Anyone else find that a bit odd? What’s going on in HR?
16 replies (most recent on top)
yoooooooooooooooo
Can tell some of you have been in Nike HR for a while. Bless your hearts (seriously, no shade). I remember MM sitting on that stage at the HR AHM with the 8 other blonde ladies on HRLT. Plus the one gentlemen on the end that was a cool guy, but not even a Senior Director. MM talking about how Nike HR has never had so much talent and we would change the world. TH is the only person from that stage that survived MM’s disastrous reign. MM fired half and the rest quit. Takes some guts to stick it out so I’m pulling for TH.
As the person who posted the Walmart Fortune 1 post, I am definitely not HRLT or even close. I’m just someone who actually has a clue and was providing data vs opinion.
2 posts indicating Fortune 500 companies do not have this structure and told people to check their facts. So I did in fact check my facts and while there other examples, the best one is that in fact the Fortune 1 company does have this structure. I did not defend or support the decision, solely provided accurate data.
But alas, when people want to anonymously complain on the internet, logic and fact don’t exist. Can’t win em all.
Nike HR is just one of those groups that loves to re-invent the wheel. Other companies (Tech companies, manufacturing) have Operations reporting directly to CHRO. Walmart is one of the few I know that has TR controlling operations. Sure, it makes sense, you have the TR COE, Ops, Delivery, and Solutioning all bundle together, however last time we had this setup, it didn't create the cohesion the LT was looking for under KL.
I'm cautious on this direction, not optimistic, not pessimistic, but hopeful the HRLT lands this right... for the first time since... gasp... since the DA era? In my opinion, try and minimize the impacts and prevent from playing favorites. Don't put your favorite BHR member managing ops, we all saw that nightmare back when TJF was running the organization. You need someone who understands it, motivates them, and helps pave a direction.
Ops is hard, you want to shave as many heads in that area because we are a costing organization without jeopardizing service, to do that, you need to be on the cutting edge of technology. Something I haven't seen Nike HR willing to pay outside of Workday.
Fascinating that previous HR posts would diss people who came from Walmart and other companies. When it suits us, we compare ourselves to the very same F500 companies. The responses defending this decision are HRLT written.
What people are not understanding is how many operational pieces of what is in People Solutions are very closely related to TR. Payroll and payroll ops… so many employee questions that come into PS portals are pay and benefit related, etc. Many companies do in fact have this structure. The Nike HR structure was actually exactly like this back in 2020/2021. As stated below, Walmart has that exact structure and are going through a digital transformation in HR right now. It just depends on what maturity level a company and HR function are at. We needed to go through Workday implementation and that was all we ate, breathed and dreamt about for a few years, so they pulled this HR Ops/Shared Services function out from under TR, retitled it People Solutions and made it a CHRO direct report until that big transformation was over. Now it is back under TR since it is no longer the main focus of the People Strategy. It is just cyclical changes and I’m sure at some point will change again.
Walmart has that structure. Fortune 1.
Oh my goodness.. name a fortune 500 that has an HR Ops function reporting to total rewards?!? Here’s what most sophisticated companies have Reporting into TR .. Compensation (executive, broad-based comp), Benefits (health, retirement, wellness), Equity/Long-Term Incentives, Global Mobility/Relocation and Recognition Programs.
TH just doesn’t want to deal with what to deal with the org.
F500 companies do not have this structure. Please check before stating inaccurate assumptions.
Some of this makes sense but considering how low morale is in HR Operations, I’m afraid they’re at the breaking point if they make any significant changes from a more direct line management standpoint. At this point, anyone that has hung around from 2019 is up to 8th or 9th new leader in 6 years. If it wasn’t for how tight the job market was in the Portland metro area, there would be significant losses and cripple any momentum we have.
HRLT historical has this “we want to know what’s under the hood” behavior and everytime they make these big swings they dive in, make a bunch of changes, then jump out to let it fester.
It does, getting any solution to any of your employment related woes from HR at Nike is technically an entitlement/perk only offered to select band levels & functions.
HR Operations and Total Rewards roll up to a single point of accountability/VP at most F500 companies. It is normal. MM sc--wed everything up when she tried to get fancy and create organizations around the unqualified people she hired and promoted. It didn't work. This is a step in the right direction. A few more bad MM hires to exit and morale will improve.
I am desperate for HR to do something that makes sense. Please make it make sense. Problem is the strategic leadership is just not there. I have low confidence that there is actually a vision.
TH does not not want to deal with PS noise so keep PS embedded out of sight out of mind. Structure makes no sense.
Absolutely fk odd. All survivals in PS suffered muti-changes in the past 2 years. Why are HRLT doing this to PS?
It’s HR. It’s not supposed to make sense.