#realignment

Beware of the shutdown starting May 15 in San Ramon more realignments

Are we doing title realignment again? Does anyone have more info on what is it and why it is coming our way?
I understand that they are trying to set as much people as possible. Is this exercise being performed instead of mid year reviews?

So someone mentioned there being a realignment in my area after the next employee survey. Anyone know of any lay offs in May?

This was a leadership change memo received on Friday 24th 2026 to a limited audience. For obvious reasons, names and dates have been redacted or altered before posting to this forum.

To: Selected Leadership Colleagues
From: Office of the **
Date: April 24th, 2026
Subject: Leadership Transition Notice

This memorandum serves to announce a realignment within our executive leadership team. Jnnnnnnn Mtttttt will be departing from her role as Vice President, with her formal affiliation concluding on April 30, 2026.

We acknowledge the tenure of her service and the professional milestones achieved during her time. To ensure a structured organizational transition, Jnnnnnnn has been transitioned away from her current operational mandates, effective immediately.

The organization extends its best wishes for her future endeavors. Further communication regarding the optimization of departmental reporting lines and interim coverage will be disseminated through the appropriate channels in the near term.

Naaaaaaaaa aaaaaaaaaaa

Heard a senior executive openingly admit that more Layoffs, or as he said, realignments we're coming as they review each department.

A couple of people in my department were quietly RIF'd this month. Fortunately, they both found other internal roles before their last day. I feel like I'm next, but after 30 internal apps, I'm getting nowhere, just screeners that quietly die. Looking at Workday, roles similar to mine are at a lower PM and many roles require hub proximity. Is Humana intentionally shedding people by realigning salaries?

The Regional Transportation District eliminated more than two dozen manager positions. Affected employees were notified in March, with their last day set for July 2, 2026. This action is part of a larger operations realignment effort. The goal is to reduce operating expenses and improve efficiency. A 2024 report by the Segal Group recommended these organizational changes.

Denver, Colorado

https://www.coloradopolitics.com/2026/04/15/rtd-lays-off-two-dozen-managers/

T-Mobile recently laid off dozens of employees in Denver. These cuts primarily affected business and support teams. The company has not disclosed the exact number of local workers impacted. These Denver reductions are part of a broader nationwide downsizing effort. T-Mobile describes these changes as a strategic realignment of its workforce.

Denver, Colorado

https://hoodline.com/2026/04/t-mobile-slashes-denver-jobs-keeps-exact-damage-under-wraps/

We are realigning Professional Services to ensure our structure and staffing align with current and forecasted customer demand and expectations As part of this change, up to 40 positions across Professional Services may be eliminated These actions are not a result of the pending NEC acquisition.

As part of this realignment, up to 40 Professional Services roles within the Solution Delivery, Ascendon Delivery, and MS/Delivery Enablement teams may be eliminated

Anyone had their realignment meeting yet today? If so, what dept are you and what did they say??

New leaders will come up with a aligned strategy to transform this organization. That also means coming up metrics that can be measured consistently and monitored. Next six months are critical for the company. I assume there might be further reductions due to realignment but time will tell.

Today, I just expect them to introduce department leaders and vision & mission for each department.

We all have to contribute tremendously to turn this company around. If we don’t then there is a risk that we wont have the “W” near our house.

What you can do to save yourself from layoff is to make their strategy successful.
You can work hard but working smart and being strategic is more important.

Might be the d-mbest realignment this company has ever done. What a colossal f—k up

They are already rethinking unassigned. lol

Who could have predicted that

Anyone hearing this? Districts will increase average store count. Districts will combine.

Support and merchandising job re-alignment starting soon. You heard it here first. Hours will be a mix of early morning, late night, closing, opening, and mid shifts based on business needs
H.R./asset protection positions in bronze stores and under are toast
Hometown stores will be run by key holders and leads, salary positions (except for store manager) are toast

Huge reorg in TFB just announced. Jobs lost, regions consolidated. Teams split between SMB and Micro.

More news coming shortly.

We heard this week that there is a hiring freeze on field leaders - DM and up. It seems obviously we’re about to see a big realignment and layoffs. Wondering what everyone is hearing?

Spill if you hear any juicy information.
Layoffs, reorganization, realignment.
Maybe JRC is selling us...

Doesn’t matter if your numbers are solid if you’re not in a hub, you’re a line item that’s easier to justify cutting. The company wants “collaboration” and “presence,” which really means they’re shrinking the map and forcing people back into buildings they can measure.

Hybrid might be safe for now if you’re tied to a hub, but full-WFH employees and anyone sitting outside the big three cities should be watching closely. Seen it before starts as “realignment,” ends as a “streamlined org.”

Section Manager here. I hate this place, cried twice today and I never cry, ever. I know a lot of people make different posts on here and much of it is pure cr-p. Please take this post to heart and make your own decisions. They are realigning leadership at all levels and looking for any excuse to fire people. This includes SMs, TMs, CSs, Underwriters, CA, USAs. They just changed the accountability cycle to the performance cycle. I'm being asked my CM/VP and Executive leadership weekly, that I basically need to find people to fire. They are basically saying make it up or dig until you can find something. They are hiding behind people not providing "World Class" leadership or service. It borderlines on illegal behavior. I can't stomach it anymore and trying my best to protect who I can, when I can, but any attempts put a huge target on my back. Everyone please and I mean please please watch yourself. These people are self-deluded sociopaths running this company and it is only going to get worse. I'm going to find a way out of here. I cannot live in this kind of environment, work for these type of people or be a part of it any longer. Get out. I know how hard it is especially when you have a family and obligations but go out on your turns. This purely evil place is not worth it. God bless everyone, just want you to know the deck you are playing with. This truly is an evil place, it does not stand for the right things anymore and your soul is not worth it.

This week the 2 year long project of the GeO revaMP will finally be completed with CS shifting roles and APLA being absorbed into Amercias and APAC. CS will shift to Vp of Nike Direct and SG will be taking a new role outside of NIKE TBA.

There are rumors that DMOS5 and DFAB will become "one fab" but that's leaving a lot of us scratching our heads. Does this mean they will layoff at the fab manager, branch and section manager levels? What about supervisors and really - all of the org? How would it be possible to manage 3 factories combined (DMOS5 is 2 fabs already)? Sounds like a logistics nightmare.

This will mean that APLA will be broken up and CS will shift roles to VP/GM global Nike direct as SG will depart for a new role elsewhere.

Of course we don’t know when. But who feels as if their division will get realigned sooner than later?

Division name only and a guess when it will occur to keep it anonymous

On Monday end of day I was let go. They realignment of management will happen soon if not already.
I'm not authorized per my basically golden parachute to go into major details but I will anyways but not release who I am.
All teams will be no larger than 8. Some might be smaller and other rolls that entire teams did will be offloaded to other teams removing the fat from the organization. This will be hush hush as they move forward. They will be evaluating folks currently to see who is at the top of the list and who is at the bottom of the list.

Please mark your calendars for the next Dermie PŌM event, which will take place on September 25th. Our esteemed CFO will be delivering remarks on various topics, including his increasing personal wealth and the effectiveness of the PŌM model in leveraging costs without relying on an experienced U.S. workforce. He will also address how we thrive together with strict RTO policy controls, seating assignment charts and the sudden non-performance of 25% of the BNY global workforce

Furthermore, he will convey his deep personal regret regarding the strategic realignment and why it means that your job and mine may no longer be needed. This should be an interesting and informative session, so I encourage everyone to attend and listen to what he has to say.

As a cost cutting measure both sites are now under one leadership team. The next step is to start eliminating duplicate roles.

Get ready for a wild ride