Principal Financial Group
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Principal Financial Group 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 Principal Financial Group?
Strengths in manager support, role-based flexibility, and accessible time off are accompanied by workload intensity and schedule constraints in certain customer-facing and processing teams. Together, these dynamics suggest a generally workable balance that varies by role, team, and location, with outcomes shaped by local leadership and operational cadence.
Positive Themes About Principal Financial Group
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Manager Support: Feedback suggests managers in several areas encourage work-life balance and flexibility, with some teams noting active involvement in balancing workloads. Some leaders accommodate time off and family needs, reinforcing local support.
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Remote or Hybrid Flexibility: Feedback suggests a role-based mix of in-person, hybrid, and remote arrangements that can support balance for many teams. Hybrid norms for local roles still provide flexibility compared with fully on-site models.
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Time Off Access: Feedback suggests flexible time off, eleven company holidays, paid volunteer time, and multiple leave options are available. Paid parental leave and onsite childcare in Des Moines further support caregiving and life events.
Considerations About Principal Financial Group
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Workload or Staffing: Feedback suggests heavy workloads, high volume, turnover, and mandatory overtime in specific areas like contact centers and Retirement Specialists, with some reporting feeling unprepared after training. Workload pressure and stress are especially noted in high customer-interaction or specialized processing departments.
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Scheduling Inflexibility: Feedback suggests strict adherence metrics, micromanagement, and expectations of long weeks in some roles reduce day-to-day flexibility. These dynamics appear in contact center and retirement-service environments.
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Remote or Hybrid Limitations: Feedback suggests a three-days-in-office expectation for employees near key hubs adds commute and coordination overhead that some teams feel more than others. This guardrail can reduce pure remote autonomy even as it offers some flexibility.
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