Companies ProAmpac

ProAmpac

Cincinnati

Total Offices: 27

2,806 Total Employees

Year Founded: 2015

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ProAmpac Compensation & Benefits

Updated on September 18, 2026

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

How are the compensation & benefits at ProAmpac?

Strengths in benefits breadth, retirement support, and time-off structure are accompanied by concerns over healthcare affordability, slow pay progression, and reliance on variable incentives and overtime. Together, these dynamics suggest a package that is comprehensive on paper but delivers uneven value depending on plan costs, role, and location.

Key Insight for Candidates

Tradeoff: ProAmpac’s benefits look comprehensive, but health coverage can be costly unless you participate in its PRO360 wellness program (up to $1,200 savings). This means the real value of benefits depends on completing wellness requirements, directly impacting your out-of-pocket costs and overall compensation.

Evidence in Action

Wellness Incentive Savings — PRO360 wellness program offers up to $1,200 in health-insurance savings based on coverage and requirements. This incentive structure lowers employee premiums for completing wellness steps, improving total compensation and encouraging ongoing health engagement.
Overtime And Shift Differentials — Night-shift pay differentials and overtime tied to 12-hour shifts function as core earnings drivers. This structure increases take-home pay but, per recurring employee feedback, links higher compensation to longer hours and tougher schedules, shaping work-life balance.

Positive Themes About ProAmpac

Flexible Benefits: The benefits menu includes medical, dental, vision, telemedicine, HSA/FSA, EAP, wellness incentives, and optional coverages, indicating a broad and configurable package. Feedback suggests additional perks like safety gear allowances and education assistance add flexibility beyond core health and retirement offerings.
Retirement Support: A 401(k) with company match is consistently highlighted, with some sources noting availability across plans. Observations indicate the program is viewed as a solid part of the total rewards mix despite variation by plan/period.
Leave & Time Off Breadth: Time off includes roughly 11 paid holidays and a flexible vacation or PTO policy. Sentiment indicates this structure is seen as standard-to-good for a manufacturing employer.

Considerations About ProAmpac

High Benefits Costs: Some accounts describe relatively high health-insurance premiums and deductibles, reducing perceived value for certain plans. Observations indicate that plan selection and location can materially affect out-of-pocket costs.
Stagnant Pay & Limited Progression: Comments point to slow or infrequent raises and limited advancement opportunities, leading to pay feeling flat over time. Reports suggest employees may remain at the same pay rate unless higher-level openings appear.
Weak & Unreliable Incentives: Notes indicate that bonuses or extra earnings can be contingent on strict requirements and may feel inconsistent. Some employees describe overtime as necessary to lift take-home pay rather than a reliably structured incentive.

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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.