We all hear about tech not being that good and complaints about inadequate phone people. But what about HR? How good is that department? They have to deal with the pushback of people doing connect week after all. And even though everyone knows Fidelity nosedived, they’re still around.
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Highly unstable environment within HR. The leadership is full of old folks who have been with the firm for many years and command a high salary by su-king up to the chiefs. Totally useless group of people who make no contribution.
I reported something to HR then got hit with corrective action.
@j1+1jtby48my As a pro vaccine person, what I can definitely say is… this would certainly be less of a problem had connect week never been made mandatory
In my 20 years at Fidelity, each time I dealt with HR it was a disappointment.
Lots of turnovers and people moving about within HR.
It’s almost as thankless as working in Fidelity call center.
Big company, big problems.
No mandate but only because of Abby.
Had it been left to HR, the entire company would have had mandatory compliance.
I had a tangential view of what was going on with HR and compliance at that time. If not for the US Supreme Court making the OSHA mandate unconstitutional, then they would have rammed it down full speed. Trust me on that one. Recall they made everyone disclose their compliance status while the US Supreme Court was mulling over their decision.
The internal positioning that was taking place in HR against the non-compliant was to the extreme.
@j1+1jtby48my…….I don’t ever recall there being a vaccine mandate. Was this dependent on the State you lived in?
HR was the absolute worst when it came to the va c c I n e. The worst. They were ready to take action against the non compliant. Simply awful.
If you weren’t compliant then you were an outcast. No chance promotion. Many horrible people work there. Woke beyond all belief.
A lot of HR is filled with hard working people who actually do a surprisingly good job.
Like any department, they try to add value, so things get pushed by upper management. Some of the projects pushed onto the company are squirrelly. The bread and butter functions of HR have nothing to do with those things, however.
Exactly! Why classify people if it’s not really getting used. Everyone gets shoved in “Broaden”. Quarterly check in write ups are a waste. Go back to 1 write up a year.
They call themselves HR Enterprise. Many Grade 7 and above have been with the company for several years. They don’t support the business or employees. HR leadership has no clue but continue to drive the old policies and programs. Strongly recommend staying away from the company as your progression will not be based on merit.
"HR is only there to protect and serve the best interests of the company, not the employee.
Always remember that."
It sounds like this remark came straight from HR—focused more on safeguarding their own roles than on the company’s best interests. If they truly cared about the business, they’d have shelved initiatives like 4G and career-mobility programs. Instead, they seem determined to prove their value by rolling out initiatives simply to fill their calendars
HR is only there to protect and serve the best interests of the company, not the employee.
Always remember that.
At times, HR seems unsure of its own purpose. To justify the function, they roll out programs like 4G, career mobility, career progression and manager-effectiveness workshops. But in an organization with a frozen headcount that’s actively being reduced, why hold 4G or career-mobility sessions at all? And what tangible value do HR partners actually bring to each business unit and site?