Strong global brand, but lacks governance clarity and consistent leadership alignment - Avaliação de funcionários no cargo de Security na empresa Pernod Ricard

• Role expectations and responsibilities expanded significantly beyond what was communicated during hiring, without corresponding adjustments in structure or prioritization. • Additional tasks were often assigned reactively, creating a scope that was not aligned with the original mandate or with sustainable delivery. • Some teams operate without clear governance, leading to ambiguity around priorities, ownership, and decision‑making. • Systemic gaps in processes and accountability were frequently redirected downward instead of being addressed at the appropriate leadership level. • Onboarding processes can be inconsistent, leaving new joiners without the clarity, support, or alignment needed to succeed in a complex environment. • Leadership communication varies widely between departments, and alignment between HR, management, and actual role requirements is not always present. • The environment lacks the structural foundations and cross‑functional alignment required for senior hires to operate effectively and deliver long‑term value.