If you work under the HCS division, be prepared for stagnant pay and increasing workloads. There is effectively no path to meaningful compensation growth unless you leave your role and apply for a different position internally—and even then, you will still have to fight for a raise.
Employees routinely see their same role posted externally at a higher salary range while receiving no raise, no bonus, and no cost-of-living adjustment. Over time, you are asked to do more work for less pay when inflation and rising benefit costs are factored in.
The company has explicitly communicated via email that the HCS division will not receive annual salary increases, while simultaneously stating that compensation growth is “important and meaningful” and that this decision is “not reflective of individual performance or contributions.” In other words, strong performance does not matter when it comes to pay.
Employees are encouraged to “speak with their direct manager” about raises that are not happening, despite leadership clearly stating there will be none. This creates frustration and places managers in an impossible position.
There has also been no consistent or reliable 401(k) match for years. Since at least 2020, there has been no guaranteed match, with only a single, very small (under 2%) contribution during that time. This further reinforces the lack of long-term investment in employees.
Benefits costs increase regularly, pay does not, and bonuses are either nonexistent or unreliable. Over time, employees are financially worse off year after year.
This company can function as a short-term stepping stone, but do not get stuck here expecting loyalty, growth, or financial stability to be rewarded. If you value yourself, your work, and your long-term well-being, avoid the HCS division. Other divisions may operate differently, but HCS does not take care of its people.
