Hewlett Packard Enterprise

Spring, TX · founded 2015

Hewlett Packard Enterprise is a large infrastructure hardware and software company based in Spring, Texas. The company emphasizes flexible work arrangements and comprehensive benefits, positioning itself as employee-focused with industry-leading parental leave and competitive retirement benefits.

see the full file on Hewlett Packard Enterprise

1283 open roles at Hewlett Packard Enterprise

documented benefits (11)

Birthing-parent leave	offered
Partner leave	offered
Share of premium employer pays	offered
Retirement match	offered
PTO	offered
Flexible hours	yes
Median filed wage	$157,500
Dental	yes
Vision	yes
Life insurance	yes
Disability	yes

what Hewlett Packard Enterprise pays

Median of 85 certified wages filed with the US Department of Labor: $157,500.

Half of Hewlett Packard Enterprise's certified filings fall between $139,443 and $186,056.

role	median	filings	range
senior cloud developer	$195,619	17 filings	$134,971 to $223,142
cloud developer iii	$165,422	11 filings	$117,500 to $187,741
senior it developer/engineer	$149,718	5 filings	$135,512 to $149,781
systems/software engineer iii	$129,147	5 filings	$115,627 to $176,520
senior systems/software engineer	$143,790	5 filings	$131,685 to $210,888

Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.

the legal floor where they are

Set by law, not by Hewlett Packard Enterprise. It applies to every employer in Spring, TX.

IVF cycles the state covers	THERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.)
Adoption leave the law gives	12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.)
Pay when you are ill	No federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.)

Every claim above is sourced and dated. See sources on the full page.

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