Veritiv Corporation
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Veritiv Corporation Work-Life Balance & Wellbeing
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the work-life balance like at Veritiv Corporation?
Strengths in scheduling flexibility, remote options, and manageable workloads in select roles are accompanied by challenges related to understaffing, late scheduling, and inconsistent managerial practices in others. Together, these dynamics suggest a mixed but workable balance that is highly contingent on role, site, and local leadership execution.
Positive Themes About Veritiv Corporation
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Flexible Scheduling: Schedules are often adjustable for family needs in certain facilities, and some roles run on set weekday shifts. Supervisors in these locations are described as accommodating time adjustments, supporting day-to-day balance.
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Remote or Hybrid Flexibility: Office-based roles such as inside sales, HR, and management describe remote or hybrid options and time/location flexibility. The ability to work from home multiple days per week is cited as contributing to a good work-life balance.
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Workload Manageability: Production planners and some sites report daily work as manageable, with certain locations noting no forced overtime. Warehouse teams in specific branches describe productive but easygoing environments with manageable daily tasks.
Considerations About Veritiv Corporation
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Workload or Staffing: Understaffing in some branches leads to busy days, forced overtime, and heavy physical demands in warehouse and driver roles. Inefficiency and uneven workload distribution falling on sales or operations increase strain on certain teams.
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Scheduling Inflexibility: Drivers in some markets receive next-day routes late in the evening, creating unpredictability and longer days. Forced overtime and late scheduling changes reduce personal time planning in affected locations.
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Manager Neglect: Micromanagement, condescension, and poor communication are cited as stress amplifiers in multiple areas. Unrealistic expectations and managers passing work downward contribute to after-hours work in some functions.
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