OMERS Reviews | Glassdoor.co.uk

OMERS Reviews

Updated 25 Feb 2020

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3.0
44%
Recommend to a Friend
52%
Approve of CEO
OMERS Chief Executive Officer Michael Latimer (no image)
Michael Latimer
29 Ratings
Pros
Cons
  • "You can also not participate in their pension plan(in 14 reviews)

  • "There are no cons I can think of(in 7 reviews)

More Pros and Cons
  1. "Great company"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Associate in London, England
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at OMERS full-time for more than a year

    Pros

    Humble, fair, honest, transparent and rewarding culture that offers plenty of opportunities to its employees

    Cons

    It is a very large organisation.

    OMERS2018-11-08
  2. "Good company to work for."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Consultant in London, England
    Recommends
    Neutral Outlook
    No Opinion of CEO

    I have been working at OMERS full-time for more than a year

    Pros

    Good culture, great colleagues, good benefits. Can't really think of anything else to write here. Great location and work environment.

    Cons

    Not much room for growth, promotions rarely happen, human resources are useless. Training courses are not provided although there is a budget for it. Expectation is that you learn on your own even if or when a new technology is introduced into the company while you manage it on daily basis. Company benefits are well kept secrets unless you hear it from others and ask for them. No performance reviews!!!! You work for a person not a company. Management in some areas is poor. Blame culture at managerial level. Lack of ownership and responsibility.

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    OMERS2017-05-26
  3. Helpful (2)

    "OMERS"

    StarStarStarStarStar
    Former Employee - Anonymous Employee 

    I worked at OMERS full-time

    Pros

    People, purpose, total rewards, location, career opportunities

    Cons

    None to mention, overall great company with lots of opportunity

    OMERS2016-02-23
  4. "Pension Ops is in Total Disarray But All is not totally Lost just Yet"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Pension Analyst in Toronto, ON
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at OMERS full-time for more than 10 years

    Pros

    -yearly $500 League lifestyle spending account (taxable benefit) -free quality coffee like Tims, Starbucks -great location: Bay & Adelaide office with direct PATH connection

    Cons

    -new management team has not been able to execute well on their strategy if they have one in the first place (questionable) -intake unit faces constant issues on timely scanning documents from fax, emails to online platform which leads to processing delays. Some documents are not imaged/tagged for a week or longer and members/employers are constantly calling/inquiring on rush requests -short staff solution leading to added stress and toxic work culture where certain team members take their frustration out on peers from other teams -misguided focus on "strategic initiatives" when the department is struggling to meet service levels and compliance. Note: there is already an "innovation" team that can handle "strategic initiatives" yet pressure on processing employees to do this -cost cutting has gone too far whereby employees are not satisfied with mediocre at best pay increases/increased work hours and added job responsibilities, work load -total ignorance of high employee turnover which is now impacting all teams directly or indirectly with higher volumes, not meeting service levels -member satisfaction is declining slowly but gradually due to slower processing times

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    OMERS2020-02-26
  5. "Great place to work"

    StarStarStarStarStar
    Current Employee - Anonymous Employee 

    I have been working at OMERS full-time for more than a year

    Pros

    Working for the products and technology team at OMERS has been very rewarding. Great environment for growing and learning. Work is very team oriented. Everyone is super helpful, and it’s a great place to grow and collaborate with teammate.

    Cons

    some processes in other teams are outdated.

    OMERS2020-02-25
  6. "Employee Satisfaction Is Really Low and Employee Turnover is Really High"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Pension Specialist in Toronto, ON
    Doesn't Recommend
    Positive Outlook
    Approves of CEO

    I have been working at OMERS full-time for more than 5 years

    Pros

    Great coffee for free like Starbucks, Tims PATH connection to the office Friendly co-workers DB Pension and Incentive Plan 10min Walk to Union Go Station Minutes to TTC Queen, King, or St. Andrew Station

    Cons

    Work from home has been taken away completely. This is by far the biggest sense of frustration in the department. Management doesn’t trust employees to get work done at home. There were definitely employees who abused the Work from Home program. This is management’s responsibility for not holding these people accountable and making bad hiring decisions in the first place. The abusers were mainly newer employees while the long service employees worked diligently/more effectively at home. Can they just not hire “adults” instead next time or atleast punish them only? It’s also become a 9AM curfew to get into the office. Imagine a workplace in the modern world that treats employees like school kids. No wonder why many employees are chronically sleep deprived or complain about lack of sleep/fatigue. This chronic sleep deprivation negatively impacts work quality and is extremely unhealthy to say the least. Employees are consistently feeling “tired” and run out of energy by mid-week. Unfortunately one of the first topics of discussion when you run into a co-worker is always about lack of sleep and tiredness. Management is bringing back flex work hours in mid February. Apparently they are just realizing they need to improve on their primitive thinking if they want to improve employee well-being, satisfaction, and productivity. This is the same management team that is always late to understand fundamentals including the 2 decades late “digitization” campaign which they consider a huge accomplishment. Lets all pat ourselves on the back! They just stepped out of the cave it seems. As you can see this is still NOT a work environment worthy of attracting “Top Talent.” Work life balance is really bad. Employees are now working harder than ever before and hardly anyone has time to take their two 15 minute breaks and full lunch break. To deal with the turnover and management reluctance to replace adequately, the majority of employees are severely OVERWORKED. Its quite sad actually. Some even end up working extra hours to catch up by skipping lunch/breaks/or working at home after hours. The expectations have increased to extraordinary levels. So many employees have left in the last 2+ years. What was once a place where someone leaving would be “news” is now just a quick shrug of the shoulders. The turnover has been ignored by management until now. Imaging/scanning team is short staffed to the point member/employer faxes, emails, mail are delayed by weeks at a time. It horrendous customer service. I feel for our members and employers who are suffering from our incompetent management team who focuses on “short term” while getting burned in the “medium to long term” with bad decision making. One such example, is hiring people who have no serious intention to stick it out for the long term. Obviously these people ended up just applying to other departments to “Advance” their careers or just leave the company. No doubt why employee satisfaction is really bad as things have slowly been taken away while forcing employees to work harder than ever. It’s a total disregard for employee well-being. Management thinks they can squeeze every last drop of productivity from each worker to keep budget costs low. This will only last so long before employees burn themselves out to the brink of mental exhaustion. Just wait till the number of sickdays increases and absences. If you are thinking of joining the department, think carefully about the lack of work life balance. You won’t have much time for breaks and will be overloaded with work with high expectations. Management has a grand plan to make transactional processing employees become quasi client service representatives. Quite an interesting idea, yet carries many flaws. Would employees willingly take part without any increase to their salary or any incentive for that matter? No one seems happy with this initiative and there are now political ads plastered all over the walls trying to convince more volunteers to join the trial run. It’s a constant campaign and a bit annoying that they are trying to convince everyone into accepting it as ok. Looking around the office, you would think we are in the midst of an election. Unfortunately, analysts and a few others have been handpicked to volunteer mostly against their will (voluntold). Talk about giving people added duties beyond their original job description. Did it not click to management that if someone really wanted to make calls the whole day, they would just apply for a job in client services in the first place? Oddly enough management is now claiming this program is completely voluntary. Yet they are still “pressuring” employees to join with cleverly worded sharepoint articles as well as other pressure tactics. Will these people get on the same page already? Seems to be miscommunication amongst upper management, which is a sign of dysfunction in the upper ranks. This is quite absurd. Its equivalent to being pressured to enlist in the military and then being told later its “voluntary” after the generals see they are losing the war and it looks completely hopeless. Management even took the time recently to write a bizarre full-page defensive and almost emotional op ed trying to defend this deeply flawed idea amidst the push back. Does management not understand the concept of “transparency”? They clearly weren’t up front with their agenda/purpose which lead to deep speculation of their “grand-plan”. This comes as no surprise. The current management team keeps employees in the dark and doesn’t admit the true reason behind their actions. Perfect example was the removal of Work From Home.

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    OMERS2020-02-25
  7. ""Free" food (nothing's free!)"

    StarStarStarStarStar
    Former Employee - Pension Manager 
    Disapproves of CEO

    I worked at OMERS full-time for more than 10 years

    Pros

    Great benefits and pension (although less than half their employees are able to participate in the DB Pension Plan) and "free" snacks

    Cons

    All those with working knowledge/history and a high ethical standard have been let go or have left.

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    OMERS2020-02-25
  8. "Great place to work"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
     
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at OMERS

    Pros

    Great culture Smart, friendly colleagues Lots of interesting work Flexibility Very good bonuses Super benefits including a $500 lifestyle spending account that be used for wellness/commuting/activities - good maternity and paternity leave Several employee resource groups - pride, women, working parents Beautiful modern office Free food daily - fruit, yogurt, snacks Monthly beer/wine social Close to union station 5 personal days/year

    Cons

    Can be long hours depending on time of year Some leaders email at night Technology could be modernized/updated - although that is underway in some cases

    OMERS2020-02-21
  9. "Great company culture"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Analyst 

    I have been working at OMERS full-time

    Pros

    Very open and collaborative; organize internal events to promote diversity and inclusion; great daily refreshments

    Cons

    Org structure is flat and it may be challenging to move up the ladder

    OMERS2020-02-19
  10. "Is the Glass Half-Empty or Half-Full in Pension Operations/Pension Services"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Pension Analyst in Toronto, ON
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at OMERS full-time for more than 10 years

    Pros

    *DB pension plan *Bonus for perm FT employees *Great office space/design *Office has direct Path Connection *Friendly co-workers and managers *Decent benefits and vacation days *Strong female representation *Healthy snacks (yogurt, fruits)

    Cons

    **No Work From Home (used to be 2 days a week)- new leadership team has removed WFH insisting it doesn’t boost productivity. Majority of employees travel more than 1 hr each way to/from work which is tiring. NOTE: they recently sent us an email noting they are bring flex hours back as of Mid-February **No Flexible Work Hours - used to be allowed to do your 8 hours whichever time you decide to start/leave. Employees now need to come in latest 9am and leave earliest 4pm each day and stick to same schedule every day. This can be stressful for those of us who don’t live Downtown **Increase to work hours to 37.5hrs/week (used to be 36.35hrs/week) – was done under premise of “work harmonization” but seems to also be form of cost savings by making employees work more hours for the same annual salary (lower hourly rate). **Nepotism- seems to be a common theme that many family members/relatives are being hired without much thought into conflicts of interest. Especially concerning pertaining to management employees hiring family members **High Employee Turnover – at the highest level in the last 10 years; especially high among newer and young employees. This also impacts remaining team members/managers due to added responsibilities, pressure to meet service levels **Low Employee Morale- At the lowest level in years and although you cannot see it on their faces, employees often share their frustration/animosity amongst themselves. This seems to be due to all the changes made outlined here **Long Service Employees being let go- Employees with years of experience and no direct involvement with the “failed project” have been let go for unclear reasons. **Cuts to Work Life Balance/Days off- removal of summer days (used to have a half day for every other Friday in the summer) and flex days. What used to be 2 float days and 4 work life balance days have been replaced with 5 “OMERS days. Also, used to be 1 additional week of vac for employees with 10 years service (now 15 years). Volunteer days used to be paid time off, now you need to take an unpaid day off or use a vac day. **Handpicked promotions- Numerous instances in pension operations as well as client services with a lack of transparency. Annoys other employees who end up complaining things are not fair **Rapid Increases to Productivity/Performance Metrics/Expectations– steady yearly increases to productivity measures and performance objectives. Employees are working harder than ever, feeling stressed out, mentally exhausted, not having time to take breaks/lunches, putting in extra hours after work **Wasteful Activities/Events-emphasis on incentivizing people who participate in non-core work related initiatives such as volunteer committees, social events, etc by increasing the weight of “strategic initiatives” on total performance. Meanwhile reducing weight of core work related score. Are these “extra-curricular” activities wasteful spending if the majority of employees don’t willingly participate and there is no increase to employee engagement/productivity? Ex) Diversity/Social Committee, “Dialogue Series” involving 3rd party consulting firm. Employees are “forced,” “voluntold,” pressured to participate in events, witness fireside chats, attend social events (pressure from the VP/SVP?) **Inefficient Use of Budget-Teams with unclear mandates such as Agility, Digital, Internal Controls which arguably are not providing value/benefit and leading to budge cuts in more important areas. Disproportionately high number of senior pension analysts, managers, directors within Pension Services which are taking up valuable budget room. **Inefficient Feedback Mechanisms- not much room for honest thoughts/concerns from employees at coffee chats with management due to fear of reprisals. “Anonymous” corporate wide Employee Engagement Surveys are administered online via email link. Prevents employees from expressing honest opinions due to fear of being “tracked” (privacy concerns).

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    OMERS2020-02-22

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