Empower (empower)

Greenwood Village

Total Offices: 11

11,963 Total Employees

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Empower (empower) Compensation & Benefits

Updated on September 09, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Empower (empower) and has not been reviewed or approved by Empower (empower).

How are the compensation & benefits at Empower (empower)?

Strengths in retirement, healthcare, and time‑off design are accompanied by challenges around pay growth, incentive stability in certain roles, and alignment of rewards with workload. Together, these dynamics suggest a benefits‑led value proposition with uneven satisfaction tied to progression pace and variable‑comp mechanics by role and location.

Key Insight for Candidates

Tradeoff: Empower’s retirement‑centric, well-documented benefits (notably a 6% dollar‑for‑dollar 401(k) match with extras) often outshine cash pay growth. This matters because total rewards can feel strong if you leverage the plans, while raises and incentive stability may feel modest, tempering pure salary satisfaction.

Evidence in Action

Retirement-First 6% Match — The 401(k) match is 100% on the first 6% you contribute, with one-year vesting and potential discretionary company contributions. This retirement-first design materially boosts total compensation and, per recurring employee feedback, is a standout benefit.
Wellness-Credited HSA Coverage — Two UnitedHealthcare medical options include an HSA plan with company HSA contributions of $500 individual/$1,000 family and wellness credits of $25–$50 per pay period. This reduces out-of-pocket costs and rewards healthy actions, giving employees flexibility to tailor coverage without sacrificing affordability.

Positive Themes About Empower (empower)

Retirement Support: A 401(k) match up to 6% plus potential discretionary contributions and no‑cost financial planning signal strong retirement support. This focus on retirement consistently elevates the value of the total rewards package.
Healthcare Strength: Comprehensive medical, dental, and vision coverage with mental‑health resources, wellness incentives, and HSA contributions indicates a robust health offering. Multiple plan options and supportive services (such as virtual care and second opinions) expand access and utility.
Leave & Time Off Breadth: PTO programs (including Responsible Time for exempt roles), paid holidays, floating days, and paid volunteer hours offer strong time‑off coverage. These features contribute materially to overall compensation value.

Considerations About Empower (empower)

Stagnant Pay & Limited Progression: Pay increases and promotions are often described as slow, with small annual raises dampening satisfaction even when base pay is viewed as competitive. The pace of advancement is a recurring friction point for early‑career and certain operations roles.
Weak & Unreliable Incentives: Changes to commission and quota structures in some client‑facing roles reduced earnings and introduced volatility. When variable pay is a significant component, plan shifts can materially undermine confidence in incentives.
Poor or Misaligned Recognition & Rewards: Demanding workloads and understaffing in service/operations roles are described as misaligned with compensation levels. Taking on higher‑level responsibilities without commensurate pay fuels perceptions of being undervalued.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.