At Synchrony Financial, 85 percent of employees say their workplace is great.



This review is based on 8061 employee surveys, with a 90% confidence level and a margin of error of ± 0.33. It was published on Sep 26, 2016. 33274 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
Management is honest and ethical in its business practices.
Management is competent at running the business.
I'm proud to tell others I work here.
Our facilities contribute to a good working environment.

What They Do

We asked Synchrony Financial to explain what they do. Here is what they had to say.

We provide a range of our credit products through diverse group of national and regional retailers, local merchants, manufacturers, buying groups, industry associations and healthcare service providers helping generate growth for our partners and offer financial flexibility to our customers.

About this Company

Website: Industry: Financial Services & Insurance
US Headquarters: Stamford, Connecticut US Sites: 26
Major Locations: Kettering, Ohio; Canton, Ohio; Merriam, Kansas; Phoenix, Arizona; Charlotte, North Carolina Worldwide Revenues: $10,833 million
Employees Worldwide: 14,613 Corporate Structure: Public
Stock Symbol: SYF Founded: 1932

Community Involvement Event

Perks and Programs

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

  • Innovation Stations Drive our Future: Our innovation success is created by collaboration, exemplified in our Innovation StationsTM – cooperative, technology-forward workspaces. Comprised of dynamic, cross-functional teams these spaces ensure we’re a market disruptor. By focusing on new/emerging technologies and mobility, ideation techniques, data analytics and new product development. Agile methodology, rapid prototyping sessions and “hackathons” enable quick, collaborative development and testing of ideas. The open workspace promotes creative interaction with music, tech-enabled huddle rooms, couches and free snacks, encouraging one’s diverse strengths and expertise. But it’s a mindset more than a physical space – new hires are often rotated through to immerse them in our distinctive, collaborative and engaging culture. Additionally, to keep fresh connections, the team members change seats every 6 months to meet new neighbors and foster greater collaboration.
  • Reverse Mentorship on “Bold” Leadership: The tables were turned as our millennial employees coached 300+ senior executives on collaboration and empowerment at our annual leadership meeting. Expecting an external guest speaker to discuss leadership, the surprise live feed from one of our Innovation StationsTM demonstrated that the real experts were already in house. The inspired Q&A that followed opened eyes about the huge impact that seemingly small tweaks in leadership approach can make to build bridges of trust and inspire great change across the organization. Members of our Innovation Stations now continue their reverse mentorship during office hours as a mutual learning experience with leaders.
  • BLP Community Service Sabbatical: Many banks are about numbers, but we’re about people too. We continually reinforce our steadfast commitment to being strong corporate citizens that make a difference in the communities where we, and our customers, live and work. We bring our Caring Value into action through various employee programs. Recent college graduates in our Business Leadership Program (BLP) complete a one-month sabbatical-like project as the capstone experience of their 2-year rotational program. Our “BLPs” are tasked with solving a community-based need and building a sustainability plan for the organization they support, ensuring a lasting impact. Improving our communities is a core component of our BLP’s leadership development, as they collaborate and experience the personal, professional and moral responsibility we have to support community-based organizations.
  • Our Culture Coin: Our CEO presented a coin – branded with SYF’s Purpose and Values – to all 12,000+ employees at a live telecast Town hall meeting where she asked each member of our team to pledge to live Our Purpose and Values in their work every day. The coin is a symbol of our shared commitment to our partners, customers and each other. Moving forward, at their one-year work anniversary, new employees will give feedback to the CEO on their experience in the SYF culture, receive their own coin and make the commitment to helping us build upon our strong cultural foundation. This coin serves as a daily reminder that all employees play an intricate role in building, preserving and enhancing our culture.
  • Symposium to Drive Diversity: Diversity and inclusion is a competitive advantage. Diversity is something we celebrate through our seven employee-led Diversity Networks and in our hiring practices. We’ve built an environment that celebrates differences and encourages dialogue around them. It’s our collective diversity of thought that inspires our drive to be more. That’s why we gather 300+ global employees for three days of activities and conversation focused on celebrating and understanding our differences. Our Diversity Symposium brings together Board members, executives, colleagues and guest speakers on equal footing to discuss pressing and important topics. Celebration dinners and awards give recognition while learning sessions and community service events create camaraderie. The Symposium inspires everyone to bring their full self to work while reinforcing that diversity drives innovation and success.
  • Best Buddy Award: We’ve on boarded over 1,000 new employees over the past few years. As part of onboarding, new employees are assigned “buddies” who demonstrate what great partnership really means, investing their time and sharing knowledge to support our newcomers through their assimilation. Recognizing their great value, we give special, peer-driven awards bi-annually to honor those Buddies making an extraordinary impact, based on nominations from the new hires themselves. Winners are recognized in an all-employee communication and are thanked personally for their contributions with a call from our Chief Talent Officer, an engraved trophy, $500 cash, and an award certificate presented by their senior leader in front of their peers. Best Buddies are asked to join a committee that advises on our onboarding practices across SYF
  • Building Women Leaders: Synchrony Financial has a long tradition of developing diverse talent – especially women. Having females as CEO, CIO and CMO is only the beginning of how we are elevating women in our newly independent company. Our multi-year Women’s Empowerment Initiative supports the personal and professional development of women through a combination of research projects, partnerships, community activities and new internal and external learning methods that will continually build and refine our efforts. This fresh approach involves transformative learnings on Silencing Your Inner Critic, Communication with Impact, and Understanding Self. And as we foster a new generation of women leaders, the initiative seeks to understand their unique goals for career growth, give them the relevant tools and support that lifts them to new heights.
  • Employee Engagement Contests: Separating from GE meant whirlwinds of change along with inherent challenges of building our independence while running an existing successful business. Keeping all employees engaged, informed and connected quickly became central to our success. That’s why we designed the Engagement Profile Experience (EPE) – a Facebook-like employee platform. On EPE, employees share their interests, strengths, fun photos, and feelings on what makes our company special. Several contests rallied employees company-wide to celebrate one another as individuals. Employees engaged in “Our Values Trivia” for a $2,500 prize and a Month of Caring photo contest, focused on volunteerism (the winner received $5,000 for charity). Our Hyderabad, India site won our 2015 Most Engaged Site challenge after starting a cooking group having learned it was a top interest of employees.


4% 401(k) match of employee's contribution, up to 4% of an employee's salary85% Company-paid health coverage for employees
85% Company-paid health coverage for dependents 76% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $6,655 College Tuition Reimbursement


  • 401(k)
  • Stock options to employees
  • Long-term care insurance to employees
  • Pre-tax savings account
  • Restricted stock units to employees


  • Free beverages during the day
  • Discount ticket sales
  • Weight watchers meetings
  • Banking
  • Subsidized lunch on a regular, daily basis
  • Fitness classes
  • Dry cleaning
  • Subsidized public transportation
Diversity Symposium Photo Booth


30 days Paid time off after one year of full-time employment 30 days Paid time off after one year of part-time employment
10 days Paid sick days after one year of full-time employment 10 days Paid sick days after one year of part-time employment


  • Flexible schedule
  • Job sharing
  • Telecommute option
  • Compressed work weeks


60 days Job-protected maternity leave45 days Fully-paid maternity leave (does not include personal vacation or paid time off)
54 days Average length of maternity leave new mothers take60 days Job-protected paternity leave
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)10 days Average length of paternity leave new fathers take
$8,000 Adoption benefit60 days Job-protected parental leave for adoptive parents
10 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.


  • Lactation room(s)
  • Elder care resources


  • Medical care
  • Vision care
  • Mental health care
  • Fertility treatments
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)


  • Breast cancer screening
  • Cholesterol tests
  • Flu shots
  • Fitness center (at some locations)
  • Subsidized offsite gym memberships
  • Skin cancer screening
  • Blood pressure screening
  • Complete biometric screening
  • Medical facilities (only at headquarters)

Community Involvement & Philanthropy

24 hours Paid time off to volunteer $5,522,000 Philanthropic donations in last year
$1,239,000 Total company-matched employee donations in last year


  • Chief Executive Officer, Chief Human Resources Officer, Chief Diversity Officer is accountable to formal diversity goals for employee recruitment and retention
  • Formal programs support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 293 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender reassignment surgery

Executive Diversity

Employee Recognition


Innovation Station

How to Get Hired

We asked Synchrony Financial 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?

Our company Values emanate directly from employee feedback and capture the essence of our strong culture. Prospective employees who fit best reflect our Values in their own work. Those that are the best fit are bold, innovative thinkers unafraid to challenge the status quo, honest and open in every interaction, driven to deliver on every challenge and make real impact, passionate about serving customers, responsible and deliberate with decisions, caring and appreciative towards the people they work with and for. These values are all displayed through a collaborative, relationship-driven approach and guide how each of us engage with our partners, customers, and fellow colleagues every day. Candidates who demonstrate these qualities while contributing their specific domain expertise have the greatest opportunity for success in our organization.

What can prospective employees do to get your attention?

As a newly independent company, each of us is defining a new legacy for our roles and the organization as a whole. We’re looking for those who have shown they can be positive role models to help build that legacy, no matter the function within our business – from call center associate to financial services executive. We have a variety of roles and responsibilities, yet share one thing in common: a burning desire to make a meaningful difference for our partners, customers, shareholders, colleagues and communities. It’s something we continually strive toward, always with a service orientation and mindset grounded in mutual respect for one another. We take note of candidates who have a strong track record demonstrating those qualities in their prior work, community involvement and educational pursuits. The candidates that most capture our attention are those that articulate how they are prepared to build a legacy within the organization.

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

We have a strong commitment to college graduates in our Business Leadership Program, a growing need for customer service as we expand our footprint and we are always looking for talented individuals in risk, information technology and analytics.     

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

Go to us and hit search our openings.

hiring Outlook

18% Job Growth 27 Average applicants per opening
96,832 Applications received 26% New hires by employee referrals
377 New positions created 714 Jobs filled by current employees
Yes Recruits on college campuses 50 New graduates hired
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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