#division

Incoming. This will be Act II of the Division dissolution. Now the legacy GTO leaders get their just due. A new product led organization is upon us. Welcome Fraser to that post and adios to the most arrogant set of IT leaders I have ever had to tolerate. You of 15-20 years of incompetence built this mess and now you try to claim the NewCo idea as yours. Make no mistake, it was and is not. Remainco begins on September 8th. Watch the fireworks begin next week. Here we go!

Several MRM employees were told that they could quit or move to Buffalo. Are more divisions at Citi offering this option?

Has anyone heard anything about all Latin America Division now being managed out of Canon Mexico under Andy Ikeda? They made him President of Mexico, Chile and Panama. And one director said that LAD has less than 1 year left.

and many people misunderstood what I meant to convey.

Yes, every corporation is run with CEO to President to VP system. And is not what I was talking about.

But what I meant by breaking up Nike into different segment is to do what GE did.
As many of you were aware, GE was struggling for 15 years because of big conglomerate model that Jack Welch put together. They basically got rid of old segmensts like electronic and appliance to another company. Got rid of finance division. And others that were too many to mention. And concetrated on Aerospace, mostly jet engines. GE Vernova which mostly makes jet turbines. And GE Healthcare.

I suggested that is path that Nike should take too.
Currently, Nike making sandals to $600.00 retro snickers under one umbrell. That is too wide offering for one company to effectively run.
Yes, sell Converse.
License out many products.
Jordan should be brought to performance basketball and performance division. A division for all Nike performance is handled.
Nike ACG and SB and other items should be group together for Nike orient towards young people. Because Nike is doing poor job of reaching out to really young people.
And another division for Nike product that are for mass public like dept store, national chain with lesser level of product but has high volume.
Another division for licensed products including NCAA.

Each division with it s own CEO who has to answer to head CEO but with independence to do whatever it takes to show the results.

Right now GE is finally kicking a-s.

If Nike continues at current path, it will be DOA. Dead on arrival.

Just the new division?

Little surprised that no one is discussing the big cluster bo-b that TIS dropped in the Wealth division last Friday.

Capital Management is performing poorly YTD. Lagging peers. Near bottom Percentile ranks. Awful. Plain Awful. Morningstar downgraded the People & Process pillar. Not a good look. But, did staff in Capital Managment still get big promotions & quarterly bonuses w/this poor results ? Time to offload this entire division to save $ b/c they aint making any. Farm this stuff out to save $10M per.

Morningstar through 5/8
Fund Name | YTD Percentile Rank | Adj. Expense Ratio

1.  MoA Clear Passage 2020 Fund — 100th percentile — 0.490%
2.  MoA Intermediate Bond Fund — 98th percentile — 0.470%
3.  MoA Retirement Income Fund — 96th percentile — 0.530%
4.  MoA Clear Passage 2055 Fund — 87th percentile — 0.380%
5.  MoA Clear Passage 2060 Fund — 87th percentile — 0.400%
6.  MoA Clear Passage 2050 Fund — 86th percentile — 0.370%
7.  MoA Clear Passage 2045 Fund — 85th percentile — 0.360%
8.  MoA Clear Passage 2065 Fund — 84th percentile — 0.490%
9.  MoA Clear Passage 2040 Fund — 83rd percentile — 0.370%
10. MoA Core Bond Fund — 82nd percentile — 0.450%
11. MoA Clear Passage 2030 Fund — 81st percentile — 0.430%
12. MoA Clear Passage 2035 Fund — 80th percentile — 0.400%
13. MoA Clear Passage 2070 Fund — 80th percentile — 0.410%
14. MoA Clear Passage 2025 Fund — 79th percentile — 0.440%
15. MoA Mid Cap Value Fund — 72nd percentile — 0.700%
16. MoA International Fund — 68th percentile — 0.480%
17. MoA Small Cap Value Fund — 67th percentile — 0.850%
18. MoA Conservative Allocation Fund — 66th percentile — 0.500%
19. MoA Catholic Values Index Fund — 54th percentile — 0.250%
20. MoA Mid Cap Growth Fund — 54th percentile — 0.630%
21. MoA Balanced Fund — 50th percentile — 0.570%
22. MoA Moderate Allocation Fund — 49th percentile — 0.380%
23. MoA Small Cap Equity Index Fund — 38th percentile — 0.250%
24. MoA Aggressive Allocation Fund — 36th percentile — 0.390%
25. MoA Mid Cap Equity Index Fund — 32nd percentile — 0.170%
26. MoA Small Cap Growth Fund — 26th percentile — 0.850%
27. MoA All America Fund — 20th percentile — 0.550%

Surest is a junk product and the division is run by imbeciles. The news I picked up on today is it's about to get hit

how r those boys doing up there? used to install wellheads 4 days a week we were busy busy

A lot of what OI does is facilitate the functioning of other divisions. I'm not in OI, but OI's work and tech has enabled a lot of the 40-90% headcount cuts to other areas (not that those reductions were always well advised).

A lot of the applied process support/automation/optimization work over the last 5-10 years has come out what remains of teams currently structured under OI, with most of the work, knowledge base and continued maintenance being US based.

Almost zero effort has been made to prepare this to be handed off to either contractor or OGA teams, and the "cleanup" from the Change Health breach resulted in a TON of project source material and documentation for currently deployed work being wiped, and zero time/resources allocated to reconstruct/replace the lost bodies of work.

Tl;dr: The people currently supporting the existing processes that Optum (actually) runs on are probably the ones that are going to get cut this round. Things will be OK, until an existing process needs to be updated, changed or expanded, at which point things will start breaking.

OP: @c3+1kp53601e

I came across this post while reading through our board. Worth bumping it up.

Which division under Baker Hughes would you say is the safest from layoffs?

Which division do you think will get hit the hardest?

The company as a whole seems to be in a downsizing strategy? Or do you see some areas with growth/increased hiring?

Please sit tight. If and when you are impacted, you will be told. Yes, certain divisions will be announced (notified) Monday. Healthspring and legacy Blue are treated the same way…within a given division. It is so easy for these threads to go off the rails.
OP: @at+1kmqxfe37

Bumping this for visibility, before we all get tied in knots trying to figure it out.

If an external Advisor or Team becomes part of FINET, does the CRG Market team receive recruiting credit for it? I have observed a significant transfer of FINET oversight to the CRG team. Will a single division be established, leading to everyone ultimately being part of FINET? If that is the case, they could eliminate numerous positions and save a substantial amount of money.

If you are impacted by today’s layoff please post here to help consolidate information. Please post your division (Optum Tech, Optum Insight, OptumRX, etc) if you feel comfortable, how many people in your team. If you want to go deeper like M&R, E&I, etc that helps.

Don’t forget, you will get through this, you will bounce back. This place is toxic and I hope we all can find some peace.

Massive layoff on the third week of January 2026

In recent meeting, we were told to expect all current and new Epic positions moving to Ireland. Apparently Epic is Ireland's national system. Never assume your job is secure. They will find a way to outsource when ever possible. I wouldn't be surprised if our entire division gets sold off soon.

Any word on Comcast's NorthEast Division layoffs? I used to work there up until I myself got laid off during one of their many restructurings several years back, but many of my co-workers from that time are still there.

As CCA (Complex Clinical Audit) is very young in its programs so let’s change up leadership by moving around Directors that have never worked in other line of business…this makes zero sense. JS the Staff VP this is her grand idea. Let’s cause more division and turnover. It’s going to take 6 months to year to train these Directors in their new positions and who’s going to have to do it…the teams the managers and staff who are currently drowning!! Don’t ever work in CCA. It’s horrible everyday and the blame rests on the managers to fix the survey results!

Your divisions are dog sh-t. Always below the line of doom. LMAO 🤣

It's like losers arguing who the bigger loser is.