Compensation and Benefits
KBR’s aim is to offer competitive compensation and benefits packages so that we can attract and retain the world’s best, diverse talent. Of course, compensation and benefits can be tricky to balance, as we also need to compete for new business, and our pricing therefore has to remain in line with the market.
Compensation
of all respondents feel they are paid fairly for the work they do.
of Government Solutions respondents feel they are paid fairly for the work they do.
of Sustainable Technology Solutions respondents feel they are paid fairly for the work they do.*
of Corporate function teams respondents feel they are paid fairly for the work they do.
*To help minimize job losses, many employees in Sustainable Technology Solutions took pay cuts during 2020. Since the survey we have been able to reverse some of these changes and will continue to closely monitor pay levels as the market changes.
KBR’s approach to compensation is driven by market data, and we participate in about 40 benchmarking studies each year to ensure we are aligned to the latest trends. We recognize that sometimes the market moves more quickly than the survey benchmarks we obtain — sometimes upward, sometimes downward. So to ensure we stay current as the world bounces back from COVID-19 we are investing in additional analysis tools to help provide real-time information on specific markets and roles.
People First
Compensation and Benefits
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Benefits
Flexible Working
This benefit received the largest positive response in the survey comments, with many employees valuing the flexibility to balance work and home life while taking advantage of the latest technology to work from different locations. The policy has recently been updated to stay current and address some practical matters that need to be considered as flexible working practices become more established across KBR.
559 positive comments
“KBR’s flexible work arrangements are a game changer and a great benefit to attract and retain employees.”
Of course, we know there is value in coming together in person. The ideal solution is often a hybrid model, but adopting such arrangements will depend on customer need and employee role, as well as personal circumstances. We also recognize that remote work allows us to be more flexible than we were before COVID. However, it’s a complex issue with tax and legal implications in some cases. To be fair and ensure pay equity across our employee base, salary benchmarks will be set based on local markets, which could mean one employee on the team has a lower pay rate than another. Speak to your manager and your local HR representative before you make plans to move from your local KBR base of operations.
General Findings
Overall, 64% of employees feel that KBR offers competitive benefits, but views vary depending on location and role. Here’s a breakdown from some of our major markets, which reflects cultural differences as well as different employee views.
UK
U.S.
India
Australia
“KBR’s excellent benefits kept me with the company when I was considering making a move.”
Because our benefits are directly connected to the local market, there can be very different offerings around the world, and we recognize that many employees feel our benefits are not as competitive or that costs were too high.
What we’re doing to enhance compensation and benefits
In 2020, we performed a global pay equity review focused on gender and were pleased to see that the differences in pay compared to market rates between men and women were insignificant. Additionally, the introduction of the Inclusion & Diversity dashboard in 2021 has allowed us to enhance visibility of pay equity. This enables every manager to review their own organization from a gender and race/ethnicity perspective and to incorporate changes as required during the annual salary review process. While most KBR benefits are tailored based on region or locale, there are some global programs which we are able to offer to all employees. These include:
- KBR’s Employee Support Program, which assists employees and their families 24/7 in important areas such as physical and mental health, family life, financial and legal support, and more
- meQ, our free app for KBR employees and their families to support mental health and fitness
- Discount programs, which offer employees savings on a wide range of retail items and programs
We continue to look for new benefits to offer our employees, most of which are local in nature. For example, in 2021, we extended our paid-time-off carryover benefit for U.S. employees and launched a tax-efficient electric car leasing scheme in the UK. Your local HR and Benefits teams are always interested to hear your views on cost-effective benefits that will help us remain attractive as an employer. KBR wants to be the employer of choice for people from all walks of life, and that means enhancing our benefits to be more family friendly when possible. We’ve been able to make changes in the U.S. in recent years, and we are in the process of benchmarking current practices in our main markets.
“KBR needs to further develop its maternity/ paternity packages to be more competitive.”
