GE HealthCare FAQ

Pros

Good benefits package, international environment

Cons

Slow change management, too much politics

Pros

Awesome benefits, lots of small bonus like free coffee or paid lunches for events, easy to move between departments

Cons

Poor leadership and poor communication between departments.

Advice to Management

Don't be afraid to establish plant policy with administrative actions for not following it.

Pros

GE Healthcare produces some amazing products. Your work contributes directly to making many patients' lives materially better. For mission-driven people, it's a special environment. GEHC is spinning off of the GE parent in 2023, so many cultural aspects may change, but the mission and actual outcomes remain steady and rewarding. Benefits: For your 401(k), GEHC matches a total of 4% of base (50% of your first 8% contribution). "Permissive leave" means new hires don't have to wait to use leave and may take leave as agreed with supervisor.

Cons

If health coverage is important to you, this may be the wrong place for you. Health coverage benefits are shockingly expensive. Coverage is *four times as expensive* for me and my spouse as it was at my prior employer. The working-spouse penalty contributes half that total: if your spouse works and declines coverage, GEHC charges a hefty additional fee for including spouse coverage. There's also no company contribution to your HSA. This seems inconsistent with the company's mission and vision, and it is surprisingly uncompetitive compared to market. If benefits improve after spin-off, I'll update the review. GEHC is also missing an entire hierarchical tier, leaping from senior manager to executive. There's no Director level, and Sr. Mgr has no LTIP, so if you're coming from a Director level role expecting the mid-tier annual bonus plus LTIP, you may have to forego important elements of total compensation. This means total comp for a significant number of roles is marginal compared to market. I'm hopeful this will be remedied after spinoff as well, and if so, I'll update. Permissive leave is implemented with no minimum-take requirement. Studies show this leads to lower leave usage, and can contribute to a culture in which leave-taking is risky and applied unevenly (here, it's mainly a question of how committed your manager is to encouraging you to leave, meaning there's a wide spectrum). Some companies require all employees to take at least two or three weeks off, which helps mitigate this problem, but GEHC has not taken that step yet.

Pros

Flexibility for time off, great maternity and paternity leave, free lunches and snacks.

Cons

Management is clueless on how to run production lines. Miscommunication between all levels and the union is just a bunch of babies.

Pros

Plenty of overtime, and good pension benefits

Cons

No security in contract work, as COVID proved