Companies Northrop Grumman

Northrop Grumman

Belfast, Northern Ireland

85,636 Total Employees

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Northrop Grumman 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 Northrop Grumman?

Strengths in retirement programs, time-off flexibility, and family-support benefits are accompanied by challenges in pay growth, compensation fairness, and healthcare affordability. Together, these dynamics suggest a total rewards package that is broadly solid but whose long-term satisfaction can be tempered by slow progression and benefit cost pressures.

Positive Themes About Northrop Grumman

Retirement Support: 401(k) matching is considered strong, with additional defined-benefit coverage for certain cohorts and options like catch-up contributions. Retirement programs are repeatedly highlighted as a core strength of the total rewards.
Leave & Time Off Breadth: PTO, company-paid holidays, and compressed work schedules (such as 9/80) provide meaningful time away and flexibility. These scheduling options are cited as a major quality-of-life benefit across many locations.
Parental & Family Support: Paid parental leave alongside caregiver leave, adoption assistance, and back-up care supports a range of family needs. These programs have been expanded recently, signaling continued investment in family support.

Considerations About Northrop Grumman

Stagnant Pay & Limited Progression: Annual raises are often characterized as small and promotions can be difficult to secure, limiting earnings growth over time. Advancement is described as slow or bureaucratic in several areas.
Unfair & Opaque Compensation: Pay differences for similar work and perceived favoritism or nepotism in advancement create concerns about compensation fairness. Some managers report misalignment where subordinates out-earn them, reinforcing equity concerns.
High Benefits Costs: Healthcare premiums and out-of-pocket costs are said to be high enough to offset raise gains. Medical coverage is sometimes viewed as less competitive than peers on affordability.

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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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