Thread regarding AMN Healthcare Services Inc. layoffs

https://www.thelayoff.com/amn-healthcare-services

Is another round of layoffs on the horizon for this quarter? Last year it was in November. People are on edge.

@95y It's not just HR and legal. Everyone on my team feels overwhelmed and we all know they are just going to replace us once they have AI trained enough.
I would be very wary about what prompts you are giving Copilot. They can see those and it's basically hand feeding them all the ways they don't need you.

@8mc Since this all feels like it's falling on deaf ears within the HR department and Legal, thank you for speaking up as someone outside of both on the negative impacts of the poor decision making.

Hopefully other departments will feel comfortable speaking up here on what they are experiencing as a result and why this is not a sustainable model. People within HR are suffering under the unreasonable expectations, cannot provide support to team members as they used to, and are struggling mentally.

It’s so sad. They’ve not replaced 10 positions within HR Operations, laid off the rest and now left with the bare bones of people they know will work non stop to get things done. They are running them dry. And then they choose to hire more higher level management - who will not be helping with the day to day grind. But these new leaders will make it easy for the VP of HR Operations to pretend she’s doing all the work. She fakes it till she makes it, can’t believe CSuite can’t see this. Huge mistake.

@8fv
It is a shame that things are this bad. Is it worth keeping someone that is making most of the department miserable?
From what I can tell, since the VP of HR ops came in, HR has not been the same. As a manager it’s not the best experience with HR now. I used to get prompt assistance but now things are delayed. I get that their workload is crazy now with less people but it’s frustrating. I don’t like the changes. How did this all get broken so fast? It’s discouraging.

@8dc
When even the HR department, the group responsible for supporting employees and shaping workplace culture, feels the need to seek mental health support and is walking on eggshells, it signals a deep dysfunction in leadership and organizational culture. It reflects a psychologically unsafe environment where fear overrides trust, and where those tasked with advocating for employee well-being are themselves unsupported, silenced, or burned out. This points to a top-down issue where values like respect, accountability, and care may exist in name only, leaving not just HR, but the entire workforce vulnerable to long-term harm.
HR should be a sanctuary of support, strategy, and solutions, not a department that needs therapy to survive its own workplace.

The VP of Hr ops has been and still is unfit for the role. It has been a year since they have been in that role and while they can do projects and word vomit around topics, I can never get a straight answer right away. It’s always, ‘let me circle back with you.’ Basic HR things. They have no idea on HR laws or principles. How do you run HR operations if you do not have the HR background? AMN needs to do something fast. People are literally walking on eggshells around that person. People do not trust that person. You have people in HR seeking mental help to cope with all the stress of working in the state of affairs. People are seeking mental help! That’s is as bad as it gets. That’s a fact!

You sure have a bee in your bonnet.

@7xy no one cares about AI bot. And your comment is exactly why people have to speak up in forums like this. Saying that just proves their point of a toxic work culture. That’s not something to flex. They are not safe at AMN.

There is an AI bot on your server watching every move and metric while you sit home complaining about HR. Better go back to the office.

VP of HR Operations is already asking her direct reports to fish for answers and report back to her. And also having them do the dirty work - aka the minions, so she can try to come off as the nice one. We all know she’s pushing the minions - it’s obvious!

Also - it makes zero sense to hire an HR leader in Georgia. Two high HR leaders together with no others physically in the office with them? Makes zero sense.

And I’m not sure about eliminating people only because they are remote. So many amazing HR people during this “reduction” were physically in the Dallas and San Diego office. Even leaders. And then you go and hire another leader in Georgia? Um OK. You just want to pick and choose people and the Head of HR sadly trusts (or trusted) you.

I highly suggest someone who knows this new leader reach out to them before they actually starts to tell them exactly what they are in for.

@7rd Yeah, this would make even a shred of sense what with all the push for in office presence if this person were brought in with purpose and intent for the Dallas office or even San Diego.

Hiring someone for Georgia where almost no one in HR sits besides you guessed it, the VP of Ops, is completely irrational. It reeks of forking over even more control to someone already unsuitable for their role and them having a direct contact to ask all the HR questions they clearly still don't know without anyone being the wiser.

@7qg that person was fully remote and the “replacement” is local to the office and closer to you know who as another minion.
Remote folks need to read the writing on the wall. They need local people. 4 day in office is likely.

The company recently laid off the Director of HR Operations, who had been with the organization for many years and was well-qualified, arguably more so than the individual currently in the VP of HR Ops role. Despite this, she was never even given the opportunity to interview for this senior position. Instead, the company created a new role, Senior Director of HR Ops, after the fact, which appears to have been part of a premeditated plan. It’s clear this was orchestrated because the VP of HR Ops did not personally favor her.

This feels like a deeply unfair and politically motivated move. The new Senior Director will be based in the Atlanta office and seems to be yet another loyalist brought in to align with the VP.

What’s even more concerning is that the VP of HR Ops, who has been in the role for about a year, seems to lack fundamental HR knowledge. She frequently has to consult others or do research before responding to even basic HR-related questions. Her expertise appears to lie more in data analytics and operations than in actual HR leadership.

It’s extremely sad to see the state of HR now. Survivor’s guilt is a true feeling, coupled with “are we next?” We need more reassurance there’s no more cutting of employees happening. Everyone is so concerned that they are next. HR is crumbling, especially with leaders like the VP of Operations who has no clue how to perform any of the roles that report to her. She cannot answer any questions on her own, she is always asking her minions for answers. The VP of Operations is oblivious to all the work her team puts in and deals with, all she cares about is how the numbers are looking. It’s just wild to me that this is allowed.

@7dx utilize the EAP and document so that if things become more unbearable and you are forced to quit, you’ll have evidence to support a constructive discharge claim.

Data analytics may be a top priority for the VP of HR Ops, but those of us with a true HR background know that metrics alone can’t capture the full complexity of people. It’s draining to constantly hear data pushed as the solution when it often doesn’t apply to the realities we’re facing and frankly, we don’t have the bandwidth. The workload is overwhelming, and after everything that’s happened in HR, many of us are struggling mentally. It’s hard to reconcile how coldly some people were treated, and the survivor’s guilt is heavy. We’re barely holding it together, constantly walking on eggshells, yet expected to show up with smiles like nothing’s wrong.

@70n It's not only HR but the legal team as well. They've been contacted about a very specific protected class and despite the federal law and required criteria, they still refuse to provide disclosures. What are they hiding when they refuse to follow the requirements of a protected class when layoffs occur??!! Do your research people and utilize government systems in place when your rights are violated.

@70n prob re-posting the job at a lower price.

@72a
Perfectly said. This is 100% true too.

@6z8 Not sure that anything is being waited for really. It seems like the objective is to ignore until enough time passes and people "stop complaining". It's obviously not in alignment with the commitment made to a listening strategy because concerns and frustrations with the VP of HR Ops in particular have been expressed many times and long before last month's events. Yet this year, the new CEO of HR never met individually with HR team members despite stating they would. Had they, they would likely have heard how dissatisfied and unhappy so many have been.

Instead, the VP of HR Ops was allowed, and continues to be allowed, to run amuck retaliating against anyone who clearly observed their incompetence and inexperience within HR. Those of us that remain are still being subjected to working with someone who is incapable of collaborating, makes no effort to learn anything to actually do with HR, and worse, is unwilling to reflect on their shortcomings and behavior.

Regardless of what happens, or doesn't happen now, if this person remains employed at AMN despite how many have sounded the alarm, then there is no coming back from this. Their biases, vindictiveness, lack of integrity, and untrustworthiness have made that impossible.

At the end of the day, it's HR that leads by example and sets the tone for the entire organization. Unfortunately, executive HR leadership has utterly failed this company and seriously harmed it's reputation. The credibility, culture, and trust so many worked so hard to build through years of dedication have been betrayed and destroyed in seven short months. This is a very dark chapter for AMN to say the least.

It’s deeply concerning how these unethical practices continue unchecked. The HR Generalist roles were reclassified to reflect responsibilities more aligned with Employee Relations Advisors, roles they had essentially been performing all along.
At the same time, remaining Generalists were transitioned into these revamped roles, and the company is actively hiring for additional positions, just weeks after laying off two individuals. A similar situation occurred with the Director of HR Operations role: it was eliminated, only for someone new to be brought in to assume the same responsibilities.
This is also a practice in many other areas in the organization. They may have found a loophole but it speaks to clear unethical immoral practices
This raises serious questions. Qualified individuals were let go only to be replaced by others brought in to perform the same functions. Was this due to discrimination, based on religion, age (40+), gender, race, or because these individuals didn’t align with T and E’s culture or refused to conform to E’s agenda?

Multiple concerns have been raised through Speak Ups, yet Legal appears to have taken no meaningful action. At best, this shows a breakdown in internal accountability. At worst, it suggests a willful disregard for fair employment practices and potential violations of workplace discrimination laws.

Exactly. They desecrated the HR department literally last month, and they expect us to just forgive and forget this quickly? No way. People may be able to move on, but they will never ever forget, forgive or respect the leaders that did this (such as the VP of HR Ops). There is no moving forward from this type of unethical behavior. And again, no one seems to be doing anything about it anyways. Not sure what they are waiting for to actually pay attention - maybe grand exodus from HR at the same time would do the trick.

It’s mind boggling that HR leadership are operating so unethically. If you don’t agree or bow down, you’re on the chopping block. They expect you to continue on like they didn’t just dismantle the department and treated HR colleagues like disposable garbage. How they have treated those that they kicked out or forced out is exactly who they are. It is a direct reflection of the company’s culture right now.
It is beyond shocking that this company has fallen like this. People are not motivated. There is an evident lack of trust and confidence in leadership. All smiling faces to get by.

I am so confused. I keep seeing postings on Li about hiring recruiters, but the information is conflicting. One post I see is a 4 day a week in office requirement but then I see another for Boca saying remote & it doesn’t matter where you are. What is going on?

That is the problem. All are terrified. Because apparently no one (csuite, legal, board) will stop the madness they have ensued this year. Maybe they are all worried about being canned as well by Cary if they say anything. Or maybe they do not care about the destruction happening.

@6ez they won’t address it. It’s pretty standard corporate behavior that they ignore the not so pleasant & just continue with the toxic positivity. Everything is fine & if you say otherwise, you could be a target.

It has been over a month and still the Head of HR or Emily the VP of HR has not explained why they terminated so many highly professional and qualified HR employees. They are talking about moving into the future but are simply not talking about how they crucified those within their own department, most of these individuals being high performers. They could have brought you all to the future too, you know. Remote, in office or hybrid.

@66s Not sure if that's it. I've been following up on this site daily and no one was posting any of that stuff listed in the guidelines.

Guys, let’s keep cool so the convo stays open and useful for everyone.

This forum’s a great way to talk things out, and since it’s not connected to HR, we’ve got some room to be honest and real.

That said, there are still rules, and the mods are pretty strict about them. Swearing, libel, and personal insults aren’t allowed.
Mods also don’t allow doxxing of non-public figures. You can find the full list of rules down in the footer of the page if you ever need a refresher.

TLDR: forum’s moderatad, if you avoid personal attacks and focus on leadership’s actions instead of name-calling, your posts will stay up.

Anyone else notice a small flicker of something that keeps happening on their computer every 30 minutes or so? It's a split second dialog box, but I cannot see what it says. I wonder if they are screen capturing our work? Companies have been employing that tactic recently.

Crazy that someone is more worried about her name on an anonymous message board than actually working and listening to concerns...

This site is deleting it. I bet you the site is being asked by Emily or corporate Legal to delete anything that is talking about her. How that is possible, I am not sure, considering Tomya and Cary’s posts are still here. Perhaps it’s because she believes her name is being slandered. Not cool for the site to remove posts referring her.

@61h there’s an option to see more replies at the top of the screen: I’m seeing all of the replies on the thread by clicking that option. I think it’s because there are so many

@607 I too see the number of replies dropping, but I don't think there is even an option to delete your own post, so how is that possible?

Again all the posts about you know who are being deleted. If this doesn’t tell you something then I don’t know what will. The board needs to take action and get rid of them. People are miserable at work.

BOARD OF DIRECTORS CONTACT INFO -- some of these are educated guesses from researching. If anyone has more accurate info, please share. Daphne Jones' email is confirmed as it's from her own website and best bet to get attention; she might inform the others and call a board meeting. Possibly include the investor relations email below, they may be obligated to inform the board especially for those of us who have invested in this company --

To send anonymously, use a burner site like Guerilla Mail or ProtonMail, and either use a VPN or send using public WiFi. If sending images or other attachments, strip any metadata before attaching.

Daphne E. Jones
daphne@daphneejones.com

Celia P. Huber
celia_huber@mckinsey.com or celia.huber@mckinsey.com

Jorge A. Caballero
no info found - currently retired

Teri G. Fontenot
teri.fontenot@gmail.com

R. Jeffrey Harris
GeneralInfo@brightstarwi.org or potentially jharris@brightstarwi.org

Jim Hinton
Likely jhinton@wcas.com

Sylvia Trent-Adams
General inquiries: info@ihi.org

ir@amnhealthcare.com

Her way or the highway is 100% on point. She doesn’t even try to listen to anything else.

@3mz negative - they refused to provide.