Uber Technologies cut 23% [1] of the jobs in its HR and people division to reduce costs and improve efficiency.
The restructuring comes as new president Jill Hazelbaker takes over leadership of the company. These cuts target specific internal functions, including recruitment, workplace facilities, and culture, rather than the company's core ride-sharing or delivery operations.
An Uber spokesperson said the layoffs represent less than 1% [2] of the company's 34,000 [3] employees globally. The company is streamlining its internal support structures to lean out operations, a move that aligns with broader corporate trends of reducing administrative overhead.
Despite the current trend of automation in corporate environments, the company said these specific reductions were not caused by new technology. Hazelbaker said, "The cuts were unrelated to the ongoing implementation of artificial intelligence."
The layoffs primarily hit the "people" side of the business, which manages the employee lifecycle from hiring to workplace management. By removing nearly a quarter of the staff in this division, the company aims to trim operational expenses while maintaining its global workforce of 34,000 [3] people.
“Uber cut 23% of the jobs in its HR and people division”
This move signals a strategic shift under Jill Hazelbaker to prioritize operational leaness over corporate expansion. By specifically targeting the HR and culture divisions rather than engineering or product teams, Uber is attempting to lower its burn rate without compromising its technical capabilities or AI integration goals.
