Salary genentech: Genentech Average Salaries | Salary.com

Average Genentech Salary By Location, Job Title, and Department

Updated August 22, 2022

$97,473yearly

To create our salary estimates, Zippia starts with data published in publicly available sources such as the U.S. Bureau of Labor Statistics (BLS), Foreign Labor Certification Data Center (FLC) Show More

$46.86 hourly

Entry level Salary

$59,000

yearly

$59,000

10%

$97,473

Median

$158,000

90%

Highest Paying Jobs At Genentech

While the average employee salary at Genentech is $97,473, there is a big variation in pay depending on the role. Some of the positions that earn high wages at Genentech include medical director, leader, researcher, and lead technician. A typical medical director salary at Genentech is $277,286. To get a better sense of the salaries at Genentech, other roles such as packaging operator and hospitality representative can be considered as well. For comparison, the title packaging operator at Genentech earns $37,759 per year.

Highest Paying Jobs At Genentech

Rank	Job Title	Average Genentech Salary	Hourly Rate
1	Medical Director	$277,286	$133.31
2	Leader	$170,711	$82.07
3	Researcher	$140,816	$67.70
4	Lead Technician	$137,443	$66.08
5	Clinical Specialist	$134,712	$64.77
6	Project Manager	$125,278	$60.23
7	Lead Operator	$124,568	$59.89
8	Biostatistician	$123,221	$59.24
9	Senior Technologist	$123,105	$59.19
10	Statistician	$122,098	$58.70
11	Business Analyst	$116,729	$56. 12
12	Systems Administrator	$115,698	$55.62
13	Clinical Statistical Programmer	$113,892	$54.76
14	Scientist	$111,177	$53.45
15	Requirements Engineer	$110,149	$52.96
16	Software Developer	$109,920	$52.85
17	Programmer Analyst	$109,102	$52.45
18	Consultant	$104,719	$50.35
19	Validation Engineer	$104,603	$50.29
20	Chemist	$104,201	$50.10

Highest Paying Genentech Competitor Salaries

Some of the competitors of Genentech are Edwards Lifesciences, Bristol-Myers Squibb, and Gilead Sciences. The wages at Edwards Lifesciences average higher than the other similar companies, where the median salary is $112,516 per year. The employees at Bristol-Myers Squibb earn an average yearly salary of $101,824 per year, and the salaries at Gilead Sciences average $99,828 per year.

Salaries By Genentech Competitors

Rank	Company Name	Zippia Score	Average Salary
1	Edwards Lifesciences	4.8	$112,516
2	Bristol-Myers Squibb	4.9	$101,824
3	Gilead Sciences	4.9	$99,828
4	Pharmacyclics	4.9	$97,383
5	Onyx Pharmaceuticals	4.8	$95,378
6	Illumina	4.8	$94,044
7	Amgen	4.9	$93,349
8	Bio-Rad Laboratories	4.7	$93,296
9	Merck	4.8	$90,328
10	Agilent Technologies	4.8	$88,186
11	BioMarin	4. 8	$87,259
12	Regeneron	4.9	$85,589
13	Philips Healthcare	4.8	$85,358
14	Sanofi Genzyme	4.8	$84,495
15	Medimmune	4.7	$78,540
16	Johnson & Johnson	4.9	$76,686
17	Abbott	4.8	$73,973
18	Medtronic	4.9	$73,671
19	Pfizer	4.8	$70,868
20	Alere	4.7	$60,448

How Much Does Genentech Pay By Location?

Cost of living can vary dramatically depending on the part of the country you’re in. Employees at Genentech earn different salaries depending on their region. The city with the highest average salary is South San Francisco, CA, where employees earn an average salary of $113,414. Genentech Employees in Washington, DC don’t earn quite as much. The median salary in Washington, DC is $99,275.

Salaries By Location At Genentech

Genentech Salaries By Department

Our data shows that different departments at Genentech pay different salaries. Our data shows that employees in healthcare roles earn the highest wages at Genentech, with an average yearly salary of $135,480. The second-highest paying department is business development, where employees earn an average salary of $124,264 per year. The organizational function at Genentech where employees earn the lowest salaries is administrative with yearly earnings averaging $60,600. Non profit/government is the second-lowest paying organizational function at Genentech, where the workers earn $69,772 per year.

Salaries By Department At Genentech

Rank	Department	Average Genentech Salary	Hourly Rate
1	Healthcare	$135,480	$65.13
2	Business Development	$124,264	$59.74
3	Marketing	$124,148	$59.69
4	IT	$121,702	$58.51
5	Finance	$116,484	$56.00
6	Engineering	$106,487	$51.20
7	Research & Development	$101,062	$48.59
8	Sales	$92,215	$44.33
9	Plant/Manufacturing	$84,061	$40.41
10	Accounting	$70,709	$33.99
11	Non Profit/Government	$69,773	$33.54
12	Administrative	$60,600	$29. 13

How Much Does Genentech Pay by Department?

Best Paying Genentech Research & Development Position Salaries

Rank	Position	Average Genentech Salary	Hourly Rate
1	Natural Science Manager	$153,174	$73.64
2	Researcher	$140,816	$67.70
3	Clinical Associate	$136,852	$65.79
4	Biostatistician	$123,221	$59.24
5	Statistician	$122,098	$58.70
6	Scientist	$111,177	$53.45
7	Computational Biologist	$106,261	$51.09
8	Chemist	$104,201	$50.10
9	Biochemist	$104,199	$50.10
10	Research Associate	$92,438	$44. 44
11	Quality Control Analyst	$77,445	$37.23
12	Laboratory Technician	$74,206	$35.68
13	Doctoral Fellow	$67,265	$32.34
14	Research Fellow	$66,480	$31.96

Best Paying Genentech Engineering Position Salaries

Rank	Position	Average Genentech Salary	Hourly Rate
1	SAP Security Consultant	$141,396	$67.98
2	Senior Project Manager	$141,326	$67.95
3	SAP BW Consultant	$132,585	$63.74
4	Database Administrator	$126,995	$61.06
5	Technical Specialist	$122,121	$58.71
6	Lead Software Quality Assurance	$121,864	$58. 59
7	Senior ETL Developer	$121,648	$58.48
8	Data Scientist	$115,146	$55.36
9	Clinical Statistical Programmer	$113,892	$54.76
10	Environmental Health Safety Manager	$112,781	$54.22
11	Requirements Engineer	$110,149	$52.96
12	Software Developer	$109,920	$52.85
13	Programmer Analyst	$109,102	$52.45
14	Engineering Associate	$108,960	$52.38
15	Data Analyst	$106,962	$51.42
16	Technical Project Coordinator	$106,034	$50.98
17	Validation Specialist	$105,561	$50.75
18	Validation Engineer	$104,603	$50.29
19	ETL Tester	$102,064	$49. 07
20	Cell Technician	$70,397	$33.84

Best Paying Genentech Plant/Manufacturing Position Salaries

Rank	Position	Average Genentech Salary	Hourly Rate
1	Site Manager	$164,205	$78.94
2	Lead Operator	$124,568	$59.89
3	Purification Supervisor	$120,424	$57.90
4	Senior Production Supervisor	$114,761	$55.17
5	Operations Project Manager	$113,080	$54.37
6	Manufacturing Engineer	$109,119	$52.46
7	Instrument Technician	$102,451	$49.26
8	ETL Tester	$102,064	$49.07
9	Quality Assurance Specialist	$101,647	$48. 87
10	Process Engineer	$97,492	$46.87
11	Quality Control Associate	$64,413	$30.97
12	Utility Plant Operative	$58,851	$28.29
13	Manufacturing Technician	$48,954	$23.54
14	Utility Operator	$43,212	$20.78
15	Co-Operations Internship	$42,661	$20.51
16	Operations Inspector	$35,143	$16.90
17	Final Inspector	$34,971	$16.81

Recently Added Genentech Salaries

Frequently Asked Questions About Genentech Salaries

Is The Pay Good At Genentech?

Yes, the pay is good at Genentech. Compared to the industry average of $87,151 per year, the average annual salary at Genentech is $97,473, which is 11.84% higher.

What Is The Starting Pay At Genentech?

The starting pay at Genentech is $59,000 per year, or $28. 37 per hour.

How Much Does Genentech Pay Compared To Amgen?

Genentech pays $97,473 per year on average compared to Amgen which pays $93,349. That works out to $46.86 per hour at Genentech, compared to $44.88 per hour at Amgen.

How Much Does Genentech Pay An Hour?

Genentech pays $46.86 an hour, on average.

Have more questions? See all answers to common company questions.

Search For Jobs

Zippia gives an in-depth look into the details of Genentech, including salaries, political affiliations, employee data, and more, in order to inform job seekers about Genentech. The employee data is based on information from people who have self-reported their past or current employments at Genentech. The data on this page is also based on data sources collected from public and open data sources on the Internet and other locations, as well as proprietary data we licensed from other companies. Sources of data may include, but are not limited to, the BLS, company filings, estimates based on those filings, h2B filings, and other public and private datasets. While we have made attempts to ensure that the information displayed are correct, Zippia is not responsible for any errors or omissions or for the results obtained from the use of this information. None of the information on this page has been provided or approved by Genentech. The data presented on this page does not represent the view of Genentech and its employees or that of Zippia.

Genentech may also be known as or be related to Genentech, Genentech Inc, Genentech Inc., Genentech USA Inc, Genentech USA, Inc. and Genetic Engineering Technology.

Genentech Salaries | How Much Does Genentech Pay in the USA

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$36K

(15 salaries)

-$4K (10%) less than national average Case Manager salary ($40K)

-$39K (70%) less than average Genentech salary ($75K)

$50K

$100K

$150K

-$15K (22%) less than average Genentech salary ($75K)

“I know its higher than the average, but for the amount of work I do compared to people in higher positions, seems like its not enough”

-$14K (20%) less than average Genentech salary ($75K)

-$45K (85%) less than average Genentech salary ($75K)

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$111K

(9 salaries)

+$10K (9%) more than national average Senior Project Manager salary ($101K)

+$36K (38%) more than average Genentech salary ($75K)

$50K

$100K

$150K

+$134K (94%) more than average Genentech salary ($75K)

“This is a competitive salary versus the competitors. “

+$95K (77%) more than average Genentech salary ($75K)

+$6K (7%) more than average Genentech salary ($75K)

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$95K

(8 salaries)

+$40K (53%) more than national average Systems Specialist salary ($55K)

+$20K (23%) more than average Genentech salary ($75K)

$50K

$100K

$150K

+$14K (17%) more than average Genentech salary ($75K)

“I was paid well at Genentech would expect around at $40,000 to $50, 000 starting salary but i am flexible st the moment while I am going back to school.”

Equal to average Genentech salary ($75K)

+$32K (35%) more than average Genentech salary ($75K)

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$83K

(7 salaries)

+$18K (24%) more than national average Process Engineer salary ($65K)

+$8K (10%) more than average Genentech salary ($75K)

$50K

$100K

$150K

+$10K (12%) more than average Genentech salary ($75K)

“It’s a competitive salary to the market of that location. “

-$4K (5%) less than average Genentech salary ($75K)

+$16K (19%) more than average Genentech salary ($75K)

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$43K

(3 salaries)

-$2K (4%) less than national average Associate salary ($45K)

-$32K (54%) less than average Genentech salary ($75K)

$50K

$100K

$150K

+$45K (46%) more than average Genentech salary ($75K)

“NA”

-$45K (85%) less than average Genentech salary ($75K)

-$20K (30%) less than average Genentech salary ($75K)

$50K

(3 salaries)

-$3K (5%) less than national average Foundation Specialist salary ($53K)

-$25K (40%) less than average Genentech salary ($75K)

$50K

$100K

$150K

-$15K (22%) less than average Genentech salary ($75K)

“Salary has not changed during the course of my time at Genentech and I have limited knowledge on how it compares to others in the company as well as company competitors. “

-$14K (20%) less than average Genentech salary ($75K)

-$35K (60%) less than average Genentech salary ($75K)

$136K

(1 salaries)

+$46K (40%) more than national average Senior Financial Consultant salary ($90K)

+$61K (57%) more than average Genentech salary ($75K)

$50K

$100K

$150K

+$61K (57%) more than average Genentech salary ($75K)

“Although I was consulting, my billable rate was lower than I had expected. The next time around, I will negotiate the going rate.”

$130K

(1 salaries)

+$29K (25%) more than national average DevOps Engineer salary ($101K)

+$55K (53%) more than average Genentech salary ($75K)

$50K

$100K

$150K

+$55K (53%) more than average Genentech salary ($75K)

“if we get good salary we can focus on job .
if we have competitors i can work more and get good results”

$111K

(1 salaries)

+$30K (31%) more than national average Software QA Lead salary ($81K)

+$36K (38%) more than average Genentech salary ($75K)

$50K

$100K

$150K

+$36K (38%) more than average Genentech salary ($75K)

$110K

(1 salaries)

+$57K (69%) more than national average Scientific Researcher salary ($53K)

+$35K (37%) more than average Genentech salary ($75K)

$50K

$100K

$150K

+$35K (37%) more than average Genentech salary ($75K)

“About average; low”

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Independent Consultant
is the highest paying job at Genentech at $164,000 annually.

Security Officer
is the lowest paying job at Genentech at $31,000 annually.

Genentech employees earn $75,000 annually on average, or $36 per hour.

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Opening the old world

It is harmful for employees to know the salary of colleagues and bosses

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The employee can, the employer does not.

Kira Koruma

Attorney-at-law, Head of Litigation and Arbitration Practice at Yakovlev & Partners Legal Group.
“The inclusion of clauses on non-disclosure of information about salaries in labor contracts is a personal initiative of employers. This paragraph has no legal force. The employer has the right to designate the employee’s responsibility for disclosing information that is a trade secret, but according to the federal law “On Trade Secrets”, wages cannot be a trade secret. There are no such restrictions in the Labor Code. At the same time, salary information is confidential information and is protected by the law “On Personal Data”. That is, the employee has the right to communicate it to anyone. But the employer has no such right.”

Law of the lower threshold

Disclosure of salaries can be dangerous. The difference in pay can cause resentment and envy – and especially among those who receive the least. In 2012, researchers at Princeton University and UC Berkeley surveyed 6,400 UCLA employees who had recently been exposed to payroll data. Employees who were paid below average were extremely unhappy when they found out that their colleagues were getting more. Many immediately began to look for a new job.

Three years ago, Brian Bader took a job at Apple Technical Support. At a meeting held with new recruits by the HR department, the managers read out a list of rules that all new hires in the company were required to follow. They were urged not to use obscene words in conversations with customers, to show respect for colleagues, and in no case to discuss their salary with other employees. Beder never complied with the last requirement. “I literally burned with curiosity,” says 25-year-old Bader.

Troublesome arithmetic

Bader himself was paid $12 an hour. During the work day, he used every free minute to get his colleagues to talk about salary, and eventually found out that everyone around was getting between $10 and $12 an hour. Apple declined to talk about its payroll policy.

Every week the management of the department held a meeting at which the results of the work of each employee were discussed. Managers even disclosed details such as the number of phone calls an employee answered in a week and the number of issues they resolved. Having found out the level of salaries, Bader suddenly realized that he wanted to quit. A comparative analysis of the results of his work and the level of salaries showed that he works twice as well as the weakest member of the team, and receives only 20% more. Three months later, Bader left Apple. “I hated to think about why, while doing twice as much work, I didn’t get twice as much money,” he recalls.

It’s better not to know

“Pay is one of the most sensitive issues in the organization, so it always requires caution,” comments Olga Sokolova, HR Director at 3M Russia. – In our company, it is not customary to share the level of salary with colleagues. Each employee has a different story within the organization, with different previous work experiences inside and outside the company. All this affects the current level of wages. ” According to Sokolova, employees at 3M are aware of the existence of an internal grading system that forms the corresponding salary brackets: “An employee knows his grade, but does not know the salary bracket for this grade. As for the size of the bonus, everything is the same here: employees know the percentage of the bonus for a certain category (this information is open), but the amount of bonus earned remains closed.

Talkative generation

For a long time, comparing the salaries of colleagues in office conversations was considered a complete taboo. But the situation began to change when representatives of the millennial generation (people born in the 1980s and 1990s, whose youth fell on the 2000s) entered the offices. They are accustomed to frankly discussing their personal lives in real time on Facebook and Twitter and have brought this model of liberated communication to the offices. They use the information they receive to bargain for a promotion from their current bosses or to demand a higher salary at a new job.

No wonder so many companies try to keep payroll information under lock and key. They want to remain masters of the bargaining wages and hope to keep their far from flawless and sometimes even discriminatory compensation systems secret.

But the one who owns the information conquers the world. And the younger generation understands this very well. “People are much more willing to talk about wages than they were 10 years ago,” said Kevin Hallock, director of the Compensation Research Institute at Cornell University. Salary information has become harder to hide thanks to the rapid development of the Internet, he says. There are sites like Glassdoor.com where people post salary information and other employer testimonials. Many people get the feeling that the salary is not a personal matter for everyone, it can be discussed publicly.

In 2012, 25-year-old Dustin Zeke was about to step down as a social media specialist at BuySeasons, an online retail company in Milwaukee. He made the decision to leave after comparing his salary with the salaries of 5-6 colleagues he trusted. The young man saw that most of his interlocutors were happy to share information about salaries.

Several of his colleagues also decided to find a new job. Through brainstorming, they agreed on the amount they would be demanding from potential employers and devised a strategy for discussing these salaries at the interview. Conversations with co-workers helped Zeke figure out exactly what salary he would like to earn in his new job as a social media specialist for a hotel chain.

“My generation was raised with transparency,” Zeke says. “The younger you are, the more the employer wants to get you on the cheap. That’s why it’s so important to know how much colleagues in similar positions earn,” he adds.

The mentality does not allow

“In Russian companies, this is most often a closed topic,” says Natalya Troshina, head of the Nagatino i-land business park’s HR department. – Managers know the salaries of their structural unit, but such information is usually not disclosed between structural units, comparative conversations are not welcome. This is how it has historically developed in the country.”

“I don’t ask my friends and partners about their income level. And I probably prefer not to answer this question myself. But not because it is an uncomfortable topic, but because I don’t really understand the purpose of the question,” says Denis Ryzhov, general director of the Key Link agency. – In general, the reluctance of people to voice their income is more connected with the mentality, habits and stereotypes. Any interference in personal space is perceived with caution. We immediately see the trick. And if it comes to money, the desire to underestimate is triggered – also, if you like, part of our worldview. Remember for yourself: when you are asked, for example, how much your tour cost, you will probably name an amount that will be less than the real one. Why? Just so that they don’t envy, so that they don’t think anything like that and don’t ask for a loan. And if we talk about the policy of our agency, then it is open exactly to the extent that the employees themselves want to be open. If they want to discuss this topic, they will discuss it.”

Scale rank

Companies may not like this kind of salary transparency, but under US law they can’t stop employees from discussing earnings, says Charles Caulkins, an employment lawyer at Fisher & Phillips law firm in Fort Lauderdale. This means that any attempt to prescribe in the internal rules of the company a ban on the dissemination of information about wages is a violation of the law, he adds.

Jay Edelson, founder of several high-tech companies, including the social networking site Digg, decided to experiment with wages at one of his startups. He created and published in the company a clear salary scale, which clearly demonstrates to employees how much a specialist of one level or another earns. Thus, everyone gets the feeling that their work is paid fairly. The individual salaries of each member of the team are not disclosed, although the amount of the individual bonus is set based on the results of a survey of colleagues.

Employees and employers who support the idea of ​​compensation transparency say that such a system helps people understand that they are being paid fairly. In addition, it reduces the level of discrimination in the team.

“Every employee in an organization needs to understand the pay system without comparing themselves to others. “After all, a person may begin to think that his contribution to the common cause is much higher than that of a colleague,” says Sokolova from 3M. “It seems to us in the company that so far the society in our country is not ready for such a step: the risk and negative consequences for the company and employees are too great.”

“In many companies on the Russian market, the discussion of salaries and bonuses is still taboo. This happens because not everywhere there is a clear system for evaluating the performance of personnel and determining the amount of additional payments, ”says Cesari Piskorz, HR Director of Philips in Russia and the CIS. It is because of this that employers seek to keep information confidential. Although the transparency of information about the salary system is the key to the motivation of employees, their focus on results and, in general, the success of the company, Piskorts believes.

Knowledge of the rules of the game and a clear understanding of how the system of salary distribution and bonus accrual gives employees a complete understanding of what their prospects are and what needs to be done to achieve career growth. Philips explains to employees the relationship between what they can do for the company and what they can get from it, says Piskortz: it is important to avoid subjectivity here – and this goal is served by clear salary mechanisms based on job categories, as well as transparent bonus distribution schemes, the size which directly depends on the personal achievements of the employee.