#hr

With year after of failure to grow they should be pipped. Unfortunately HR and the Renumeration Committee are all in the deal to look after each other. Raul is doing 3 other jobs and the other Execs are Flying around globe with no intention of any growth. How is this possible?

Does it seem like many of the recent Manager & Lead promotions went to people that have no clue what they are doing?!? People are getting “promoted”- more like PLACED- to positions they should not be in. Some of these same people could barely do their job prior or have no clue about the job of those now reporting to them. Yet on the flip side, qualified people aren’t even looked at or cannot even make it half way through any interview process because most of HR is a sh-t show. Guess that’s always been the #nikeway. Be in the nepotism club or get left behind.

In workday there is a section for notice period. Depending on your title you may have to provide notice of you quit or retire. Mine says no notice. Does anyone know for sure of that means I can retire and walk out the door the same day? Not a question I really want to ask HR.

They are waiting for employer verification info. Haven't been issued a single payment and don't see any VZ contact info in the package regarding a contact for this specific issue. I've emailed VZ HR several times without response. Anybody else running into this or have a different contact? Monday I'll start making calls. Not desperate here but it would be nice to be getting the $$$ back from the system I've paid into for decades.

I hope some one from HR or Dan’y boy can read this, what does exactly AVP role is. Its a useless and pointless position. A Sr.Dir/Dir can report directly to a VP and and AD can go back to Sr.Manager.
Sr. Manager ——- Director——-VP
Simple and leaner, all those extra layers cause delays, friction and stress!!!!

Please be aware that Wells Fargo is reviewing employment records in the background to ensure that no employees or contractors are working multiple jobs in violation of company policy.

The HR department has already initiated the background‑check process and is expected to take action soon

Did anyone that was displaced last year get info on their bonus? I was eligible but my manager did not get any bonus information and referred me to a generic HR email that referred me back to my manager.

Have there be layoffs in the HR department?

When applying for a job, the recruiter doesn't respond to emails - even after they specifically said to let them know if we didn't hear from the job interviewer after one week?

HR posting fluff on layoff.con

They're just as useless as HR. Give them valuable documentation, solid, credible witnesses that you know will back you up and after taking weeks and months they will come back with a weak 'we didn't find evidence ....'. Total sh1tshow. Won't even look you in the eye while vomitting the block of tu-d out because they know exactly what they saw as evidence. Granted that they too have a job to do and mouths to feed at home and that Legal will never allow admitting to wrongdoing because what's to stop someone from taking that admittance to court to sue?
Still....why have it in the first place? Regulatory purposes? Does no regulator go through a sample of ethics cases logged and the response/action taken to at least take a customary glance through whether the ethics department is just for show?

Rats...the lot of them. Suddenly, I am beginning to believe some of those things against Andy Sieg...the bank will do anything to protect MD's. Not that Citi is the only one doing this but Citi has to be amongst the worst offenders

Any clue where the “severance policy” went? There used to be a laid out plan of what that looks like and now it seems like there are updates to the HR policies, but none that layout the specifics.

I am incredulous that 50% of Glassdoor respondents would recommend US Bank to a friend and 30% approve of GK. These figures seem way too high. Do you think HR tracks these and comments to raise the numbers?

Belk’s corporate h.r has given 100% inaccurate information about adding my husband to insurance based on a life changing event. If you rely on medical insurance from Belk you may have to consult an attorney for accurate information. Belk’s corporate Human Resources is astonishingly uniformed, uneducated and incompetent.

For those let go, are this layoffs being done during the 1.1 meetings?

Hi, I have been feeling super nervous about some of the things I have been hearing around re-orgs within the company and am fairly certain my position will be eliminated.

For those of you who have recently been laid off by CVS for that matter, hoping you can share some wisdom..

How did the process go?
Did you get your bonus from the previous year (if you are eliminated before it is paid out)?
Were you given adequate resources to find another role internally?
Anything specific I should ask the HR person if I do get notified?

Any intel would help. I can see the writing on the wall and trying to get myself as prepared as possible. Thanks in advance!

From those JE how they notify? Via phone? Who calls? What about if you are at PTO?

Does the head of HR still do that thing where she dodges hard questions about layoffs?

Nothing has changed. Every year, at the same time, the horrid feeling of what’s to come. Here’s my 2 cents:
It’s only getting worse in tech.
Corporate doesn’t care about you.
HR doesn’t care about you.
Yes, HR is ‘secretly’ invited to the meetings - they want to make sure you show up and you may not if you know it’s a goodbye call.
Again,
Corporate doesn’t care about you.
HR doesn’t care about you.
Get out if you can and stop the stress.
I left before they had their way with me, and it was the best thing I ever did. I thought about waiting for severance, but then they would’ve really won wouldn’t they have?
Find a better way. It’s not worth it.
You are better than them. They might not care about you, but you have others who do.

V

I received notice Wednesday morning that my position was eliminated, it is now Friday night and I have not heard from HR regarding what next steps are. Anyone else in this situation?????

It’s Friday. Last business day of the month. Seems like a good day to reduce headcount. Anybody get called into a last minute Teams meeting with your very complicit PL and an HR stooge yet?

Was let go in early December, told I would get an offer the start of January but after calling HR I was told I was still an employee for Jan and would get the offer mid to late Jan but have still not received any email from them and doubt Ill be getting one tomorrow..Anyone in a similar boat get any new info? Thanks.

For my 2025 mid year review, I was given an IM. Second half of the year, my manager acknowledged things were a lot better but still gave me an IM for the EOY review because he "had to consider the year as a whole". Now he tells me because I have 2 IMs in a row I need to be on PIP according to HR. His review had the most bogus generic points just so he could embellish why he was giving me the poor rating.

I should probably be looking for another job now but does anyone have any advice? Is it pretty much over now that I'm on PIP? Should I not sign any of the PIP documents? Ive already opened a ticket with HR to have all of this documented going forward but my managers assessment just seems completely unreasonable.

Hello today in fidelity you can call and eliminate any medical benefits and such at fidelity by calling 1-855-447-7007 option one. Ask for a representitive and that you should be listed as terminated in the system. You can then opt out fully of medical,dental,eye life insurance and legal. This is if you are choosing to do that. Any other questions or of help since HR does not do a great job simply ask. You are covered on all until jan 31 expires so make your dentist and dr appts if you can before feb1.

U.S. employers face numerous state-specific HR regulation changes in 2026. ADP's SPARK blog details 48 targeted shifts, from AI bias curbs to paid leave. California updates include sick leave amendments and pay data separation. Colorado and Illinois address AI bias, while Delaware and Maine launch paid leave programs. Multistate firms must proactively audit policies and upgrade technology for compliance.

https://www.webpronews.com/2026s-state-hr-patchwork-48-compliance-shifts-employers-cant-ignore/

Project Mongoose was supposed to wipe out many jobs in 2025 and replace them with AI. And from 2026 onward, we were supposed to have at lease 1-2% in layoffs every year.

So far I have heard that there are no layoffs planned. I have also heard that lists to lay off employees are being created and they'll lay off as soon as they get a green light. I have also heard that Betriebsrat and HR and executives are taking legal action against each others regarding layoffs. I have also heard that they are empowering managers to give a bad performance rating to anyone they want gone and use this new performance management to lay off employees every year.

I also heard that many colleagues in the US were laid off but when I ask my manager, she says it is fake news and I should focus on my work.

What happened to Project Mongoose?

PS: I would prefer non-political answers. Also, please keep your racism to yourself.

Anyone else heard of this? Are they really going to go back to 1 week return to office? Heard from someone that works in HR

When HR 5 day in office required?

Why HR getting free pass to do nothing all day, every day.

I am over 50 and was recently laid off. During one of my conversations with HR, they said if I am over 50 and had been with CITI more than 5 years, my severance would had been a full year. I can’t find any information related to this. Does anyone know?

my Boss says after she approved my vacation on Oct 25 that I now cant take my vacation we had planned as a family and my job would be in jeopardy. I have documentation on are Communication and I am taking the two week vacation

I’ve received four separate inquiries from different parts of the organization asking whether I have any open positions. One came from HR—they emailed me saying the individual was identified as a top performer and asked me to review their résumé for potential fit. If I decline an interview, I have to provide a reason, and HR has pushed back on my explanations in the past.
Another inquiry came from a department I’ve partnered with on projects, another from a direct report advocating for a former colleague, and the last came from a Director who was saying goodbye. In her farewell message, she asked us to keep her and her team in mind and included a brief summary of the three employees who were impacted.
I’m on the UnitedHealthcare side, and I want to say this to you: don’t feel embarrassed to reach out to colleagues and share your résumé. My boss and I always prioritize candidates who have been laid off—I’ve hired many people this way. Most of us understand what you’re going through, because today it’s you, but tomorrow it could be any of us.
Wishing you all strength and momentum as you move forward. You’re capable, you’re resilient, and better opportunities are ahead.

Wow, just wow! Brand and marketing reporting into HR? Must be thick asf

If I see an HR person on the call, I know I'm gone before anything has been said.

How can I get hold of a person to talk to a human HR person that can help with severance information?

Seems like it is designed to have no contact. Any help will be appreciated.

Does anyone know where to view your positions pay range ? I have asked manager and hr and will can’t get an answer

What is the best way to report? HR, Speak up line, Sr Leadership? Should I? Have fear of retaliation.

Pointing out issues or problems is a surefire way to get marked as a troublemaker. The response of those above you - in my experience but others as well - is never to address the issue, but to punish the messenger. Needless to say, HR is not your friend in this process, so you end up being sc--wed over for trying to fix things. Just don't bother.

Is it an email notice sent the day of 1/29? Is it a scheduled meeting? If so, how far in advance do your receive the meeting invite and what is the subject title? Who is on the call? HR? Your manager? How have folks been notified in the past?

Yes — that’s a strong, constructive addition. Here’s a refined version that incorporates true partnership while staying concise, professional, and safely anonymous:

⸻
The most effective HR professionals retain humility and humanity. They remain genuinely curious about people while responsibly balancing associate needs with business priorities.

They recognize that perceived respect often stems from the power of the role—not individual superiority—and they do not treat access to privileged information as status. They engage others as true partners, fostering collaboration rather than control, which makes the work more engaging and effective.

They exercise independent judgment, avoid unquestioning alignment with leadership, and actively check personal bias. This balance is what builds trust, credibility, and long-term organizational health.

Do not think for one moment your manager is taken off guard at the last minute.
I would say they and h/r know within 2-3 months ahead of us finding out.