Thread regarding Truist Bank layoffs

LinkedIn description of HR person

Name withheld to protect the guilty. We really hire people like this. Hired from another bank 1 year ago, amazing!

Senior Human Capital Enablement Partner, Senior Vice President - Risk Management
Truist
Apr 2022 - Present 1 yr 1 mo
Charlotte, North Carolina, United States
Influences the organizational strategy and structure, builds a talent pipeline and creates a Purpose-driven culture - using data to guide the work. Coach, advise and influence executive leaders through management and/or business leadership coaching. Identify gaps in current talent plan, programs and tools to develop critical skill and achieve business goals. Develop and lead the implementation of the holistic talent management strategy. Assess Human Capital implications of business strategy, evaluates alternatives, and recommends best practices and solutions to align business strategies with talent strategies and achieve business results.

by Anonymous
| 19752 views | | 11 replies (last April 30, 2023) | Reply
Post ID: @OP+1mkphR8V
Comment! It's anonymous!

11 replies (most recent on top)

A.I. probably wrote it. I mean one of our 3 T’s is technology.

by Anonymous
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Post ID: @4woz+1mkphR8V

Yes, they are "strategizing". They're strategizing how to get rid of you so they can hire someone cheaper and reduce the "Compa-Ratio".

by Anonymous
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Post ID: @1hwh+1mkphR8V

It appears that HR now needs its own tree house floor in the Purple stripper building.

by Tabsixonexcelspread1.4million
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Post ID: @1kyo+1mkphR8V

I guess I can’t blame anyone for writing some BS in their LinkedIn or resume - have to sell yourself, despite the buzzword soup. But it does bring top of mind to me how little value the HR partners bring to the business. Every time I’ve gone to mine with questions I get routed somewhere else. I truly think they get paid to sit around and “strategize”, but not actually do anything to support those bringing in revenue

by Anonymous
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Post ID: @1eed+1mkphR8V

Au contraire! Look into modern day HR practices. HR is moving into an Operations-related role where they work with managers to understand a department's labor needs, and then they evaluate how the current workforce and market matches, and then they suggest changes to bring those areas into alignment. All while looking to reduce the hourly and total compensation rates for the business.

In other words, HR is not there for you. They are there to lower labor costs. We are all disposable to them, and nothing more than a simple row in a data table.

by A Deleted Row
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Post ID: @1wsv+1mkphR8V

Yes @1une+1mkphR8V and that’s the problem. Total compensation of probably 250k or more and contributes nothing to the bottom line of the bank other than word salad that makes some people feel good about themselves and their higher compensated selves. Complete nonsense with no value IMHO.

by Anonymous
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Post ID: @1ctx+1mkphR8V

This is a grade 113 position, working with EL and EL-1 on talent acquisition & coaching. Would you expect anything less "buzzwordy" in their profile?

by Anonymous
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Post ID: @1une+1mkphR8V

Didn't our country fight its bloodiest war ever to make sure humans are not capital (property)?

by Anonymous
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Post ID: @dku+1mkphR8V

Human capital management, coach executives, holistic, purpose driven. All the buzzwords that makes this person a perfect fit at our little big bank!

by Anonymous
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Post ID: @tti+1mkphR8V

Building them talent pipelines is hard, dirty work! You puny keyboard warriors couldn't handle it!

by Mike Rowe
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Post ID: @tso+1mkphR8V

But that's what an HR person is supposed to do these days. What's the issue?

by Anonymous
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Post ID: @yku+1mkphR8V

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