Marathon Petroleum

Marathon Petroleum Jobs & Careers

Show:  All Results Last 7 Days
30+ days ago

Tanker Truck Drivers-Class A CDL (Transport LP Driver)

Marathon Petroleum Company LP Columbus, OH

We have a opening for a Tanker Truck Drivers-Class A CDL (Transport LP Driver). Must be able to work at least 4 shifts per week and be available… Snagajob

30+ days ago

Casual Transport LP Drivers

Marathon Petroleum Company LP Lebanon, OH +4 locations

We have a opening for a Casual Transport LP Drivers. Must be able to work various shifts per week and be available weekdays and weekends. • Must… Snagajob

30+ days ago

Transport LP Driver

Marathon Petroleum Company LP Canton, OH +2 locations

We have a opening for a Transport LP Driver. Must be able to work at least 4 shifts per week and be available weekdays and weekends. • Must have… Snagajob

16 days ago

Project Controls Supervisor

Marathon Petroleum Corporation Texas +2 locations

Project Controls Supervisor Galveston Bay Refinery, Texas City, TX Blanchard Refining Company LLC A subsidiary of Marathon Petroleum Company LP… Glassdoor

30+ days ago

Compensation and Benefits Attorney

Marathon Petroleum Corporation Findlay, OH

Complete a video introduction of yourself for consideration! Click this link:… Glassdoor

30+ days ago

IT Auditor

Marathon Petroleum Corporation Findlay, OH

Complete a video introduction of yourself for consideration! Click this link: Audit is a… Glassdoor

30+ days ago

Internal Auditor

Marathon Petroleum Corporation Findlay, OH

Complete a video introduction of yourself for consideration! Click this link: Internal… Glassdoor

30+ days ago

Process Safety Management Professional

Marathon Petroleum Company LP Findlay, OH

The Health, Environmental, Safety (HES) Professional serves as a resource for organizations across the company in the area of PSM. Reports to the… Glassdoor

3 days ago

Operations Technician-Subject To Layoff – new

Marathon Petroleum Company LP Benton, IL

Marathon Petroleum Company LP has an immediate opening for an Operations Technician-Subject to Layoff at our Benton, IL distribution facility. This… Glassdoor

30+ days ago

Operations Research - Chemical Engineer

Marathon Petroleum Company LP Findlay, OH

The successful candidate will be responsible for supporting and enhancing complex linear programs that model Marathon’s seven refineries. This… Glassdoor

Marathon Petroleum Reviews

90 Reviews
90 Reviews
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Recommend to a friend
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Marathon Petroleum President and Director Gary R. Heminger
Gary R. Heminger
46 Ratings

    Think twice if you are considering a position with Marathon that is anything other than an entry level.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Mid-Level Management in Findlay, OH (US)
    Current Employee - Mid-Level Management in Findlay, OH (US)

    I have been working at Marathon Petroleum full-time (more than 10 years)


    The company is very profitable, they stick to what they know, and they do it well.


    If you are being recruited for or are considering a position with Marathon that is anything other than an entry level position, let me tell you now that you’d better think twice.

    As background, Marathon is currently struggling with a large age gap between its front-line, rank-and-file staff and staff that are at the manager level and above. So to fill this gap, Marathon has been aggressively recruiting and hiring more experienced staff to enter the company at the manager level or higher. It is important to understand that Marathon historically has not hired staff externally into anything other than entry level positions; they have typically developed and promoted staff only from within whenever possible.

    So back to why you should think twice before joining Marathon at anything other than an entry level position. This age gap dynamic has resulted in a horribly unwelcoming environment for all experienced hires. As you might expect, the rank and file Marathon staff see these experienced hires as taking their promotions and cutting off their career advancement, and the way they have chosen to deal with it is by downright harassing and hazing the experienced hires. And I’m not talking about ‘you’re new here’ type condescension; oh no, it’s far worse. Here’s some highlights:
    • To begin with, the experienced hires are referred to as “outsiders” versus the Marathon “lifers.” Even experienced hires whom have been with Marathon for 10+ years are still referred to as “outsiders.” But it’s more than just a label. Whether or not people are included in key work related conversations, meetings, decisions, or simply educated on the cultural protocols and understood practices of Marathon, correlates to their outsider vs. lifer status. If you’re a lifer, rest assured that you’re in the club and you’ll be in the know. But if you’re an outsider, you’d better watch out. Because when the outsiders are left out of the loop on things, depending on the situation, they're set up to look foolish and ignorant in front of senior management, or they make a mistake because they weren’t given the same information as the lifers, or worst of all, are held accountable and even reprimanded for business problems that occurred due to the outsiders’ lack of awareness of one thing or another that s/he was intentionally excluded from. It’s terrible.
    • Outsiders are relentlessly harassed and retaliated against – for nothing other than being outsiders – through misuse and abuse of Marathon’s internal systems. Calls to Marathon security to nitpick or even falsely report infractions of outsiders is common. Anonymous complaints to Human Resources about the behavior of outsiders – that is never even verified – are even more common, and worse, welcomed by an attention seeking HR department who gladly adds such unverified complaints to that outsider’s HR file. They then collect these complaints until they eventually bring a stack of them to the attention of the outsider’s supervisor, all before the outsider is even made aware of any such complaints. Oh, and for lifers that report to an outsider, absolutely slamming that outsider in the anonymous Marathon Employee Engagement Survey that recurs every two years is basically a given. See, if someone in a management position gets low enough ratings from their staff on the survey, it will impact their promotion potential and even their annual bonus, and the lifers are fully aware of this. And yes, the lifers absolutely talk and share with each other their harassment and retaliation techniques; there is no other way to explain the coincidental timing, frequency, and similarity of it all. But being a lifer myself, I can confirm that I've overheard many conversations of lifers sharing notes with each other of their latest conquests to punish an outsider.
    • Now, all of the above might be tolerable if Marathon’s senior and executive management were aware of it and supported the outsiders. Just some reassurance from an outsider’s boss is all that would be needed -- that they know what’s being done to them and why, but the outsider can ignore it and get back to work because they have their boss’ full faith and support. Unfortunately, this is not the case. See, Marathon’s senior management, most of them lifers themselves, are fiercely defensive of Marathon’s self-perceived ‘Mayberry’ culture and refuse to acknowledge that the outsiders that they so desperately need are being treated this way. Even when they are presented with multiple verified examples of this treatment and its undeniable correlation to the victims’ outsider status, they are in complete denial. For them, acknowledging this obvious problem would be an indictment of the company they’ve built. So when the waves of calls to security, or complaints to HR, deplorable survey ratings, or whatever the latest guerilla technique is to harass the outsiders, is brought to the attention of management, the way it’s dealt with is to put it right back on the outsider. Oh yes, outsiders are routinely hauled out to the whipping post or forced through some kind of HR intervention process for infractions they weren’t even aware were infractions, and sometimes for flat out accusations of hearsay. To be fair, there are a few lower-level senior managers willing to acknowledge the poor treatment of outsiders that do what they can to protect the outsiders reporting to them from it, but they are in a small minority.

    In short, if you’re an experienced hire at Marathon, you start on Day 1 with a scarlet letter tattooed to your forehead, you are treated like it, management won’t acknowledge it (let alone do anything about it), and you will never live it down. And it will absolutely impact your time there in material ways – bonuses, promotions, etc. So if you’ve read this and accept a position at Marathon as an experienced hire anyway, don’t say you weren’t warned.

    Advice to ManagementAdvice

    See above. Should be pretty obvious.

    Doesn't Recommend
    Positive Outlook
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