Hearing it will be Q3/Q4
Posts mentioning hashtag #orgstructure
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Mention #orgstructure in your post to continue the discussion!
State Farm preparing for large scale reorganization?
https://www.linkedin.com/jobs/view/4284185518
Job posting for external organization design consultant with experience in large scale reorganization.
Hess folks competing in round 2?
I see new manager roles that have two to four roles that report up to them. Is this because Hess staff are coming in and not in scope in round 2?
Where were cuts deepest?
Curious where folks are seeing cuts. HSE here, and honestly I can’t tell how deep this is. I am seeing a lot of down grading of roles tho…
Cutting 30 people won’t fix what’s broken
We have serious organizational and leadership challenges that a headcount reduction alone can’t solve. Yes, there may be redundancies in some areas, but at the same time, we’re missing key roles that are critical to moving forward. What we need is competent leadership with a clear, thoughtful vision for where we’re headed and how we’re going to get there. Letting go of 30 people, seemingly at random, without a strategic plan to address the root problems won’t take us anywhere.
New titles
What is the deal with the new titles? Seems like it’s going to combine J and K and o may have one level VP. What does that do to someone who was in line for a promotion from J to K? Will the salary bands change??
Pooling?
Has anyone visiting this page been impacted by the pooling process discussed a few weeks ago?
The Canadian Network that isn't an entertainment company!
Both ELT and now SLT appear focused on hiring primarily through Rogers Communications’ network of associates - aka, friends.
Simply reshaping the organizational structure will not drive real change that's needed. The company is not functioning as a truly international business, but rather as one directed by individuals whose decisions risk undermining its future while their personal connections receive disproportionate advancement.
‘Technology’ this week
Heard a couple of Sr. Managers gone today.
Ulf’s org is the flavor of the week.
Anyone heard ~anything~ from new management?
It's been almost two weeks and our group has heard nothing beside the Ellison town hall. We're not even sure who we all technically report to now. Wondering if it's the same in other parts of the company.
New Corporate Structure
Any one have any clue when they are going to start announcing the new structure and who is reporting into whom?
BET Department Mergers
Wanted to see if what was said in a previously thread is true. Is BET merging departments in the near future?
Inclusion and Diversity (DEI)
https://corporate.exxonmobil.com/Locations/Brazil/Inclusion-and-Diversity#Committees
Inclusion and Diversity
ExxonMobil values the diversity of ideas, perspectives, skills, knowledge and cultures. A plural and inclusive work environment enables innovation and is a key competitive advantage.
Global Diversity Framework
Through a range of programs, activities and investments, we strive to create and maintain a diverse workforce representative of the numerous geographies where we have business. Our Global Diversity Framework is the foundation for this approach, with three interrelated objectives:
Attract, develop and retain a premier workforce, from the broadest possible pool, to meet our business needs worldwide;
Actively foster a productive work environment where individual and cultural differences are respected and valued, and where all employees are encouraged to contribute fully to the achievement of superior business results;
Identify and develop leadership capabilities to excel in a variety of international and cultural environments.
Policies
ExxonMobil’s global policies diversity and inclusion promote and prohibit any kind of discrimination or harassment in any company workplace These broad policies cover all kinds of discrimination.
Committees
We support global and Brazilian employee networks to foster an environment committed to diversity and inclusion. These voluntary employee-led groups offer networking, professional development programs, community service, and mentorships to new employees.
PRIDE – People for Respect, Inclusion and Diversity of Employees
PRIDE exists to positively impact Inclusion and Diversity to leverage business at ExxonMobil by advocating LGBTQIA+ equity. Our mission is to support our employees and allies, and to encourage awareness and consciousness of diversity and inclusion issues around s-xual orientation, gender identity and gender expression in the workplace.
WIN - Women's Interest Network
WIN’s mission is to facilitate the professional evolution and personal growth of all women at ExxonMobil. We have developed a program to understand what women are looking for, both professionally and personally, and also to continue developing skills to have more career opportunities.
WINs mission is to facilitate the professional evolution and personal growth of all women at ExxonMobil. We have developed a program to understand what women are looking for, both professionally and personally, and also to continue developing skills to have more career opportunities.
BEST – Black Employee Success Team
Our mission is to serve as a support organization that provides mentoring, coaching, and networking opportunities to enhance the personal and professional development of black employees and further the business objectives of ExxonMobil.
Our mission is to serve as a support organization that provides mentoring, coaching, and networking opportunities to enhance the personal and professional development of black employees and further the business objectives of ExxonMobil.
VIP – Volunteer Involvement Program
VIP is an ExxonMobil initiative that encourages employees and their families to volunteer by donating their time and talents to institutions with civic, cultural, educational, scientific, recreational, or social welfare goals. Activities are carried out, such as reading circles, clothing and food campaigns, tree planting, among others.
COH - Culture of Health
The committee's mission is to improve the health, quality of life and productivity of employees by providing an environment and resources that actively and consistently promote healthy and safe behaviors.
GBK - General Business Knowledge
GBK seeks to create learning opportunities that increase employees' general knowledge about the industry and ExxonMobil's business, supporting the continuous development of our workforce.