SEATTLE—Amazon announced that it is hiring 150,000 employees throughout the U.S. in full-time, seasonal and part-time roles across its operations network for various positions, including packing and picking to sorting and shipping.
“We’re proud to offer a wide variety of roles for people of all backgrounds, with more than 150,000 roles available across the country. Whether someone is looking for some extra money for a few months or a long-term career, the holidays are a great time for people to join Amazon, and many of our seasonal employees return year-after-year or transition into full-time roles,” said John Felton, Amazon’s senior vice president of worldwide operations.
“Those who choose to stay with us will find a lot of opportunities to grow their careers, whether they take advantage of our free college tuition programs or seek out promotions across our network—this year alone, more than 20,000 front-line employees received promotions,” Felton said.
Amazon said employees can earn, on average, more than $19 per hour based on position and location in the U.S. The company is offering sign-on bonuses ranging from $1,000 to $3,000 in select locations. While there are jobs available across the country, the states with the greatest number of available positions are California, Idaho, Illinois, Iowa, Michigan, Missouri, Oregon, Texas, Tennessee, Utah and Washington.
Amazon offers comprehensive benefits for regular full-time employees, including career advancement and earned pay access, health, vision and dental insurance from the first day on the job; a 401(k) with 50% company match; up to 20 week’s paid leave and 6 weeks of parental leave; and Amazon’s Resources for Living program, a free mental health benefit offering services and support for employees, their families and their households.
Late last month, Walmart announced it plans to hire 40,000 additional employees in a variety of seasonal and full-time roles in preparation for the holiday shopping season.
The roles include seasonal store associates; full-time, permanent truck drivers; and customer-service associates at Walmart call centers. Walmart is also offering additional hours to current employees if they want to earn extra money.
Walmart offers its employees 100% tuition reimbursement and says that on average, entry-level associates are promoted to positions of higher wages and more responsibility in seven months. Seventy-five percent of Walmart’s U.S. salaried management team in stores, clubs and supply chain began their careers as hourly associates, including CEO Doug McMillon and Walmart U.S. CEO John Furner.
Other benefits for Walmart employees include low-cost medical coverage, no-cost counseling sessions, PTO and a 401(k) match and an associate stock purchase plan match for qualified employees, among other benefits. Walmart offers hourly starting pay of $17 or more on average.
Target is hiring 100,000 seasonal workers. Earlier this year, Target announced a new starting wage range of $15-$24 an hour, and Target employees, including seasonal hires, also have access to flexible scheduling, well-being benefits, team member discounts and more. Target says that on average, more than 30% of team members who are hired as seasonal workers stay on after the holiday season.
Last month, Amazon announced it is investing $450 million in wage increases and other benefits for drivers who are part of its Delivery Service Partners network. The other benefits include up to $5,250 a year for education reimbursement for drivers, as well as financial support for a 401(k) investment plan.
Amazon said it has invested $7 billion in its Delivery Service Partners network since 2018. The network began that year, and Amazon encourages entrepreneurs to start their own fleets of drivers with initial investments of as little as $10,000.
NACS has partnered with The Good Jobs Institute on how c-store operators can provide “good jobs,” which meet people’s basic needs and offer conditions for engagement and motivation. The Good Jobs Calculator, designed exclusively for NACS members and the convenience industry, allows retailers to use their own data and customized assumptions about the amount of improvement or uplift achievable, so executives can run scenarios on the bottom-line impact of a Good Jobs system.
Additionally, in the NACS Magazine article “Understanding Your Local Labor Landscape,” NACS provides tips on building an effective employee value proposition.
Also, here’s why your employees are “quiet quitting.”