Huntsman Corporation
Huntsman Corporation Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Huntsman Corporation and has not been reviewed or approved by Huntsman Corporation.
How are the compensation & benefits at Huntsman Corporation?
Strengths in healthcare, retirement offerings, and time‑off breadth are accompanied by challenges in pay growth, incentive reliability, and perceived base‑pay competitiveness across sites. Together, these dynamics suggest a total‑rewards package that is generally solid but with uneven pay progression and variable bonuses that temper overall compensation satisfaction.
Key Insight for Candidates
Robust benefits—especially a generous 401(k) employer contribution—paired with average base-pay growth and volatile bonuses. This means your total rewards can feel strong if you value benefits and longer-term wealth, but immediate cash progression may disappoint, particularly in softer market cycles.Evidence in Action
- Automatic 10% 401(k) Funding — The 401(k) plan provides an automatic 6% employer contribution plus a dollar-for-dollar match up to 4%. This boosts total rewards meaningfully and supports retention by accelerating retirement savings regardless of annual raise variability.
- Equity Through 2025 Plan — The 2025 Stock Incentive Plan extends compensation through equity awards beyond base pay and cash benefits. This aligns employee outcomes with company performance and broadens upside potential when salary growth or bonuses are constrained.
Positive Themes About Huntsman Corporation
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Healthcare Strength: Healthcare coverage (medical/dental/vision) and EAP are consistently described as solid, with multiple plan options cited. Strong health benefits are frequently highlighted as a relative strength in the total package.
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Retirement Support: Retirement offerings include a 401(k) with employer contributions and equity through a stock incentive plan, with legacy pension arrangements for some groups. Retirement features are repeatedly referenced as a positive component of total rewards.
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Leave & Time Off Breadth: Paid time off, holidays, and floating days are described as good to very good in many roles. Vacation accrual is said to increase with seniority in some locations.
Considerations About Huntsman Corporation
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Stagnant Pay & Limited Progression: Annual increases and pathways to higher pay are often characterized as slow or limited in some groups. This perception weighs on satisfaction with long‑term earnings potential.
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Weak & Unreliable Incentives: Bonuses and variable pay appear sensitive to business conditions, with instances of low or no bonuses in softer periods. This variability reduces confidence in total cash outcomes.
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Unfair & Opaque Compensation: Base pay competitiveness appears uneven by role and location, with some functions or sites described as below market. Differences across plants, business units, and countries contribute to mixed views of pay fairness.
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