SLB reviews

Cons: Leadership in the Pune Integration Division feels unclear and inconsistent. Decision-making often seems fragmented, and there is no strong vision guiding the team. Growth opportunities appear highly dependent on visibility with HR rather than performance or contribution. Since many decisions are driven locally by HR, employees who do not have frequent interaction with them may feel overlooked. HR and certain managers are often seen socializing in the office, but this does not always translate into effective support or leadership for employees. Employees notice Bias when it comes to recognition of these employees. Employees working closely with global teams are overlooked by HR , as HRhas limited understanding of their day-to-day work, which affects performance evaluations, promotions, and recognition. The organization promotes a “transparent” promotion process with predefined steps, but in practice, employees often feel that these steps are not consistently applied or valued. Work-life balance, recognition, and compensation parity vary significantly, and some employees may perceive bias in nominations for visible opportunities or events. Local management tends to follow HR decisions closely, which can leave employees without strong advocacy at the ground level.