Takeda
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Takeda Compensation & Benefits
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
How are the compensation & benefits at Takeda?
Strengths in retirement benefits, incentive components, and breadth of time-off offerings are accompanied by concerns about slow pay progression, limited transparency, and uneven experiences across functions and geographies. Together, these dynamics suggest overall total rewards are often viewed as competitive, but perceived fairness and satisfaction can depend heavily on role, site, and year-over-year pay movement.
Positive Themes About Takeda
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Retirement Support: Retirement support stands out through a 401(k) employer match alongside an additional age-based retirement contribution, making total rewards feel meaningfully stronger than base pay alone. Immediate vesting on the match and recurring emphasis on the retirement program reinforce its perceived reliability.
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Strong & Reliable Incentives: Incentives are characterized as a meaningful part of the package via annual bonus eligibility and role-based long-term incentive participation for some employees. The presence of an employee stock purchase plan with discounted purchase terms further strengthens perceived total compensation.
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Leave & Time Off Breadth: Time-off benefits appear broad, with vacation accrual, separate sick time, company holidays, and paid volunteer time cited as differentiators. The overall structure suggests multiple avenues for paid time away beyond standard vacation alone.
Considerations About Takeda
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Stagnant Pay & Limited Progression: Pay growth is frequently characterized as modest, with small annual increases and limited adjustment for tenured employees when starting wages rise. This dynamic can make compensation feel less responsive over time, especially where workloads increase.
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Unfair & Opaque Compensation: Compensation transparency is described as low, and fairness perceptions are uneven across the workforce. Concerns about internal equity across roles, geographies, and restructuring-driven workload changes contribute to uncertainty about how pay is set.
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Exclusive or Unequal Benefits Coverage: Compensation satisfaction appears uneven by function, with operations/frontline roles described as materially less satisfied than engineering and corporate tracks. Geographic differences also emerge, with non-U.S. experiences varying and not always comparable to U.S. roles.
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