Old National Bank
Old National Bank Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Old National Bank and has not been reviewed or approved by Old National Bank.
How are the compensation & benefits at Old National Bank?
Strengths in benefits—especially retirement support and healthcare breadth—coexist with recurring concerns that base pay is only average to below market, particularly in frontline roles. Together, these dynamics suggest total rewards can feel competitive when benefits and incentives apply, but overall pay fairness may depend heavily on role, tenure eligibility gates, and workload expectations.
Key Insight for Candidates
Benefits-heavy, cash-light compensation model. Old National delivers strong long-term value—immediate 5% 401(k) match, HSA funding, and defined paid family/caregiver leave—while base pay often feels only average. Some top benefits require wellness activities and service-time gates, so the value accrues over time, not upfront cash.Evidence in Action
- Auto-Enrollment 5% Match — 401(k) 100% company match up to 5% with immediate vesting, plus auto-enrollment at 5% and auto-increase to 10%, is a documented benefits policy. Employees build retirement savings by default and capture full employer dollars from day one, reinforcing total-compensation value beyond base pay.
- Tenure-Gated Paid Leave — Paid parental leave 6 weeks at 100% after 6 months' service; bonding leave 6 weeks and caregiver leave 12 weeks at 100% after 1 year are documented policies. Employees receive fully paid family time but must clear service thresholds, shaping leave planning and early-tenure expectations.
Positive Themes About Old National Bank
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Retirement Support: Retirement support is positioned as a standout, with a dollar-for-dollar 401(k) match up to 5% and immediate vesting. Auto-enrollment and auto-increase features further strengthen the perceived reliability of retirement benefits.
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Healthcare Strength: Healthcare offerings appear broad and feature-rich, including multiple plan types, HSA contributions for HDHP participants, and access to programs like virtual care and a nurse line. Medical premium discounts tied to wellness and tobacco-free status can meaningfully improve the value of coverage for those who complete the steps.
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Strong & Reliable Incentives: Incentives can provide meaningful upside in revenue-generating roles, with individual incentive structures described as strong in certain lending/commercial positions. Stock purchase access with a discount also adds a supplementary reward mechanism beyond base pay.
Considerations About Old National Bank
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Unfair & Opaque Compensation: Base pay is frequently framed as only average or below market, with sharper dissatisfaction concentrated in frontline and branch roles. Compensation perceptions also appear to have softened recently, reinforcing concerns about overall pay competitiveness.
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Poor or Misaligned Recognition & Rewards: Workload, sales goals, and staffing conditions are often described as out of sync with base compensation, which can make total rewards feel less proportional to effort. This dynamic is especially visible in roles facing higher pace or understaffing pressures.
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Limited Leave & Time Off: Several high-value benefits have service-time gates, including waiting periods for disability coverage and longer eligibility timelines for paid bonding and caregiver leave. These delays can reduce the practical value of leave benefits for newer employees or those with near-term needs.
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