#role

Apologize if this is insensitive.

Start date in mid-July. Talent and PL kind of wishy washy about impacts to my new role come September. I’m just gonna ride it out but feels surreal.

Anyone else starting soon and get any answers?

So, there’s a job posting that appears to match my role and responsibilities pretty closely. It’s a fairly specialized position, which has me wondering: does this mean our team may be on the RIF list and that we’ll need to apply for other roles?

I know our team has been under a hiring freeze, and we had layoffs last quarter, so seeing this posting makes me pretty nervous. Has anyone else experienced something similar?

I’m also wondering if there’s a possibility they could eliminate our team and replace it with an on-site team in Eden Prairie.

Eliminate half of all VP roles. We should be fine without them. We will save millions to meet the cost savings target.

https://www.gartner.com/en/articles/ai-workforce-costs

The department lead role feels poorly defined. Team leaders are still carrying most of the delivery pressure, people management, prioritization conversations, and stakeholder updates. Instead of shielding teams or helping resolve conflicts, the role sometimes feels like an added reporting layer between directors and the people actually doing the work.

So it begins!

35% - 40% reduction in force is what’s been being whispered in the halls.

Each team seems to be evaluating what to do based on role. I’m tired of waiting and want to plan my life. What rumors are you hearing?

How do you find out what level your position is?
I’ve seen posts saying N4 and below are getting laid off
I don’t know what “level” my role is. Is there a place in workday to see it?

One of the most parasitic creatures in fidelity is architects. Most of them are completely useless and talks rubbish in the calls. They are the biggest bottleneck to delivery. Why do we need these low calibre people?.Most of these people are from one nationality . Yesterday i was in a call with architect and when questioned he said he believes in some pattern so its good and the GCL ( another guy came to the role without any talent) agreed to that .
The frustration grows when observing the broader organizational structure. During layoffs, good individual contributors were let go while many SVPs and VPs remain, despite having no idea what fidelity is or what kind of projects their teams are working on. Similar to the architects described, many of these leaders are low calibre individuals who received promotions during the 2018-2022 timeframe. This accumulation of non-contributing roles creates significant obstacles to actual progress and delivery.

In what was once a somewhat protected role, we are now being told that the EA roles are now changing to a worldpay model. I’m fairly new to Global Payments and I’m worried about my job now. This place is toxic and creates anxiety for their employees. I work with a great bunch of admin gals (and some admins guys) but I’m feeling the anxiety of what others feel when they don’t know what’s to come.

They’re pulling folks straight out of sales teams in India and dropping them into maintenance and engineering gigs on site?
Latest one: Girl with 7 years in BTC sales just landed an electrical engineer role in BMT. And the announcements are full of these examples.
I’m genuinely disgusted and disappointed. When did “fit the role” stop mattering for jobs that keep operations safe and running?

This is pure abuse of L1/L2 visa. Someone should report this

What types of roles are based out of this office?

https://share.google/YT6dQq4BsltYvjUwf

No doubt layoffs will happen. You can merge Yellow Shoes and The Hive and continue with redundant roles. D-mb move and just getting rid of more talent

Productivity is several times lower than competitors, employee morale has hit an all‑time low, revenue growth is far behind the rest of the industry, and customers are developing AI tools better than us.

If I were in his position, I would initiate a targeted layoff focused on non‑essential roles immediately, followed by a clear public commitment that no major workforce reductions will occur for the next one to two years. This would stabilize the organization, reduce uncertainty, and allow remaining employees to focus on execution rather than worrying about job security.

What is your thought?

Most every day, right, there's either a Sr Dir or AD role po$ted. RARELY do you see T3 - T5 postings in either Dig Product or Tech, right? Very few opportunies for promotions, right? I do reckon this company (right) doesn't have its priorities straight. The company should be hiring more of the people who are stressing in the trenches while trying to GSD in such a chaotic/'everything is the the top priority', so do it all' environment. It's becoming quite toxic and unsustainable. But...food truck day....right? Ain't it funny how so many people feel the need to include the word 'right' in every sentence? Or is it just me?

They opened a massive GCC offshore location in Chennai, India today. I heard from.Sr. VP that they are going to systematically start replacing American jobs with offshore starting starting next quarter as part of cost cutting. This company is doomed if executives think offshoring is the solution to all their problems.
My advise is start looking for other jobs while you are still ahead, especially if you are in IT/engineering roles, tech support and remote roles.

Is the role change only for higher level positions. ?
How about the dev team and testing QA team. Even there is a role change for them..

Has anyone been told or heard anything about changes to CXM or MBA roles? Hearing something about a possible “change in responsibilities” coming?

Anyone know why the MSO craft lost the right to do the Machinist 9414 and outbound jobs?

Companies like these get doomed because they don’t recognize people’s background, capabilities and experience. They have one lens of cost reduction. The truth is person in lower level can only make their contributions that are aligned with their pay grade. You may have heard some people say “ it is above their pay grade”. Person may have abilities but so many people may have thrown stones on someone’s career that title wise you will not see the growth. And the person may stay in the lower role because another phrase you may have heard “it pays the bills”. Do the right thing. Put people in right roles. Re-interview everyone. Listen to them. Then give them roles based on their abilities. Then watch your company reach new heights.

They won’t apply to higher positions because they don’t want to be laughed at. You have to make effort to re-recruit within the company.

Transformation does not happen using traditional methods. Think different, do things differently, re-structure differently.

I did my part, you do yours.

Maybe your role wasn’t eliminated but it’s different now… you’re managing a lot more people suddenly or not managing people anymore? Or you were asked to go down a level in title or comp?

Who now truly owns delivery if scrum masters, squad leads, and coordination layers are reduced?

Fires 40 pct of his direct reports and assumes their roles, including Availability. figures out that most outages occur during change, so now unnatural acts of impossible clairvoyance are expected, with the implication of losing your job due to things out of your control. Need a mulligan. This is the end.

Looks like the “Captain” Zone has changed to “Untethered Selling”…. Anyone have factual information on what exactly is changing in this role?

Are we doing title realignment again? Does anyone have more info on what is it and why it is coming our way?
I understand that they are trying to set as much people as possible. Is this exercise being performed instead of mid year reviews?

I am considering a role in private wealth in Minnesota. Reading through these posts, there seems to be a lot of employee frustration. It seems much of it is around RTO and it appears much of that may be in other business lines. Can someone in private wealth share the good and the bad?
Specific questions:
1) I am being promised a sizable book of business due to departures last year. Historically, will these clients be loyal or are they likely shopping as they haven’t had an advisor?
2) I am being told many referrals and new business opportunities are available via internal bank channels such as the commercial bank. Is this accurate and how many referrals should I expect each year?
3) I’m receiving mixed messages around what has caused the recent employee turnover and how much there has actually been. Can anyone share what is accurate? I’ve heard anything from 3 people left in 2025 up to 25, so that’s quite the gap.
4) I’ve often heard US Bank technology is behind, but I have been told that is no longer the case. Specifically mentioned was salesforce and the integration of daily work. Do you feel the technology allows you to be successful?
5) Leadership - this site has many negative posts about senior leaders, but the local leaders I have met seem to engaged and ready to support me. Is that accurate?

Thanks for your willingness to share to good or bad. I’m excited about the opportunity, but nervous I may be missing something.

I am thinking of taking a job in USPB. Would you recommend that department and a good future there?

This feels like an Elon Musk moment. Was asked to put in four bullets what my role is with metrics supporting it? Can’t say “Oversees” or anything high level. Is Director level being hit next?

Is it true that LRs are coming for USC sales and engineering roles for ODs, SSEMs, RMs, SEMs, AEs and SEs. If so, nominate our HGO SSEM as he is incompetent and has no interpersonal skills. He should not be a people leader.

Group Secretaries, honestly, seem to do a better job of keeping track of status, ensuring the details are accurate, and sending updates out to the right people on time. What value does a program manager add if they're not actively moving the project forward or addressing issues? Are they really adding more than organizing emails and meetings, or is it just a title for doing what an admin assistant could do with a little extra responsibility?

I want to move into the scrum master role but i heard they are changes coming to that chapter? What are the changes please?

Heard they are getting rid of all USC agent stores by July 31. Are they doing the same with their corporate doors? Seeing a lot of folks from USC moving into director roles with TMO

I’m a sales associate with well rounded retail experience and knowledge. I swap posters in beauty and fragrances when the VC is away. I was given holiday seasonals to train without being a seasonal captain..I also get ask to tell employees what to do and even to reprimand them. How should I go about addressing this issue? Should I be getting paid more? any input would help.

With all the changes we are experiencing in CW that don't make logical sense, the wrong people being let go while others get placed in vague non value roles, I wonder if our leader Sanjay has settled his lawsuit with his last company so he can focus and earn all that salary he is getting here. The lawsuit makes claims that are concerning and I really hope we don't have a similar experience here. I'm sure he is an honest and upstanding guy and it was all a misunderstanding. I mean, the way he just smiles and has talked about a brighter future for the last couple of years I am sure they are wrong. Sure we have been hearing it for a couple years and just need a couple more years to see it. It's a 4 year plan. Similar to a vesting schedule.

I'm hearing the company is focusing on getting technical solution engineers to now fill AE roles. How true is this? What are the benefits of a solution engineer transitioning to this role?

Anyone else noticing how many contractors in Brand are acting like leaders or even hiring managers? Some seem to be leading parts of the business and directing creative work within the agency structure. It’s confusing when contractors appear to be overseeing other contractors, and it’s often unclear who is actually working for who. The dynamic can feel pretty toxic.

When a contractor in the agency positions themselves as a department or team lead, or even a creative lead over others, it raises questions about who actually has a seat at the table and how those decisions are being made.

Curious how this became the model.

My manager took away some of my duties and reassigned them to himself. Is this a sign that middle management knows their time is up? I think they are padding their duties so they can appear to have work to do and avoid layoffs, but it's time to pay the piper! Sneaky little rascals!