Heinz

  www.heinz.com
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Heinz Reviews

Updated Jul 21, 2014
All Employees Current Employees Only

2.3 249 reviews

20% Approve of the CEO

(no image)

Bernardo Hees

(98 ratings)

29% of employees recommend this company to a friend

Review Highlights

Pros
  • The company used to be a great people company with plenty of room for room for advancement(in 22 reviews)

  • Just read the reviews, Brazilians do not believe in work-life balance(in 10 reviews)


Cons
  • Work/life balance can be a challenge depending on the department in which you work(in 25 reviews)

  • All company communication is about cost cutting under the guise of growing the business(in 11 reviews)

65 Employee Reviews Back to all reviews
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    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    8 people found this helpful  

    From Great Career Choice to Major Disappointment

    Anonymous Employee (Former Employee)

    ProsAs a Pittsburgh native and having had the opportunity to join the iconic company in the 2000's, I honestly believed that this would be a career choice that I would relish through the 2nd half of my career. For the first 8 years, I would say it was everything I expected and more: great brands, strong leadership, and a family-like atmosphere, but the 180 degree change in culture driven by the 3G/Berkshire Hathaway acquisition forever tarnished a once proud company and stripped away what made it great.

    There is a silver lining to every tragic tale, so you do have to identify a few positive areas for the current state of Heinz.

    1. For individuals that wish to enter the CPG industry, there are many positions to choose from across the US as seen by the sheer number of positions currently posted on Glassdoor.
    2. For those that seek rapid career advancement and compensation gains, there will be opportunities if you 3. wholeheartedly embrace the all work & no personal life balance espoused by the senior leadership team. Employees have ample opportunity to interact with their co-workers with the recent implementation of in an open office work environment.

    ConsWhile there may be many opportunities at Heinz, any individual that joins the organization with a limited industry knowledge may be setting themselves up for long-term failure. With the initial downsizing in August 2013, a much higher than anticipated voluntary severance acceptance rate in April 2014, and with continued attrition due to dissatisfaction with leadership / company direction, the number of Heinz employees that truly understand the US CPG business is dwindling. This employee turnover collectively leaves a training void for the company, as those with experience are focused on daily business emergencies and cannot devote time to foster the development of new hires. Retailers have also noticed the drastic turnover and it is clearly shaking their confidence in Heinz as a business partner.

    It is also evident that the best candidates for open positions are not always being considered, as senior level positions are now being filled with individuals whose resumes are short on experience but are willing to blindly accept the direction of leadership versus asking questions and challenging their thinking in a way that can deliver stronger results.

    The strongest CPG companies are those that invest in true innovation and effective marketing campaigns. Neither of these areas are not considered strengths at Heinz, and there is no indication that current leadership will address as they are more poised to drain additional profit off of the current business versus finding ways to fuel growth.

    Advice to Senior ManagementI would encourage senior management to finally seek to understand why the company has been in a downward spiral since taking over. Read all of the negative and not the "mandated positive" reviews on Glassdoor and "hear" what current anonymous and former employees are saying, take it to heart, and find ways to address the issues versus thinking you can simply replace dissatisfied employees ,and things will get eventually get better. Pushing away top talent is a sure path to failure.

    Management clearly needs to understand that not all valuable individuals are driven by the same motivations. Many folks define wealth in terms of time with family, friends, devotion to their religious beliefs, satisfaction in their efforts at work, and many other factors, not simply cash in their pockets. Seek to truly find that correct balance of motivating factors, and don't assume that the way you think is the only "right" way.

    Have the CEO check his ego at the door and review his overall satisfaction rating. 19% approval is not something to be proud of. In fact, if you read the WSJ recent rankings of the worst places to work, his CEO approval rating is below any of those included in the bottom 10 companies! In addition, Heinz would have been on this list had the current number of ratings reached the benchmark of 300. Heinz is currently ranked at the bottom of all peer CPG companies (GMI, CPB, It will be hard to recruit top industry talent as long as the employee base lacks confidence in his direction.

    In a publicly traded organization, profitable growth is the number one priority for shareholders, but employees benefit as many are owners through stock grants, 401K investment in company stock, etc. In the private equity world, the pockets of the few are lined with the efforts of many, with the majority of those doing the day to day grinding missing out on strong company performance. You should re-evaluate where you issue equity stakes. With those only at senior levels being included in this practice, you will continue to further alienate those most important to your success.

    Actually speak "with" and not "to" employees. Communication from the current senior management across nearly every function is nearly non-existent, and when something is shared it does not come across as genuine but simply as political posturing or in some cases dictator-like. Your teams should want to follow you, not be told that they have to follow you. That is what true leadership is.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    14 people found this helpful  

    Used to be a great place to work

    Anonymous Employee (Current Employee)

    ProsContinuously challenging; those who are still around are great employees who really care about the business and continue to work hard despite the current restraints. Promises of larger compensation, but few believe this promise will be honored.

    ConsNo work life balance, not a place for those with families or wanting to work less than 12 hours a day. Huge staff reductions to an already lean business, responsibility and project increases are weekly. Expectations of huge results with unrealistic timelines, and also without the supplies and equipment needed to implement the project requests. Most people do the job of 3 or more employees as they are not filling management or supervisor positions of those who left the company. Budget reductions to the point where people have to purchase their own basic supplies, such as highlighters and notepads.

    Advice to Senior ManagementStop with the slogans. It is not helping the company. All those with knowledge were either let go or have left the business, so start learning about the products and way of life outside the corporate office walls.

    No, I would not recommend this company to a friend – I'm optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    12 people found this helpful  

    Used to be a good place to work

    Quality Assurance Technologist (Current Employee) Warrendale, PA

    ProsExpirience and looks good on a resume

    ConsLess and less opportuinities available for advancment

    Advice to Senior ManagementIf they dont change their approach to employment pretty soon all knowledgable employees will end up leaving

    No, I would not recommend this company to a friend

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    • Culture & Values
    • Work/Life Balance
    • Senior Management
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    • No Opinion of CEO

    13 people found this helpful  

    "Used to be a GREAT company"

    Anonymous Employee (Former Employee)

    ProsThe company used to be a great people company with plenty of room for room for advancement. The co-workers are excellent people always willing to help. This was truly a great experience where you didn't mind getting up and going to work.

    ConsNew ownership does not care about people, only cares about their profit and cutting cost.
    By cutting cost I mean cutting employees.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    14 people found this helpful  

    Just a memory of a great company once it was....

    Marketing Leader (Current Employee) Pittsburgh, PA

    ProsWorking with people from different cultures, 40+ hours per week, free samples of food...This is just what's left from a long list of benefits this employer once provided for its employees.

    ConsThis one is hard to decide where to start from. Worked for Heinz for over 10 years and have seen a lot. Since it became a private company, penny pinching was incorporated throughout the entire system. And they took away a lot more from employees, not just pennies. Every department is understaffed, every employee does work for at least two people. A fleet of experienced employees are leaving, the best company's asset. The new management is shortsighted, can't look ahead, too busy counting stolen money from its own employees.
    Products are being made with lower quality ingredients, no matter if the consumer will notice a difference and stop buying a product. No vision for the company's future and competitiveness on the market.

    Advice to Senior ManagementEmployees and the customer should be respected and that's how Heinz was conducting its business until the new owners took over. This new business model of greediness will fail, sooner or later. Change it while it's not too late and you still have some talented workforce left.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    25 people found this helpful  

    Great People, Good product offerings, misdirected mgmt. lacking in cohesion, extremely poor communication

    Anonymous Employee (Current Employee) Pittsburgh, PA

    Prosin 5 to 7 years when 3g takes Heinz public again this could once again be a great place to work... for now, expect to tread water in one's career.

    ConsJust about every department is in shambles suffering from lack of resources (because everyone was either let go or quit), and there are no real plans on backfilling necessary resources or offering the people doing the work of 3+ FTEs a needed life line. Zero work life balance at the moment... and when one actually is able to 'get it all done' the effort is overlooked as expected behavior.
    Don't see the benefit to killing one's self for a company that really isn't planning on rewarding the effort beyond keeping one's job.

    Advice to Senior ManagementTeam Brazil... you're killing the soul of this company, please stop. Stop speaking Portuguese when 90% of the room doesn't, its rude. Stop talking about one company, one vision, and other universal platitudes and then act like dictators. Stop acting like details are beneath you... if you want to fix your service issues, regain the trust of your customers and carriers, and regain the respect of your employees you need to understand the reasons (read details) behind the problems.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    20 people found this helpful  

    Used to be a great company to work for

    Anonymous Employee (Former Employee)

    ProsYoung culture, easy to make friends, a lot of great business areas to work in

    ConsExtremely poor work-life balance, long hours, took away employee benefits (parking lot, tuition reimbursement, etc.)

    Advice to Senior ManagementBring back the old management team!

    No, I would not recommend this company to a friend

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    17 people found this helpful  

    Too many unknowns to be a positive place to work

    Anonymous Employee (Former Employee) Pittsburgh, PA

    ProsOpen office environment. Career opportunities.

    ConsWork life balance. Working conditions constantly getting worse.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    21 people found this helpful  

    Senior Management needs to EARN the respect of employees, not DEMAND and EXPECT

    Anonymous Employee (Current Employee)

    ProsHeinz is a company that has a proud and storied history, tremendous brand equity, and at one time possessed some of the best relationships and partnerships with key vendors and customers in the industry.

    Long term employees maintain a high level pride and loyalty to the company's roots and values.

    Compensation has traditionally been above the industry average, however the compensation program is now moving to a more variable pay structure at a time when the business is not performing at a high level.

    ConsInvestment in brand equity is heavily challenged as the 3G execution playbook dictates cost management as priority one, thus reducing the investment in marketing and innovation to help drive long term consumer sentiment for the brands. The marketing function primarily manages a P/L statement and not equity building.

    For a company that once placed tremendous value on work/life balance, the mere mention of the concept is an automatic elimination from the interview or career elevation process. No longer is the corporate work week viewed as Monday - Friday but Sunday - Saturday, as senior level executives now schedule Sunday afternoon meetings to review weekly performance results. This has contributed to employee morale sinking to what could be viewed as all time lows.

    Supply Chain and Customer service is now viewed as a major cost versus a Competitive Advantage, and that mentality has resulted in Heinz service levels and the meeting of on time delivery requests falling to near the bottom of the CPG food industry.

    Diversity is not a key driver in employee decisions, and its value to the organization is minimized by senior management.

    Advice to Senior ManagementSenior management needs to take a moment to pause and reflect on what has transpired over the 9 months since the change in control.

    While the forecasted EBITDA results in the first year look extremely strong, cost reduction without a definitive plan on how you will reinvestment those savings to drive long term growth is a disservice to the employee based. You need do a better job of communicating what you are doing to help increase confidence and regain the trust of retailer partners.

    Management needs to realize the importance of PEOPLE and relationships. When the initial acquisition announcement was shared, the CEO stated that along with the iconic brands, the people were the primary reason for the purchase. This now feels like lip service as successful long term employees are regularly exited from the organization and attrition is expected to remain high. Employees need to be treated with respect and dignity, or they will only follow you until a more attractive career opportunity becomes available elsewhere.

    Arrogance is a fatal flaw for any leader. The new management team at Heinz needs to be willing to admit when they don't have all the answers and assume that what has worked in other industries you have managed will automatically translate to success in the US FMCG industry. Talk to the experts in the company and leverage their knowledge so mistakes made in the past are not repeated.

    You have a responsibility to the legacy of the company and its current and past employees to do the right things. Here's hoping that you can see past the almighty dollar for the next 3 years.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • No Opinion of CEO

    21 people found this helpful  

    "This is no place for Family"

    Future Former Employee (Current Employee)

    Prosincome potential, advancement opportunities through attrition

    Consburn-out, lack of balance, lack of care/concern, singular focus, good people with rich Company history continue to flee every week

    Advice to Senior ManagementWhen senior leaders in the organization are on the record about family life balance in such a way, I know that this is no longer the place for me (or my family).

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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