IBM HR Manager Jobs

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30+ days ago

Workday Project Manager

IBM Washington, DC +10 locations

IBM Global Business Services helps leaders transform their businesses with dedicated expertise in eighteen industries. Around the world, IBMers… IBM

21 days ago

Project Manager - Cloud Services

IBM Washington, DC +10 locations

• To manage day to day operations of the Cloud Services Teams comprising of Cloud Innovation, Cloud Foundational Lab services and Software Defined… IBM

15 days ago

MobileFirst Product Manager

IBM Washington, DC +10 locations

This role leads business management activities on a project(s) to ensure that client commitments and financial targets are met. This role is… IBM

30+ days ago

Workday Human Resources (HR) Solution Architect

IBM Washington, DC +10 locations

include: • Review, understand and provide feedback on Workday Business Process Framework as well as conceptually design the business processes in… IBM

30+ days ago

Workday Human Resources (HR) Functional Consultant

IBM Washington, DC +10 locations

include resolving functional/security configuration issues; fielding "how to" questions; resolving issues related to Workday Business Processes… IBM

30+ days ago

Human Resources Co-op/Intern Undergraduate

IBM Washington, DC +10 locations

Summer internships also provide an opportunity to participate in an IBM Speed Team project, a team based program that allows interns the experience… IBM

30+ days ago

Talent & Change Consultant - Organizational Change - Worldwide Center of Compete

IBM Washington, DC +10 locations

This Executive Consultant will apply skills in Organizational Change, Organization Redesign, HR Strategy, Service Delivery, Change Management… IBM

30+ days ago

Worldwide Center of Competency (CoC) - Talent & Change Consultant

IBM Washington, DC +10 locations

This Talent & Change Consulting role is in our worldwide Talent & Change Center of Competency (CoC). This position is for subject matter experts who… IBM

30+ days ago

Sourcing Consultant

IBM Washington, DC +10 locations

IBM GPS is seeking to fill the role of Client Sourcing Consultant. The Client Sourcing Consultant assists our procurement outsourcing clients with… IBM

30+ days ago

LEADing to Africa Internship Program

IBM Washington, DC +10 locations

Interns will have the opportunity to combine their education with practical HR experience in core HR areas such as compensation, talent and… IBM

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    Advisory Engineer in STG, IBM

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Advisory Engineer in Hopewell Junction, NY
    Current Employee - Advisory Engineer in Hopewell Junction, NY

    I have been working at IBM full-time (more than 8 years)


    Disclaimer: A lot of what I'm writing below of course depends on the work area and management chain. But I found this to be fairly pervasive policies in IBM in my 9+ years with the company.
    1. IBM's policies and management are very flexible when it comes to working remotely or accommodating various life situations (sick days, doctor visits, etc.). Management is encouraged to measure an employee by their work and impact, and not by hours spent at their office.
    2. Great colleagues! Though unfortunately, many have been leaving due to the instability of IBM's HW development business.
    3. At least in my area, there's a high level of flexibility on which projects should I undertake based on my and my management assessment of business impact.


    1. Unfortunately, IBM still uses the "normal distribution" rating system, where at the end of the year each employee is ranked as a top contributor (5%), above average contributor (15%), average contributor (~75%), and bottom contributor (5%). This curve is difficult to apply in the R&D world, where you may have many members of the team working long and hard hours, and end up being "average contributors" at the end of the year, because there just isn't room for all to be top contributors.

    2. The above may not be so disturbing, if only IBM didn't practically cancelled all raises, performance bonuses and incentive for the non top-performers. I've had a consistent "above average" rating in the last 4-5 years, and my raise and performance bonus were ridiculous mere 1.5-2% of my salary. Were I rated "average contributor" I would have gotten NOTHING. So you can imagine that people can go year after year without any raise to their salary.

    From talking to manager friend, this is IBM's way to eliminate the non-top-performers without having to fire them, as part of its direction of reducing US manpower.

    3. Hiring freeze in many areas - again, as part of IBM's attempt to reduce its workforce across North America and Europe we see many jobs move to the India and Far East markets. This is of course upsetting to see local teams shrink and disappear, especially when many great local IBM colleagues and experts begin to drop out. From my experience thus far working with India SW teams - they are still very far away from the standards I would have expected from US and Europe based teams.

    4. Poor top down communication about company's and divisions' future. Employees learn from rumors and news websites what's about to come...

    Advice to ManagementAdvice

    Management must keep in mind that it today's world, which is saturated with brilliant companies that hire top talent, IBM must remain competitive to attract great talent and hold on to it. In the meanwhile, we're seeing the opposite trend, where great people leave IBM for other companies, be it because of a more competitive package, dropping morale and many other reasons.

    Neutral Outlook

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