At AXA Equitable Life, 77 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 2076 employee surveys, with a 90% confidence level and a margin of error of ± 1.28. It was published on Jul 2, 2018. 15016 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
90%
 
People here are given a lot of responsibility.
85%
 
Management is honest and ethical in its business practices.
85%
 
I feel good about the ways we contribute to the community.
85%
 
I'm proud to tell others I work here.
83%
 

What They Do

We asked AXA Equitable Life to explain what they do. Here is what they had to say.

We provide advice, investment strategies, products, and services that help people retire with dignity, protect their families, and prepare for their financial future. Our goal is to help our clients live their lives with confidence.

About this Company

Website: https://us.axa.com/home.html Industry: Financial Services & Insurance
US Headquarters: New York, New York, 10104 US Sites: 81
Major Locations: Charlotte, North Carolina, 28262; Jersey City, New Jersey, 07310; Secaucus, New Jersey, 07094; Syracuse, New York, 13221 US Employees: 4,125
US Revenues: $11,733 million Corporate Structure: Public
Stock Symbol: EQH Founded: 1859

AXA Fit - Members of AXA FIT, an employee group promoting fitness, nutrition and healthy lifestyles crushed it at the GW Bridge Challenge; raising money in support of the American Cancer Society!

Perks and Programs

We asked AXA Equitable Life to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Inclusion: AXA has been on a long and ongoing journey to create an environment where everyone can thrive, and their unique beliefs, backgrounds, talents and capabilities contribute to learning and informing better business decisions. We work to create teams of people from diverse backgrounds, recognizing that the company benefits from a range of perspectives, approaches and styles, all of which are critical to problem-solving. Our employees have identified inclusion as one of our key strengths—one of the assets they value most in being part of a team that works together to make sure we teach others and learn new things every day. Our company places an extraordinary emphasis on inclusion, making our commitment to building a culture of inclusion, professional excellence and continuous learning a part of our registration statement with the U.S. Securities and Exchange Commission.
  • Continuous Learning Culture: We provide a wide range of opportunities for employees at every level to build their professional knowledge and grow their skills. This is accomplished through a framework of continuous learning. We offer innovative instructor-led training on critical topics like digital transformation and leadership development, as well as robust online learning offerings. Digital learning is offered on demand and through mobile access, allowing us to engage our learners on their time and schedule. The company also fosters employee learning through Toastmasters International—enabling employees to develop leadership and communication skills; Learning Contests –awarding prizes and exclusive learning opportunities based on participation and completion; Tuition Reimbursement—allowing employees to take undergraduate and graduate courses, reimbursing 80% of tuition, up to $5,250 a year. These efforts are aimed to keep our learners engaged and their skills relevant to the jobs of today and tomorrow.
  • Vibrant Employee Resource Groups: AXA brings employees together through a diverse community of Employee Resource Groups (ERGs). Boasting more than 1,500 members, the AXA ERGs organize nearly 50 cultural events each year that allow employees and community members to work together on projects like the Charlotte Dragon Boat Festival, NYC Pride, Honor Flight Syracuse and many more. The events give employees an opportunity for personal development while supporting the pillars of AXA’s diversity and inclusion strategy: talent, culture and marketplace. ERGs serve as a central link between workplace culture and business results, and a way for employees to partner with the AXA Foundation on volunteer projects that create real impact on communities. ERGs also come together for special events. As part of Corporate Responsibility Week in 2017, hundreds of employees from all ERGs worked together across corporate sites to put together thousands of backpacks with school supplies for students in need.
  • Supporting Women: We recognize that women are key to business success and work to support and develop women in the workplace. We participate in the Women’s Bond Club Rising Star Program, investing in the development of 150+ Rising Star nominees since 2006. Our Women in Sales Mentoring Circles help women build career skills, expand networks and receive feedback. AXA Advisors Women’s Summits help financial professionals work with female investors, attract talent and customers. As a sponsor of the WIN Innovation Forum for the last three years, we bring hundreds of women together to learn from inspiring female leaders. Our annual Tandem Sponsorship Program connects women with an executive sponsor to further their careers. The AXA WOW Employee Resource Group provides a network that inspires, empowers and supports women in the company. We empower women in the community through involvement with Dress for Success, the AXA-founded Pursuit Beyond the Suit Scholarship, and more.
  • Commitment to Community: AXA shows its commitment to community through donations, volunteering, cultural programs and corporate sponsorships; making it possible for employees to visit cultural institutions throughout the country for free or discounted rates. In 2017, the AXA Foundation matched 4,186 matches, for a total of $1.57 million. Through our volunteer group, AXA Hearts in Action, we gave $197,000 in grants to nonprofits and 8,700 hours from 1,800 volunteers. In addition, the annual AXA Hearts in Action Award honors an AXA employee for community service by donating $10,000 to the charity of the honoree’s choice. By sponsoring events like NYC Pride, Charlotte Pride, Charlotte Dragon Boat Festival and El Museo de Barrio, AXA celebrates diversity and brings employees closer to their communities.
  • Our Culture: When taking the steps to go public in 2017, we distinguished ourselves by focusing on our people. Our people strategy defines our culture as one of continuous learning, inclusion and professional excellence. This is realized by programs like the Chairman Awards, which recognize individual contributions to the company that make an impact and foster innovation. We value talent at all levels, and host employee roundtables with senior leaders, providing an opportunity to network, share ideas and connect individual objectives to business strategy. Sponsorships and development programs offer resources and tools for our future leaders. These programs help us focus and transform with new ways of thinking, propelling progress and future strategies. Our focus on inclusion led to 5 consecutive years of perfect scores on the Human Rights Campaign Foundation’s Corporate Equality Index, as well as being named a great place to work by the Disability Equality Index for the last 3 years.
  • Flexibility: AXA provides the technology to keep employees connected, so they have flexibility to work remotely. Whether it is by telephone, videoconference, Skype or other digital tools, our employees can connect with clients, check in with coworkers or join meetings no matter where they are. We offer special training on how our people can be most effective working remotely, ensuring that everyone is comfortable using the array of tools and technology provided. We also make sure employees get the time they need to take care of personal matters and professional responsibilities. In general, employees can take between 15 and 24 paid days off each year, unlimited sick time, as well as take advantage of options for unpaid time off and disability when they are unable to work due to illness or injury.
  • Noble Purpose: As we adapt to a wide range of changes, we have a constant driving force: our noble purpose, which is to continue to help people retire with dignity, protect their families and prepare for their financial futures with confidence. It is our dedication to this noble purpose that has made us one of America’s leading financial services companies, and it is what drives our ongoing innovation and transformation. As we work to grow our business, enhance our productivity and optimize our capital to generate attractive returns for our shareholders, decisions will always be based on the ultimate impact we can have on the families we serve.
  • Mobility & Career Development: Our people are our greatest asset. That’s why the company offers a wealth of ways for our team members to learn and grow professionally, and advance in their careers. An environment of mobility provides great incentive. Among open positions in the company, nearly 40% on average are filled by internal candidates. We provide continuous resources for every team member to prepare for his or her next promotion or career milestone. Through our learning and development programs, we offer courses that increase skills, tailored to the employee’s learning level and available time, whether it’s a free few minutes before the next meeting or an ongoing, long-term certification. In addition, our HR business partners host training sessions to help people understand the career paths open to them, what they’re best suited to and how to make it happen.
  • United We Stand: AXA CARES is dedicated to caring for and honoring military veterans and their families. We have been a sponsor of the Honor Flight Network since 2015, proudly escorting veterans (at no cost to them) on a charter flight from Syracuse, NY to Washington, DC to visit the monuments dedicated to their service and sacrifice. We have done this for nine groups of nearly 100 veterans of World War II, Korean and Vietnam wars. When one employee’s son, a war veteran, was seriously injured, AXA CARES held a special breakfast to create care packages and homemade messages of encouragement for the family. AXA CARES also participated in Wreaths Across America in 2017. With help from the AXA Foundation, more than 1100 wreaths were donated. Volunteer AXA employees worked with the community and families to lay wreaths on the graves of those who served in the US armed forces, honoring their legacy.

COMPENSATION BY THE NUMBERS

83% Company-paid health coverage for employees (for Full-time) 83% Company-paid health coverage for dependents (for Full-time)
42% Company-paid health coverage for part-timers 20 hours Weekly hours required for part-timers to receive health insurance
$2,110 Average Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
  • Employee stock purchase plan (ESPP)
AXA PARC ERG Dragon Boat - AXA’s Dragon Boat team celebrate their 1st place finish at the Charlotte Dragon Boat Festival!

WORK-LIFE BALANCE BY THE NUMBERS

31 days Paid time off after one year of full-time employment 24 days Paid time off after one year of part-time employment
Unlimited Sick Paid time off 9 Days Paid time off as of first day of full-time employment
9 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (38% use it)
  • Telecommute option (31% use it)
  • Compressed work weeks (1% use it)
  • Onsite Amenities (CHARLOTTE: Mobile car wash; onsite chiropractor; weekly farmers market in Spring, Summer and Fall; 2 fitness centers offering classes on site; ping pong tables; health fairs; food trucks; bike rentals; electric car charging stations; lactation room and dry-cleaning services; sleep pod; cafeteria that caters to dietary goals and food allergies; food delivery service; outdoor basketball court; Pop Up DMV services, treadmill desk; grab & go food market; coffee machines; lounge seating options; community service events; fitness and wellness activities for employees (AXA FIT yoga, running club) HARMON MEADOW: Cafeteria; employee lounge with ping pong table and board games; lactation room; free health & fitness center; community service events; fitness and wellness activities for employees (AXA FIT yoga, running club) JERSEY CITY: Grab & go food market; cafeteria; health fairs; lactation room; building attached to shopping mall; Club Metro Gym; community service events; fitness and wellness activities for employees (AXA FIT yoga, running club) SYRACUSE: Sleep pod; outdoor practice putting green; chair massages; reading room; employee lounge with TV; ping pong and foosball; onsite cafeteria, downtown farmers market; health fairs; lactation room; nutrition and wellness seminars; community service events; fitness and wellness activities for employees (AXA FIT yoga, running club) 1290: Grab & go food market; bike storage; wellness fairs; lactation room; yoga; community service events; fitness and wellness activities for employees (AXA FIT yoga, running club))

FAMILY CARE BY THE NUMBERS

80 days Fully-paid maternity leave (does not include personal vacation or paid time off)80 days Average length of maternity leave new mothers take
80 days Job-protected paternity leave (including FMLA)80 days Fully-paid paternity leave (does not include personal vacation or paid time off)
40 days Average length of paternity leave new fathers take$3,000 Adoption benefit
80 days Job-protected parental leave for adoptive parents (including FMLA)80 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. Not all employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Lactation room(s)

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 $5,022,037 Philanthropic donations in last year
$1,577,063 Total company-matched employee donations in last year AXA's Environmental Strategy is conducted in collaboration with a broad team of Corporate Real Estate, Procurement, Human Resources, and IT contributors. Leads environmental impact team
Third-Party Conducted Environmental impact audit 2 LEED certified building(s)
Yes Sustainable commuting program Yes Renewable energy program
Yes Recycling program

Diversity

  • Ultimately, Mark Pearson, President and CEO AXA Equitable Life, is responsible for our diversity initiatives as they are critical to our business strategy. In addition, his role as Chair of our Diversity and Inclusion Advisory Council also provides the governance for executing our D&I strategy. Further, our Chief HR Officer, Head of Talent Management and Chief Diversity Officer are also responsible for the execution of the strategy. Lastly, our Executive Committee members serve as sponsors for each of our 10 Employee Resource Groups. 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; Disabled employees; Speakers of English as a second language
  • 50 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
Honor Flight - AXA employees had the privilege of escorting World War II and Korean War Veterans in Washington, DC to visit our national memorials. as part of Mission 11 Syracuse Honor flight.
 
Digital Garage - Employees at all levels came together to participate in a day-long “digital garage,” helping transform the company intranet.

How to Get Hired

We asked AXA Equitable Life 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?

We have identified certain core competencies that are critical to success at the company. As part of our selection process, we assess candidates for customer centricity, learning agility and innovation. In addition, we look for people who have a collaborative working style, which is key to our culture and includes the ability to collaborate with people who work remotely and across state lines. In addition, we emphasize that, regardless of a person’s role, everyone has customers, whether they are outside clients or internal partners. We also don’t hire specifically for a job, but rather for the ability to contribute, grow and take advantage of internal mobility within the company. Therefore, forward thinking, drive, passion and a big-picture strategic view are musts at our company.

What can prospective employees do to get your attention?

Our company is deeply connected to our employees. Candidates who want to set themselves apart should start with their connections to help their applications stand out. We are driven by our mission to serve our customers and their communities, demonstrating our commitment to service, diversity and inclusion. Candidates can set themselves apart by showing their common interests. They can also get to know our company through the events we sponsor, including the NYC Pride March, the Charlotte Dragon Boat Festival and the Syracuse Honor Flight. In addition,  they can take the time to ensure that their resume just doesn’t talk about what they have done, but also reflect who they are and why our culture  is  a good match for them.

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

Accounting and Finance, Actuarial, Data Analytics

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

Applicants must apply online. Visiting axa.com and exploring opportunities on our career section is the best place to start. Researching and learning about the company can also be quite helpful for candidates. The axa.com site contains a great deal of information about working here. Our pages on Facebook, Twitter, LinkedIn and Instagram also provide information about our business and who we are as a company. We also encourage prospective candidates to research the AXA Foundation, our commitment to corporate responsibility and why we might be the type of organization for which they would be proud to work. Prospective employees can also visit the AXA US You Tube channel for additional information. All references to AXA in this profile refer to AXA Equitable Life. unless noted otherwise. US employees were polled for the survey. Total number of employees as of 3/31/2018. U.S. revenue figures from 2017 fiscal year. AXA is an Equal Opportunity Employer - M/F/D/V. The benefit information provided on this site is a summary of AXA US’s current Total Rewards package and does not include all of the details on how they are administered. If you would like more information on our Total Rewards, visit https://us.axa.com/about-axa/axa-careers/total-rewards.html. “AXA” is the brand name of AXA Equitable Financial Services, LLC and its family of companies, including AXA Equitable Life Insurance Company and AXA Advisors, LLC. AXA Group is a French holding company for a group of international insurance and financial services companies, including AXA Equitable Financial Services, LLC. The obligations of AXA Equitable Life Insurance Company are backed solely by their claims-paying ability. GE-2194564 (08/18)(Exp.08/20)

hiring Outlook

1,100 Forecasted positions to fill in coming year 47 Average applicants per opening
54,000 Total job applicants 13% New hires by employee referrals
37% Openings filled by current employees 36 Recent graduates hired
8% Voluntary turnover for full-time employees 28% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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