What Employees Say
I feel good about the ways we contribute to the community.
Our facilities contribute to a good working environment.
Management is honest and ethical in its business practices.
People celebrate special events around here.
I'm proud to tell others I work here.
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, 55416|| US Employees: 1,868|
| US Revenues: $13,100 million|| Corporate Structure: Public|
| Stock Symbol: AZSEY|| Founded: 1896|
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.
- College scholarships: We know success in life relies on knowledge, insight, and education. It’s why Allianz Life established a scholarship fund, called the Legacy Scholarship. The one goal of the Legacy Scholarship program is to help employees’ children pay for college. All students of employees can apply, and 14 students receive $3,000 to help pay for school. And because we consider all employees potential students, Allianz Life also provides tuition assistance to employees to earn degrees.
COMPENSATION BY THE NUMBERS
| $46,150 Average salary and additional cash compensation for Sr. Associate Operations|| $68,000 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 salary||77% Company-paid health coverage for employees (for Employee only coverage $50,000 + salary)|
| 75% Company-paid health coverage for dependents (for Employee plus Family Coverage $50,000+ salary)|| 77% Company-paid health coverage for part-timers|
| 20 hours Weekly hours required for part-timers to receive health insurance|| $4,344 Average Tuition Reimbursement|
| $5,250 Maximum Tuition Reimbursement|
- Employee stock purchase plan (ESPP)
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 10 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 (81% use it)
- Telecommute option (18% use it)
- Compressed work weeks (2% 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); Weight Watchers meetings; 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)
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 take||60 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 benefit||60 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)|
FAMILY CARE PROGRAMS
- On-site or near-site backup childcare center
- Childcare reimbursement during business travel
- Paid sick leave to care for a child or relative
HEALTH INSURANCE COVERS
- Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
Community and Environmental Impact
| 8 hours Paid time off to volunteer|| $1,657,149 Philanthropic donations in last year|
| Chris Barrett and Emily Drake Leads environmental impact team|| Self-Conducted Environmental impact audit|
| Yes Sustainable commuting program|| Yes Renewable energy program|
| Yes Carbon offset program|| Yes Recycling program|
| Yes Locally-sourced food program|
- Suzanne Zeller, Chief Human Resources Officer is responsible for the success of formal recruiting and retention diversity goals
- 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
- 26 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
| 504 Forecasted positions to fill in coming year|| 4% Job Growth|
| 13 Average applicants per opening|| 7,659 Total job applicants|
| 27% New hires by employee referrals|| 38% Openings filled by current employees|
| 97 Recent graduates hired|| 8% Voluntary turnover for full-time employees|
| 22% Voluntary turnover for part-time employees|