Pros
Target provides a competitive compensation package with very good benefits and relocation when required. Good understanding of the work-life balance, within reason, as far as time off is concerned. As I understand it, every DC is arranged around a 4 shift set-up including T-F 6a-4p or 4p-2a ( 4 10's ) and a S-M 6a-6p or 6p-6a ( 3 12's ); with the expectation of arriving a little over 1 hour ahead of these times for group leaders. The focus on professional development is second-to-none, sometimes to a fault. The available tools and consistent focus on your individual growth as a leader is very well implemented and utilized. You will grow exponentially and fine-tune your leadership skills throughout your tenure with this company. Their focus on diversity and respect is a cornerstone to their operations that ensure you will feel valued, to some extent, in everything you do. It is a very open and collaborative environment that promotes teamwork and partnerships above all. Overall, a great company/great people that provide you with the knowledge, skills and training to be tremendously successful at almost any other organization.
Cons
Although you are considered management, the general feeling can come across as an hourly associate at times. The organization is so mired in defined processes and best practices that your day-to-day activities can seem void of management level decisions but rather filled with simply task-oriented/supervisory activities to ensure productivity. Expect to change shifts every 18 months or so as well as rotate through multiple departments, depending on building needs. If schedule stability is your goal then this is not a good environment to make that a reality. 'Glass ceiling' is also a term that applies relatively well to this group leader position. In any DC there will be approximately 50-60 peers at your level and all are battling for the opportunity to advance, which seems few and far between. And should an opportunity present itself, Target will base the decision for advancement substantially on a whole new interview process identical to the one experienced when you initially joined the company. The perception is that experience/performance with the comapany is not a significant factor for advancement and promotion from within is limited. This inability to advance can be a big dis-satisfier to many group leaders and translates to high level of turn-over for this position.