In 1939, Joe Albertson, a former Safeway district manager, took $5,000 he saved and $7,500 he borrowed from his wife’s Aunt Bertie to open his first Albertsons store in Boise, Idaho. Joe knew the keys of running a really great store meant working hard for the customers: give them the products they want, at a fair price, with lots of tender, loving care.
With – more...the merger of Albertsons LLC and Safeway, Inc. in 2015, Albertsons Companies is now one of the largest food and drug retailers in the United States. The company operates more than 2,300 stores across 35 states and the District of Columbia under 19 well-known banners including Albertsons, Safeway, Vons, Jewel-Osco, Shaw's, Acme, Tom Thumb, Randalls, United Supermarkets, Pavilions, Star Market, Haggen and Carrs.
Albertsons Companies is dedicated to helping people across the country live better lives. In 2015 alone, with the help of our generous customers, Albertsons Companies and the Albertsons Companies Foundation gave more than $270 million in food and financial support to the more than 2,300 communities we serve, improving the lives of millions of people in the areas of hunger relief, education, cancer research and treatment, programs for people with disabilities, and veterans outreach.
All of our stores were founded around the philosophy of offering customers the products they wanted to buy at a fair price, with lots of tender, loving care. We still open our doors every day today with that in mind, and because of it, we run really great stores. – less
Written by Service Manager, Alcohol & Beverage Department (Current Employee) from Fairfax, VA on July 9, 2015
Since buying Safeway, the company has adopted the philosophy to be open and transparent. Providing more incentive comp to managers, and attempting to add value to the employer brand. I think the HR department still has a way to go in terms of being a true business partner and thinking outside the box to develop a compelling employer brand philosophy - more...
Innovative in new business initiatives, and training. Senior Management is open to change
Benefits are poor, no matching 401k, incentive comp is not consistent, and work life balance is poor. Store Directors can be very poor managers