Hewlett Packard Enterprise Employees Reviews, Feedback, Testimonials

Employee Testimonials

"I like the stability and technical depth here — you will get to work on large-scale enterprise problems," says one senior engineer. Another employee adds, "Teams are friendly and you can find mentors if you look for them." A salesperson mentions, "Compensation can be very rewarding when you hit targets, and the training helped me get up to speed." You will also hear mixed comments: some people say onboarding can feel bureaucratic, and others note that cross-team communication depends a lot on your manager. Overall, testimonials portray a company with knowledgeable peers, solid benefits, and room for improvement in process clarity.

Company Culture

The company culture at Hewlett Packard Enterprise blends enterprise seriousness with pockets of startup energy. There is a focus on customer outcomes, technical excellence, and delivering at scale. You will find communities around cloud, edge, and hybrid IT that are passionate and helpful. Diversity and inclusion groups are active, but experiences vary by region and business unit. If you search for company culture at Hewlett Packard Enterprise, you will hear that it is collaborative but sometimes weighed down by legacy processes. For many, the culture is a net positive — professional, mission-driven, and engineering-focused.

Work-Life Balance

Work-life balance at Hewlett Packard Enterprise is generally reasonable, and many employees report predictable schedules. In product and customer-facing roles you will occasionally work longer hours around deadlines or big customer events. The company offers flexible schedules and remote/hybrid arrangements in many teams, which helps. For those who prioritize balance, the company will often accommodate flexible hours and time off, though individual teams can be more demanding during peak periods.

Job Security

Job security is stable compared to many smaller startups, given the company's size and diversified portfolio. There are periodic reorganizations and business adjustments, which may lead to role changes or reductions in some teams. Overall, core engineering and customer-facing roles tied to strategic initiatives tend to have stronger job security. You should expect that external market pressures can influence hiring freezes and restructurings, but the company maintains a long-term presence in enterprise IT.

Leadership and Management

Leadership is experienced and publicly focused on transformation toward cloud and edge computing. Senior leaders communicate strategy through town halls and updates, but the clarity and consistency of messaging can vary across business units. Management tends to be results-oriented and metrics-driven. There is a push for accountability and measurable outcomes, which helps in career visibility if you deliver. However, some employees feel middle management can be risk-averse or slow to remove blockers.

Manager Reviews

Manager quality varies significantly. Many managers are technically competent and supportive of development; they will advocate for you in staffing decisions and performance discussions. Others are more process-focused and may be less hands-on with mentoring. If you are evaluating roles, try to meet your prospective manager and ask about coaching, feedback cadence, and decision-making style. Good managers will provide autonomy, clear goals, and regular 1:1s.

Learning & Development

The company invests in learning with a mix of internal training, external courses, and tuition reimbursement programs. There are formal certification tracks for product lines, cloud credentials, and leadership programs for mid-career employees. The internal learning portal contains on-demand courses and curated learning paths. If you are driven to grow, there are ample resources; the onus is on you to pick the right courses and to align them with your manager.

Opportunities for Promotions

Promotion pathways exist, but they can be structured and require documented impact. Technical career ladders are available alongside managerial tracks, and internal mobility is encouraged. Promotions are typically tied to clear performance indicators and contribution to strategic goals. It may take time to move up, and visibility across the organization helps; networking and cross-team projects can accelerate growth.

Salary Ranges

Salaries vary by role, experience, and location. Approximate U.S. ranges:

• Entry-level software/QA engineer: $80,000–$110,000
• Mid-level engineer: $110,000–$150,000
• Senior engineer: $150,000–$200,000+
• Sales roles (base): $70,000–$140,000, with total comp higher on target
• Managers/directors: $160,000–$260,000+ These ranges are estimates and vary widely by city, business unit, and performance. Total compensation often includes bonuses and equity components.

Bonuses & Incentives

Bonuses are common and often tied to performance metrics or company results. Many roles, especially sales, have variable compensation plans with commission or attainment-based payouts. Engineers receive performance bonuses and may be eligible for restricted stock units (RSUs) or other equity-like awards. Bonus size depends on role, level, and target achievement.

Health and Insurance Benefits

The company provides competitive health benefits including medical, dental, and vision plans with multiple plan options. There are typically HSA/FSA choices, mental health resources, employee assistance programs, and wellness incentives. Parental leave and caregiver benefits are available in many regions. Benefits are generally solid and comparable to other large tech employers.

Employee Engagement and Events

Engagement is fostered through regular town halls, hackathons, internal conferences, and Employee Resource Groups (ERGs). Local offices often host social events and learning meetups. Virtual events have become common, making it easier to participate across locations. These activities help build networks and keep employees connected to broader company initiatives.

Remote Work Support

Remote work support is robust: collaboration tools, VPN access, remote onboarding resources, and stipends for home office equipment are common. Many teams operate in hybrid models, and remote roles exist depending on business needs. IT and security systems are mature, enabling distributed work without major friction.

Average Working Hours

Typical working hours are around 40 per week for many roles. During project ramps, launches, or customer escalations, hours can extend into evenings or weekends. Expect occasional peaks rather than sustained long-term overtime in most teams.

Attrition Rate & Layoff History

Attrition is moderate and mirrors broader trends in enterprise tech. The company has periodically restructured to realign with strategic shifts, which has led to targeted layoffs in some cycles. Many employees cite internal mobility and retraining options as mitigating factors when teams are restructured. Prospective hires should be aware of occasional market-driven adjustments.

Overall Company Rating

4.0 / 5.0 — The company offers stability, strong benefits, and meaningful technical work. Career growth is real if you are proactive and visible, and compensation packages are competitive when performance is high. Areas to watch are variability in manager quality and periodic restructurings. For someone seeking enterprise-level projects with good work-life balance and solid benefits, this is a strong option for working at Hewlett Packard Enterprise.