Sub-Zero Group, Inc
Sub-Zero Group, Inc Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Sub-Zero Group, Inc and has not been reviewed or approved by Sub-Zero Group, Inc.
How are the compensation & benefits at Sub-Zero Group, Inc?
Strengths in fair base pay for many roles and comprehensive health and wellbeing offerings are accompanied by challenges in raise progression, tight PTO for newer employees, and uneven benefits access by site or status. Together, these dynamics suggest generally acceptable to good total compensation that is bolstered by benefits, with satisfaction varying notably by role, location, and advancement prospects.
Key Insight for Candidates
A health-and-wellness‑heavy benefits package—anchored by an on-site clinic with no copays and a free fitness center—does much of the heavy lifting on total compensation. It softens otherwise modest pay growth and mid-tier base wages. Candidates prioritizing healthcare value may benefit more than those seeking rapid cash compensation gains.Evidence in Action
- On‑Site Health Access — On‑site UW Health clinic at Fitchburg, WI and on‑site fitness center provide no office copay/coinsurance for enrolled employees. This reduces out‑of‑pocket costs and embeds wellness into the workday, improving perceived total compensation.
- Profit‑Sharing 401(k) Design — In 2023, the Employees’ Profit Sharing and 401(k) Savings Plan moved to Empower with Vanguard target‑date funds and includes profit sharing/company contributions. This ties part of compensation to company performance and streamlines retirement saving, boosting long‑term total rewards.
Positive Themes About Sub-Zero Group, Inc
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Fair & Transparent Compensation: Pay is considered fair for many roles, with market-aligned to competitive levels in select technical/corporate positions and solid wages in entry-level or assembly work. Location and in-demand roles often strengthen perceived value, and benefits help elevate total compensation.
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Healthcare Strength: Health coverage includes medical and dental insurance plus access to an on-site clinic for enrolled employees with no office copay or coinsurance. These offerings help lift overall pay perception even when base pay is not top-tier.
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Wellbeing & Lifestyle Benefits: On-site fitness center access, wellness campaigns, flu shots, and farmers’ market vouchers provide lifestyle support beyond core insurance. Community events and a scholarship program further expand the wellbeing-focused perks.
Considerations About Sub-Zero Group, Inc
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Stagnant Pay & Limited Progression: Annual increases are often modest and differentiation for top performance can feel limited, which tempers longer-term pay satisfaction. Constrained promotion paths and limited ability to negotiate can further dampen perceived pay fairness over time.
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Limited Leave & Time Off: Starting PTO is viewed as tight for newer employees, with indications of reduced dedicated sick time and flexibility improving mainly with seniority. Experiences vary by role and site, contributing to uneven satisfaction with time off.
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Exclusive or Unequal Benefits Coverage: Benefit access and value vary by location and employment status, with contractors typically lacking benefits and site-specific amenities like the clinic and fitness center concentrated in certain locations. Union context and market differences further shape how equitable the same package feels in practice.
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