#requirements

I'm hoping to hear from HR professionals, former managers, or anyone who has participated in workforce reduction decisions.
Could you walk me through how a typical layoff selection process works behind the scenes at WF?
For example, if a department has 12 employees and leadership has determined that 6 positions must be eliminated due to restructuring, how is it decided which 6 employees are selected?
Some questions I'm particularly interested in are:
Who typically initiates the process and determines the layoff population?

Does the direct manager make the initial recommendations, or are employees ranked collaboratively by multiple leaders?

Who participates in calibration discussions? Are senior leaders, HR Business Partners, Legal, Employee Relations involved?

If a ranking matrix is used, who develops the evaluation criteria, and how much discretion does managers have when assigning ratings?
How are subjective factors, such as leadership potential, business impact, or future fit, evaluated and documented?

What level of evidence is expected to support a manager's ranking of each employee?

Who has final approval authority before layoff decisions are communicated?

Are decisions ever revisited if HR or Legal identifies inconsistencies or potential discrimination risks?

What documentation is typically created during the process, and how long is it retained?

Are managers instructed to avoid considering employees who are on protected leave (such as FMLA), have recently requested accommodations, or have recently filed internal complaints? If those employees are included in the layoff population, what additional review or documentation is typically required?

From your experience, what parts of the process are most heavily scrutinized if a layoff decision is later challenged in litigation or investigated by the EEOC?

I'm interested in understanding both the formal process and how it actually works in practice. If you've personally participated in these discussions, I'd appreciate any insight into who influences the decisions, what documentation is reviewed, and where the greatest amount of discretion typically exists.

The business had clear requirements & good ideas, but due to internal tech wars and organizational politics, nobody taking ownership of the work. Most operate at senior leadership or director-level positions, with a stronger focus on hierarchy and management than execution. Instead of addressing the actual issues, the environment became focused on discrediting or “ki-ling the messenger” where possible

Anyone know what the notice requirements are for VP, SVP, Director when giving notice? I know it's not 30 minutes like when being riffed.

Curious on everyone's thoughts on the new metric requirements for UM. Just not sure how to break that new barrier.

So we all keep track in our store how many times we are required to log in....... ya, we spend the majority of the day logging in and trying to get out of customers accounts. Ya, trying to get out of an account when your done. Might as well start the hot pocket in the microwave and log onto AOL dial up. And fix the security on it too, it's the most unsecure application we have used yet.

Mouser said there is a 25% referral requirement. Requirements that are completely legal and not going anywhere. SNP departments have to refer to humana owned pharmacy. They encourage push back and aggressive sales tactics are rewarded.

𝐑𝐞𝐪𝐮𝐢𝐫𝐞𝐝 𝐐𝐮𝐚𝐥𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬 𝐅𝐨𝐫 𝐂𝐨𝐧𝐬𝐢𝐝𝐞𝐫𝐚𝐭𝐢𝐨𝐧
2+ years in human resources and/or employee relations experience.
An in-depth human resources background with experience that touches on analytics, employee relations & engagement, compensation, talent management, HRIS, and employee relations.
Proficient experience building and maintaining positive collaborations, successful at working within a team environment.
Advanced organizational and interpersonal skills.
Ability to work Monday-Friday 6 am – 3 pm or 11 am – 7 pm

What is the long-term goal of the retitling post restructure exercise?

My guess: It will be used as a way to delevel people who don’t meet the new job architecture skillset requirements, with a goal to push them out of the company.