Thread regarding Walmart layoffs

We were told this position is nights and weekends. No one seems to want to tell us specifics of it. Is there going to be a raise with this role? No one wants to say, or maybe doesn't know just yet.

I hate split days and closing, then opening.

We were told nights & weekends too

Someone posted that they were told it would include nights and weekends.

@XqjYYvW-4org..... Do you know what type of hours or schedule that person in the People Lead position works?

My store has already implemented this change and only 1 person remains in personnel. The position is combined and it will be rolling out shortly in all stores from what I was told. I work in central PA.

Sounds like a pretty arrogant ASM. Not the type of person who would fit that well as a PP.

Also sounds like he lacks common sense in telling people that months in advance.

I would not worry so much about someone like that...

An assistant told me not to waste my time with the training because he was applying for the new position and was pretty sure he would get it.

I respect your point of view, but I cannot agree with it. I have been through too many of these to believe the company gave it that much thought. Even if they did, the vision will be corrupted by those they entrusted to execute it. And I understand this role better than you think and I happen to agree that it is a good idea. What I don’t agree with is the process. For medical reasons, another job in our store is not an option for me. I am sure that it won’t be an option for many other displaced workers either. For some the next few months are not going to be an “opportunity” to get training, it is going to be a death by a thousand cuts. These dedicated employees deserve better.

I have truly appreciated the discussion as I try to come to terms with this devastating news. It has been a good dialogue, free of name calling or personal comments (not one single “troll” in the post :-). Thanks for keeping it civil.

I’m not sure many understand the future Of the new role, but if the other roles in company are a indicator then massive change will occur with that role.

I would think the company wants to go into the new role with the right person in place instead of waiting to replace those unable to perform after the role starts.

And I do agree the store manager will have a large say in who gets the role. If you and they do not see eye to eye that’s not a good sign for you. But that’s true of any boss I guess. Maybe look at a different position in that store or a differ store. At least you have the advanced notice that you might need to do that.

We were not told anything. The title was mentioned and that was all. The file scanning was brought up. But we thought we had about a year or more.

I guess we need to do the training and wait for them to come out with specifics about the new position.

What other demands? What will make it more vital in the future than it is now? If someone is not doing their job as a PC, or in the future as a people partner, they should be performance managed out of the position. Are the applicants going to be tested on their job knowledge and computer skills? How is it fair to open it up to everyone in the entire organization? Why not limit it to anyone in personnel who has a good work record and at least a meets expectation evaluation first? I wonder how many in personnel will receive lower ratings this year over last year to make sure they do not get the job. I have been with the company 20 years, have the computer skills we were told were needed, and have always received high ratings. I have no hope of getting the job because our new store manager does not like me. It will be interesting to see what excuse he comes up with.

Unlike the previous restructure this one has a new position emerging from it. A position that has different demands than the current one. That’s why the advanced notice, chance to as well as tools to train for it and open applications for it. It’s the fairest way to transform the position.

The new People Partner position is vital to the stores and deserves the best qualified person in it. How else would the company accomplish that other than this? Just giving it to the current PC would not accomplish that in every store.

It’s a for profit business, Feelings can not outweigh good business judgement if the company is to be successful long term. Hard judgments are needed at times.

The TC position is being eliminated as well. Our MHRM went as far as to say at least half of you are in this room will not be in Personnel starting Q3. She also stated because we were a PC/TC that did not mean we would be chosen for the people lead position. There will only be one position and it is open for anyone to apply.

If they weren’t trying to get rid of us, why aren’t they eliminating the tc position and changing all of the PCs to people leads and calling it a day.

How many remember how the door greeters were handled. They lost their jobs to a new customer host position under asset protection. That new job also needed additional “skills” and anyone could apply. Smoke and mirrors to get rid of dear sweet people who had no place else to go. The job didn’t change one bit and our store now has customer hosts that in a cage match I would put my money on the 90-year-old door greeter who used to work here.

Trying to say that somehow WM is doing this differently because the “average” PC/TC is elderly is silly.

Accounting had a lead, it was not multiple people effected only... Often that lead was older

Invoice...average associate was older..sane thing..

This is different because a new position is coming out of it, unlike the other two. Thus it was handled differently.

Is the new training on the wire? I couldn't find it.

I agree and disagree with what has been written here. HR will be automated. It will be approximately what all other companies did in the year 2000.

They already have Workday at Sam's. They still have a few kinks, but nothing that can't be corrected. We are loosing access to Sedgwick, read the information on the WIRE.

Sedgwick will activate and de-activate associates. If an associate wants to put in Protected PTO on Friday when they call in, they will get on the WIRE at home and enter it. If they want to change theirr address, it has to be the associate entering it themselves on the WIRE. You will not be adjusting time= the associates will.

Accidents are on the APP and they will pull the video directly from the HO. (They can and do have access). OSHA compliance can be taken care of by managers or CMI.

How many times when they ended a position did anyone receive more than 60 days to notice prepare? CO's- no. Cash Office- no. Invoice- no. We have time to prepare and to do extra training.

They have not finalized what the requirements are or the parameters of the new position. There is a reason they did not "slide" us into it.

I will try to "Step it Up". I will do all the training. I will attempt to be the best applicant they have, but I may not be. Prepare for the worst and best at the same time.

WM is very crafty in how they are going about getting rid of the TCs and PCs. With the COs it was easier because that position was held by multiple people and they could be more subjective in choosing who stayed and who went without risking a discrimination lawsuit. It was also easier for them to cover up overt acts of age discrimination. That won't be as easy with our positions because they are held by only one person. So, if a pc has a good work and attendance records and the newly required computer skills, management will be hard pressed to offer the job to someone else who doesn't have the experience. (WM may just have to prove in court whether the new people partner really needs excel and powerpoint to do the job). So, are they giving us "advance notice" and an "opportunity" to gain the training out of the goodness of their hearts? No, they are doing it because the lawyers told them to. TCs really have it bad because they have to compete against everyone else and their coworker. Don't make it easy for them. Take the training, even if you don't think you will get the job. I think a severance package will be offered because this layoff is much riskier than the last one and severance pay (accompanied by a agreement that you will not sue) is cheaper.

The information given at the meeting was very vague. I am pondering if I would have any interest in applying? If they truly had any interest in the pc/tc applying I believe they would have been more transparent about the people partner job. Just a thought

How is understanding that a successful business needs to continue to change is drinking “the kool aid”?

Retail is not what it was 5 years ago and is not currently what it will be 5 years from now. Adapting to change is why WM is strong and Sears is in its death bed...

People should embrace the time and info given and ready themselves for the new position or find a different job to do. WM could have easily not given either and made the same change..

It’s obvious you can tell which replies are from Walmart .....need a new skill set, reinvigorate the position. Drinking the cool aid... out with the old in with the new.

No we were told early so we could get all the e filing done and everything send to storage.

We will be used for the next 6 months. Probably won’t offer severance even if they do,until last minute,they don’t want anyone to quit and leave the office cleaning up hanging.

When I was at out meeting I looked around the room, almost all of the PC/TC’s are late 40’s, 50’s and some in their 60’s. Our MMHR couldn’t answer a lot of question about the job. Walked around the TC position and didn’t know about severance pay. We are going paperless so this means no files and we have to (PC) all this done getting office set up for the new “people partner/lead”. I may be wrong but I don’t see them keeping the older associates. Sure we know a lot of stuff, but we were taught just as the new person will be taught. Walmart’s direction is younger generation, not about someone like me who is 3 years from retiring and has worked hard all my life. My fear is trying to find a job at my age who offers insurance. Just my thought..........

I would guess 75% of the current PCs will fit into this role when the change occurs. The other 25% are not be the correct fit and will be displaced. That’s a good thing as it will reinvigorate this very important position at the stores.

Clearly the job is changing and a new skill set is needed to make this transformation successful.

I would guess we will see more of this in the future in other positions.

For those who are PC or TC now, they are not promised or guaranteed this new position. Although the PC and TC are SME (Subject Matter Experts), they have to interview for the role. Anyone in the company can interview for this new position. We were told in our meeting that we are not "Promised" this role nor "Guaranteed" this role just because we have worked in these roles for several years. For those who have been doing the PC or TC position, we are tossed away like garbage. Just another way to get rid of "long term" employees. The question then arises, if they don't give this new position to a PC or TC who knows all the ins and outs of this HR department, they will give the position to someone who literally knows nothing about correcting missed punches, LOA's, OSHA, attendance, scheduling, ADA,etc. Tell me how this is going to be beneficial to associates and to the company as a whole. I believe having someone with experience in HR would be beneficial and speaks volumes over someone who would have to start learning from scratch and literally knows nothing about HR. But then again, maybe this is what they want. One can analyze the situation all day and still have literally no answers. Just have to wait and see

None of us will get this position. It will be an outside company or a displaced ASM when they get demoted. DO NOT get your hopes up. Take the training though to prepare for other outside employment if you leave the company

It is a good sign that your manager offered to help you. That means she is on your side and committed to your success. Good luck.

We were told there would be only one people lead unless you were a high volume store and he was not sure what stores if any would be considered high volume. We were told we would have to interview for it. We were strongly encouraged to take the training on Excell, Word and Power Point. Also told not to worry we were already experts in our field and we all did a great job. However you know some of you will not be moving forward. I am a small store and play PC and TC both. But I'm still concerned. My manager told me I would definitely need to learn Excell but she would help teach me but i'm already looking into learning it. I figured if I for some reason don't get the People Lead, at least I'll have some knowledge on it. It might help with a future job search. I've felt like a kid stuck doing homework all day.

I am sure that is what the sm and mhrm will tell themselves so they sleep at night.

It is good that people have until at least August to find something. I think they announced it early because people were on to them this time.

Maybe the early info will allow more than 60 days to find something.

Seems like the TCs are really getting a bad deal. What a terrible way to tell employees they may be losing their jobs, with no time frame, no details, no reassurances about what will happen if they aren’t selected for the new position, and making them compete for a job that some of them have been doing for years. I thought the COs were treated terrible last year, but this is way worse. Heartless.

The position is called People Partner not People Lead. A well performing PC clearly has the advantage in getting the new position but let’s face it some current PCs are not performing well. I would guess those associates will not get the position.

Store Managers will do the interviews for it but the MHRMs will have a big say in it as well.

In our meeting they only talked about the PCs. They told us not to be discouraged because we would be the ones who would mostly likely get the new position because we are already doing the work and have the most experience. TCs were basically told, “Oh yeah, you can apply too.” But they were never told their jobs were being eliminated. So now they are pitting two co-workers against each other? My TC is young and already has good computer skills, but I taught him the job. I guess this really is about age.

We were also told there would only be 1 position. People Lead. I'm assuming that is why they are not filling my open TC position!

In my meeting my MHRM said PC and TC positions will be eliminated. There will be only one people lead per store. If you watched the video, it basically said there would be a people lead and pc/tc is going away.

In the video they mentioned the new training PC/TC would have access to. Then said that we could all apply for the new People Lead position later in the year. They didn't specifically say the PC/TC jobs were going away, but that's what is actually going to happen.