Pros
Outstanding benefits package - you'll be hard pressed to find other opportunities that offer anywhere near what UKG does, including: - Unlimited paid time off - Health insurance is fully covered, at no cost to employees - Vision, dental, legal/lawyer assistance, and many other optional offerings - Monthly student loan reimbursement - Tuition Reimbursement - Company matches 50% of 401k contributions, up to 20% - Many others that I'm constantly finding out about (which could be communicated better to employees, so they may take advantage of all that's available to them) Plentiful opportunities to grow within the company, if you can work around managerial politics. It can be difficult to move to different areas of the company if management wants to keep you where you are (which occurs frequently). However, if you are driven and make the right connections, you can get to where you want to be, especially if you begin the process before making your current management aware. Late shift differential is 10%, which can be a significant bonus to those who prefer to work later in the day. Compensation is good when you are first hired, compared to market rates. Annual bonus is definitely not something I've received for similar roles at any other company.
Cons
Standard annual raises are always locked to 2-3%, which these days just minimizes losses due to inflation, rather than rewarding and retaining talent. Tenured employees end up falling behind market rates for similar positions, and newer employees tend to earn significantly more. Pay raises nowhere near match increases to starting pay. I've witnessed instances where new hires are earning up to 20% more than senior employees. As the company restructures post-merger and with the new CEO, transparency from upper management has been on a sharp decline. Employees are not notified of large-organizational changes until last minute, and they often appear to be made with little to no input from those actually performing these duties. During town hall meetings, questions are often answered with non-answers, and admission that certain things were not thought of. This does not at all instill confidence that decisions are being made in our best interest. The previous CEO was very emphatic on maintaining transparency, and constantly provided updates on what is going on in the organization. The current CEO, while still new, has not made anywhere near as much of an effort to ensure employees are aware of changes impacting them. Upper management similarly has been taking this approach. Work from home has been a contentious subject within the company. Since the pandemic, we've settled into a very comfortable work-life balance around remote work, and overall this has had a very beneficial effect on productivity. Previously, aside from this 'temporary measure', it was possible to request a remote designation. Since the pandemic, this appears to no longer be an option, as 'there is no process in place to designate employees as remote'. While overall the messaging was that eventually the offices would be opened again, the previous CEO, and the company overall seemed to give the idea that staying remote would also be an option. However, as with other recent changes, it was announced that all employees who do not specifically have a remote work designation will be required to return to the office multiple days per week. The return to office initiative was rolled out very poorly, and for seemingly no genuine reason. In a company-wide town hall meeting, when asked about how they would manage possible employee turn-over due to this change, upper management made it overwhelmingly clear that they were not concerned with retaining talent that may leave for other opportunities. Overall, it feels as though UKG does not value talent retention, only attracting new talent.