million total employees, most of whom work in warehouses.
• If completed, this would be Amazon’s largest layoff ever, surpassing the roughly 27,000 jobs cut in 2022, with affected employees previously kept on payroll for 90 days to seek internal or external roles.

https://www.reuters.com/business/world-at-work/amazon-plans-thousands-more-corporate-job-cuts-next-week-sources-say-2026-01-22/

Supposedly Belk corporate is considering a support team re-alignment. There have been numerous complaints through the company about support associates working extremely early shifts when they are needed at all times during store hours. One store employee claimed that Human Resources was never in the building when the bulk of associates were working because they always left by 2 or 3pm, and therefore associates were left without Human Resource assistance if needed. Instead of these early morning (6-2,7-4,7-3) shifts support associates will work a mix of mornings, nights, weekends, mid shifts, similar to sales team managers, and regular associates. This includes Human Resources, fulfillment, cash office, dock/truck, merchandising, and housekeeping. You heard it here first, more to come in the new year.

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?

“Verizon doesn’t have a problem with its products or services; it has a people problem” - a former employee who tags Dan

Home girl the service is inadequate, and many of us have had to say it was great while trying to improve it.

Let's be real

Dear exited US Foods family members, It is with deep sympathy that I add this post. I am new to posting though I read this board a couple times each week. I had a horrible weekend just thinking about those of you that we lost. I wonder if the leaders of those departments that lost coworkers also had a rough weekend and postponed some activities to think and pray for all of you. I wonder if they talked to their family members at dinner or at a family meeting about how there are people that are hurting and asking them to pray for them or even do a volunteer activity together to make sure their kids grow up with empathy and kindness for those who are hurting. It seems the many RIFs at work are making even my department feel how bad these can be. I wonder if any of the executives or even our department leaders, who are well connected looked at the openings on Indeed or Linkedin and found openings and decided to call friends they know at those companies to tell them about one of our affected former employees to give them a better chance to recover? Or will they sit around and drink and watch the baseball or football playoffs or hang out with friends and laugh at a fancy dinner. My friends and in my and other departments all took time to do the considerate things above and are calling our friends at other companies starting today to see if they can be hired. We called our former associates to see how they are doing and plan to continue. Some were doing fine but most were terrified and not in a good place. Two of them were so angry and off that they said some scary things. We considered telling our security department but thankfully we read the articles and hearing of his interactions with others in our department, we do not have the feeling that the security department Vice President will know what to do. I wondered if he would just talk about it openly to everyone in the same way he has about other things going on in the company or with his previous employer. My friends and I have talked this morning and decided to check on the ones with the irrational or hostile reactions and try to get them talking about other considerations. We know you we all affected before the holidays and ask that you reach out to those you still know who are still here if you need anything. We might be able to help as friends with finding work or giving money or something. I know of one of you that cancelled a trip a week to visit your cancer stricken mom because you can't afford to now. We have gathered some money together and will call you today to send it to you to help you with those costs. We hope readers on here will do the same for those you know who are no longer with us. Those of us in Human Resources know the severances are small and the services that are being offered are not worth the paper they are written on. We will be there for you. I close by asking those still here to help your former colleagues. I also vow to join those on this board and do what ever I can internally to force our leaders to take action. I did not realize how helpless one can feel to hear scary reactions from former associates and feel like there isn't anything that you can do because you know the person responsible for dealing with those consequences is not a man of integrity and is in over his head. He had the nerve to talk to a friend of mine in another department and tell him how bad our Field Vice President was handling WPV incidents in the past and how she opines too much now when complaints surface when they have to work together on an incident. Telling our internal field leaders to just call him directly next time is not acceptable. You are now part of our Human Resources department and ask that you behave as such. We also vow to be more helpful on your needs in our regions and to help our associates inside to let them feel the US Foods that I have grown to love in the many years I have been here. This was suppose to be a short post but it is hard to contain my feelings of what is happening in our beloved US Foods.

I recently left from the HR team. While I was only there a brief time it was the most toxic environment I have ever worked within. Politics galore starting at the top!!! Major change is needed for HR leadership!!! Get out like I did!!!

Been in Business role for a while now, honestly ford is paying more on H1Bs than a local. If you add immigration, attorney charges $$ goes to moon.not sure why we need H1Bs for these roles which can be filled with just an associate degree#H1B#ford