The J.M. Smucker Co.

HQ
Orrville, Ohio, USA
5,001 Total Employees
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The J.M. Smucker Co. Compensation & Benefits

Updated on February 06, 2026

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 The J.M. Smucker Co.?

Strengths in retirement support, family-focused leave, and broad time-off programs are accompanied by challenges in pay transparency, progression, and workload demands in certain locations. Together, these dynamics suggest a competitive total rewards package whose perceived value varies by site, role, and local conditions.
Positive Themes About The J.M. Smucker Co.
  • Retirement Support: Retirement programs are described as strong, with a company 401(k) match, immediate vesting in some materials, and access to an Employee Stock Purchase Plan. These elements contribute to a favorable view of total compensation value.
  • Parental & Family Support: Paid parental leave for all parents and on-site childcare at key locations signal a family-forward approach. Additional supports such as adoption assistance and pet-related leave reinforce this emphasis.
  • Leave & Time Off Breadth: Paid time off, seasonal compressed schedules, and flexibility options are highlighted across materials. The ability to start with substantial PTO and buy additional time enhances perceived time-off breadth.
Considerations About The J.M. Smucker Co.
  • Unfair & Opaque Compensation: Pay-setting and communication are perceived as uneven across sites and roles, with concerns about transparency and consistency. Reports of discrepancies between posted and actual starting rates further erode confidence in pay practices.
  • Stagnant Pay & Limited Progression: Compensation is sometimes described as average for advancement-oriented roles, with raise and promotion processes seen as restrictive. Perceptions that pay could be more competitive in select functions contribute to retention risk.
  • Perks & Wellbeing Gaps: Long hours, demanding schedules, and workload intensity in some plants diminish the perceived value of compensation. Extended shifts and coverage expectations can make otherwise solid pay feel less compelling.
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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.
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