At Foot Locker, Inc., 81 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1285 employee surveys, with a 90% confidence level and a margin of error of ± 2.25. It was published on Sep 11, 2017. 18559 Visitors

What Employees Say

I am given the resources and equipment to do my job.
90%
 
Management is competent at running the business.
88%
 
I can be myself around here.
88%
 
Management makes its expectations clear.
88%
 
Management is honest and ethical in its business practices.
86%
 

What They Do

We asked Foot Locker, Inc. to explain what they do. Here is what they had to say.

We are a leading global retailer of athletically inspired shoes and apparel. We operate athletic retail stores under the brand names Foot Locker, Champs Sports, Kids Foot Locker, Footaction, SIX:02, Lady Foot Locker, Team Edition, Runners Point, and Sidestep.

About this Company

Website: footlocker-inc.com Industry: Retail
US Headquarters: New York, New York, 10001 US Sites: 2265
Major Locations: Bradenton, Florida; Wausau, Wisconsin; Camp Hill, Pennsylvania; Junction City, Kansas; Oshkosh, Wisconsin US Employees: 36,021
Employees Worldwide: 50,456 Corporate Structure: Public
Stock Symbol: FL Founded: 1879

Foot Locker, Inc. has been awarded:

Best Workplaces in New York 2017 (ranked 14)

Best Workplaces for African Americans 2016 (ranked 4)

Best Workplaces for Diversity 2016 (ranked 38)


Perks and Programs

We asked Foot Locker, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Build Capability: At Foot Locker, we encourage our associates to be leaders from the stockroom to the boardroom by offering tools and resources to build capability and cultivate career growth. Our Leadership Model is built upon the personal, people and business passions that drive us to succeed. “You Develop” is a brand new e-learning program designed to support career growth. With platforms to explore internal opportunities, develop skills and set goals, “You Develop” invests in associates’ success. Career development isn’t just on a screen: Speed networking events, Women’s Leadership Forums and skill-building training sessions engage associates across the organization and the globe. A new Performance Management System emphasizes team goals to increase collaboration and two-way performance feedback to keep associates on track to win.
  • Focus on the Future: A key philosophy at Foot Locker is the responsibility to focus on the future within our company and community. Our Associate Scholarship Program awards twenty $5,000 scholarships to team members excelling at work, in the classroom and in the community. The Foot Locker Foundation partners with UNCF, Boys & Girls Clubs and footwear industry organization, Two Ten. Corporate offices host drives or bake sales to support American Cancer Society, United Way and other non-profits. Internally, our future success is fueled by diversity and it starts at the top: Over 50% of Foot Locker’s Corporate Senior Executives are diverse. With a 25% increase of female and persons of color in the High Performing Associates Program this past year, we continue to build an inclusive workplace.
  • Play to Win: At Foot Locker, we play to win and succeed as team players. Before getting in the game, new associates experience a comprehensive, personalized onboarding program introduced in 2017. The program leads corporate new hires through our company history, latest global initiatives and benefits to make sure they start off on the right foot. New store associates also score big in the field. In addition to extensive onboarding, team members learn and implement strategies for success. Most recently, “CAM” launched in 2017, challenging associates to deliver Consistent, Authentic and Memorable customer experiences.
  • Love the Game: It’s not just our customers who love the game. We are proud of what we sell and that pride is at the core of our business. Foot Locker’s passion for sneaker culture permeates through our company values, global strategy and customer outreach. Special appearances and store openings give associates and customers a front row seat to athletes and celebrities. In 2016, Foot Locker raised the bar by launching two flagship stores on 34th Street and Times Square with exclusive releases, special events and guest appearances. We introduced a new event space, NYC 33, with the launch of Rihanna’s Fenty line. The space offers brands the opportunity to engage and elevate storytelling for customers, influencers, artists and athletes.
  • Be a Pro: Foot Locker empowers associates and customers to be “pros” through the use of technology in our stores. On the sales floor, hand-held devices allow associates to tap into multiple brand inventory channels for a specific product. The Point-Of-Sale process is seamless thanks to a faster and more efficient system which began global rollout this year. With the use of technology, Foot Locker continues to develop and deliver products to our customers – how they want, when they want and where they want. We’re reinventing the omnichannel experience for our brand-loving consumers. Smartphones are crucial to the customer journey: The Foot Locker mobile app notifies when a store is nearby, houses real-time inventory and features custom “Shoemojis” for social media sharing.
  • Break Records: Foot Locker is no stranger to winning awards and breaking records. Named Footwear News 2016 Company of the Year and Footwear Plus 2016 National Chain of the Year, we’re at the center of sneaker culture – and it shows. Commitment to an elevated in-store experience and limited releases through vendor partnerships makes us stand out from the crowd. Foot Locker customers have access to some of the hottest releases and exclusive products, sold by culturally connected associates who are “sneakerheads” themselves. In 2017, we launched an intercontinental campaign, #globallyapproved, in the name of sneaker culture: Three lucky customers were flown across the world – New York to Milan, Ontario to Amsterdam, London to New York – for a special early release of product unavailable in their country.
  • Bring Others Along: Foot Locker actively connects with associates through events, publications and digital platforms. For the first time, 2017’s “Team Week” meeting brought associates from across North America together to introduce initiatives and develop selling skills to take back to their regional meetings. Publications of our in-house magazine, Locker Room, inform our global teams of business performance and showcase our associates’ impressive sneaker collections in special interviews and features. Associates can access benefits information, schedule work hours and follow sneaker trends using our newly mobile internal portal, myFootLocker411.com. “The Hub” is a custom social media app designed for our field teams, Store Operations and Human Resources to share and receive live content. Whether in-person, on paper or push notification – Foot Locker brings others along.

COMPENSATION BY THE NUMBERS

25% Match of employee’s 401(k)/403b contribution up to 4% of salary66% Company-paid health coverage for employees
60% Company-paid health coverage for dependents

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
  • Employee stock purchase plan (ESPP)

WORK-LIFE BALANCE PROGRAMS

  • Telecommute option
  • Compressed work weeks
  • Onsite Amenities (Associates in every store, facility and office are encouraged to wear sneakers everyday! Our merchandise discount is 30% and 50% a few times per year.)

HEALTH INSURANCE COVERS

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

Diversity

  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 

DEMOGRAPHICS

 

How to Get Hired

We asked Foot Locker, Inc. 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?

Candidates should be willing, able and excited to possess personal, people and business passion as they participate in all areas of our Leadership Model: Be A Pro, Break Records, Build Capability, Bring Others Along, Play To Win, Focus On The Future and of course, Love The Game!

What can prospective employees do to get your attention?

We look for those who are passionate. You can see passion in the attention to detail and time a candidate takes to perfect their resume or profile. Diving into one's core responsibilities and achievements will enhance a resume and provide a more enjoyable and productive experience for our recruiters.  Aside from the standard application, make the extra effort to conduct research on Foot Locker and tell us why you want to be part of the team. When in doubt, be yourself, be an individual and remember to always have your best sneaker forward!

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

Our associates all have one thing in common: a “Love the Game” attitude.  In 2018, we are looking for motivated and passionate individuals with the talent to help us achieve our goals. 

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

Candidates should visit our website, sneakerjobs.com, to learn more about who we are and what we are working toward.  Our Instagram, Facebook and Twitter accounts give a glimpse into our sneaker culture.  We post news, updates and products from all Company banners - an inside look can really solidify a decision to apply.

hiring Outlook

27,000 Forecasted positions to fill in coming year 6% Job Growth
514 Average applicants per opening 2,096,503 Total job applicants
32% New hires by employee referrals 3% Openings filled by current employees
17% Voluntary turnover for full-time employees 48% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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