HR management at ACC here:
Despite what JB has said, high level planning is ongoing to see what additional cuts would look like in the spring.
HR support personnel have been drawing up plans for additional cuts, having them ready to execute should management need them. Losses in business units are seemingly worse than being told.
any idea why leadership didn’t take a paycut?Is it true that layoffs have been ongoing since january but the numbers are kept under wraps bc keeping heads count the same?
In either this thread or the other one someone said our CEO hates WFH and we know he hates these boards. I can’t help but wonder how long until our “perk” is taken away permanently? After no one listened the first RTO push senior leadership threw a fit and replaced all the badge swipes to track more. It’s only a matter of time until we’re punished.
In what way is this only "10%" true?
I've seen the files myself, and there is no way I'm going to be instructing my DRs to do another round of layoffs without a damn good reason.
Increased capital requirements and interest rates are a cost on the business, and the auto market is already too expensive. Making bad calls on the business is the fault of management. Maybe when JB is done screwing up and making us pay for it, he can leave the panic room that is his office and actually seek feedback from the rank and file. He probably won't and most likely sends EFSI to silence the leakers.
This is only 10 percent true.
Former IT employee impacted by this layoff here(she/her):
Thanks to the HR folx speaking out. If you are reading this and want to leak more details, be smart about it. Don't send through email, don't plug in a USB stick. The company has the ability to see if you are doing things outside the scope of your job. Take work related software off your phone.It's okay to be scared, but you can be brave and scared at the same time. The more the workers have solidarity, the more management is afraid.
To the Talent Recruitment employee regarding the nepotism comment: reminds me of being forced to hire JB’s Porsche salesman, less than 5 years later he’s been pushed up the ladder. Think he already has a director title. Congratulations on finding another position elsewhere. I hope employees learn a lot from these posts and plan their exit unless they want to be pushed out when they reach a certain age. I’m leaving as well so best of luck to you.
@1ghy+1oUiYLu2
Who says it's a Talent Acquisition guy, it's could be a Talent Acquisition Women?
They could be referring to all the coding bootcamps out there as they are a joke. Just using R2H as an example. Ive been forced to interview these people before to and the majority are not good. But still a great point he or she made about being forced to interview people when there were better candidates out there. Illegal? No. Unethical? Yes.
Talent acquisition guy, your comment about road to hire couldn’t be further from the truth. First of all you’re wrong about what they’re taught. Their curriculum is always evolving but they are mostly taught software development with a heavy focus on front end development. Same for CTAC which is another organization that brings in boot camp graduates. It’s a hit and miss, those who are good turns out to be very cheap labor and those who can’t make it get let go. Some of them are also transitioning to tech delivery and are again cheap labor. Let’s call it what it is , it’s not about diversity. I mentored one of them and he was making 55k. Let’s stop this nonsense where the world would be perfect if Ally didn’t hire from boot camps. And I know at least three instances of bootcamp graduates that wasn’t adapting quick enough and got fired. Please stop.
Talent Acquisition (Recruitment) Here:
I've been in recruitment for Ally for a few years now but I'm on my way out due to a new job offer, so I have nothing to lose reporting all this. Most of what you're reading here is accurate information and the fact our C-Suite is telling us to ignore this message board should tell you they are scared of it. 5% of 11,700 is still 585 people (and much more will come in Q1 2024). Ally has a CEO steering a sinking ship, he was a leader for Bank of America in mortgages during the Great Recession. Follow the money....
You mean a pregnant woman, not a pregnant person. In the mammalia class and H. sapiens species only females have reproductive organs to give birth.
I thing your statement shows just how nutty Ally is at its core.
Watch what you say here to make sure the thread doesn't get nuked, as the site is moderated. I found these as the big no-nos on another forum:
Thank you for all the HR people speaking out but it's no longer human resources let's call it what it is corporate resources, you're not here to protect employees you're her to protect Ally
Middle management could very well be kept in the dark on this. Interest rates are likely to be hiked at least once more in 2023 and will remain high in 2024. The cost of doing business is the rationale for this planned cut.
Maybe if quarterly and annual results are more hopeful than anticipated, it may be less but I don't see a scenario where there are no cuts whatsoever. Prepare accordingly, the only thing that matters is yourself and your family.
How much revenue does RW and the ERG groups generate? That’s right, zero
Thank you to the HR staff for speaking out. Just goes to show you how untrustworthy JB and KP are. I personally know DT and never would have thought he would be involved in this debacle but I guess money talks. Come on DT, you’re better than this. There have been recent lawsuits based on reverse discrimination. Would absolutely love to see the whole truth come out in a court of law. I do have a question for those in HR with a conscious, how do you look in the mirror or look at your children and be proud of what you’re doing and hiding? People really are soulless.
There were numerous department wide meetings today which attempted to assure us that there will be no additional layoffs, unless major negative shifts in the economy are seen. Which seemed sort of disingenuous.
Do you know if the planning for layoffs in the spring is set to be executed in the event that interest rates remain high or traverse higher? Or is that just seen as a necessary second round that will likely be kicked off regardless?
HRBP in Charlotte here as well,
I'm getting asked for the record of badge swipes, they wanted to know those who had 4 or less per week on average in the BU I'm over. I'm getting sick of this sh-t, I had to deliver the news that a pregnant person they were going to be laid off. Never in my life have I ever felt so disgusted with myself as the employee cried wondering what was next. It took everything I had to keep a straight face. I hope JB is proud of himself for what he has done. That rich white man has never worked a day in his life.
Anyone saying that road to hire people can’t be fired is lying. Many of them that weren’t producing enough or weren’t learning quickly enough were let go before layoffs.
Thanks for telling us the real story. It's sad I have to go online to truly know what's going on at Ally.
HRBP at ADC:
If people wanted to do some work, they would need to see the total amount of MSRs and % of them targeted at senior employees.
I'm just done with all of this, I cried on the way home from work after I told people they were being let go. I'm not gonna be the punching bag for JB & KP anymore. I'm so fearful of us being next....
BU specifics are pretty tight lipped, but I would imagine its general across the board cuts with some tweaks depending upon market conditions.
Your guess would be as good as mine. D&I has management level visibility, and especially so in HR (RW and KP).- The argument is that the Road To Hire folks are from "underprivileged" backgrounds and need extra effort to be coached up. The company is absolutely fearful of lawsuits and PR, potentially even from the government(MRAs and MRIAs). Any attempts to fire them could be seen as not fostering a "diverse and inclusive" environment and would not have HR backing to provide disciplinary action or termination, especially since management is rated on how "diverse" their employees are.
The more you expose this, the better. Just be careful about how you speak out, Ally has all sorts of ways of finding leakers.
What businesses are we shuttering? Seems like we’ve got too many that are bleeding.
No absolute rules, but there is always a mix between offering early "retirement" for those close to retiring, employees who are too costly & who aren't deemed essential, as well as making sure the numbers are not out of balance from a D&I perspective.
It comes down to cost cutting measures, and if there is an X% that has to be hit in reduction, its always a struggle to see what the composition looks like. Performance is sometimes a factor, but not always. Talent planning is what goes down every year to see who can be seen as a likely successor when openings become available.
I'm done with bailing our management for their incompetence. Watching my direct reports have to deliver news was gut wrenching.
You are in HR, so tell me, why is road to hire immune to disciplinary action or layoffs?
I have a completely incompetent road to hire guy on my team who refuses to work. Worst thing about it is he doesn’t care or even try, because he knows he is protected. I’ve been told under the table that they are untouchable. So sad that we’re protecting low performers and cutting the good ones. There should be an analysis done on performance before cuts are decided.
Hope they layoff HR management.
Do you have insight into how the people to cut are chosen?
In my team, average and good performers were cut while completely useless people were not. They also cut roles but are keeping open reqs for that same role…seems very uneducated.