process engineer

technician

director

senior brand manager

scientist

Procter & Gamble

NOTE: Starting December 2021, The plant is requiring weekly testing at employee expense or vaccination to continue employment.

The parent company, pay and benefits are excellent, but it comes at a high cost if you're not an office worker at this location. 

Machines are old and break down or malfunction countless times per run. They often work around multiple equipment that can't get to work because they don't have the parts or it requires an engineer that is not available: they are concerned more about keeping the production line moving.  The production lines go down for hours and even days due to broken parts or a lack of qualified staff.

People who have been there a long time are burned-out,  bitter and seem to be undermining things such as slow walking areas of production; calling in sick or scheduling vacation time on short notice: This leaves you understaffed, overworked, distracted and at risk of a write-up for overlooking quality issues and in most cases underqualified. In addition, it is a very clique-ish environment: if you're not part of their group they will undermine your employment despite being a good worker, but build up others who are terrible employees simply because they like them.

Management appears to be grasping at straws as they often try new things to increase productivity, such as new rotating schedules, last minute involuntary work hours, overbearing procedures: unfortunately they are completely out of touch with how things work on the production line as their focus is numbers. They have many benefits that lead to a healthy life with a work-life balance, but you'll rarely have time to take advantage of it as you will be spending most of your time working around this weeks new planned disaster. I've heard several instances where management has said that your life should completely be centered around your job 24/7.

When it comes to administration, things move very very slow. Getting uniforms, pay, passcodes, benefits, access etc. takes weeks to months meanwhile you are expected to work around these issues. if you bring it up, you are told it's your fault because your not persistent enough in contacting them over and over. Office workers seem to be enjoy a charmed lifestyle as they casually come in and casually go about their day often popping is on the line to scrutinize your work. Meanwhile that important pay issue, passcode, IT issue etc. has been unresolved for weeks on end. 

Training is spotty and disorganized. You are required to stand at a computer reading an overbearing amount of convoluted documents that use seemingly cryptic language while jumping in continuously to handle down machines, loading components, quality checks, filling out computer forms, and cleaning up messes caused by untrained temporary employees or poorly maintained equipment. On an almost daily basis you are put to task as to why these documents are not complete knowing that, once you sign off on them, you are now responsible despite no formal training or full explanation.  

Safety and procedure is so overbearing that even a papercut (no kidding) requires a write-up that is published plant wide. I'm told there is a written procedure for how to use the bathroom.  There are people so eager to get noticed they look for any opportunity to find the slightest violation so they can write it up and email it to the plant. Hairnets, beard nets, earplugs, respirators, facemasks, uniform guidelines, safety glasses, some more necessary than others, adds to the tedium of excessive long hours and an overly procedure laden work environment.

For a non office worker, this is currently a miserable place to work and it shows. In the short time that I have been here I have seen many new and old employees quit, most by by walking off the job, leaving you very short handed. The place has so much potential for a great work environment unless they overhaul their system, but that's not going to happen because the culture is arrogant and broken.
  

Working at P&G has been a unique experience.

Overall, for the right person, working on the Green Bay Mill has been something I'll never forget. 

In papermaking, there's a lot of interesting characters. The job itself isn't difficult, as long as you aren't opposed to being constantly interested in the engineering and processes that turn pulp into paper. It's overall an incredibly fascinating manufacturing process. P&G does want you to succeed, as do many of your coworkers and members of management. Running a papermachine is not easy, and it does require critical thinking skills. However, there are some inherent issues that can dissuade new hires from wanting to stick around.

The level of expectation is excessively high, especially for what I would consider to be an overly glorified factory job. In my experience, there has been an annoyingly present balancing act in place. It's not hard to be labeled as useless, especially if you don't show an arbitrary level of interest in the job itself. Granted, the pay and opportunity should only be available to those who are capable of performing. Nevertheless, the complexity of the job and process don't lead to immediate success. P&G wants to throw you into the mix, and frequently overwhelms you with information that isn't realistically applicable to the job.

Employees are expected to take ownership of something. Whether it be equipment utilized on the job, or an area of expertise, all employees are expected to be something essential to the job outside of what the job is. It can be especially challenging when you are dealing with individuals who have been exposed to this mentality and/or job for an extended period of time and forget they were once new too.

P&G people (not everyone) can and often do have an over inflated sense of self importance. It can be quite challenging to navigate; No matter who you are, where you come from, or how much life experience you have. A lack of chemistry between you and your coworkers can easily lead to a sense of dread when the time comes to go to work. Especially when you process the fact that you have to spend 12 hours with them. 

The ones you have to spend less time with, management, tend to have an extreme disconnect with those who actually make the plant run. Many expect you to be more invested than is realistically reasonable. Many corporate policies, procedures, and verbiage are pushed on plant technicians; Often to no gain whatsoever. Plant Technicians, rightfully so, do not care and shouldn't be expect to care. The job of a technician should be focused on making the equipment run as efficiently and effectively as possible. That alone is enough work, especially when said equipment is not running well. But, instead of learning how a machine with thousands of individually engineered components works, you are forced to waste time completing pointless online training, amongst other things.

Nevertheless, as this review is getting quite long, P&G can provide a wonderful career opportunity for the right person. If you can keep your focus on actually doing you job, you can make a lot of money and have incredible benefits. The shift work and 12 hour shifts are tough and unusual, and definitely require adaptation for those who are unacquainted. Never argue with those who know more then you; Whether it be about the job itself or anything else. They will shut you out. It's a true blue collar job, with some really genuine people that want you to succeed if you can prove yourself worthy. Ignore the corporate propaganda when you aren't required to know it,  but pretend to be interested when you're expected to be. The whole job is a balancing act until your comfortable and secure in your abilities. The job is absolutely worth a shot at the very least. If it doesn't work out, so be it.





I worked in what most other companies call strategic sourcing, which P&G still calls Purchasing. Like most people, I felt like I had won the lottery when I was hired, and it is a great place to start you career. However, be aware that, with this company, there is no in-between. You are either there (at most 5 years) to learn and build your resume, or you full-on drink the Kool Aid. This isn't a place where you go to work and then leave and live the rest of your life. Working at P&G is a life defining thing, for better and for worse.
P&G prides itself on its values and ethics. Pretty quickly after starting there, I learned that ethics at P&G is a very situational thing. I had product supply directors tell me, in no uncertain terms, that they were not willing to fulfill the terms of a contract (i.e. pay the supplier) and that I had to go negotiate a different deal. In the P&G way of looking at things, this is perfectly fine and ethical because you "negotiated a new agreement." In reality, this is just strong arming another (almost always) smaller and weaker company into accepting less money than had been agreed for their services. I witnessed many variations of this during my time there.
At P&G I also had the opportunity to hear many racist comments, mostly passive-aggressive, under-the-breath kinds of things, but, a few times, I heard guys say things that would get a sportscaster fired. One reason for this is that, at P&G, Purchasing is a refuge for a lot of people from manufacturing operations whose jobs have gone away and they ended up in Purchasing (the leadership, rightly or wrongly, believes that manufacturing skills translate very easily into procurement) and who, for that reason, feel that something has been taken from them (and they are looking to blame someone).
The culture at P&G is one where you need to look to be involved in work that will give you the "right" visibility and find ways to delegate things that will not. What this means in practice is that, whenever a problem comes up, most people, instead of looking for solutions, concentrate on finding ways not to have to get involved (and throw the problem over the wall to someone else).
Lastly, along with calling the function something else, the way P&G looks at procurement is different from how the rest of the world looks at it. They have this "principle" that "Purchasing owns supplier relationships," which in reality means that, contrary to other companies where I have worked, there is little business owner accountability when it comes to dealing with vendors, and a lot of people are more than happy to let Purchasing perform the vendor-related tasks they should be doing. Other business owners feel like "Purchasing has too much power" and are resentful, so you really can't win. Oh and, the last people you should expect help from, are your Purchasing colleagues. They are going to be too busy trying to get credit for whatever they are doing and trying to push what they don't want to do onto you.
On the other hand, benefits, while they are not what they used to be, are still decent compared to other companies, and having P&G an your resume still gives you a leg up when looking for another job. 
All of the above notwithstanding, if you're someone who is willing to be, or even thrives, in this kind of environment, I won't judge you on a personal level (that is none of my business), you need to go ahead and apply now. They are hiring.



As a Lead Maintenance Technician at Proctor & Gamble, my experience has been overwhelmingly negative, largely due to the workplace culture and management practices I encountered. While the company itself has a strong public reputation, the day-to-day reality in my department was far from what was promised. One of the biggest issues was chronic communication problems. Information was frequently unclear, inconsistent, or delivered at the last minute. Critical details about expectations, schedules, procedures, and performance were often missing or contradicted later, creating confusion and frustration. When questions were asked, the answers given would regularly change, and it often felt like no one was on the same page.
  Favoritism was also a major problem. Advancement opportunities, recognition, and workload distribution seemed to depend far more on who management preferred rather than on performance qualifications. Some employees were allowed to get away with far less work, while others- myself included-were expected to pick up the slack.
    The management environment felt toxic and self-serving. Many leaders seemed far more focused on climbing the corporate ladder than on supporting their teams. Decisions were made to impress upper levels rather than to improve the warehouse operations or help employees succeed. This created a culture where concerns were ignored, morale sank, and honesty was hard to find.
  I was repeatedly told things about raises, step-up cards, and advancement that ended up not being true. Whenever inconsistencies were pointed out, I was met with gaslighting- being told the information had been explained correctly all along, even when it hadn't. This made it extremely difficult to trust anything management communicated. 
  The workload was another major stressor. I was consistently pushed to do far more than my job description outlined, often without any additional compensation or support. Being overworked became the norm, and expectations continued to rise despite promises of relief or adjustment that never materialized.
 Overall, my experience as a Lead Maintenance Technician at Proctor & Gamble left me feeling undervalued, misled, and exhausted. While the company may offer ok benefits and brand prestige, the internal culture-at least in my area- was deeply flawed. I hope future changes in leadership and communication can improve the environment, but based on what I saw, those improvements felt unlikely. This company only cares about how you can save them money and make billions of more dollars they do not care about the people at all but what's new to expect of billion-dollar companies.

Typically I come into work and spend about an hour checking through emails. Some of which require immediate action. After taking care of these urgent matters, I will typically either complete standard tasks, or join meetings to discuss current and future project scope and direction. I will also connect with my external suppliers and contract manufactures to get a live update of how we are progressing and how best to handle any issues. Overall, my day is spent managing systems and people in order to move several simultaneous projects move forward.

One of the most important lessons I have learned is to learn how over communicate project status, particularly risks. Not only that but to communicate in such a way that provides honest and true perspective with options that could lead to a more efficient and sometimes more beneficial execution. More than anything any company would love to execute projects, faster, cheaper and better than any competitor and as the lead engineer on the job, I have the important role of communicating fit, feasibility, and risk in a better than timely manner. Moreover, I hold the responsibility of discovering opportunities to directly and positively affect the company’s bottom line.

Procter and Gamble fosters a great culture that promotes the development of paramount leadership and great relationships with co workers. The management at P&G strives to cultivate their team members and grow their capability within the company. Not only that management identifies strengths and opportunity that each employee can learn from and use to promise a successful career with the company. My co-workers receive the same amount of report as I do, so even though we are in competition, we, very quickly, learn how to work together as a team to improve the overall bottom line and culture of the company.

As good as a company as P&G ism there are some aspects that make it difficult, but they are outweigh by the good things that make it pleasurable Possibly the most difficult aspect of my job is the late decisions made. While I am the last function to touch a project before it hits the stores, I am often faces with a diminished timeline and quick decisions that can cause rework. Nevertheless, this teaches me how to work under constant pressure and be as flexible as possible during execution. Often times these stressful times are counteracted by the benefit of seeing my work displayed in consumer goods stores such as Target and Wal-Mart. Nothing is better than to actually see the fruits of your labor displayed for the nation to see.

A typical day (12 and a half hours) here consists of product being pumped into tubes or bottles by equipment, while a team of ideally 4 people, though sometimes 3 or even (not safe or good) 2 people ensure the machinery keeps running and product is sent out fast and high quality. I have learned a lot about maintaining equipment and the value of a good team. Management is typically not knowledgeable about running machines, nor appreciative of the people who do run it. But there are good and bad line leads and shift leads, of course. Benefits are pretty typically for a large company. Starting pay is low for this work and this area. Educational, well being and coping courses are not available to 12 1/2 hour shift workers. I guess they are available, but you cannot get off the floor to go. Ironic, because we could use them. You will be told in onboarding that you have 15 days off a month, it is a big selling point used. I have done it for over a year, and let me lay it out: half of those days off you will be sleeping, coming off night shift, a few of those days you'll just be too tired to move, because you cannot sleep well anymore, whether it is day or night. Some of that time off you'll spend sleeping, 12 or 14 hours at a stretch, to make up for a sleep deficit. You will get sick more often as the lack of regular rest takes a toll. The job is stressful because the machines constantly break down, they won't spend money on repairs. A team was purposely worked short staffed just so the lead of the line could get a bigger bonus. The less money spent on Technician pay and machines, the more the bigwigs make. And their money does come before your safety. There is a standard for every little thing, so if you get hurt, P&G is covered because the "standard was not pulled". You'll feel at onboarding that your career advancement is important to them, it is not. New standards put in place have the smallest progression, i.e. 1.2 to 1.3, going through months and months of autonomous maintenance steps to get through. If one is ready for promotion when the new pay and progression standards are rolled out, it is, "so sorry, you'll have to do all this extra stuff now." I can only say you will be stuck in the $21 range for a year or two, while your health and your life in general goes on a downturn caused by 12 hour rapid rotation shifts. And the shifts are 12 and a half hours. You do work (and suffer) with a lot of cool people, though.

The schedule will kill you so so fast. You have plenty of days off but you’re half asleep for them because of the swing shift. The culture there is extremely toxic as well. Multiple times I had to report people for various reasons which was the first time I’ve ever had to report someone in my life. Management was a hit or miss depending on what line you work on as if your business leader didn’t care enough nothing would get done and no one from upper management checks on the business leaders unless there are huge issues going on. On my line I found out that due to the line leader I was the fourth new hire to work this line and the fifth person to quit as a result of her toxicity. On multiple occasions I left work feeling like all the joy was sucked out of me. You only get 4 call out days for the entire year so if you come down with any type of sickness at all and use all of them up you either have no more call outs or when you call out again for any reason you get into trouble and it goes on your company career record. They have a system where your team leader and business leader sit down with you and ask about career goals and how they can help you achieve them but 90% of the time they just tell you that whatever your goal is it won’t help them and and line. The result of this is that you have to either make a huge fuss about switching lines and just hope that the next line is better or you just don’t get any career advancement. The job itself can be extremely tedious. There are a million different things you need to learn and none of those things are useful outside of work or in any future role there. Also they can be extremely nit picky about all sorts of things and crack down on you for almost nothing. Upper management have their heads in the clouds with who they promote to line leader and team leader roles. One of the team leaders I had to do shift exchange after would consistently leave the line about to run out of materials as a way to “get back” at me or other people on my team. I mentioned it to upper management and rather than demoting him for that behavior they just switched him to a different line and left him in the team leader role. They also used this same strategy with my toxic line leader. Overall the best part of the job was leaving it. 

I worked for P&G in Kansas City KS for about 7 years.  It was a pretty good job with advancement opportunities as long as you're a dedicated worker and are liked by the higher-ups.  Advancement is through a "best candidate selection" where they interview people who are interested in the position and select the best candidate.  I've seen some of the "favorites" picked over and over again for certain roles / jobs.  The schedule will pretty much suck the life out of you and take about 10 years off your life.  You will work rotating 12 hour shifts and every other weekend (it's 60 hours one week and then 24 hours the next week) - two weeks of day shifts (5am to 5pm), then two weeks of night shifts (5pm to 5am), with MANY forced overtime spots where you'll have to work a day shift in the middle of your night shift stretch or vise versa.  You'll feel like a zombie almost every day of your life.  I always felt groggy, moody, and tired.  I witnessed several people passing out while sitting in a chair just from sheer sleep deprivation.  You'll also have to work some of the weekends that you're supposed to have off due to people calling in "sick" or several people going out on disability for months at a time because of surgeries or "injuries".  The workers "play games" with the schedule and you'll end up getting forced to work your days off.  Trust me.  You're also expected to find and fix defects, logging them into a spreadsheet.  Management will ram it down your throat until you can't stand hearing the word "defect". 
Despite all that total B.S., I enjoyed working there mainly because I made some really great friends and the actual work wasn't that bad.  Yes there were bad days and times when we were working our butts off for the whole 12 hours, but there were also good days when it was pretty chill.  The pay was pretty good, I'd say one of the better paying jobs I've had.  But they were also implementing this pay tier where they were bringing new hires in at lower rates.  I guess they thought that they were paying people too much based off of "market surveys".  So as a new hire, you may work right next to someone doing the exact same job as you, but you'll be making about $2 to $7 less than your buddy.  In 2018 they announced that they plan to close the Kansas City KS plant and move everything to a "mega site" in West Virginia.  So I left as I certainly don't want to relocate.

Like anywhere you work you will run into the people who are negative about their job and that bring you down.When i started working here i took that into consideration and then realized why everyone is down. You are overworked constantly with very little time to spend with family or on things you used to enjoy. When you start out they tell you how you will have so many days off, and they are right you will but what you don't know is that most of those days you have off you will spend working mandatory overtime or you will be trying to recover yourself after being worked so hard. Never in my life have i worked somewhere to be so under appreciated and seen as a number instead of a person. You go out of your way for these people only to be used and disrespected.  Also as anywhere you work you will discover the cliques or good ol boys clubs. But this place takes it to a whole new level. One department in particular, where people are given leader positions based on friendships and race rather than their work ethic and knowledge. On another note the benefits are good compared to other companies on the same level as Duracell and the pay isn't bad if you can handle being away from your family all of the time. The people you work with on shift are great for the most part, they are all just ran down all of the time but that is understandable considering what you have to deal with. Management in some departments is ignorant when it comes to the machinery that makes the batteries. They are only there to "supervise" and nothing else. So when it comes to making technical decisions they are incapable of doing so. Morale is at an all time low, and Techs are confused about policies practices and even daily expectations because of all of the miss-communication. Like i tell everyone, if this company was under different departmental leadership workers would probably be happier and care more about their jobs. However the Plant leader seems to be great at what she does she is just not well informed on what is really happening. If you want to work here do not be fooled by the salary, and false promises ask lots of questions and be informed before you take the job.

I recently concluded my stint at Procter & Gamble (P&G), and my journey with them was truly a mixed bag. On one hand, I experienced top-tier benefits and perks, indicative of a company that values its employees’ well-being and professional development.

P&G certainly does not fall short when it comes to offering an array of perks and benefits, making it a rewarding place to work. The comprehensive healthcare, generous leave policies, and a competitive salary were definite highlights during my tenure. These benefits, combined with ample opportunities for learning and development, create an environment conducive to professional growth.

However, the overall experience at P&G is highly dependent on the team and category one is assigned to. During my time in a Strategic Market Operations (SMO) role, I had the opportunity to be part of a supportive and collaborative environment where mutual growth and success were prioritized. My colleagues and superiors in this department were open, approachable, and contributed significantly to making my experience enriching.

Conversely, my experience in a category for North America (NA) was less than favorable. The culture within this team was markedly different and was characterized by a heightened sense of competition and a lack of cohesive teamwork. It was clear that the atmosphere and relationships within a team are largely influenced by the managerial style, making it essential to find the right fit within the company.

P&G’s culture is notably competitive. The performance expectations are high, and there is a pervasive underlying principle: deliver or depart. While this fuels a drive for excellence and innovation, it can also foster a stressful environment, particularly for those struggling to meet the stringent performance standards.

In conclusion, P&G is a company of contrasts, where your experience can range from highly supportive to intensely challenging, largely contingent on your specific role, team, and manager. The abundant benefits and learning opportunities are commendable, but prospective employees should be mindful of the competitive atmosphere and seek a team and manager that align with their work style and values.

Top Job Titles	Average Salary
Process engineer 10 salaries reported	$93,300 per year
Technician 10 salaries reported	$27.18 per hour
Director 12 salaries reported	$184,042 per year
Senior brand manager 17 salaries reported	$132,471 per year
Scientist 9 salaries reported	$126,533 per year

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