Purdue Pharma Reviews

It completely depends on the department you work in and even your manager. Purdue has a lot of management who have been here for several years (>10). There were recent management changes and the heads of HR believe that people who have been with Purdue for long are part of the "Old Purdue" and not worth getting promoted or considered for any new roles. There is a big problem with such an "across-the-board" generalisation. It is not only indirectly discriminatory (age), but also it gives emphasis to hiring new talent expecting that new talent is somehow far superior to experienced internal talent. Newly implemented policies have been quite baffling. To set an idea of how weird it is - consider this - recently, the HR released a plan for employees to acknowledge and give points to other employees in recognition of their work. Come December, many found deductions in their payroll - 'because they were awarded points and HR believes that each 4 points = $ 1" - which could be true, except that you don't get this $ on hand, but are forced to make a purchase through an internal company program for products you don't need. Who has ever heard of being charged for being recognized ! Amazing, and more so because the senior management in the company supports such policies. Someone (a VP) raised an objection and was publicly humiliated for questioning HR. It's crazy ! Second - they forced everyone to take gruelling 8 hours of classes on behavioral topics - and managers were told that "HR wants to know if anyone disagrees with anything of what they said"... because they need to be let go. It is forced indoctrination of what someone in HR believes and you can either keep saying Yes to anything and everything they say or leave. Lastly, during the senior director and higher level meeting, the CEO spoke to the management on their performance. And he essentially said while the management in the industry is "up there", 'you (i.e., Purdue's loyal management team) is "down there" - and essentially whatever respect he had earned, he lost in that moment of passionate oratory. And more recently, the new CFO has been going around asking managers for their resumes so that he can make a case to fire them and hire his own people.

Leadership has a view that if you are there more than 3 years, you are worthless. HR Talent Strategy seems cult-like. If you are a "blocker" and don't accept their ways, you are done there. Employees feel threated by new leaders as they seem to take out all old talent at once, as they believe it will reduce negative talk about them. Mark Timney relies on what new leaders tell them. Does he not see the bad morale and fear employees have. They say that the old employees rode the wave of OxyContin but so are the new employees. Are their any deals in the works????