At Allianz Life Insurance Company of North America, 93 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 933 employee surveys, with a 90% confidence level and a margin of error of ± 1.93. It was published on Sep 3, 2018. 40168 Visitors

What Employees Say

Our facilities contribute to a good working environment.
98%
 
I feel good about the ways we contribute to the community.
97%
 
People celebrate special events around here.
96%
 
Management is honest and ethical in its business practices.
95%
 
I'm proud to tell others I work here.
95%
 

What They Do

We asked Allianz Life Insurance Company of North America to explain what they do. Here is what they had to say.

Allianz Life has been in the business of keeping promises since 1896. We do it by offering innovative annuities and life insurance products that help millions of Americans achieve their financial and retirement goals.  

About this Company

Website: www.allianzlife.com Industry: Financial Services & Insurance
US Headquarters: Golden Valley, Minnesota, 55416 US Sites: 1
Major Locations: Golden Valley, Minnesota US Employees: 1,989
US Revenues: $11,000 million Worldwide Revenues: $11,000 million
Corporate Structure: Public Stock Symbol: AZSEY
Founded: 1896

Allianz Pride

Perks and Programs

We asked Allianz Life Insurance Company of North America to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Onsite child development center: Not just “childcare,” our Bright Beginnings lets parents take advantage of a top-notch curriculum-driven child development center, right on campus. Here, children get outstanding care, education, and lots of playtime. And when the children are taken for their regular stroller rides around campus, this parade of cuteness causes work to stop, smiles to appear, parents to gush, and moods to brighten.
  • Employee Resource Groups: Our four resource groups reflect our goal of encouraging a diverse and inclusive environment. These groups include a women’s network, a group for people of color, one for veterans and their families, and one that connects those interested in LGBT topics. Self-directed, group members hold a variety of meetings and special events, as well as community activities open to all employees.
  • Community relations: Contributing to the community in which we’re based is a core Allianz Life value. This year, more than half of employees volunteered more than 14,000 hours in various programs – and that’s just what we track! We’re most proud of our charity golf tournament that raises money for the Alzheimer’s Association, and our year-round “Spirit of Giving” campaign – where we collect literally tons of food, clothing, toys and cash for local charities.
  • Generous time off: The first day they walk in the door, employees receive four weeks of paid time off. They also receive one day off for “true balance” and another day to volunteer. On top of that, Allianz Life also designates 10 paid holidays. Emphasizing the need for work/life balance, we offer flexible work opportunities where employees can work remotely and even determine hours that work best for them.
  • Employee assistance in times of need: No one is immune to the effects of a personal crisis or unexpected tragedy. These are the times when employees need help most – whether it’s financial or additional time off. We have two programs designed to address such events – one is a cash resource (funded by employees) and the other addresses time off. Both operate confidentially. Employees in crisis need only to apply to get timely assistance.
  • Recognition: Here, performance demands recognition, and recognition inspires performance. It’s a perfect circle, and a core component of our culture - one we support with robust programs and tools. Our Facebook-like recognition/reward application not only publicizes individual and team recognition, it encourages positive comments and rewarding of “points.” Recognition efforts culminate in a company-wide celebration in September – where we honor top employees, teams, and departments, celebrate all our accomplishments, and throw a big, joyous party.
  • Allianz 5K: Imagine an old-fashioned company picnic combined with a 5K run/walk, open to employees and their families. That’s our Allianz 5K. The 5K is a walk/run event that is followed by great summer food and fun games in our company courtyard. This event perfectly blends our focus on physical fitness, employee and family engagement, and internal community cohesion.
  • Learning and development: Recognized as a Top 125 Training company by Training Magazine, Allianz Life offers employees a wide range of unique learning programs. Our annual Allianz Days takes place in May, and gives employees the opportunity for deeper learning about our business, its products, competition, and distribution model. A second learning-based program takes place in September. During this program employees can enhance their professional development.
  • Cafeteria discount: Not only does Allianz offer two fully functioning cafeterias on campus – but all employees receive a 40% discount on food prepared by an excellent team of chefs. Employees can choose from a wide variety of both breakfast and lunch options including a breakfast bar, salad and wrap station, grill and more. Allianz also offers a coffee bar with an assortment of drinks to keep you energized all day long!

COMPENSATION BY THE NUMBERS

$46,656 Average salary and additional cash compensation for Sr. Associate Operations $70,000 Average salary and additional cash compensation for Internal Sales Consultant II ALFS
100% Match of employee’s 401(k)/403b contribution up to 8% of salary76% Company-paid health coverage for employees (for Employee only coverage $60,000 plus salary)
74% Company-paid health coverage for dependents (for Employee plus family coverage $60,000 plus salary) 76% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $3,246 Average Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Employee stock purchase plan (ESPP)
Polar Plunge for Charity

WORK-LIFE BALANCE BY THE NUMBERS

32 days Paid time off after one year of full-time employment 32 days Paid time off after one year of part-time employment
20 days Paid sick days after one year of full-time employment 20 days Paid sick days after one year of part-time employment
4 weeks Paid sabbatical after 5 year(s) of employment 32 Days Paid time off as of first day of full-time employment
32 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (94% use it)
  • Telecommute option (20% use it)
  • Job sharing (1% use it)
  • Compressed work weeks (5% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (2 subsidized cafeterias; discount tickets; mailing; dry cleaning; massages; fitness center (machines and classes); company store with logoed merchandise; convenience store with sundries and gifts; banking; free covered parking; basketball court; putting green; fire pit; yard games; sit-to-stand desks; new mother rooms; quiet rooms; subsidized public transportation; Bright Beginnings Child Development Center; bike share; outdoor dining, onsite financial planners, wellness speakers/sessions, partnership with Community Shared Agriculture)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 35 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
20 days Fully-paid paternity leave (does not include personal vacation or paid time off)*17 days Average length of paternity leave new fathers take
$2,500 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)*
20 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Childcare reimbursement during business travel
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

8 hours Paid time off to volunteer $1,666,000 Philanthropic donations in last year
Building Operations Director Leads environmental impact team Self-Conducted Environmental impact audit
Yes Sustainable commuting program Yes Renewable energy program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Suzanne Zeller, Chief Human Resources Officer oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees
  • 25 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Positive Building Environment

DEMOGRAPHICS

 
Service Culture

How to Get Hired

We asked Allianz Life Insurance Company of North America for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

In a culture where people, performance, and values matter, we take special care to find employees who will thrive at Allianz Life. An ideal candidate exemplifies strong behaviors in customer/market excellence, entrepreneurship, trust, and collaborative leadership, and aligns with our values of integrity, caring, excellence, and respect. 

What can prospective employees do to get your attention?

Prospective employees can network with members of the Talent Acquisition team, employees, and/or our Employee Resource Group members.  We have a high percentage of hires from our employee referral network.  Having an updated profile on professional social media channels (i.e. LinkedIn) can help us find you. Visiting us at career fairs can also be effective as well as expressing interest through our corporate careers page.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Allianz actively sources summer college interns and full-time candidates with expertise in Actuarial, Investments, Sales, Marketing, Operations, Information Technology, Finance, Legal, and Human Resources.

What should interested candidates do to find out more and get started?

Interested candidates can learn more about us by visiting our corporate careers page for current open positions, creating a candidate profile, and setting up automatic job notifications.  We also invite you to network with the Talent Acquisition team, employees, and/or our Employee Resource Groups.

hiring Outlook

600 Forecasted positions to fill in coming year 6% Job Growth
14 Average applicants per opening 8,211 Total job applicants
22% New hires by employee referrals 38% Openings filled by current employees
99 Recent graduates hired 6% Voluntary turnover for full-time employees
9% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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