Please post any known updates in any area here today. We are all in this together...
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I am also a HRM that was not placed!! Read beliow.
Discussion Guide for HRBPs
Please use this discussion guide during your conversations with your People Leaders to talk about the important HR Redesign changes. These talking points are meant to arm you with the knowledge you need, and act as a guide to empower you in the conversation. There may be questions that come up that aren’t in listed in here, but partner and provide direction as you normally would. Make sure that during these conversations, you are doing what’s right for our Associates, and remember to ask questions to check for understanding.
After the discussion, please follow up on any next steps based on feedback you receive. Continue to check in as needed, and remain available to answer questions and offer support.
Audience: People Leaders
Delivery By: HRBP
Delivery Date: Jan. 9 – Jan. 16
• As you’ve heard, we are rolling out a new approach to HR at Macy’s. The purpose of today’s meeting is for me to share additional detail around how the HR organizational structure changes impact you and your team. Additionally, this is time for us to discuss how specific activities and interactions with HR will be changing. I want to share what you can expect as these changes take shape.
[choose which applies]
o I am pleased to share I will be continuing in my role as your HR business partner. Provide additional detail where applicable - Share if there are others on the immediate HRBP team who will continue to provide direct support and/or if there are members of the immediate team who will be leaving the company.
o In February, I will be taking on a new role as [role]. Your new partner(s) will be [name] and he/she will be reaching out to make an introduction shortly. Throughout the month of January, I will continue to partner with you as the relationship transitions.
• We are moving to a more contemporary approach in HR in which you as a leader will be empowered to own the relationship with your team members in a more direct and personalized way to drive performance and growth.
• As a people leader, you will play a role in bringing this to life.
• As a result, the role of the HR Business Partner, or “HRBP,” will be changing. There are several key ways in which you will be interacting differently with [me/your HRBP] going forward. [I/your HRBP] will have accountability for the support of your business unit working directly with you as a people leader and your reports. [I/your HRBP] is responsible for understanding how cultural, operational, and financial levers impact the business in order to develop and deliver a workforce strategy aligned with business objectives.
• Support from HR will be available to you where needed, but might come in a different form. We are introducing some new tools and resources to support you along the way, many of which were delivered by our new HR system that launched on January 1st.
• As a people leader, it’s important to know that MyHR will be the new platform that Associates will use to view their paycheck, compensation, benefits, and other personal information. You will have ready access to more in-depth information that should help empower you to lead and support your teams in a more direct and personalized way.
• To help put all of this into context and give you some real-life examples, I have a helpful “Cheat Sheet” for you that we will walk through and you should use it as an ongoing reference.
• Walk through scenarios on “Cheat Sheet.” As you walk through it, emphasize the new tools or processes and check for understanding throughout the dialogue.
o Note: A separate activity tool is available if your group has other tools and processes that are not included in the cheat sheet.
• As you come across exciting talent successes, or sensitive individual issues, or most importantly, opportunities for myself or HR to do something better, please reach out and stay connected with me.
• What questions can I help to answer at this time?
• Thank you for your time today. Please come to me with any questions and concerns. I’m happy to help you navigate these new resources the first time through and can help direct you if you’re not sure where to go.
On average how many stores are HRBPs responsible for?
HRBP reps will be going to stores to introduce themselves throughout the next few weeks and will cascade this down to the VPSMs which will then be cascaded down to the People Leaders. There will be ‘fun’ activities like role playing associate questions and answer regarding MyHR. In addition, there will be a cool ‘cheat sheet’ handed out!
All the HRBP have been selected already, those not selected were notified already. I’m an HRM and applied and didn’t get it. So I’m looking into other options but there’s very little unless I want to be a OPS/AP and there’s a few district jobs posted too.
Everyone will be in their new roles by Feb 5th.
HR Coordinator? That’s interesting considering HRBP are now doing the HR aspect. Today I heard nothing regarding AST Supervisors so this is giving me some hope.
What document are you referencing with the “HR Coordinator” change? Haven’t seen that anywhere. Please provide proof of this or where on the portal this was announced.
HRM eliminated (can apply for HRBP or CoE), ASTS renamed to HR Coordinator (still does same functions as today such as new hire on boarding. Visual Managers and Receiving Mangers will go to Leads and report to MTM in smaller doors. Cuts at all associate levels based on Spring 2018 Ownership. This is the year we work with leaner teams. People Leaders will be able to own their business more and manage their own people (including submitted merit increases through MyHR!)
It’s not a “claim”...it’s fact. Being on LOA DOES NOT protect you when your job is ELIMINATED. If the job is slated to be eliminated and you do not move to another job before or during your LOA, your employment will end on the date the company has selected. You CAN apply for and be interviewed for other positions while on LOA.
If I were on MLOA and wanted to keep a position I would contact whoever is left in HR. It doesn’t seem like this is the time to be unreachable due to LOA status... that being said, I’m not a LOA expert. Others in this forum claim that LOA does not protect you from job elimination.
The APM in my store is also on MLOA. He will ultimately be displaced because he is unable to apply for the Ops/AP Manager position while on any form of LOA. Also, this restructure is effective in all doors.
Has anyone heard about Macys union square in SF? I’m currently on MLOA and I’m an APM, don’t know if I will have a job to come back to
today's announcement on the 3pm cobnference call is abotu the new store structure and the HRM's position being eliminated. it will discuss the new HR Business Partner riole and the role ASK HR and MY HR. This will all be addressed to the store execs tomorrow.
I'm told that those in my store who are done will find out tomorrow. I'm in the Northeast.
I've heard the HRM cuts will be announced today
I had heard more was to be revealed today.
Curious to go into work and find out