#hr

Does anyone know where to view your positions pay range ? I have asked manager and hr and will can’t get an answer

What is the best way to report? HR, Speak up line, Sr Leadership? Should I? Have fear of retaliation.

Pointing out issues or problems is a surefire way to get marked as a troublemaker. The response of those above you - in my experience but others as well - is never to address the issue, but to punish the messenger. Needless to say, HR is not your friend in this process, so you end up being sc--wed over for trying to fix things. Just don't bother.

Is it an email notice sent the day of 1/29? Is it a scheduled meeting? If so, how far in advance do your receive the meeting invite and what is the subject title? Who is on the call? HR? Your manager? How have folks been notified in the past?

Yes — that’s a strong, constructive addition. Here’s a refined version that incorporates true partnership while staying concise, professional, and safely anonymous:

⸻
The most effective HR professionals retain humility and humanity. They remain genuinely curious about people while responsibly balancing associate needs with business priorities.

They recognize that perceived respect often stems from the power of the role—not individual superiority—and they do not treat access to privileged information as status. They engage others as true partners, fostering collaboration rather than control, which makes the work more engaging and effective.

They exercise independent judgment, avoid unquestioning alignment with leadership, and actively check personal bias. This balance is what builds trust, credibility, and long-term organizational health.

Do not think for one moment your manager is taken off guard at the last minute.
I would say they and h/r know within 2-3 months ahead of us finding out.

I see job posting by PepsiCo with a title “Admintest iCIMS test job”, and I do get a notification every time there is a new one.
Does anyone know what these are?

Just got done with the annual review dog and pony show and rolling my eyes. Imagine the time and cost giving every person in this company a meaningless review. Just the documentation takes more time than it should. And for what? They mean nothing and because of stack ranking they aren’t even accurate. HR just created it to make work for themselves. Kind of like the annual training and career seminars that could be replaced with a half page email. The point of HR is to make more work for HR.

Today I was laid off after 10 years with this company.
Ten years of loyalty, long nights, weekends, holidays, and consistently strong evaluations. And just like that, it was over. No real explanation. No appreciation. Just a call and a decision that felt like I didn’t matter at all.

The timing hurts the most. Right before evaluations and bonuses. After being pushed to work nonstop since January 1st—every week, every weekend, every holiday. I missed family moments, kids’ games, and time I’ll never get back because I believed hard work would protect me. I was wrong.

If I’m being honest, today broke something in me. I cried until I had nothing left, and then I felt something else—clarity. No job is worth losing your life over. No company is worth putting above your family, your marriage, your faith, or your peace.

I started here as a customer service rep and worked my way up to PG29. I fought for every promotion. I gave everything I had. And in the end, none of that mattered. It’s a painful reminder that loyalty in corporate America is often one-sided.

To anyone still working there: protect yourself. Use your PTO. Set boundaries. Stop answering calls at all hours. Stop sacrificing your life for people who won’t hesitate to replace you. When it ends, all you get is a severance letter and a “good luck.”

HR didn’t help. I was handed a name and a website that barely explained anything. That was it.

I’m scared, honestly. In this economy, losing a job is terrifying. But I also know I can’t stay stuck in this pain. I have to believe there’s something better ahead—for me and for everyone else who was laid off.

Did anyone of the HR people that for fired a severage Package or did they just got kicked out ?

The first flakes drifted down over the city, soft and silent, promising a weekend of snowdrifts, frozen driveways, and the kind of cold that makes you grateful for firewood and LED candles. Neighbors huddled indoors, swapping soup recipes and checking weather apps like fortune tellers.

But inside the office buildings, another kind of storm brewed. HR invites fell like icy pellets: “We regret to inform you…” As those words echoed, the blizzard outside was matched by a blizzard of layoffs and PIPs inside. Cubicles emptied of cheer faster than sidewalks, and the chill wasn’t just in the air — it was in the morale.

Employees joked darkly: “Winter is coming.”Some meant the snowstorm barreling toward the city. Others meant the quarterly layoffs and PIPs barreling toward their careers. Both were inevitable, both demanded preparation.

So, just as families stocked up on groceries and salt for the driveway, workers stocked up on résumés and LinkedIn updates. The fireplace crackled at home, while leadership churned out performance metrics and “action plans.”

And in the end, everyone learned the same lesson: whether it’s snowflakes or layoffs and PIPs, winter always comes — and the only way through is to be prepared, keep warm, and remember that spring eventually follows.

I suspect a co-worker to have a false PhD, and I have considered reaching out to the legitimate university to see if they have a record of this individual’s degree. I’m not going to confront this individual about it, but if I bring this to HR’s attention with or without solid evidence, could I be fired?

If you're actually in OT
New HR page, but no email yet.
4 days march
5 days sept

Emphasis on 'core' hours and a right to disconnect, potentially for places that do not have laws for it

Here is a suggestion for consideration as part of ongoing cost-reduction and efficiency efforts.

Within several teams, there are small groups—typically two to four individuals—who work outside of the primary states where the majority of their coworkers and leadership are located. Maintaining these limited out-of-state positions appears to add unnecessary expense and complexity without providing a clear operational advantage.

From a financial standpoint, consolidating roles within the main operational states would reduce costs related to remote support, fragmented oversight, and administrative inefficiencies. From an operational perspective, having teams centralized in the same geographic areas improves communication, accountability, collaboration, and leadership effectiveness.

Given the small number of employees involved in these out-of-state groups, eliminating or consolidating these positions would likely result in meaningful savings with minimal disruption to overall productivity. This approach would also create more consistency across teams and allow resources to be allocated where they are most impactful.

This feedback is posted respectfully and with the intent of supporting long-term financial responsibility and organizational efficiency.

To notify all impacted employees they have been rifed on Friday. Some leaders are being asked to do it for employees who don’t even report to them. Truly bonkers situation that shows:
1) rif number going to be huge
2) hr is useless if they can’t help out in such a scenario
3) they might as well do one large teams meeting and notify everyone in there they have Been rif

I am not hearing anything from my management but we know LBT is holding HR’s feet to the fire to layoff and outsource most of HR. We know it is coming soon, however it has been crickets? Any insight out there.

Is it possible to hire actual competent HR people?

I just read a post on LinkedIn from a female CEO praising Cisco HR “leader” for sharing how the shutdown is designed to let workers connect with their families by not having to work. What a crock. Anyone who knows anything about how things work at Cisco knows it’s cost savings. A few days of payroll savings is worth millions. And the reason for the timing is so they can control personnel who would likely be asking for the same days off anyway. Furthermore, if mental health is a concern, why have people work on Christmas Eve? And how do you explain the July shutdown in 2024. Honesty is a wonderful thing; even when it’s not convenient

If AI and automation can’t handle the HR load that Citi has, then forget about it being able to handle things of more complexity. Seriously, the HR paper shuffle is about as low hanging fruit as you can get when it comes to a comparison of job complexity. If you want a true low hanging fruit test bed as to the accuracy and integrity of your AI platform, make HR your first target. If AI can’t handle that with sustained measurable success, then it certainly can’t handle complex number crunching, transactions and\or tech.

Interesting choice of photos for the HR email. Five employees shown in four separate photos. All very diverse. So proud to be a part of such a diverse company that is so focused on DEI!

Looking for advice on how best to ask for a higher severance amount. Has anyone recently been able to successfully negotiate higher.

Anyone heard about this group chat going around in CE? Apparently there was this 60 person teams chat where they were sharing client information, making race jokes and trash talking coworkers. Al R found out and got p1ssed and is going to fire a ton of people

Has anyone recently had a “manager” lose their title and been placed into a P4 or P5 bucket? If so do they still have access to all tour HR information?

How does the HR calculation work?
Is it considered only 4 days every week or can we do all 16 days together and get 4 days WFH in last week ?

How does it work in other locations ?

Watching the recent T-Mobile layoffs has been brutal. So many genuinely talented, hardworking people let go—people who did everything right and still got swept up in a decision that feels cold and mechanical.

What makes it harder is that many of us saw this coming. Large-scale layoffs have a long history in corporate playbooks, and when the signals start flashing, the outcome is rarely a surprise—just deeply disappointing.

The most difficult part to reconcile is who stays. It’s hard to watch strong contributors lose their roles while certain directors with long-standing HR complaints remain untouched. Complaints that have been raised, documented, and somehow consistently minimized or buried. Leadership that relies on yelling, belittling, and intimidation shouldn’t be protected—yet here we are.

It says a lot about an organization when toxic behavior survives restructuring while good people don’t.

My heart goes out to those impacted, and to the teams left behind under leadership that hasn’t earned their trust. You deserved better.

Just wow. I was displaced (last day of employment was 12/26/25). Unused PTO payout is due the last day of employment. WF did not make that final payment. When I called, HR Service Center the automated message says payment will be made Jan 30th??? WTH?! Will that include interest?

Lousy and incompetent!

How does one go from being a VP to manager in their next assignment? Does that show that the MC made a mistake in promoting the person and that they have topped out? Have they reached the level of their incompetence?
I’ve seen this happen in a couple of businesses recently and curious if this is a metric that HR should track better? What’s everyone’s vote?

I need to get proof that I was covered by group health insurance. Is there a way to contact HR that anyone is aware of. Thanks.

Group meeting followed by a touch base meeting informing role will be eliminated. HR executive stated that the company is moving to "A Global HR Model" and that outsourcing of Admin and "transactional" tasks will be taking place by Genpact an overseas outsourcing company. Introducing a new HR System 'Workday" to replace UKG and Cornerstone.

Claim is that it's due to a "Significant operating expenses at national and international functions". Company moving to a "globally standardized system". Something about based off the new operating model group in Austria. Leadership does not have enough information to tell when cuts will begin but will take place in phases with at least a 60 day notice. Jobs being cut from Aug 2026 though March 2027. Estimated 130 HR roles cut (half the dept) all teams affected except internal communications and HR project.

A separation support package will be provided (if they stay on till the end of employment) must be agreed to within 45 days:

• Separation pay calculated on tenure as last day. Those who work a minimum of 12 weeks after the announcement are eligible for an additional 12 weeks.
• If elect COBRA ALDI will pay COBRA fee for 6 months.
• Unused sick time and vacation time will be paid out.
• Career transition services offered for up to 6 months starting 30 days prior to separation date.
• All affected are eligible for rehire.

Decision on who was cut is based on tenure.

I was laid off in November and still haven't received severance. It is difficult to get ahold of anyone in HR. Anyone else experiencing this?

Wow. Well I just found out TWO people in HR, extremely vital employees in Benefits and HRSC RESIGNED in December. Resigned because NOTHING CHANGED and they just couldn’t stay to watch this place crumble any longer. Did the HR leaders send out an email to Human Resources to inform them? NOPE. Do they have a game plan? Doubtful because no one cares anymore. I am shocked. I found out THIS WEEK and they have both been gone for weeks already. How awful that no one got to say goodbye to these valuable team members. I am so sorry for them. I am so sorry for everyone in HR that is still dealing with the turmoil of 2025. There has to be change immediately before we lose the last few still standing.

Will I get "rewards" for going to HR for re-evaluation ? (Did not hear back from them)

I was impacted by one of the BS pittsburgh layoffs on December 16th. I was told that I would remain an employee through end of December and would then receive an agreement from HR to sign in order to get an extra 60 days pay.

As of 1/13, I still haven't received a box to return my computer and received nothing from HR. According to Voya, I'm still showing as an active employee and can't access any of my retirement funds until I'm terminated. Curious if anyone else laid off in December received their separation items yet. Also curious if anyone would be willing to share contact info for HR. My boss couldn't be bothered to provide me with that basic info when he fired me.

These layoff instruction documents are like the Chevron incompetence gift that keeps on giving. Does HR do any quality control on their instructions?

Maybe the layoffs/offshoring should have started in HR so they could experience their own incompetence with this inaccurate information they publish.

anyone know why you cant acess 2026 calender to take unavailable days off no matter what month

Is it just me, or does it feel to you like were living in The Traitors game show. Every day the Faithful try their hardest to generate cash, meanwhile the Traitors (HR in our case) are weighing us all up for the Ax, then they invite the unlucky ones into a room alone to tell them the bad news ... meanwhile the rest of the company carry on regardless and only learn who has gone when they don't turn up the next morning (no official announcement of anything).

We even have our own Donna Kelce (Secret Traitor) who provides the Traitors lists of potential unfortunates to be cut - I can reveal, the Secret Traitor - its ATHINA KANIOURA S&T Chief !

Seriously though, isn't it just like living in The Traitors, every night you get a terrible sleep wondering if tomorrow morning it will be your last. Big obvious difference - we don't get to banish the Traitors, only the Secret Traitor gets to do that. Oh and this show goes on for a decade ...

has anyone noticed that new hires are suddenly 'buddy-buddy'' with managers and hr and they were just hired less than a month ago? is anyone else noticing this in their store?