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Thomson Reuters Human Resources
Leading members of Thomson Reuters' Human Resources Team include Pragashini Fox and Jesper Bendtsen. Thomson Reuters' Human Resources Team has a direct impact on the company’s overall culture which is scored an A by employees. Let’s not forget culture starts at the top. Steve Hasker, Thomson Reuters' CEO, has been rated 76/100 by employees.
Thomson Reuters Key HR Leaders
How does the HR Team rate Thomson Reuters?
The Human Resources Team rates Thomson Reuters an A+ in comparison to departments at companies of similar size.
The Human Resources Team ranks Thomson Reuters in the Top 20% of companies in Toronto
Thomson Reuters HR Team Versus other Departments
As the enforcers of company culture, it’s intriguing to know what the human resources department thinks about Thomson Reuters' culture in comparison to other departments. The human resources team ranks their overall culture 89/100 which is 13% higher than the average overall culture rating of 76/100 provided by the entire company. Other notable culture scores are 89/100 from the Finance department, 88/100 from the Admin department, and 85/100 from the Customer Support department.
The Effects of HR on Thomson Reuters
Thomson Reuters' human resources department has a direct impact on the work environment. Employees rate their environment an A- and are extremely happy at Thomson Reuters. When asked what’s positive about the culture and environment at Thomson Reuters, one user shared, “Diverse, inclusive, tries to drive change and not just pay lip service to it.”.
- Top 10%AOverall Culture
Thomson Reuters is in the Top 10% of Similar Sized companies on Comparably
- Top 15%A-Environment
Thomson Reuters is in the Top 15% of Similar Sized companies on Comparably
- Top 10%AHappiness
Thomson Reuters is in the Top 10% of Similar Sized companies on Comparably
Thomson Reuters is in the Top 20% of Similar Sized companies on Comparably
Recent Questions about HR at Thomson Reuters
- How does Thomson Reuters handle HR issues?View AllMy HR experience was not good, since they want to replace me after 5 years for lack of performance in one metric without engaging why this is a major challenge this year. My territory was re-aligned at the beginning of the year, and I had no input and none of my questions were addressed about how my total ACV value was reduced 40% while my quota was only reduced by 14%. This is a big miss for HR, letting management play games with people's opportunities and ultimately careers.
