At First Horizon National Corp., 93 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 899 employee surveys, with a 90% confidence level and a margin of error of ± 2.43. It was published on Feb 3, 2017. 488 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
95%
 
Management is honest and ethical in its business practices.
95%
 
I'm proud to tell others I work here.
94%
 
I am able to take time off from work when I think it's necessary.
94%
 
Management trusts people to do a good job without watching over their shoulders.
92%
 

What They Do

We asked First Horizon National Corp. to explain what they do. Here is what they had to say.

Our company was founded during the Civil War in 1864 and has the 14th oldest national bank charter in the country. Our 4,300 employees provide financial services through more than 160 First Tennessee Bank branches and 26 FTN Financial offices. 

About this Company

Website: www.fhnc.com Industry: Financial Services & Insurance
US Headquarters: Memphis, Tennessee, 38103 US Sites: 294
US Employees: 4,300 US Revenues: $1,200 million
Worldwide Revenues: $26,000 million Corporate Structure: Public
Stock Symbol: FHN Founded: 1864

Our employees are our greatest assets and we believe that employee engagement is important which is why we host employee appreciation picnics, ice cream socials and participate in corporate games in our community.

Perks and Programs

We asked First Horizon National Corp. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Emerging Leaders Program: The Emerging Leaders Program was created to enhance our talent management and succession planning efforts. Our goal is to create a class of high-achieving, high-potential employees prepared to embrace leadership roles at the next level.
  • Formal Mentoring Program: Our Formal Mentoring Program supports the development of employees who desire leadership, coaching and career progression. Employees are matched based on application similarities, primarily those related to career paths and goals.
  • Volunteer program: Our Volunteer Program allows employees to search for volunteer opportunities that they are able to participate in individually or with their teams. Employees are allowed to volunteer during working hours, per their manager's approval. To encourage volunteering and reward those who do, we introduced the Volunteer Incentive Program, which offers tiered incentives for employees to earn rewards for their community service hours.
  • Employee resource groups: Our Employee Resource Groups (ERGs) plan a minimum of 6 events per quarter. Each ERG is devoted to a specific focus and hosts community and networking events open to all employees.
  • Employee Matching Gifts: Employees who donate contributions to nonprofit organizations can have their individual contributions matched 50 cents on the dollar up to a maximum of $2,000, $4,000 or $5,000 depending on tenure.
  • Leadership grants: Employees who serve on nonprofit boards are eligible for Leadership Grants to the nonprofit organizations in the amount of $500 or $1,000 for their board service.
  • March of Service: Our annual March of Service helps us mark our anniversary month with acts of community service across our markets. We encourage teams and individuals to volunteer throughout the month.
  • Employee recognition program: Our Employee Recognition program, consisting of Firstpower Awards, Firstpower Lines and service anniversaries recognize our employees for their hard work inside and outside the company.
  • Rival Health: Our corporate health program provides our employees with a health rewards program where employees can earn incentives, track their physical activity and receive personalized health and fitness plans and tips.
  • Employee financial health: To encourage financial awareness, we host online content and lunch and learn sessions for employees to learn about understanding credit scores, budgeting, saving and paying off debt.

COMPENSATION BY THE NUMBERS

$30,793 Average salary and additional cash compensation for Tellers $455 Average salary and additional cash compensation for Sales Officers
60% Company-paid health coverage for employees 60% Company-paid health coverage for dependents
60% Company-paid health coverage for part-timers 20 hours Weekly hours required for part-timers to receive health insurance
$3,500 Average Tuition Reimbursement $3,500 Maximum Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
  • Restricted stock units
Our company has a strong commitment to diversity and inclusion – in the people we hire and promote, in the customers we serve, in the vendors we use and in the communities we invest in. In addition, our employee resource groups allow employees to network with others in

WORK-LIFE BALANCE BY THE NUMBERS

20 days Paid time off after one year of full-time employment 20 days Paid time off after one year of part-time employment
5 days Paid sick days after one year of full-time employment 26 weeks Paid sabbatical after 1 year(s) of employment
10 Days Paid time off as of first day of full-time employment 10 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (58% use it)
  • Telecommute option (36% use it)
  • Job sharing (10% use it)
  • Compressed work weeks (20% use it)
  • Subsided On- or Off-site Fitness (20% have access)
  • Onsite Amenities (LifeWorks,personal concierge service; RivalHealth, health and wellness program; Financial wellness workshops, Weight Watchers at work, Zumba, yoga, ice cream socials, food truck festivals, health fairs, health screenings, flu shots)

FAMILY CARE BY THE NUMBERS

170 days Job-protected maternity leave (including FMLA/STD) 100 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
40 days Average length of maternity leave new mothers take100 days Job-protected paternity leave (including FMLA)
20 days Fully-paid paternity leave (does not include personal vacation or paid time off)*20 days Average length of paternity leave new fathers take
$7,500 Adoption benefit100 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
  • 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)

Community and Environmental Impact

$6,465,139 Philanthropic donations in last year $219,628 Total company-matched employee donations in last year
Yes Renewable energy program Yes Recycling program

Diversity

  • Director of Affinity Strategy 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
  • 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

Leadership Diversity

 

Workforce Diversity

 
In 2016, our employees logged more than 22,000 volunteers hours, equivalent to more than $500,000 in service, through more than 4,000 individual volunteer opportunities.

DEMOGRAPHICS

 
Our Firstpower culture is one of our competitive advantages and is celebrated daily with Firstpower Lines on the Intranet homepage, quarterly with Firstpower Award winners and each May with our annual Firstpower Month.

How to Get Hired

We asked First Horizon National Corp. 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?

Employees that are adaptable to change and willing to challenge the norm prove to be great candidates for our organization. Candidates that function at high levels in team oriented environments that drive and champion strategic initiatives. Compassionate individuals that have care and concern for others and the communities around them and have personal ambition and drive.

What can prospective employees do to get your attention?

Prospective candidates are encouraged to attend community sponsored events and career fairs.  In addition engaging FHN on our social media platforms.  Engage in the local community through volunteerism and civic participation. They are also invited to reach out via our career postings on the various platforms, i.e. LinkedIn, CareerBuilder, Indeed, Employee Referrals.

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

We are always interested in hiring diverse and high performing  candidates for our commercial lines of business that directly support our customers.

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

We encourage interested candidates to apply directly to our roles at www.fhncareers.com.  Additionally, they can email us at askrecruiting@ftb.com, if they would like more information on the role before applying.
 

hiring Outlook

1,000 Forecasted positions to fill in coming year 0% Job Growth
23 Average applicants per opening 29,362 Total job applicants
18% New hires by employee referrals 30% Openings filled by current employees
11% Voluntary turnover for full-time employees 30% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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