JM Family Enterprises, Inc.

HQ
Deerfield Beach, Florida, USA
Total Offices: 9
3,311 Total Employees
View Website

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JM Family Enterprises, Inc. 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 JM Family Enterprises, Inc.?

Strengths in incentives, healthcare access, and retirement programs are accompanied by challenges in base‑pay perceptions for certain roles and uneven access to onsite perks across locations and subsidiaries. Together, these dynamics suggest a compelling total rewards proposition overall, with satisfaction more variable where role, site, or advancement pace shape how pay and benefits are experienced.
Positive Themes About JM Family Enterprises, Inc.
  • Strong & Reliable Incentives: Bonuses and profit sharing are positioned as meaningful parts of total compensation and are provided when the company performs well. Annual incentive programs further augment cash compensation.
  • Healthcare Strength: Comprehensive medical, dental and vision coverage is paired with wellness incentives and onsite Health & Wellness Centers at major locations. Onsite fitness facilities and access to company clinicians reduce barriers to care.
  • Retirement Support: A robust retirement suite includes a 401(k) with company contributions, profit sharing, and references to a pension program for some roles. These long‑term programs enhance overall financial security beyond base pay.
Considerations About JM Family Enterprises, Inc.
  • Unfair & Opaque Compensation: Base pay in some customer‑facing or entry roles is characterized as subpar relative to expectations despite strong benefits. Perceptions of pay competitiveness vary by role, location, and subsidiary.
  • Exclusive or Unequal Benefits Coverage: Access to onsite clinics, fitness centers, childcare, and similar amenities depends on location and business unit. Differences across subsidiaries and sites can affect how equitable the benefits feel.
  • Stagnant Pay & Limited Progression: Advancement can be slower due to low turnover, which tempers perceptions of pay progression. Stability is valued but can limit near‑term increases tied to role changes.
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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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