Hi all
I'm currently in the final stages of the interview process with IQVIA and am eagerly anticipating the possibility of joining the team. However, I've realized that beyond the gross annual compensation, specific details about the additional benefits being offered are typically disclosed after a job offer has been extended.
If anyone who is currently or has been associated with IQVIA could kindly share some insights about the bonus scheme, pension funds, health insurance coverage (which is quite common in the life science sector), and the allotted PTO days, I would be incredibly grateful for your input.
Feel free to send me a private message if you're more comfortable discussing this information privately.
Asking here as not much help found on Glassdoor.
Cheers
You can always negotiate for better terms post the job offer. Or decline it, if you are not happy.
Btw, Health Insurance is self funded in the two big Pharma companies here. Not sure who gave that data point re. company funded.
Could be something in the Biotech space but in the Pharma space, it is self funded.
Over years, I have seen offers from various Pharma and Life Science companies in CH, in various cantons. As far as I can recall, I only saw some contribution to health insurance once and that was very partial (like, 100 CHF per month) and was in the Lausanne area. In the German-speaking part, I have not come across that.
I am sure there are exceptions but it is not common.
The only potential benefit is collective deals on supplementary insurance, which may slightly reduce the premium or remove prior condition exclusions for employees.
Years ago, OH's company offered a small contribution to health insurance. Small like 50 or 100. But the catch was that you had to use the company's preferred insurer... which was one of the higher priced options.
We found we were better off forgoing that benefit and going with an overall less expensive insurer.
Note that I said 'years ago'. When we came here decades ago, very nice benefits were sprinkle liberally around, to woo talent. Benefits made up a not-insignificant portion of one's total comp. But time, market crashes, labor market changes, and mergers march on - one by one those benefits were done away with company-wide. Perks are discretionary, often a contract will have language that allows a company to do away with any or all.
Which is why one should not make a decision based on benefits. You need to be happy with the cold, hard cash on offer when deciding to accept or not - anything else is icing on the cake - and possibly one day gone with the wind.
You might be confusing 'health insurance' with 'accident insurance' (SUVA) which is often covered by the big employers.
Doubt anyone could give you any other insights, the bonus and pension contribution will be a % of the gross salary, they might be flexible on salary but not on the %.
Seems the biggest negotiating position at the moment, from what I'm hearing, is how many days you 'have to be' in the office.
Anyway.. good luck
The ones I know from personal experience and associates I know:
BeiGene in Basel - great family health insurance
former Celgene (current BMS) - also fully supported
Bayer in Basel - certain contribution as far as I know from a friend
Couple more companies in Basel also came to my mind, but my info is from before Covid times so not sure if accurate.
yes it does happen. one of my previous employers covered 50% of health insurance
i have a friend in med tech where he is covered fully or up to 400 chf/month
[QUOTE=ipoddle;3498220]You might be confusing 'health insurance' with 'accident insurance' (SUVA) which is often covered by the big employers.
Nope. Definitely not confusing it thanks for pointing it out anyway.
Thanks everyone for responses in thread and PMs, much appreciated!
Cheers.
As far as I remember: For any level under associate principal: Salary + bonus (depending on your level, starting with 7.5% for associate consultant) + lunch checks (150 CHF per year) + 5 weeks of holiday + 5 days off flat compensation for overtime + ~1% more contribution for pension
Aren't lunch checks usually 150chf per month? This income is offset in a lower tax deduction.
Many companies use LunchCheck. In all the companies I worked for, it was CHF 180 CHF/month, and it seems to be the maximum that LunchCheck offers in terms of tax savings.
https://lunch-check.ch/wp-content/up…-employers.pdf
Yes, indeed, 150 per month for lunch checks