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Discover the
Benefits of Joining
LPL Financial!

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Experience the Benefits of Working at LPL Financial 

Our Total Rewards benefits package encompasses more than compensation and insurance. It features traditional and not-so-traditional benefits, perks, and resources that can enhance your life in and out of the office.

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Work Flexibility 

We're proud to offer a variety of work arrangements, including Hybrid, In-person, and Remote opportunities depending on the role. We also provide a wide range of onsite amenities and programs. 
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Training & Development

LPL Financial offers an extensive mix of training programs to help employees in their personal and professional development for anyone who aspires to optimize their skills and career opportunities through experience, exposure, and education. 
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Volunteer Time Off 

We are dedicated to improving the communities where we work and live. At LPL, we give our employees 16 hours of (VTO) each year so that they can make an impact in their community. 
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Living Well at LPL

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Health Coverage

We offer medical, dental, and vision plans; tax-advantage spending accounts such as Health Savings Accounts (HSA), and Healthcare and Dependent Care Flexible Spending Accounts (FSA); a healthcare advocate/advisor, insurance plans that help protect you including life, AD&D, and short- and long-term disability, and more!
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Financial Wellness Programs

Our company offers a 401(k) retirement savings plan with a generous company match, an employee stock purchase plan (ESPP) where you can purchase LPL stock at a discount, discretionary, performance, and referral bonuses and financial assistance through LPL's emergency relief fund.
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Robust Mental Health Support

Employees and their dependents have access to a free, mental and emotional support program through Lyra. With several confidential support options including therapy, coaching, and unlimited access to self-care tools and resources, Lyra can help navigate issues like stress, anxiety, depression, substance use, relationship challenges, and more.
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Perks Programs

At LPL Financial we offer free onsite parking, mothers' room, cafeteria, coffee shop, and wellness room; including fitness center and campus amenities such as basketball courts, putting green, walking trails, and discounts for banking, computers, sports events, movie tickets, theme parks, wireless phones, and more.
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LPL Financial's Employee Compensation Philosophy

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At LPL, the primary objective of our compensation program is to provide employees with competitive and equitable compensation that helps attract, motivate, and retain the talent needed for the company's success. In order to align to business results and reward top performers, we differentiate rewards based on both company and individual performance.
In order to achieve that objective, we believe that personalizing pay to an employee’s role and sharing that information transparently is the best way we can deliver on our promise to employees to create an environment that empowers our employees to thrive.
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FAQs on hiring process

Job-based pay ranges provide a unique salary range for each job at LPL Financial. Each range is specifically determined based on the job duties and skills required for the role. The ranges are reflective of the salary opportunity for similar jobs in the external market. Additionally, job-based ranges provide an agile compensation structure that supports LPL's continued growth by enabling us to identify and update ranges for jobs that are seeing significant growth in the market, while not changing the ranges for jobs that are experiencing slower growth.

As a pay-for-performance company, compensation within the pay range will vary based on relevant factors such as qualifications, skill set, and performance, and will evolve based on those same attributes. Employees are encouraged to actively engage in career development conversations with their managers to unlock their potential, develop their strengths and foster continuous improvement. Managers and leaders then have the flexibility to consider a number of factors to determine pay, including:
  • Qualifications
  • Performance
  • Internal Equity
  • Business and Operational Needs
 
LPL Financial has two geographically-based compensation structures. In areas where external data surveys note the cost of labor is high, such as Boston and San Diego, market salaries for jobs are about 10% higher than the salaries for the same jobs in other locations, such as Fort Mill. We regularly evaluate the compensation structures for internal and external movement and update them periodically to reflect salary market movement.

LPL recognizes being proactive in the analysis of equitable pay treatment across our pay programs prevents situations where similarly situation employees aren’t being compensated in alignment with our compensation philosophy.
 
In order to deliver on that commitment, after our own internal review, we engage outside experts, to conduct three distinct analyses––of base pay, merit increases, and discretionary bonus awards––of employees below the EVP level who are not on sales incentive compensation plans. Using computer models created for LPL, these analyses take into account the factors that underlie LPL’s specific compensation decisions and identify individuals whose base pay, merit, or bonus, as applicable, is lower/higher than expected to a statistically significant degree.
 
In particular, we ask the outside experts to focus on whether there are statistically significant variations tied to race, ethnicity or gender. Once the data has been analyzed, any outliers tied to race/ethnicity or gender are reviewed again internally by LPL’s HR consulting, compensation and legal teams. This group will meet with managers to better understand if there is a specific rationale for the compensation decision and, if appropriate, implement adjustments. These compensation analyses are an important component of LPL’s compensation strategy and overall efforts to ensure each employee’s compensation fairly aligns with their role, level, contributions, performance and other relevant factors.
A sense of mutual respect and mindfulness permeates our culture-in fact, it’s the key to our success.
Explore More Benefits at LPL Financial
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Family-Building Support Programs

LPL is pleased to help our LPL family grow their family!  Employees can receive reimbursement for services related to their family-building journey as well as comprehensive support through our virtual clinic partner for matters related to fertility, pregnancy, postpartum, parenting and menopause. LPL also provides paid parental leave with birthing parents receiving, on average, 16 weeks of time off and non-birthing parents receiving 10 weeks.
Backy Miller, Product Engineer
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On-site Amenities

At LPL Financial we offer free onsite parking, mothers' room, cafeteria with healthy food options, coffee shop, wellness rooms, fitness centers and other campus amenities such as basketball courts, putting green, and walking trails.   
Backy Miller, Product Engineer
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Paid Time Off

Nonexempt employees accrue PTO based on their years of continuous service. Exempt employees do not accrue PTO and instead may take time off on a paid basis as needed, subject to the RTO policy.
Backy Miller, Product Engineer
A sense of mutual respect and mindfulness permeates our culture-in fact, it’s the key to our success.