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Siemens Energy & Automation Reviews

151 Reviews
3.4
151 Reviews
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Siemens Energy & Automation President and CEO Dennis Sadlowski
Dennis Sadlowski
50 Ratings
  1.  

    Very large company with typical politics and behaviors

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Market Development Manager in Atlanta, GA
    Former Employee - Market Development Manager in Atlanta, GA

    I worked at Siemens Energy & Automation full-time (more than 3 years)

    Pros

    Job security, many different divisions and possible roles, generally good managers, flexible work hours, pretty good insurance and benefits, and a friendly culture.

    Cons

    Consistently incompetent HR, which has outsourced everything in the name of cost savings to the point when managing simple things like benefits, hiring, and firing are nearly impossible to so smoothly. Despite trying to drive for a "high performing culture" (in their words), their actions never quite make it and there is considerable mediocrity from employees that simply won't ever be fired. Salaries are considerably below industry average. It wasn't uncommon to receive offers for 25-30% more for the same job from other companies. Culture and politics driven from German HQ, which makes any meaningful change EXTREMELY difficult and slow. As a result, the company can't react to market and customer changes in a timely manner.

    Advice to ManagementAdvice

    In short, Siemens needs to figure out if they are going to be a German company that operates globally or a truly global company that just happens to be headquartered in Germany. HQ needs to allow each region to have more autonomy, so they can change their businesses faster to meet market needs without fear of political fallout in Germany. Change takes way, way too long to be beneficial. Look at O&G growth in the US, and Siemens terribly slow response to it. While things are better now, being competitive with major players (like GE) required the purchase of Dresser Rand at a very high price and considerable post-merger integration! TMR salary ranges for good employees need to be elevated 20-30% to be competitive in the market. HR needs to take a more active role in finding development roles for top talent. My President and most of his staff spent over a year trying to find or make a new role for me to move into. While employees should drive their own career development, there simply were no opportunities. In a time of such growth in the US market, this is simply not acceptable for aggressive, forward-minded managers.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

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