#hr

Anyone heard any planned changes to HR or Communications with new CHRO?

I’m going to be watching the managers like crazy today. It will be really obvious if they have an HR coaching on how to fire people.

Anyone know how long the HR meeting is?My manager doesn’t really have meetings today

What’s the latest on the HR internal investigation?

The company took an incredible turn in 2015 when they hired the most inept HR people period...

B as a lead on investigations was a sham an tons of hairbrained outcomes.

Cost of living is skyrocketing, why can’t HR see this?

I checked my managers calendar and it’s wide open tomorrow. Does that mean my whole team is safe? How long is the HR meeting so we can see if we’re possibly impacted?

Received an invite along with 4 other people to attend a meeting set up by HR in regards to VOE. Could this be a lay off?

I was discussing with a few colleagues the potential impact of moving to 100% offshore HR support, similar to the model offered by a Capstone-type company.

This would mean completely eliminating the in-house HR department, with every employee instead getting a mobile app on their phone to connect directly with dedicated HR support agents

A number of HR companies are turning toward AI that applies sentiment analysis to employee surveys.

https://www.theatlantic.com/culture/2026/05/worker-surveillance-emotion-ai/687029/?gift=xFHwB96eiHLjRHiwv84DJGI4m7kA5QUxMmyoB3T8OlU

Will any one from top leadership look at the earlier comments about managers and directors. If things are not taken care it will damage more internally, things are not improving. We don't have a HR where we can complaint and help ourselves.

There are lot things which are being spoiled in the background. Some one has to come either from India leadership or US and resolve the cause

Cognizant sued by Department of Justice.
https://x.com/InsiderWire/status/2051020690896093244

You can tell HR that you don't want to be transferred to cognizant.

How many folks around you leave early? We are doing some surveillance and any response would help. Thank you in advance!

So we are about one month in and the new and definitely worst D&S model has not been successful. Just meeting after meeting where nobody understand what the he-l is happening. HR will never admit this su-ks but go on about how this is Industry Standard; no no it’s not. It’s absolutely su-ks

As a whole, HR Advisory Services for Elavon / MPS is a wolf in sheep’s clothing. They are literally salivating to fire individuals. Spreadsheet management hacks at best. Placing any trust in this team of veiled “consultants” would be a bad move. Stay far away, the clock is ticking and they’re out for blood.

Okta is at its dirty tricks again. They’re manufacturing reasons to fire employees who aren’t near an office so they can replace them with hybrid, cheaper employees. Chicken sh*t managers and Betsy Wetsy and the rest of HR are complicit. What dumpster fire of a company!

I went through the ADA accommodation process for 100% remote work, submitted medical documentation, and received written approval. After that approval, I was verbally told by business leadership that I still need to report onsite 3 days per week.

I’m now seeking written clarification from HR/Employee Relations because I’m continuing to follow the written accommodation approval unless formally told otherwise.

Just posting so others know to document everything, keep copies of approvals, and ask for any changes in writing.

Game is gutted once more. 15 minute meeting with your leader and a script read by HR could have been done in bulk. But no. We want to drag this out.

Do you get notified a day before or does an HR meeting pop up on your calendar in the morning?

Regarding upcoming layoffs, please do not cut Service Fund workers but instead start with their “leaders.”

That is, start with laying off the Directors, Associate Directors, and Managers within Service Fund.

Not all, but the majority of them lost their effectiveness after the first six to seven years in those roles. Now, they are just faking it by fancy updates in form of verbal presentations, emails, and powerpoint slides. But beyond that, they are not really producing (i.e., adding or saving) the company any money. Not nearly to the same level as their employees.

Find out which Service Fund Directors, Associate Directors, and Managers are real genuine producers, keep them and get rid the non-producing leaders. Then consolidate so that more employees fall under a single leader, instead of the waste going on in Service Fund right now where only five or six employees report to one leader. It should instead be more like ten to fifteen employees.

Think of the savings to the company right there.

Human Resources: Do a little digging and research on just Service Fund and I don’t think it will be difficult to find out the abundant waste taking place in middle management in that department alone. Then, I would imagine when you move on to other departments, you will begin to see a trend.

What is the last date HR provide? Last working day or last day of employment (post garden leave). If someone couldn't convey that their layoff news while interview process (because of the lengthy process,also sometimes it started long ago before layoff, also was not asked initially) will the new hire get to know about the layoff (assumingit would have negative impact and would be seen as hiding)?

BD Mebane has a very bad track record of hiring friends of HR and upper management along with management that can’t make decisions and push the blame on lower employees

Got my meeting invite this morning around 7:30 for 11am. Meeting is 20 min and has a Sr Dir in my org. HR is not cc'd so assuming BCC'd

Good luck to everyone this week and hope you all get the outcomes you want - I know some are hoping to get severance.

The next employee survey (EXI) opens up on Wednesday... just before the axe swings on Thursday, apparently. Don't let the fact get in the way that leadership doesn't really care and hasn't responded to consecutive surveys pointing to the real causes of plummeting morale... Expect more of the same sh-t... "happy talk" about employee wellness. Happy "action teams" that don't really do anything... less funding, fewer resources, more process, less agency and higher expectations...

Trying to figure out if the HR chick who timed this survey is just trolling or what.

Nothing yet. Had ANYONE got an HR meeting tomorrow yet?

I've heard nothing.

A few years back gfs offered retirement package to employee of age >55 + 10 yrs service or >60 age + 5 yrs. HR head in townhall ever said she will prepare the detailed package and I heard people received the offer from HR. Is still available ?

Has anyone experienced harassment or different treatment for being g-y, or for being assumed to be g-y?

I’m not out at work, and I’m not completely sure what is going on, but several strange and concerning things have happened that make me feel like I may be getting pushed out. My performance has been consistently strong, but people have suggested I'm on the verge of being let go.

At this point, I do not feel comfortable trusting my management chain, and I think HR might have been involved as well. I’m trying to understand the safest way to protect myself and get help without making the situation worse.

For anyone who has dealt with something similar, did you document quietly and then get pushed out quietly, use an ethics/speak-up channel, or find a trusted senior leader outside your chain of command? Lawyers have told me to stay quiet until something happens on a more concrete level, but I love what I do and don't want to be quietly pushed out only to have to be given the choice between a package and legal action.

Outside of now being a toxic place to work, has anyone come across a mgr or VP that should be reported to HR?

Has anyone had experience leaving the company before completing one year of employment and being required to repay a signing bonus? If so, I’d appreciate any insight into how the process works in practice.

Specifically, I’m trying to understand:

How is the repayment communicated—do you receive a formal notice from HR or another team?
Is there a defined timeline to repay the amount?
What payment methods are typically accepted (e.g., check, payroll deduction, electronic transfer)?
Are taxes handled or adjusted as part of the repayment process?

With Intel hiring again, has anyone been rehired after CPM? Are there any HR blocks for coming back?

Accountabilty goals for HR Leadership this year
~Spot bonus program for employees
~~<Employee Recognition Programs
~Gift Cards
~Birthday/Wedding/Birth/Death-Flowers and Cards.
~~Eliminate bias in the incentive comp plans. ~~Capital Management and group sales reps should not get quarterly bonuses. Unfair. Offensive
~~More employee committee participation at Board of Director level
~More benefit enhancements
~More employee recognition in Annual Report
~More employee input in decision making
<Eliminate excessive performance evaluations waste
~At least $5K raise for every employee making under $150K per year.
~release employee survey within 1 month after employees complete it.
~mandatory WARN notices in advance of layoffs
~early retirement buyouts for all eployees over age 55.
~Eliminate monthly webinars. Replace with reruns of "The Office."

Just a heads up to any coffee badgers - MS Teams is reporting your location activity and it is being actively monitored by HR. If you are coffee badging, you will be caught and once enough data is available for a "for cause termination", you will be fired without warning/notice.

Dear Intel HR, and Lip BuTan,

My former undergrad mate went to Wharton (MBA finance), entered the industry and was mentored by the likes of Dan Niles. His view on justifiable Head Count for Intel Inc.

Design team = 20,000
Manufacturing = 40,000
Total = 60,000

Scrutinize, double scrutinize and triple scrutinize each and every engineer and upper management, especially the dead wood at HIGHER grades. Most of them are needless overheads and only serve to drag the company down. This is the ERA of AI assisted development...
Leverage AI assisted development to layoff DEADWOOD.

As an INTEL INC's investor (long term) and a significant retail investor of INTEL INC.,
I humbly request the above in the BEST interest of Intel Inc - for all INTEL employees, all investors, all partners, and the entire semiconductor industry, ...

Thanks and best wishes,
A US citizen and Intel Inc long term investor

I don’t know who at SAP needs to hear this, but please do this!

https://www.cnbc.com/2026/04/23/microsoft-plans-first-voluntary-retirement-program-for-us-employees.html

I bet 95% of people do not know and HR is happy that the employees don’t know. So if you are seeking a job and think HR will help you, then get ready for your only contact method to be…. “a ticket”.

Correct me if you have a different experience…

We (myself & other colleagues) are in a site that will be closing in the near future. 99 percent of scheduled SPTO is wait listed or declined. It used to be 5 days call out equals 1 occurrence. Was it changed to 3 consecutive days calling out now equals 1 occurence? Our leaders are scarce these days, and we can't get a straight answer from HR. Most of the time we can't even reach HR. Thank you in advance.

Not to be out done, but Human Resources has once again made the annual performance evaluation process harder than rocket science, and has added layer after layer of unwelcome, unwanted, unnecesary and extreme complications to an already ardous process for associates and managers. We are collectively FED UP with all of this BS ! It used to be a simple 1 page form. very effective. high impact. reviews took 1 hour. Now it is at least 8 hours for each associates. It is the crazyist thing many of us have every seen and this behavior from a run a way HR group has got to stop. Does the CEO and COO support this ? You support this ? Memo to the CEO: we don't want this process. need this process. eliminate this process or you will lose support from the rank and file for god's sake.

Heard rumors that HR is attempting to come up with a system to ensure everyone is spending 8 hours in the office.

Anyone else can confirm this?

Until now it seems they screen for badging in the office. This of course completely leaves out all the evening / weekend calls and booting up vpn on the laptop to resolve issues (sometimes for several hours), not to mention when you need to be in the house for the occasional service but can definitely work from home very efficiently.

This department should be dismantled. They do nothing for anyone. They are on yellow status all day long. How much do they even get paid?

Manager here — trying to sanity check something.

I haven’t been given any formal tools, dashboards, or defined thresholds for tracking RTO attendance on my team, but I’m hearing a lot of specifics (e.g., ~50% thresholds, rolling 2–3 month averages, automated notifications).

Are other managers actually seeing concrete metrics behind the scenes, or are these assumptions based on when HR flags something?

Trying to understand what’s real vs inferred.

The record keeping, filing, personnel data correlation yada yada….is nowhere near technically complicated as a majority of roles. If AI can’t manage that, then you can forget it being able to handle anything more than that.

So, start there. Let HR go and let AI run with it. I mean what do they do anyway other than ignore your question and never get back with you. Why pay someone to do that when you can have AI do that as well for no pay.

So you have to layoff, great, awesome whatever….start with HR. Let that role be your AI proving ground.

HR is questioning my 10 day bereavement that I took last month. Is this normal or should I be worried that they are looking to include me in the next round?