Pros
PPR has great internal resources and a a lot of bright minds that function highly in various areas of HR. They take pride in their final product.
Cons
My journey here started out with a 5 round interview process and a case study (who does that anymore for a position that pays well under $100K?) Throughout this process the overarching feeling was that if I got offered the job I would be so lucky to join this team. Many of my interviews featured redundant and basic level questions so as to undermine my 9+ years of experience in Human Resources. At the end I was asked to provide 3+ references. If the team couldn’t get a hold of one of my references they would wait days until that reference called them back instead of proceeding with the references that they already spoke with, making the whole process weeks longer than it should have been. This should have been my first red flag. After being hired, I found out my role was to work on a grandfathered client that the CEO/Founder had managed for many years. This is where real troubles began. From my first day visiting the client I was met with nothing but dissatisfaction and near hostility regarding my every move. She had cited my outfit on the first day wasn’t professional enough, the way I spoke wasn’t on par with how she would present, and many more instances. At one point I thought I was being punked. In meetings with just the CEO and myself she was extremely impatient and would not tolerate if I had a varying viewpoint than her own. Phrases such as “if I have to spell this out for you” and “I don’t have time to explain this” were also thrown around. Unfortunately, I had heard that my feeling was amongst a consensus with a couple of other team members and after bringing it up to management several times I was told to essentially deal with it - and it was at this point I knew this organization was not for me. I also noticed that many of the highly visible accounts in the community are given to the folks at the Officer level to manage and the rest of the team is sent to manage other less visible accounts. The real problem with this is that when the Officer level asks for help with a project it is as if NOTHING the rest of the team can do is good enough. Why not manage these accounts alone? There is a lack of accountability at the Officer level overall and it simply bleeds into the rest of the team to a point where employees are afraid to speak out. Ironically for this organization they do great culture work for organizations within DFW but fall chronically short when diagnosing their own issues.
