The processes of the company are many. They are often burdensome, blind, and out of touch with reality. However, this is not unlike other companies of this size. Red tape is a nuisance to deal with, but it also can be a strong guide to keep things moving when the way ahead isn't clear.
HR operates like a black box, perhaps a broken black box, and despite the heaps of fluffy, feel-good gibberish it spits out in your daily email, it's actually pretty clueless as to it's own hypocrisy and functions as a propaganda machine.
Raises are suppressed through a convoluted system of ratings amongst peers, standing in view of the industry average, time with the company, background, and lastly, performance. It does not pay to perform. A set pool of money is pre-determined and the lower management is burdened with ranking their direct reports against each other to decide who gets 3% vs 4% or 5%. Naturally, it pays to be a favorite like any other system governed by humans, but overall, it's very difficult for them to play favorites due to the way the system is setup. In short, hire in at the highest rate you can negotiate, be prepared for raise cycles ranging from 14-18 months (and sometimes longer) and try to move to another role every 2 years to prevent your salary from losing in the race with inflation.
It is very difficult to ever actually get anything done due to the massive amount of people that have a say in any major decision. Some parts of the business (MPE) can hold a project up for over 6 months while it's waiting in their queue. Major changes happen very slowly and individual contributors very seldom have any real communication or relationship with their managers.
