Interesting which HR job postings didn't get any action from candidates. Everyone in the function knows there's a group of leaders no one wants to work for. When is this going to get addressed? RM wonders why there isn't trust in the function. These leaders have a long reputation of mistreating employees that work for them. Somehow they keep being selected for jobs.
No wonder people are leaving the function, can't trust half of the leaders and selections are made based on things besides experience, behaviors and actual performance. Our leadership got weaker during the Transformation selections due to the selections that were made for reasons that don't pass the bulletin board test! Wake up RM, we have a leadership problem. No one will speak up in fear that those same leaders will black list them for being honest. We have a culture based on fear and distrust of many leaders...
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There have been several HR employees who have left this year alone. (A lot of them HRDP'ers) Many of them did give honest, specific and detailed information in an exit interview. Between this feedback and CES, management has the information. Coaching takes time and if that is not working, change is slow.
I’m the troll!? You posted an ominous message behind an anonymous profile, so who’s the toll here? Also, you mentioned RM and someone mentioned MW. So no real names have been dropped but it’s the same in the town halls. Guess we will never know!
Its the culture of all leaders in HR. They are more concerned about creating loyal soldiers for their personal gain, than doing the best for Chevron. We have so much talent in HR, no need to bottom feed with favorites.
Names of who, troll? The leaders initials have been listed in this and earlier threads. R U asking for names of PDRs, favorites or what?
If your worried about fixing the issue then just say the names. You’re fine to call for support but you’re hiding. Be the internet savior and say the names. Someone has been hinting at this for years, yet they don’t have the courage to just name them. I’m sure you’ve made a lot of hotline calls and they weren’t resolved they way you thought it should have gone. So help us all out and say the bloody names already.
We are about to figure out who the HRLT cares about. With the recent departures and obvious mistakes that they have made, promotions will be plenty this round. If you get promoted, Chevron wants to keep you and values your contribution. If not, just leave. They expect you to leave. Now, they understandably can't keep everyone happy but they do not want to lose their high performing workers that keep HR functioning at a basic level. I will always remember the old Exxon motto "if you want to get something done, give it to your busiest person". Time to promote the busiest person.
A compelling case for why everyone in HR below a PSG 24/25 should seriously consider leaving CVX:
HR has had these issues for years and if RM and her LT haven’t done anything to make real changes yet then they never will. Employees should be asking themselves why they put up with it knowing that nothing will change. The pay is nice and all but is it worth it when you’re miserable and resentful and over-worked all the time? If you are a good performer and you know you are a capable HR professional, doesn’t it get old watching people constantly advance beyond you for reasons other than performance, skills and experience? So, let’s talk about the money now…The new pay determination system is set up in such a way that those high in compa ratio will get smaller increases. So now, even good performance won’t be recognized because you can get all the “exceeds” you want but it won’t matter if you’ve been in grade for longer than 3 years. How many of us had managers tell us “I tried to give your more but…”
Not gonna lie, we are highly compensated for HR people. If raking in the money at the expense of your dignity and sanity is your jam, then please carry on at CVX. However, if you want more for yourself in life (and we only get one life, people) then sounds like you have some important decisions to make. Don’t wait around for 2-5 more years hoping that the PDC will all of the sudden do the right thing. They won’t.
I second most things said on this string. After more than 7 years I have started listening to the recruiters calls coming in. I did not take calls during transformation even though I was in scope of being downsized. After seeing the results of transformation and the moves that were made, I would consider a lateral move with another company for the opportunity to grow. I hope the HRLT takes a hard look at their decisions and/or cares.
Thank you for the people that are posting on this site. It has been a hard decision to take interviews with other companies after more than 10 years with Chevron. I am not prepared to leave Chevron yet, but I have been in the same situations that have been discussed in the past few threads. I have told my team lead that I will not take a role that reports to certain leaders and to anyone under a PSG 25. I hope Chevron HR can get their act together during this next PDC, I am tired of being disappointed.
Haha HR sounds toxic.
I am glade you all were toxic to the petrotechs who make this company money.
By the way no one in hr needs to be a 24 or 25.
Sounds super toxic. Do they dr-g test hair and p-e for hr jobs?
The message is that if your amazing and you do not work for the 2 or 3 GMs in power at the time, your screwed. Your manager will keep you under her wing to make her look good and move average performers to new roles to get rid of them. The crazy thing is that they need to talk up these average performers to get another unsuspecting manager to actually take them, meanwhile your barely discussed because your stuck.
Hey HR GMs, heres a tip because we all know you read this site- we all work with these average people and are ticked when they get promoted and their workload falls on us. Your promoting the wrong people. Look at the nasty comments about "the PMO guy". Look at who is applying to what manager, not job grade and title. Unless the job is amazing, no one will apply to a manager with a bad reputation.
What jobs aren’t getting candidates and how do you know? FHP, is this you?
GCR-exactly what happened to me. Now since I have been in grade for 6 years the PDC thinks that there might be something wrong with me. Been put up for a promotion for 3 years and there is no business case, even though my boss tells me I perform at the next level.
- Looking to leave
the last comment was hundred percent correct. another injustice while we r at it:was when they downgraded or eliminated psg 24 roles in hr and the people who had those roles got promo to 25 in transformation. now 23 and below are really stuck.
Lets say your a PSG 21 and apply to a role that is career ladder 21-22. They will offer it as a lateral and say its a development opportunity that you need for future roles that may get promoted. Then your new boss tells you that we will need to "see your performance". Two years later your job will be reposted at 20-21 because they could obviously get great talent at PSG 21 and there is no need to promote for that position. Then your stuck because because of (whatever the current issue is), they need business continuity. However, there will be amazing opportunities for you at next years PDC. Just spent an extra 4+ years at the same PSG. Meanwhile, others that are not as strong got promoted and are looking for another one.
Doesn’t matter the pdr will just bully someone into taking the job regardless of if they applied to it. Will use the ol carrot of “if you take this role, then …”
Then what? You fail at the job and suddenly its your fault. Meanwhile they give their favorites the plum jobs and promos. Such bs I can’t even.
We should all be updating our resumes.
RM is only interested in making MW’s diversity quotas. She’s ‘made’ in Chevron, untouchable. HR people are a dime a dozen, easily replaced with the ‘right demographic’ from HBCs.