LPL Financial VP, Software Development Manager reviews

New CHRO has created a culture that does not care about people, impossible to dissent, very tactical work, no real pwople strategy, very hard work with zero recognition, compensation is below market, yet the keep cutting: eg. When they run out of things to cut or costs to raise, they most recently eliminated the mobile reimbursement which was already low from prior cuts ( at $20). They assume people will use their own phones, while working very long hours, without any recognition and lousy salary increases that are consistently and significantly below market. Yet, there is such a culture of not speaking truth to power, and the new CHRO is so incompetent and only concerned about self preservation, that no one speaks truth to LT. There are no career growth opportunities. Culture of hiring externally, even though they should have realized by now that that strategy does not work as proven by the number of senior leaders they later turned over the years

Leadership Concerns: Senior Vice Presidents (SVPs) and Executive Vice Presidents (EVPs) prioritize personal alliances, fostering a culture of favoritism. Toxic Environment: The EPMO is plagued by "mean girl" cliques, who are protected and rewarded regardless of their divisive and toxic behavior. Favoritism Toward Contractors: Contractors are often treated better than full-time employees, receiving preferential treatment in workload, recognition, and sometimes opportunities. Lack of Transparency: Abrupt layoffs with minimal communication erode trust, leaving employees blindsided. Workplace Politics: Hardworking employees are often overlooked or dismissed, while toxic individuals and contractors aligned with leadership are shielded and rewarded. Erosion of Morale: Promises of stability and fairness from leadership often contradict their actions, creating widespread frustration and dissatisfaction.