At AbbVie, 90 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1073 employee surveys, with a 90% confidence level and a margin of error of ± 2.42. It was published on Aug 21, 2018. 16442 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
96%
 
I'm proud to tell others I work here.
94%
 
When I look at what we accomplish, I feel a sense of pride.
93%
 
I am able to take time off from work when I think it's necessary.
91%
 
Management is honest and ethical in its business practices.
91%
 

What They Do

We asked AbbVie to explain what they do. Here is what they had to say.

AbbVie is a global, research and development-based biopharmaceutical company committed to developing innovative advanced therapies for some of the world's most complex and critical conditions.

About this Company

Website: www.abbvie.com Industry: Biotechnology & Pharmaceuticals
US Headquarters: North Chicago, Illinois, 60064 US Sites: 24
Major Locations: Worcester, Massachusetts, 01603; Cambridge, Massachusetts, 02139; Redwood City, California, 94065; Sunnyvale, California, 94086; North Chicago, Illinois, 60064; Mettawa, Illinois, 60045; South San Francisco, California, 94080; Wyandotte, Michigan, 48192 US Employees: 13,642
US Revenues: $18,300 million Worldwide Revenues: $28,200 million
Employees Worldwide: 29,401 Corporate Structure: Public
Stock Symbol: ABBV Founded: 2013

AbbVie employees on the job

Perks and Programs

We asked AbbVie to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Workplace Flexibility: AbbVie established a global work-life/flexibility integration strategy integral to building our desired culture. Being flexible in how employees work day-to-day and throughout their careers is critical to creating an inclusive environment that recognizes the different needs of employees and supports high performance and engagement. AbbVie supports a wide range of workplace flexibility including flextime, reduced/part-time work, telecommuting, remote work, shift trades, and job sharing. In our 2018 employee survey, 91 percent of employees responded favorably to: “My manager grants me enough flexibility to meet my personal/family responsibilities.”
  • Flexibility Tools for Managers: AbbVie's work-life/flexibility strategy is a cornerstone of its global well-being program, AbbVie Vitality. Manager tools on its Vitality website support this strategy: Workplace Well-Being: Flexibility and Work-Life Effectiveness • Managing Workload Team Session: Facilitate a Session to Explore Your Team’s Workload • Managing from a Distance: Tips on how to Engage and Connect • Team Ideas to Support Well-Being.
  • Concierge Services: AbbVie employees save time and money by using personal consultants who are available 24/7, free of charge. They can help employees with home services, special event planning, personal tasks, travel and more.
  • Promoting Work-Life Blend: Ann McBurney leads Communication, Culture and Change efforts within AbbVie’s Pharmacovigilance & Patient Safety function. “With great passion and support from senior leaders, our function’s culture change has been remarkable the past few years,” said Ann. “We have a clear focus on promoting what we call ‘work-life blend’.” The following are a few examples implemented: In the Contact Center, employees can work from home up to four days per week; one day the team works together in person to ensure alignment and build cohesiveness. No meetings on Friday afternoons to offer additional flexibility and time for project work. Our “Give Yourself Back 20%” campaign provides education to encourage employees to “give back” to themselves. Fitbits were provided for activity tracking. Weekly yoga sessions offer rejuvenation.
  • Providing Unique Flexibility for Older Workers: In 2017, 115 employees participated in Freedom to Work, AbbVie's formal phased retirement program (launched in 2008) that enables employees age 55 and older with 10 or more years of service to scale back their careers while continuing to build retirement savings. Two unique features include: • Reducing work schedules to four days a week or taking up to five weeks of additional vacation (with an adjustment in pay/bonus), or • Redefining job responsibilities, while keeping the same work schedule and pay/bonus.
  • Giving Back Through Week of Possibilities: AbbVie provides employees with up to two days of paid time-off to volunteer annually, with manager approval. During AbbVie’s annual Week of Possibilities, employees across the globe spend their days giving back to the communities where they live and work, focusing on educational projects to benefit under-resourced schools, other learning facilities, and students. This initiative is integral to our commitment to contribute to communities. In 2018, the Week of Possibilities included 9,000 volunteers participating in 56 countries, dedicating over 37,000 hours of their time. In the U.S., 5,600 employee volunteers renovated libraries and other school spaces across the nation, including our three primary communities in Illinois, California and Massachusetts.
  • Career Experience Without Relocating: Within the Commercial organization, AbbVie recognized that its ability to develop women leaders depended on providing unique opportunities for employees located in the field to gain headquarters experience without relocating. In response, the Commercial organization created unique short-term relocation programs. Having a teenage daughter, Sylvia Pineiro-Garbin, senior district manager, Gastroenterology, said: “I wasn’t in a position to relocate from California, but wanted to expand my horizons. Through the rotation program, I was able to take on an exciting assignment in marketing, commuting to the home office over a five-month period. This was a wonderful opportunity because I could schedule the rotation over the summer when my family had greater flexibility. AbbVie made it possible for me to gain tremendous experience in marketing and develop important skills for my career.”
  • Personalized Experiential Development Opportunities: AbbVie recognizes that development is key to our culture and isn’t achieved in a singular, one-size-fits-all approach. We create unique development plans that meet the needs of the individual and the business. William Cournoyer, associate director of Business Development Acquisitions said, “My development experience at AbbVie has been beyond my expectations. I was encouraged by my leadership team to consider pursing an MBA at a top tier university and they were supportive of my efforts when I was accepted. My leadership team had encouraged me to consider a commercial rotation as a development opportunity to build experience in an important part of the business. Together we discussed what was most important to me, including location, timing, and rotation goals and we crafted a unique mutually beneficial development opportunity. I feel truly fortunate to have a leadership team that values experiential learning and has clearly put some forethought into my development.”
  • Amplifying Culture: AbbVie actively amplifies its culture through leadership support and a network of more than 125 global AbbVie Way Ambassadors. The ambassadors are well-respected, influential business leaders with a passion for driving culture. They are provided with tools and resources, and are expected to customize and amplify our culture at the local level based on what will be most relevant within their region and function. Ambassadors from each region collaborate together on a regular basis to share best practices and build their strategic plans. An added focus is on the Employee Survey, where the Ambassadors are responsible for pulling critical insights to inform larger enterprise priorities as it pertains to the success of our business delivery.
  • Employee Resource Groups (ERGs): AbbVie's ERGs bring together people who share a common interest. They go beyond promoting a diverse and inclusive workplace environment. They also focus on mentoring, networking, professional development, talent attraction—and fun! Our six executive-sponsored ERGs are: AbbVie PRIDE, AbbVie Veterans, AHORA (Hispanic/Latino), Asian Leadership Network, Black Business Network, and Women Leaders in Action. In 2017, ERG membership grew by more than 30 percent, as a result of an internal U.S. awareness campaign and accompanying launch of new ERG value proposition.

COMPENSATION BY THE NUMBERS

100% Match of employee’s 401(k)/403b contribution up to 5% of salary81% Company-paid health coverage for employees
81% Company-paid health coverage for dependents 81% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $5,013 Average Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
  • Employee stock ownership plan (ESOP)
  • Restricted stock units
AbbVie employees on the job

WORK-LIFE BALANCE BY THE NUMBERS

29 days Paid time off after one year of full-time employment 29 days Paid time off after one year of part-time employment
Unlimited Sick Paid time off 29 Days Paid time off as of first day of full-time employment
29 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (75% use it)
  • Telecommute option (75% use it)
  • Job sharing (1% use it)
  • Compressed work weeks (10% use it)
  • Subsidized On- or Off-site Fitness (80% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities (AbbVie's Vitality Well-Being program includes U.S. and Global resources for physical health, mental/emotional health, work-life effectiveness/balance, and connection to volunteer opportunities. This program includes tools, philosophy, programs and other resources that support our employees total wellbeing, resiliency and energy. On-site offerings include: health education seminars, webinars and wellness fairs, healthy heart offerings in company cafeterias, on-site fitness classes and exercise programs, free on-site and telephonic nutritional counseling, walking and running trails, free on-site health assessments and health coaching, on-site biometric screenings and flu shots (prevention and screenings covered at 100% in health benefits), free on-site preventive health check with a physician (pilot), on-site and near-site child care centers, on-site backup child care, including sick child care, sports and activities clubs, Toastmasters Club, on-site fitness centers and discounted fitness center memberships, reduced cost nutrition products (i.e., infant formula and adult nutrition and health products) available on site, mentoring programs, inclusion champion program, credit union (including cash stations), on-site nutrition programs and convenience services, financial wellness programs with on-site seminars (investment management, retirement planning, budgeting, etc.), and Employee Resource Groups.)

FAMILY CARE BY THE NUMBERS

120 days Job-protected maternity leave (including FMLA/STD) 70 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
67 days Average length of maternity leave new mothers take90 days Job-protected paternity leave (including FMLA)
40 days Fully-paid paternity leave (does not include personal vacation or paid time off)*27 days Average length of paternity leave new fathers take
$10,000 Adoption benefit100 days Job-protected parental leave for adoptive parents (including FMLA)*
50 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Childcare reimbursement during business travel
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

16 hours Paid time off to volunteer Senior Director Environmental Heath and Safety Leads environmental impact team
Third-Party Conducted Environmental impact audit 4 LEED certified building(s)
Yes Sustainable commuting program Yes Renewable energy program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Vice President, Diversity & Inclusion oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees
  • 117 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
AbbVie employees participating in annual

DEMOGRAPHICS

 
AbbVie employees participating in annual

How to Get Hired

We asked AbbVie for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We assess candidates based on their qualifications for the role and how well they would fit with our Ways We Work and Leadership Attributes that clearly articulate the narrative of our culture and the behaviors expected of every employee. AbbVie is a place where how you work with your colleagues is just as important as the results you achieve. Interviewers are assigned questions aligned with our Ways We Work to ensure that candidates are fully assessed against the competencies that are foundational to our culture and leadership. We seek employees who will live and embody the leadership attributes we’ve defined as an expectation for every employee of the company. Employees must thrive and build our vibrant environment of learning and collaboration, seizing possibilities and taking smart risks to make a tangible impact in the lives of the patients we serve.

What can prospective employees do to get your attention?

From our newest employees to our top executives, we seek employees who embody the Ways We Work and Leadership Attributes. In addition, we seek prospective employees who can articulate and demonstrate their belief that science makes a difference in the lives of patients, and that they possess the relentless determination and personal dedication to help us make this a reality across roles. Overall, candidates who are bold, curious and passionate are the ones who get our attention.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We are focused on supporting the growth of our oncology and neuroscience pipelines and continuing to sustain our market position in immunology and specialty care. This requires candidates with a combination of technical expertise and leadership skills who are ready to help us accelerate AbbVie's growth.

What should interested candidates do to find out more and get started?

Visit abbvie.com to learn more and join our Talent Community. Be sure to follow us on social media to stay current on our latest news and advances.

hiring Outlook

3,200 Forecasted positions to fill in coming year 4% Job Growth
24 Average applicants per opening 70,111 Total job applicants
33% New hires by employee referrals 42% Openings filled by current employees
30 Recent graduates hired 3% Voluntary turnover for full-time employees
4% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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