Owens & Minor
Owens & Minor Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Owens & Minor and has not been reviewed or approved by Owens & Minor.
How are the compensation & benefits at Owens & Minor?
Strengths in core healthcare coverage, paid time off, and structured savings programs are accompanied by increased employee cost burden, modest pay growth, and reduced retirement contributions. Together, these dynamics suggest a comprehensive yet middle‑of‑the‑pack package whose realized value varies by role, location, and workload expectations.
Key Insight for Candidates
Tradeoff: Owens & Minor markets a comprehensive, quick-start benefits package while shifting more costs to employees (e.g., dental moved to 100% employee-paid) and trimming its 401(k) match. This reduces the package’s real value. Candidates should verify current premiums and match details to assess true compensation.Evidence in Action
- Overtime-Driven Earnings — Overtime in frontline warehouse and operations roles is a standard pay lever that boosts take-home through extended hours. Employees often depend on overtime to feel adequately compensated, trading work-life balance for higher pay and contributing to fatigue and turnover.
- Employee-Paid Dental Shift — 2025 open-enrollment highlights document dental coverage as 100% employee-paid, shifting full cost to teammates. This increases out-of-pocket expenses and can lower perceived total compensation, particularly for families with regular dental needs.
Positive Themes About Owens & Minor
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Healthcare Strength: Medical and vision coverage, employer-paid life and disability insurance, and mental-health resources (such as an assistance program and Calm Health) are included, with indications of fast eligibility for full-time roles. The breadth of core coverage is positioned as solid for a company of this size.
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Leave & Time Off Breadth: Paid holidays, vacation, sick time, and paid parental leave are included. These leave programs round out a comprehensive baseline alongside core health coverage.
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Retirement Support: A 401(k) program with company matching is offered, alongside tax-advantaged savings options. Auto-enrollment and a defined match structure underscore a structured approach to retirement saving.
Considerations About Owens & Minor
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High Benefits Costs: Cost sharing has shifted toward employees in recent plan years, including dental becoming 100% employee-paid. Affordability concerns around premiums and out-of-pocket costs are noted alongside these changes.
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Stagnant Pay & Limited Progression: Annual pay increases are described as modest, and expanded responsibilities are not always matched by commensurate pay growth. Compensation satisfaction has softened over the past year, reinforcing perceptions of limited upward movement.
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Inadequate Retirement Support: The company’s 401(k) contribution has been reduced recently, diminishing perceived generosity of retirement benefits. Such adjustments can lower the net value of total compensation for some employees.
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