Companies Conagra Brands

Conagra Brands

Chicago, Illinois, USA

Total Offices: 2

18,500 Total Employees

Year Founded: 1919

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Conagra Brands Compensation & Benefits

Updated on November 12, 2025

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 Conagra Brands?

Strengths in retirement, healthcare breadth, and incentive programs are accompanied by constraints on usable time off, perceived pay inequities, and concerns about medical plan costs. Together, these dynamics suggest a generally solid total rewards offering whose practical value depends on schedule demands, local pay competitiveness, and individual healthcare usage.

Positive Themes About Conagra Brands

Retirement Support: 401(k) plans with company matching and additional company contributions, plus pension eligibility for certain groups, strengthen long‑term savings. Plan design and vesting are described as straightforward and beneficial.
Healthcare Strength: Medical, dental, and vision coverage starts on day one for many roles and includes wellness, mental health, and transgender health benefits. Life and disability insurance further broaden protection.
Strong & Reliable Incentives: Bonuses, profit sharing, and incentive opportunities are included broadly, with an annual incentive plan spanning career levels. Payouts and upfront clarity about bonus eligibility are characterized as dependable.

Considerations About Conagra Brands

Limited Leave & Time Off: Long shifts, frequent overtime, and peak‑season blackout periods limit the practical use of vacation and days off. Demanding schedules with minimal rest reduce work‑life balance despite available PTO.
High Benefits Costs: Some medical options are characterized as high‑deductible and expensive out of pocket. This reduces the felt value of coverage for employees with higher healthcare needs.
Unfair & Opaque Compensation: Concerns include pay not keeping pace with living expenses and newer employees earning less for the same work. Pay competitiveness varies by function and location, leaving some feeling undervalued.

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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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