At PVH Corp., 88 percent of employees say their workplace is great.



This review is based on 1132 employee surveys, with a 90% confidence level and a margin of error of ± 2.26. It was published on Jul 10, 2018. 2034 Visitors

What Employees Say

I'm proud to tell others I work here.
I feel good about the ways we contribute to the community.
I am able to take time off from work when I think it's necessary.
We have special and unique benefits here.
Management is honest and ethical in its business practices.

What They Do

We asked PVH Corp. to explain what they do. Here is what they had to say.

PVH is one of the largest global apparel companies. We leverage a diversified portfolio of brands — including CALVIN KLEIN, TOMMY HILFIGER, Van Heusen, IZOD, ARROW, Speedo, Warner's, Olga, Geoffrey Beene and True&Co., as well as numerous other owned and licensed brands — and market them globally.

About this Company

Website: Industry: Retail
US Headquarters: New York, New York, 10016 US Sites: 553
Major Locations: Bridgewater, New Jersey; New York City, New York; Cypress, California US Employees: 15,405
US Revenues: $4,300 million Worldwide Revenues: $8,900 million
Employees Worldwide: 36,000 Corporate Structure: Public
Stock Symbol: PVH Founded: 1881

PVH was there: Our NYC archive is a gold mine of fashion history and consumer commentary

Perks and Programs

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

  • PVH Associate Relief Fund: Giving back to the communities where we work and live has long been ingrained in the fabric of our culture at PVH. Our associates led the charge to demonstrate our commitment in 2017 when Hurricane Maria hit Puerto Rico. With 200-plus associates impacted by the devastation, the PVH family wanted to help. We listened and created the PVH Associate Relief Fund which provides cash grants – not loans – to eligible associates in need, due to natural disasters and personal hardships. Our PVH Foundation pledged to match every dollar associates raised. In just two weeks, associates across corporate, warehouse and distribution and retail joined together to raise $165,000, amounting to an overall contribution of more than $460,000 by the Foundation and associates together. Moving forward, the fund will live on to support other PVH associates facing personal hardships.
  • Executives as Development Advocates: Our commitment to helping associates grow as professionals is a key strategic priority for our business and manifests through various hands-on programs that start at the top with our CEO, and are demonstrated throughout our executive ranks. Our leaders participate in a unique initiative called Leaders as Teachers, and teach development courses focused on building associates’ business acumen. In addition, our Power Lunch program brings associates and leaders together to discuss specific topics and provide associates an opportunity to share their thoughts. Outside of these programs, our leaders are active and dedicated to investing in our associates’ development and serving as advocates for their growth. Another example of our leader’s commitment is the “Speaker Series” where our leadership team shares their experiences and life stories.
  • PVH2O Challenge: In 2018, we entered a three-year global partnership with leading conservation organization, World Wildlife Fund (WWF). This partnership focuses on water stewardship projects in China, Vietnam, Ethiopia and India – key sourcing communities for our brands and the broader apparel industry. We involved our associates in this important initiative by creating the PVH2O Challenge. Associates were encouraged to share their own efforts around water conservation. In response, they submitted more than 2,000 photos highlighting their personal commitment to water over a 2 week period. The photos ranged from using reusable water bottles to wearing blue to show support and raise awareness of the cause. Throughout the challenge, associates were celebrated for participation, and six received the grand prize: a visit to India to see firsthand how PVH is making a difference.
  • Associates Service Trip: Since 2005, PVH has supported Save the Children, a nonprofit organization that gives children in the U.S. and around the world a healthy start and the opportunity to learn in a safe environment. Through an annual nationwide in-store donation campaign, PVH raises funds to support this worthwhile cause. In 2015, PVH associates from across our brands took supporting Save the Children a step further – they decided to embark on an annual service trip to directly impact the lives of children and give back to local communities. Through this immersive employee volunteer experience, PVH associates developed genuine camaraderie while visiting low-income towns in West Virginia, South Carolina and California to make big and small improvements to local schools and libraries.
  • Well-Being for All: We listened to our associates when developing more inclusive policies to ensure fairness for all associates and promote greater work-life balance. One of these is our Parental Leave policy, which gives U.S. associates who have given birth, a total of 12-14 weeks of paid leave and an optional six weeks of job-protected leave. Other new parents, including those who adopt or foster a child, receive six weeks of paid leave and a total of 18 weeks of job-protected leave. We also offer a Flex Back to Work program, which allows new parents to gradually transition back to full-time work after parental leave, as well as a Flex Work program in which corporate associates can work remotely one day per week or have a flexible work day schedule.
  • PVH Archives: Fostering our associates’ appreciation for the fashion industry’s history, as well as our 135 year heritage, is a unique way in which we build associates’ pride in PVH and inspire the next generation’s talent. To spotlight this, we created the PVH Archives – a physical and digital resource for our associates, to preserve and protect archival materials pertaining to PVH Corp. and its portfolio of iconic brands. This landmark initiative offers our designers and others a source of inspiration for generating ideas and innovations, as well as a creative space for cross-function collaboration. We also use it as a way to educate new hires about our company. During onboarding, we welcome new colleagues in New York with tours of the physical archives and direct other new hires to the online archives.
  • I&D (Inclusivity & Diversity) Academy: Individuality is a core value at PVH and it is demonstrated through our commitment to creating an inclusive environment where every individual is valued. Courses offered through our global I&D Academy provide associates with tools on how to identify behaviors that discourage inclusivity and how to address them. The Confronting Unconscious Bias course was taken first by our top executives and since has cascaded through our management ranks. Today, it is required for all leaders, and is open to all associates. So far, more than 1,700 associates have completed it. Other courses include Generations in the Workplace, Sweating the Small Stuff: How Micro-Messages May be Sabotaging You and Inclusion @ Work.
  • Culture of Family: At PVH, we are more than co-workers, we are a family. We are passionate about what we do. We care for one another. We do what is right for each other. We live with compassion. We can be ourselves and we connect and communicate through a shared belief in transparency and respect. Our associates know that PVH does the right thing. We demonstrate this every day through the way we deliver well-being policies, the work we do with our associates in our communities, our executives’ investment in associate development and our strong commitment to inclusion and diversity. Our values of individuality, partnership, passion, integrity and accountability is woven into everything we do, creating an culture of family that’s truly as unique and special as our family of brands.


$33,500 Average salary and additional cash compensation for Assistant Store Manager $56,000 Average salary and additional cash compensation for Store Manager
58% Match of employee’s 401(k)/403b contribution up to 6% of salary75% Company-paid health coverage for employees
72% Company-paid health coverage for dependents 30 hours Weekly hours required for part-timers to receive health insurance
$5,000 Average Tuition Reimbursement


  • 401(k) or 403b Program
  • Stock options
  • Restricted stock units
On the ground: PVH associates participate in a service trip with Save the Children in California


28 days Paid time off after one year of full-time employment 28 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment 28 Days Paid time off as of first day of full-time employment


  • Flexible schedule
  • Telecommute option (34% use it)
  • Subsidized On- or Off-site Fitness (55% have access)
  • Onsite Amenities (Subsidized cafeteria, fitness classes, yoga, meditation, massages, nutritionist, flu shots, biometric screenings)


100 days Job-protected maternity leave (including FMLA/STD) 70 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
68 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
30 days Fully-paid paternity leave (does not include personal vacation or paid time off)*24 days Average length of paternity leave new fathers take
$5,000 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)*
30 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.


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


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

Community and Environmental Impact

48 hours Paid time off to volunteer $24,000,000 Philanthropic donations in last year
$278,579 Total company-matched employee donations in last year GVP of Corporate Responsibility Leads environmental impact team
Self-Conducted Environmental impact audit 3 LEED certified building(s)
Yes Sustainable commuting program Yes Renewable energy program
Yes Recycling program Yes Locally-sourced food program


  • Vice President, Inclusion & Diversity 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
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

In the field: Teamwork shines in our stores


We are PVH: Supporting individuality at Pride Parade in NYC and around the world

How to Get Hired

We asked PVH 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?

At PVH, we believe in offering our associates tools and resources to “Design Your Future” which is also an integral part of our talent philosophy. Our associates not only display our core values of Individuality, Integrity, Passion, Accountability and Partnership, but also tend to be self-motivated, experts in their field, willing to take ownership of their career trajectories, and possess a drive to aim for excellence. They are filled with energy and they love to collaborate. These are the characteristics that shape who we are and this is what we look for in candidates.  Candidates who share our passion for what we do and commitment to excellence, will always be a great fit for PVH and our brands.

What can prospective employees do to get your attention?

Prospective employees can get our attention by being known in their respective fields, being knowledgeable about PVH and the fashion industry, and preparing for interviews by familiarizing themselves with the information available on our website. We are a socially engaged company and we encourage candidates to follow us on the different platforms like LinkedIn, Instagram, Facebook and Twitter. This not only ensures that candidates know about what PVH is about and but also indicates their passion for working with Our Company.

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

We have over 36,000 associates globally, and they are located in 40 countries. Our business is fast-paced and is always changing, therefore, we are constantly proactively scouting the market place to ensure our readiness to meet our present and future business needs. 

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

Interested candidates can visit our career website,, to know more about what it is like to work at PVH, explore job opportunities available globally and if interested, submit an application. We want to be transparent and help candidates make an informed decision. That is why we encourage job seekers to explore our social channels and read associate testimonials on our Glassdoor page. Future candidates currently in undergraduate or graduate programs can connect with us via our on-campus recruiting events or by applying to current Internship opportunities available on our career site. We also encourage candidates to leverage their network and reach out to our existing associates to learn more about working here and benefit from our strong employee referral program.

hiring Outlook

9,360 Forecasted positions to fill in coming year 18 Average applicants per opening
162,900 Total job applicants 13% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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