#orgstructure

In September there will a massive change in S&T - layoffs… Data Product Management teams and DPA will combine which will create layoffs… others will be affected… hold on to your butts..

https://deadline.com/2025/08/david-bittler-leaving-paramount-evp-corporate-communications-1236497867/

With some added instructions and changes to the org structure. I still feel like cr-p, though. I’m glad I’ll keep getting a paycheck, but I feel numb about hanging on to a job I don’t even like. What really hits me is how awful this is for those who lost their jobs. Let’s support each other, we’re all stuck in this nasty situation together.

Surprise there's no post on this. Discuss.

you too can also continue to remove DEI positions, initiatives and language from the website while promoting the diversity credo! And now that 70%-80% of employees use AI in this Wild West you will be able to fire even more people. not that we'll ever know about who was let go.

There was a smart dude with tons of patent under his belt but was let go and now he is equal to Trim at a healthcare company. While we have a dum--ss AN who doesn’t know sh-t and torch is given by Trim to AN to burn down the house…LOL

What are you reading from this announcement? While many saw this coming, what are the implications for IA?

With the org saying they are laying off 500 director levels and above. How many do we have at the moment. In my mind the ratio would be 10 reports to a director. 5 directors to a VP. 5 VPs to a SVP. An SVP would then have 250 subordinates. This is just my made up figures, but I’d be interested to know the real numbers.

With the CEO stepping down, it’s hard not to feel uncertain about what’s next. Whoever takes over is likely to bring major changes. And we all know that frontline employees are usually the first to feel the impact of any reorganization or cuts. The economy’s slipping, the job market isn’t great, and many of us are already stretched thin, both financially and emotionally. A little stability would go a long way in easing the pressure we’ve all been feeling. But right now, it’s hard to see where that might come from.

Hearing it will be Q3/Q4

https://www.linkedin.com/jobs/view/4284185518

Job posting for external organization design consultant with experience in large scale reorganization.

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?

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…

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.

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??

Has anyone visiting this page been impacted by the pooling process discussed a few weeks ago?

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.

Heard a couple of Sr. Managers gone today.

Ulf’s org is the flavor of the week.

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.

Any one have any clue when they are going to start announcing the new structure and who is reporting into whom?

Wanted to see if what was said in a previously thread is true. Is BET merging departments in the near future?

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.