#role

Is a B5 IC Principal role less safe from JE than a B5 Director role? Wondering if IC roles at that pay are first to go and if being a people leader gives you more stability.
Are B5 more safe from JE than other bands? Why is this place like this?

Adios Amigos!

During the all hands meeting we had the other day the VPs were saying they were looking to change current employee roles to, essentially, lower level roles. They’re basically giving out demotions but saying they’re good opportunities for growth.

They’ve already started doing this by forcing engineers and coordinators into drafting OSP designs.

Sadly not many people are complaining or raising concerns, and an oddly large amount of people are “excited” to provide “value” to the company.

Thought they were getting a rid of these roles like associate coaches with all the layoffs, just to start posting them again?

What does a Business Analyst do, supporting Fiserv DNA? Is it difficult to catch on if I have BA experience but not specific to DNA experience? I'm thinking about doing an internal transfer for this role but would like to hear feedback from one that has been in a similar role.

If you were selected for severance, is there a chance you could move into another role if it opened up, before your end date?

Talks on a previous thread of the MBA role absorbing OOM duties creating the new Operation Facility Manager role. Can anyone verify this? Another question is what happens in store with an MBA and SMM only? Do MBAs just take the ops portion from the SMM? Would the duties just be the combination of the two roles or are any other shift of responsibilities off of this role onto another?

Many people asked to take a demotion.

Sr. Manager to Manager
Manager to Sr. Engineer

This su-ks

This is based on actual facts….

In April there will be another town hall to tout the success of ER. They are going to share that we’ve gained efficiencies through reducing the layers of management as well as early successes of automation and outsourcing….hence the acceleration of phase and 2 of ER.

It will be at that point the return to office and shift in where work is performed (in office and HBA) will be introduced as a means of accelerating our delivery of products and services. In short, HBA will become a select group of job families….mainly Ops and Service roles. Those roles will be split between outsourced contractors and employees.

Am one of those who will leave on 2/20 - and the team us now wanting to get all the knowledge. I know is not my manager/directors fault - but they had no shame telling my role was not needed = eliminated

I played nice till now. But 1/1 - dont bother me no ‘mo - figure it out

Cause remind that “VP leader” who made the choiced - my role is not needed. Therefore - you dont need my knowledge

Guess who gonna play the “ am sorry - I dont know the answer to that question anymore”

I have been with the company for decades and discovered that ranking is more about your role than anything else. I would love it if the corp would post ranking data in the data lake. The bias would be very easy to spot using data analytics tools.

I’ve been in tech field sales for 7 years now, is this a dead end career path at this point? I assume I’ll eventually get reduced as well, and it’ll be even bleaker for me to find a new job when it does. What should I be looking to transition into if it is? Sales is all I have experience with.

Im in the vzt world. I was just wondering what you guys do? Do you work in a CO or in the field? Are you union or non union? What sort of thing does a vzb tech handle that a regular I&M or SST wouldn’t?

Excuse my ignorance, I’m relatively new and genuinely curious.

Hi all

I’m in the loop process for a senior ish role (SCE Deal Lead). If you had the opportunity to tell someone if it was something they should do what would you say?

Obviously I only hear the positive things during the loop process so very keen to understand some other views

Former Hessie in transitional role. It's been 7 weeks and we are abandoned in the Hess building incommunicado. Not a one of us has been contacted by our new CVX managers. Logging on while collecting a paycheck just in case. 👀
I spoke with some CVX transitional people (former coworkers of mine from a past life) and they too have been cast off from their original team and left in the lurch.

No one understands why they kept us on the payroll but I suppose it's a good problem to have if I don't die from boredom. No plan for us whatsoever. Thank god my tenure ends in 1 month. I pity the ones being held hostage till summer awaiting severance.

This is the strangest layoff I've ever seen/lived thru in more than 20 years (and 2 of those were CVX acquisitions in the 2000s).

For those who are affected by, do we have the option to find an internal role within the company? Or is this it?

Roles will be spared! (Fingers crossed) Good vibes…

Why is this a role? All they do is ask people to do their job for them. If you're a CSM I hope your resume is up to date.

Is a selling lead a manager without the pay? Why don’t they just call the position a selling manager? Any input would be helpful

I'm a developer right now, and considering this non tech role to be individual contributor. Any feedback is also appreciated.

Hello, I recently received an offer from AWS Proserve for a Sr Deliver Consultant role and wanted to know about the team.
Few points are :

1) How stable is the team? Are the frequent PIPs and layoffs?
2) How’s the medium term future of Proserve? Are there projects?
3) Is the delivery consultant more hands on role or is it more talking?

Thanks

To all those hoping for a role post "Transformation" its now been communicated that you might get a pay cut to go along with your new role.

Just saw a key refining leader move into an AEST role?

Did B&B implement layoffs in Q2? If yes how many roles were affected... Which groups had reductions? Also, what's the prognosis for 2026 - I am interviewing and I heard some rumors

What is the idea behind making mangers IC. It cant make sense paying ICs manager money, just to protect their "reports number". I see a lot of them doing not much on great pay. Seems like a win being made IC. As a manager I would love it!

Is anyone hearing insights on “flattening” the redundant CTB CTV and GSP roles in particular WH (western hemisphere). Seems like other areas are flattening and going back to pre-merch like transformations. Others have said that Bills pyramid will not be touched but that doesn’t seem plausible

Let's see how the rest of the year unfolds

Any updates on contractors working for Edward Jones such as CGI, Accenture and Deloitte ? It already seemed like they wanted to fill as many positions with them as possible instead of full time EJ employees, but with the future offshoring seemingly coming down the pike, is there any contracts that anyone has heard of changing or getting canceled.

Curious which roles DID NOT recieve the dreaded severance estimate? Interested to get a feel for what was considered "out of scope". Don't have to get specific unless you feel comfortable doing so.

Anyone else debating if there are even actual "opportunities" and the "potential" is to ensure everyone stays to transition their work? Nothing would be surprising at this point.

With the new mandate raising the salary threshold, many companies are quietly rebranding jobs to dodge overtime rules. Titles like “analyst,” “specialist,” or “associate manager” are being handed out without changing the actual work. It’s a loophole: the company narrative makes it look like you’re exempt, while your day-to-day duties tell a different story.

The law is clear, titles don’t matter. What matters is what you actually do. If your role is routine, closely supervised, or production-based, you’re likely non-exempt no matter what’s printed on your badge. But the timing of sudden title changes around this mandate is a red flag: it may be an attempt to fit workers into exemption boxes that don’t really apply.

For employees, this isn’t just semantics. Misclassification means unpaid overtime, longer weeks for flat pay, and missed income you’ve already earned. If your “promotion” didn’t come with real authority, like hiring, firing, or decision-making power you may have just been reclassified on paper.

Keep an eye on how your job was described before the rule change, what your duties actually are, and whether the company is leaning on titles as a shield. Misclassification isn’t an accident; it’s a tactic. And it’s one that costs workers the most.

Class action anyone ?? Long overdue!

What is the rationale behind newly formed Rev Ops under David Schmoock? Will it create overlapping roles and lead to WFR? Does it include any updates to Services group?

What is the business rationale for extending visas for GCLs and CLs who function primarily as people managers rather than technical leaders?
.why should a low level iq person with low technical skills who came on H1B be made people manger of a highly competed amrican worker

While I’m sadden to not have gotten a role in my selection, I have learned that in round 2 a job has been saved outside of being applied. It hurts to learn the favoritism of upper management to save those that didn’t actually apply to their roles…take that HR!

Today, all the titles changed in the US, people in different functions seem to be in similar job families now. Sign of a new reorg?

L4 engineer here, just curious why my chapter lead has a VP of architecture as their boss. Whereas other software architects have other bosses. Not sure why.

I need to be blunt about the architecture team. They are overwhelmingly ineffective. Their performance is an embarrassment for what they're paid. They consistently demonstrate a profound inability to grasp practical constraints, rendering their input in meetings not just useless, but actively detrimental. As GCL, I view interfacing with them as a waste of my team's time and the company's money.

I’m wondering if any HCSC employees have moved into a role that directly supports the Health Spring business yet? I don’t mean your team is ‘getting work’ or ‘waiting for access to start working on HS stuff’. I mean, you have onboarded into a role that is directly supporting Health Spring now. Since many of their people have quit and transitioned employees can’t apply for anything for 1 year, I figure HCSC employees are moving into the roles. What is the process like since the systems aren’t integrated yet? Anything odd come up that you didn’t expect?

After the choice that you've made to stay remote, are you happy with it ? considering the fact that remote people won't have the same " chance " to apply to other roles ? or you have been fired for that choice ?

I am applying for a role but I’m being told it’s non-budgeted. What does that mean? It sounds risky even if I am internal.