Amcor

Pros: Working at Amcor as a Manufacturing Engineer in the packaging industry has been a solid experience. The company provides good job security, which is a big plus in manufacturing. I've found the pay and benefits package to be competitive, especially for our Chicago, IL facility. There are also decent opportunities for learning new skills and improving production processes. My team is generally supportive and collaborative, which makes the day-to-day enjoyable.
Cons: While it's a great place, career progression can feel a bit slow sometimes, particularly for an onsite role. Decision-making processes can also take longer than ideal, typical for a large, established manufacturing company, and I think internal communication could be streamlined for better efficiency.
Advice to Management: I'd suggest management focus on creating clearer and faster paths for career progression within the company. Also, look into streamlining internal communication channels and decision-making processes to improve overall efficiency and responsiveness.

Pros: The health insurance package is pretty solid for a big corporate like Amcor, definitely better than some other manufacturing sector jobs I've had. The 401k match is decent too; it adds up over time.
Cons: As a Packaging Engineer, the base pay in Oshkosh, Wisconsin feels low for the workload and responsibility. Raises aren't very common, and bonuses for rigid packaging roles are unpredictable.
Advice to Management: Seriously review the market rates for technical roles, especially for Packaging Engineers. More competitive base salaries and consistent bonus structures would make a huge difference in retention and morale.

Pros: Some senior leaders are solid, especially in the Wisconsin plant. They care a lot about safety in the manufacturing sector. It's a big global company, so there's good job security.
Cons: Management is really inconsistent. Mid-level leaders often seem overwhelmed, which trickles down. It's tough to get clear direction as a Supply Chain Analyst. There's not much proactive career development from leadership.
Advice to Management: Invest more in training for mid-level managers. They need better tools to support their teams and encourage individual growth paths. Clearer communication from the top would help a lot too.