Mission: Our Mission is to own and develop financially disciplined businesses that are leaders in responsibly providing adult tobacco and wine consumers with superior branded products.
Leadership & Development
Investing in leadership is what we do best.
You will have an impact from the time you join the company. Our employees have the opportunity to work on iconic brands. We offer a variety of training and development opportunities, ranging from job specific training to company-wide events. We are looking for the future leaders of our organization; we pride ourselves on promoting from within. Employees at all levels have an opportunity to take charge of personal and professional growth. We give you the resources you need to be successful, but ultimately you own your development. Sound like something you’re interested in?
"I joined as an intern and realized immediately that this was an organization where I could have a challenging and fulfilling career." –Diana, Sales
We think it doesn’t get much better than this
We have designed one of the most comprehensive and competitive benefit packages within the Fortune 500. Our goal is to retain and motivate our world-class talent.
Depending upon employee position, our benefits include:
“Altria funded 100% of my MBA through the education refund program. This allowed me to achieve my personal goals all while still working for the company.” Eric Ransom, Altria Group Distribution Company
Diversity & Inclusion
Diversity doesn’t live in any one place at Altria
It takes all of us, regardless of our level, tenure, or department, to reach our true goal – an inclusive work environment that leverages the best each of us has to offer. We accomplish this with our people and our communities.
The commitment to diversity is supported by all levels within the Altria family of companies. Additionally, an Executive Diversity Council, led by our CEO, made up of rotating employees from differing areas and levels provides strategic direction and leadership to promote an inclusive workplace. This work is supported by inclusive training and tools that are made available to all Altria employees.
Employee Resource Groups (ERGs) are another component of our diversity and inclusion strategy. They provide employees with professional development, promote cultural awareness, and support our community engagement efforts. In the university environment, ERGs might compare to multi-cultural student organizations on campus. Our ERGs include:
At the Altria family of companies, we appreciate the men and women of the Armed Forces and have many employees who have served our country.
“Any leader has to have integrity whether you’re a squad leader in the military or a company leader with Altria.” –Greg, Territory Sales Manager
Responsibility is one job we all share
We invest in non-profits to help make our communities stronger. During the last 10 years, we have given 1 billion in cash and other contributions to hundreds of non-profit organizations. In 2014, employees at Altria companies volunteered more than 50,000 hours in their communities. Altria coordinates company-sponsored volunteer activities in communities where we live and work. In 2014, our volunteer challenge program nearly doubled employee participation in company-sponsored events.
We believe it’s important to protect natural resources and reduce our environmental impact. For example, since 2002, PM USA has collaborated with Keep America Beautiful to provide funds to research, develop and launch the Cigarette Litter Prevention Program (CLPP).
We view each of our employees as leaders. We strive each day to be innovative, focused, disciplined, and responsible in a regulated environment. For example, we deny all requests to use or display our companies’ tobacco brands in movies, television shows and other public entertainment media.
To hear more about what Altria does for our communities, our environment, and our workplace click here
"I am fully aware of the impact Altria has in the communities where we operate and what we do every day to be a socially responsible company." – Latoya, Engineering
Have we convinced you to apply?
If so, visit www.cantbeattheexperience.com to search for available opportunities.
There are five steps in our recruiting process:
Step 1: Résumé submission
Step 2: Résumé review
Step 3: Initial screening conversation
Step 4: Your interview
Step 5: Selection decision and notification to candidates
*In addition to these steps, there may be additional aspects of the interview depending upon the position Examples may include writing samples, job evaluation, case studies, a day in the field interview for sales positions, etc.
Most managers in our company use a behavioral interviewing format in a group panel interview setting. After all, we believe the best predictor of future behavior is past behavior. A panel setting is simply an interview that is conducted with several individuals who have an interest in the hiring decision. Keep in mind it’s important you demonstrate your ability to lead, work with other people, and handle challenging situations.
I have been working at Altria full-time (More than 10 years)
Best job in the world. Worked Richmond Va. 32 years. Retired and enjoying life at 70. If you ever get the opportunity, do not pass any job at Altria up. Ever! Many opportunities for overtime. As a young man I was willing and able to work any and all hours requested of me......Every hour of overtime adds to YOUR retirement....NEVER PASS UP THE OPPORTUNITY FOR OVERTIME.......I was told the first day there...."There will always be the opportunity for overtime, I suggest you take advantage of it" even after I became a Supervisor....that held true.
Best company ever. No Cons.
Advice to Management
Respect older employees and their vast knowledge and experience. NOT at all a con......Just advice to younger mid-level management.
I applied online. The process took 2+ weeks. I interviewed at Altria.
Step one consisted of a "screen interview" with two company employees (Territory Sales Manager and District Manager). Step two was a "panel interview" with three employees (Territory Sales Manager, Unit Manager and District Manager). Third step was a "day in the field interview" with a Territory Sales Manager and a Unit Manager.