funeral director

transfer care specialist

administrative assistant

crematory operator

funeral attendant

Foundation Partners Group

The quality of your experience at FPG is relative to your situation. For people just getting started in their careers as Funeral Directors, such as an Apprentice, it can be a solid foundation and an excellent opportunity to learn the business.
There is a high turnover for most positions, especially managerial, which can promulgate obvious problems related to leadership and team dynamics. 
The starting pay for all positions is fair, on par with industry standards, but the potential for growth is limited - getting a substantial raise can be like pulling teeth, despite the quality and quantity of individual contribution. 
All benefits are on par with corporate industry standards, of course they are not what they used to be, but that's normal in the US. Still, because they are larger than family-owned businesses, their benefits tend to be relatively better.
The most enjoyable part of working for FPG is the co-workers and helping people. Good people tend to gravitate towards this industry in general, and there is a strong familial sensibility to be found in the immediate culture, as well as the Funeral Home-Cemetery industry at large, across the boundaries of specific businesses. 
Speaking of work culture, there is a significant disconnect between corporate leadership (based in Orlando, Florida) and local staff, at least in the Pacific Northwest. 
Sales positions (Community Service Advisors and Family Service Advisors) are brutal with a steep learning-curve, and inconsistent insofar as pay. They operate with a "reserve" system of pay, which is essentially commissions-only, but with a minimum-wage lifeline/baseline which is pulled from a "reserve" account. The reserve account is basically a mandatory "savings account" with a cap, enriched by a percentage of pay when commissions exceed the minimum wage base. This situation stabilizes a commission-only income for the lean times, which is good, comparatively speaking. Like sales positions in any industry, if an individual fails to perform, they are terminated. Commissions (percentages of sales) have consistently shrunken during my time with FPG. A sales position in this field can be very challenging. The most successful salespeople tend to be more experienced, and middle to late middle-aged, as they naturally tend to be more relatable to the primary customer demographic.
For grounds crew staff, the pay is low, with little opportunity for advancement, but on par with industry standards.
For admin positions, the pay is average, again, with little opportunity for advancement.
For funeral directors, it's a good place to learn the ropes of the industry or stably ride-out the end of a long career, with little hope for advancement or substantial raise in pay. As with all current corporate funeral director positions, there is the apparent ever-present ethical dichotomy of selflessly helping families while being pressured to sell as much as possible. It is, after all, not a non-profit or charitable organization, but a business with investors who demand results. I've seen many younger funeral directors move to more satisfying careers with other less-corporate businesses in the market.
Managers (location leaders) seem to have the highest turnover in the Portland Market. I've witnessed several very experienced, excellent managers crumble under the pressure of balancing day-to-day operations with the demands of a corporate leadership. That fulcrum is the crucible that burns so many people out. There are far more pizza parties (efforts to temporarily lift team spirits) than substantial improvements (increases in pay, better benefits) in the qualities of employees' lives.
Bottom line, FPG is a quickly-growing, Florida-based company, with frequent acquisitions happening all over the United States. There is a high turnover in all positions, especially managerial. There is very little room for growth as an individual, but it can be a decent learning opportunity for newer professionals to cut their teeth, and older professionals to ride-out their careers. Outside of these two classes of professionals, I would not recommend working for Foundation Partners Group.

In my experience as an Administrative Assistant, this workplace had persistent and unresolved issues with leadership, communication, and accountability.
While my direct manager was supportive and consistently advocated for staff, those efforts were not reflected at higher levels. Concerns were raised through appropriate channels, but consistent resolution or visible follow-through was limited, resulting in the same issues continuing over time.
Administrative staff are essential to daily operations, yet the role often felt undervalued in practice. Ongoing gaps in communication, inconsistent follow-through, and unclear policies created preventable inefficiencies that impacted both staff and overall operations.
Leadership presence on-site was limited, making it difficult to address concerns in a timely or effective manner. In situations where concerns were raised, the process for resolution and accountability was not always transparent, leaving staff without clarity or confidence in how issues were handled. Over time, this contributed to a noticeable decline in trust in leadership and the reporting process.
Advancement to management was not transparent. Criteria for promotions were not consistently communicated or applied, making it difficult to understand how to progress. Prospective employees should ask detailed questions about advancement processes before accepting a role.
I also experienced delays with administrative and final pay that required multiple follow-ups over several days to resolve.
Prospective employees should approach this opportunity with caution. Ask detailed questions about how concerns are handled, how communication flows between leadership and staff, and how consistency is maintained in daily operations.

I interviewed for a marketing/growth leadership role with Foundation Partners Group, and the candidate experience left a poor impression of the organization.
The role itself sounded interesting, and the company operates in an industry where there should be meaningful opportunities for growth, local market strategy, digital marketing, and performance improvement. However, the hiring process felt disorganized and poorly aligned. Communication was slow and inconsistent, follow-up was unclear, and the overall process did not create confidence that the company had the structure or internal alignment needed for the role.

For a leadership-level marketing position, candidate experience matters. If a company is hiring someone to help build or improve a growth function, there should be clear ownership, timely communication, and alignment among the people involved in the decision. That was not my experience.

I also attempted to better understand the organization by reaching out to relevant stakeholders, which I believe is normal due diligence for a leadership-level candidate. The lack of engagement or acknowledgment from most of the organization reinforced the impression that the company may be politically rigid or not especially collaborative.

Overall, the opportunity may be a fit for someone comfortable with ambiguity and slow internal processes, but based on my experience, I would have serious concerns about leadership alignment, communication, and the maturity of the growth function.

I work for a family owned funeral home that sold to FPG. They completely obliterated any positive reputation we had with the community. Other funeral homes and removal services in the state refuse to help us with removals because we're known in the industry for not paying removal fees and invoices.  
The pay is below industry norm and you have to fight tooth and nail to get any sort of raise. Co-workers are extremely rude and passive-aggressive to one another and there are no steps taken to try and improve the situation.
There are constant promises of improvements that are never followed through on- like hiring more funeral directors and admin staff, and promises of hiring phone and/or removal teams to take pressure off admins and on-call funeral directors. 
We charge families almost double what it costs at other similar funeral homes in our area. FPG's main goal is to make as much money as possible, which affects the quality at which we can help families. As long as FPG is making record profits, families can be treated like garbage and FPG will turn a blind eye. 
We're constantly in a hiring freeze  to save money, so we aren't able to get the help we need to run smoothly. Everyone is constantly overworked and stress, and there is absolutely no effort put into improving the situation. 
Management will try contacting you outside of work hours/when you're on vacation because there isn't enough staff. I had management calling and texting me while I was in the hospital about covering phones and removals because they didn't plan accordingly for me being out for an extended period of time. 


This was the worst place and company I had ever worked for in my career. Former owner had free-reign to act eradic. There was constant talk that was misogynistic, homophobic, and political in the workplace. Every meeting was about budget. It's obvious this company has financial issues or mismanagement. They had only one licensee per location and serving around 600 calls or more a year between the two. They would then badger you about overtime and basically undermine you if you couldn't handle the workload in the 8 hrs per day. There was no formal training. Your training was making mistakes and then getting written up for it. They will expect you to do a job that usually takes 3 or more people to complete with below average pay. This is not a rant of disgruntlement, but the sincere facts. If you take a job with them, then don't be surprised by the disappointment. Job-seeker beware! Corporations such as Carriage or SCI do a much better job in management and staffing. These folks will use you up and spit you out! They will hound you to death about budgets, but never ask about you and your welfare. However, you will get almost weekly emails how they acquired aka purchased another firm but then tell you that your 5 hrs of overtime was unacceptable. I never wanted to be there over 40 hrs a week more less 20! I was left completely alone at the funeral home for multiple days a week by myself to see family's, answer the phones and door, and prepare bodies all alone. Funeral directors are in high demand and they're are too many other options than to go this route. 

There is no structure to this company. I thought maybe it was just the branch I worked for, then maybe it was just the market, but it turned out to be the entire company. If you have a problem, there's no one to report it to. Your manager will do nothing, HR will do nothing, regional leadership will do nothing.. They will turn every problem into you being the problem, and ultimately the reason they find to terminate you. Don't waste your time, just find a job worth growing at. 

The environment and culture are disgusting. Favoritism is everywhere and the only way you will ever grow in this company. The less you know about the funeral industry, the further you will go- the more raises and promotions you will get. The more you know, the more they will try to push you out. God forbid you have a professional license and know the laws and regulations of your state; you are the ultimate threat. I you don't suck up to every higher up that walk through your door be ready to be on the list to be terminated, it's worse than high school. Management will say you're doing a great job while they are literally actively putting together a case to terminate you. 

A typical day at this company is mayhem. I had the privilege of being able to manage my work schedule and make sure things on that end were properly handled, but when it came to everything else at my branch, nothing was handled professionally. Staff was allowed to do whatever they wanted to, whenever they wanted to. Company policy and protocol were a joke.

Never had a experience like this ever. Leadership is completely useless and will not help on improvements at all. They will lie through their teeth to just get the job done. During the hiring process they will fill your head with false hopes about promotions, training and that they are trying to improve the department because they have had some fall outs. The reality is that there is no direction with management and half of the time they do not know what is going on. They try to run the team as bare minimum as they can to maximize their labor compared to a call center. You will end up doing the work of multiple departments with no extra pay. The lack of help also affects the users on the field and you are just expected to deal with it with no proper direction. They will make you travel during the pandemic and will have no empathy. After hours you will be harassed constantly and overtime is frowned upon (expects you to work for free). No one in upper management have any kind of Funeral experience and everything is ran by numbers. As a IT Professional you are still expected to work around descendants and that is something that is never disclosed to anyone. Everything is micromanaged and heavily criticized. Only positive thing is that the workload is so massive that you get exposed to a lot of technical skills, but you aren't train on it. You pick it up as it goes along. 

My experience with this company was extremely disappointing. The workplace environment felt chaotic, disorganized, and poorly managed. Communication from leadership is minimal and expectations seem to change constantly, leaving employees to figure things out on their own while still being held responsible when things inevitably go wrong.

Management often came across as abrasive and condescending rather than supportive. Instead of guidance or constructive leadership, interactions frequently felt dismissive or unnecessarily critical. This creates a stressful atmosphere where morale is low and employees feel undervalued.

What’s most concerning is the disconnect between leadership and the people actually doing the work day-to-day. Staff are expected to maintain professionalism and compassion in a very sensitive industry, yet the internal culture does not reflect those same values.

With better organization, communication, and respect for employees, this company could potentially improve. In its current state, however, I would not recommend working here.

I found my experience at Foundation Partners Group to be disappointing due to ineffective management practices. Despite my dedication and hard work, it became evident that seniority and merit were not valued. Instead, recognition seemed to be reserved for individuals who prioritized ***-kissing and conformity over genuine contributions. This lack of recognition based on merit created a demoralizing work environment where talent and dedication went unnoticed. In addition to ineffective management, the prevalence of nepotism was disheartening. Rather than prioritizing merit and qualifications, the company seemed to favor hiring friends and family of existing employees, which hindered diversity and fairness in the workplace. Furthermore, the issue of low wages in such a competitive market was glaring. Despite the demanding nature of the work and the industry standards, compensation remained significantly below par. This combination of nepotism and low wages created an atmosphere of frustration and disillusionment among employees, detracting from overall morale and motivation. I hope the company recognizes the importance of addressing these issues to foster a more inclusive, fair, and rewarding work environment for all employees.

What is the best part of working at the company?
I always had a great appreciation for the sense of accomplishment I felt for the families I served.

What is the most stressful part about working at the company?
Dealing with the constant dishonesty, lack of support, and back-stabbing of the corporate management staff. 
The original staff members and environment was wonderful and it was a joy to go to work every day when the funeral homes were independently owned. But everything went downhill after they became part of FPG. Within eighteen months almost the entire original staff was either dismissed for frivolous reasons or they resigned because of the corporation's lack of ethics or morals. Most of the staff is fantastic to work alongside. However, the same can not be said about management. 

What is the work environment and culture like at the company?
Do not trust the corporate management. They do not have your back and they will throw you under the bus to cover their own lack of skills. 

What is a typical day like for you at the company?
It is very fast paced and the days go by before you know it. Having good time management skills will be very helpful.

Top Job Titles	Average Salary
Funeral director 225 salaries reported	$28.01 per hour
Transfer care specialist 91 salaries reported	$20.76 per hour
Administrative assistant 33 salaries reported	$22.40 per hour
Crematory operator 31 salaries reported	$23.03 per hour
Funeral attendant 71 salaries reported	$19.09 per hour

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