Pros
Some very sharp people in the company who make collaborating with them fun as they really know their jobs well - many long time employees. Excellent company culture starting at the top with CEO Doug Foshee and filters down thru senior VPs and Managers. They don't just talk about giving back to the community, they really push their people to volunteer and make it easy. Also, in an industry not known for caring about the environment, they are tying to be responsible and look toward where regulations are going rather than just what is required currently. Small things that translate to a culture where people do enjoy working there. Regarding opportunity, the company tries to reward peak performers. The reorganization fall 2009 (Project Insight) put some well-needed systems in place that were lacking and promoted some deserving people, in general with some exceptions Of course like anywhere else it depends if you get noticed, and that is the challenge.
Cons
As an operating company will tend to do, they are in their own bubble at times, so they seem to give credence to work experience specific to their industry only, so people like me with significant experience outside of a natural gas operating company prior to El Paso have to fight to get recognized. Some legacy small-mindedness they are attempting to get rid of and are starting to act like a "grown-up" company; however at times the company displays the "cowboy" mentality that seems to dominate smaller oil and gas operating companies. The Pipeline side appears to be promoting those from the BHM office at an unbalanced rate - too many "southerners" in high level positions across the Pipeline group who carry a certain "good 'ol boy" mentality at times whether they realize it or not. VP Engineering for Pipeline group had no engineering experience and was promoted because he's the "pet" of the President, Jim Yardley - has caused and will continue to cause some personnel issues. He is business savvy but possesses zero people skills and has no credibility when it comes to the technical nature of the job. It remains to be seen if he will do well or no and if the company loses some good people because of it. His promotion was not consistent with company culture in my mind. The company needs to push more involvement in professional societies so as to be more knowledgeable of industry best-practices, across the board in many departments. Also, be more open to people from outside the legacy who have significant industry experience and be open to learning how experts outside the company do things. HR people are the worst I've ever seen in a company this size, from the people that dealt with me when I was hired, to the reps I contact now. I have no real issues, but if I did, my confidence in their abilities is low.