- Promotions are based on Seniority and not on performance
- Corporate HR representatives do not respond to emails or requests for information.
- Although they promise the opportunity to fast track your career based on performance, HR will not allow promotions in level in less than three years, just in salary, no matter how high your performance reviews.
- High performing employees work in roles two to three levels above their pay grade at 60+ hrs/week with no paid overtime, while Team Leads with poor performance records are allotted high salaries.
- HR is a nightmare - poor performing employees work the system and can submit an erroneous Ethics complaints to keep their jobs, while HR follows by unleashing harassing investigations into baseless accusations that have nothing to do with job performance.
- Corporate Policies are oftentimes subjective and HR can rule that violations occurred without providing any evidence. There is no opportunity to confront your accuser.
- Although they have a training "Learner's Desktop" they do not provide training into how to use their different payroll titles (i.e. when to use paid time off, or when to use personal illness, how to request permission to work remotely, etc), and they do not provide easily accessible training regarding business travel.
- In order to reward high performers, Program Management and FP&A Directors have to award monetary "Service Recognition Awards" that do not require HR approval.
- HR is so concerned with not upsetting poor performers that they will reduce even in-line promotion amounts for the specific purpose of not moving high performers into the next salary tier.
- HR strives to reward and retain the status quo.
- Team Leads pass on the difficult work to Level 1 and Level 2 employees and do not know how to manage the most basic aspects of ERP systems. Favoritism is shown based on tenure and change and process improvement is met with immense resistance.
