What exactly is the role of these unusual groups of people called HR partners? I fail to see any value in their role. They neither interact with managers nor associates, and they don't communicate effectively with the teams. The HR organization is in serious need of transformation.
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Ignorant comments here. There are more branches to HR than you realize. It’s not one group with one purpose and one focus.
You can trash the HR comp team all you want, but if your pay is not correct you'd be the first one to whine about it in here.
That payroll, not HR.
You can trash the HR comp team all you want, but if your pay is not correct you'd be the first one to whine about it in here.
Bureaucratic nonsense ..Half of the HR org can be replaced with a good AI model
And no, @bg+1jgn71gns I’m not part of HR. I’ve been around corporations for decades and I understand what HR is and isn’t. AGAIN, they are there to protect the company from exposure. They are not there to protect the employee.
“What exactly do you mean by employee complaints?”
I mean complaints like “my boss is a je-k.” I think there are too many people who think you should just be able to go to HR with problems like that and they’ll help you or fix it for you. That is not what HR is for. They are going to address things that put the company at risk of being sued, but they’re not there to fix all your problems.
I am familiar with Fidelity HR.
I can tell you that everyone’s perception is generally wrong.
I see more corruption and lack of cooperation among peers with any group that has loads of Aytch-Won-Bee than any other area. Of all the things that cause business disruption, that one is #1. Second is anything touched by DEE-EEE-EYE.
Fidelity HR is actually pretty decent. And, believe me, I would know.
I had similar thoughts—unclear about the role and its designation
Just like in Tech, HR is also overstaffed, with too many senior employees and not enough meaningful work. For example, even in a relatively small function like employee compensation, there are numerous L7 , L8 & L9 roles. Much of this work involves basic tasks like data entry in Excel, which doesn’t require high-level expertise. These roles are often exaggerated to seem more important, leading to the creation of numerous subpar PowerPoint presentations on topics that attract little interest or attention.
Agreed ,Hopeless role .HR BU partner role has zero value .Hope they will abolish it
@b7+1jgn71gns ,
What exactly do you mean by employee complaints? We have people managers and an established hierarchy to address those concerns. HR isn’t responsible for compliance—that’s handled by a dedicated compliance team. Resolving such matters doesn’t require senior-level employees like L7, L8, or L9 as business partners. An L5 employee or an AI chatbot should suffice since the work is primarily process-oriented and doesn’t demand specialized expertise. Compliance, on the other hand, is a serious matter and is managed by an entire department. With the current limited hiring, these teams contribute little to the business. Based on your comment, it’s clear you are part of HR and seem uncertain about the nature of your role.
Agreed. HR here is more administrative here than other companies. Reporting on surveys, putting on programs and passively attending meetings. They should be building relationships with associates but there is no time for that.
So many people seem to think HR is meant to deal with employee complaints and help you resolve problems. It is not. It is there to protect the company. They will investigate things that may put the company at risk of being sued. They are not going to, for example, work with your boss to make them a better manager if you complain to them about your boss. They will probably ask you and your boss to meet and work it out together. This isn’t unique to Fidelity, this is what the HR function is. They also provide support with hiring, firing, and to some extent talent development. They should not be interacting with associates unless there’s a problem. For the most part it’s up to the associate to figure out how to deal with their boss, and up to the manager to figure out how to deal with their associates. Those are part of the skill sets needed for the jobs.