application developer

district sales manager

service technician

key account manager

senior sales engineer

Grundfos Pumps

A typical day involves coordinating tasks, supporting ongoing projects, and addressing issues as they arise to keep work moving efficiently. Much of the day is spent collaborating with team members, ensuring work is performed safely and correctly, and adjusting priorities as conditions or schedules change. The role requires flexibility and clear communication to meet daily objectives.
I have gained a stronger understanding of shop operations, process improvement, and problem‑solving in a fast‑paced environment. I’ve also learned how important communication and planning are when working across different teams, especially when balancing safety, quality, and production demands. Overall, the role has helped me develop both technical knowledge and leadership skills.
Management is supportive and approachable, particularly when it comes to addressing concerns or providing guidance. Expectations are generally clear, and there is an effort to involve employees in discussions related to improvements and problem resolution. Continued consistency in communication and follow‑through helps maintain trust and alignment.
The workplace culture is team‑oriented and focused on getting the job done. Employees are generally willing to help one another, and there is a shared sense of accountability. Maintaining open communication and recognizing contributions helps reinforce a positive and productive work environment.

Career development opportunities are limited, particularly for employees based outside of Denmark. Advancement often appears concentrated at headquarters, which may create challenges for regional employees seeking long-term growth.

There is a heavy reliance on external vendors and outsourcing, which can impact internal skill development and ownership of key functions. Additionally, there are instances where leadership effectiveness varies, particularly in familiarity with internal tools and processes. More cons, no internal growth, Danes are favored for career growth, they outsource skills to other countries, regional global and group all speak a different language, no alignment, they lock up snacks in the office unless you are "important" it's an open workspace but everyone's screaming over one another in the office. 

The office location along I-10 in Texas can also present challenges for work-life balance due to significant commute times and traffic congestion.

Advice to Management:
Invest more in developing and promoting internal talent across all regions, not just Denmark headquarters. Creating clearer career pathways and empowering employees with ownership and growth opportunities would improve retention and overall morale.

Ambition and encouraging others do not seem to be qualities valued by management. Continuous Improvement and Quality Assurance is pushed, but enacting practice and policies to make sure they're carried out consistently by an inconsistent work-body (temps) is something that is overlooked, or ignored. 

Many Department Leads and Managers pander to the veteran employees, most of which are not shy to sharing their frustrations and dissatisfaction of their superiors and company as a whole with new hires and temporary employees. 

I've been on and off with Grundfos since the Recession, for an accumulative 5 years. I certainly understand the decrease, or overall discontinuation of additional work incentives and commodities, and am not particularly put off by it as many of the 10+ year employees are. I do recognize, or more, don't ignore the negative effect that has had on morale and in turn productivity. 

This has a been a culture that has existed since before Covid, I would only hope their recent EMS scores finally prompts individuals from outside the Fresno plant to step in and bring a long overdue restructuring to the company, and cultivate a healthier culture.

Grundfos is a global pump manufacturer with Danish origins that is very focused on breaking into the US waste water market. 

The European corporate side of the company appears to be a generous, respectful and people oriented... however, there is so much pressure to succeed in the US market that respect for people at the US manufacturing and distributions facilities has been completely forgotten in the past 3-4 years and has resulted in unsatisfied employees and a revolving door of experienced sales, senior management and executives. 

In 5 years, the Grundfos Chicago facility has seen 4 Presidents of Sales, fired nearly their entire external sales force, chased a dozen or more senior level managers out of the company and cancelled/reorganized dozens of contracted distributors in order to satisfy the changing demands of Senior/Executive Management.

Several departments within the facility are working short staffed because they cannot get the approval for additional people resulting in over working the existing staff.

To top off the stress levels, the US facilities have been forced to reorganize the departments and learn new software several times.

•	Preparing Functional Specifications and carrying out the changes on different System Landscapes with Change Request procedure for Customization Change.

•	Planning scenarios including both Make-to-Order and Make-to-Stock strategies

•	PP sub-modules such as Sales & Operation Planning, Demand Management, MRP, Production Orders, Capacity Planning, Product Costing and Sub-Contracting.

•	Using the Solution Manager for maintaining & tracking the Documentation for System Enhancements or Customization Changes based on Business Requirements

•	Meeting the Service Level Agreements (SLA) for day to day issues and also progress reporting of the Issues with the help of BMC Remedy Tool.
	
•	Analysis and configuration of PP Master Data including Material Master, Work Centers, BOM, and Routing. Due to the engineering nature of the organization the project had strong emphasis on PP Master Data creation procedures and other interfaces. Changes to Master Data using Engineering Change Management  

•	Integration points included strong emphasis on integration with MM, WM, SD and CO. 

•	ATP configuration for PP MRP Run & Shop Floor Control.

What is the best part of working at the company?
The people at Grundfos truly live the company’s beliefs and values. It’s incredibly humbling to work for an organization that genuinely values its employees. I always recommend Grundfos to anyone who’s exploring a career change or considering a new company.

What is the most stressful part about working at the company?
There is certainly a lot to learn at Grundfos—from the products to the culture, reporting, and beyond. While it can feel like a lot at first, there are many helpful resources available, and colleagues are always willing to share their knowledge and support one another along the way.

What is the work environment and culture like at the company?
Very supportive environment. At Grundfos, we work hard—and have fun along the way.

What is a typical day like for you at the company?
There’s a great balance between meetings and focused work time. The work‑life balance is truly excellent, and I have regular touchpoints with both my manager and my team, which makes staying aligned and supported easy.

A typical day at work included a variety of executive assistant tasks and strategic work in the areas of legal, insurance, corporate travel program, fleet management, facility management, office management and supervision.

It is hard to describe what I learned as each day was a learning experience.  

Unfortunately, there is a lot of unclear direction within management due to a complex matrix structure.

There is much cooperation between colleagues.

The hardest part about the job is the matrix structure.

The most enjoyable part about the job was working so close to the executives and having a strong understanding about the business.  This was key to my success and contributions.

Each day would be a reactive, instead of preventive, endeavor to resolve customer complaints. A business with the greatest potential for customer satisfaction, and high quality products.  However, lacking the need for strong management to provide direction.  Customer satisfaction is defined as the number one goal in words, but lacking in execution.  Co-workers are driven to do whatever is needed to resolve issues, but they are not provided the tools to make long term changes that would prevent many recurring customer issues.  The hardest part of this job is the frustration with the day to day "fire prevention," which prevents much needed root cause analysis of issues, and long term business/manufacturing process changes. No managerial support to accommodate making the necessary changes. However, the most enjoyable part is resolution for customer issues, and working with the SAP computer system.

Liars, bunch of people who don't know what they are doing. backstabbing happens constantly.  they only want temporaries because they don't want to pay. culture is bad, people don't get along.  soap opera drama and crying babies all around.  If you are a "yes ma'am" type then this is for you.  they talk alot but there's no action.  leads are lazy and useless making everyone else work while they walk around and talk.  If you ask them to take care of something, they just pass it along to the next person because they want to be on the computer and watch netflix. You can't talk to HR, there's a paper on their door and they want you to call it even though they are sitting in the office.  It's a load of dung (management), they are driving company down the drain.  they make pumps but they will eventually pump all the money down the drain with their lies, disrespect, distrustfulness, and brainlessness

Grundfos is overall a good place to work. The Danish culture extends somewhat to the USA, ensuring a good work-life balance with excellent benefits. The products (primarily centrifugal water pumps and some systems) are known as the premium option, often being the highest quality and most reliable.

The people are generally very friendly, and the facilities are good. There is a free gym on-site. Most people work 8-5, and working long hours is actually frowned upon.

The local management is good, and there have been some fantastic people there, though many are now gone. The overseas management is where the challenges appear. There is not as much mutual respect and understanding as is portrayed, and the decisions made often reflect this lack of depth.

Top Job Titles	Average Salary
Application developer 8 salaries reported	$77,886 per year
District sales manager 27 salaries reported	$112,559 per year
Service technician 12 salaries reported	$31.59 per hour
Key account manager 18 salaries reported	$105,151 per year
Senior sales engineer 6 salaries reported	$115,751 per year

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