At Voya Financial, 75 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1304 employee surveys, with a 90% confidence level and a margin of error of ± 2.04. It was published on Sep 13, 2017. 6330 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
91%
 
I am able to take time off from work when I think it's necessary.
89%
 
People care about each other here.
84%
 
Management is honest and ethical in its business practices.
83%
 
People here are willing to give extra to get the job done.
82%
 

What They Do

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

Voya Financial, Inc. helps Americans plan, invest and protect their savings to get ready to retire better. Voya's vision is to be America's Retirement Company®. Our business lines include retirement, insurance, annuities and investment management.

About this Company

Website: https://www.voya.com Industry: Financial Services & Insurance
US Headquarters: New York, New York, 10169 US Sites: 9
Major Locations: Atlanta, Georgia, 30327; Braintree, Massachusetts, 02184; Des Moines, Iowa, 50309; Jacksonville, Florida, 32256; Minneapolis, Minnesota, 55401; Scottsdale, Arizona, 85258; West Chester, Pennsylvania, 19380; Windsor, Connecticut, 06095 US Employees: 6,590
US Revenues: $10,782.2 million Worldwide Revenues: $10,782.2 million
Employees Worldwide: 6,601 Corporate Structure: Public
Stock Symbol: VOYA Founded: 2014

Voya employees in Jacksonville, Florida, assist Habitat for Humanity as part of the company's National Day of Service.

Perks and Programs

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

  • National Day of Service: Managed nationwide by the Office of Corporate Responsibility, all employees are encouraged to volunteer on this day in May in activities organized by employee-led groups at each of our major sites and all of our virtual population. Participation in 2016 was 59 percent and more than 13,400 hours were volunteered on the day. One-hundred percent of the top 100 leaders of the company participated in NDOS over the past two years.
  • Employee Giving Campaign: Managed nationwide by the Office of Corporate Responsibility, employees lead a month of events designed to raise awareness of the need in the community and they hold events that engage employees and raise much-needed funds. Participation is at the 60 percent rate and last year's event raised more than $2.4 million from employees alone.
  • Nonprofit Board Placement Program: The Office of Corporate Responsibility strategically places senior executives on nonprofit boards. In the past 16 months since this program was launched 24 leaders have been placed on nonprofit boards. An additional 20 are supported on the nonprofit boards they have served since before the program was established.
  • Employee Volunteer Sabbatical: The Employee Volunteer Sabbatical is organized together with a nonprofit partner. During the sabbatical, Voya volunteers participate by providing on-the-ground support in a given area around the world for a few days. Voya calls for nominations through its internal website. The 10 most compelling nominations that exemplify Voya’s corporate values are selected to be part of an employee-voting contest. Of the top 10 nominations, the five nominations that receive the most votes from employees are then selected to participate in the international volunteer sabbatical.
  • Community Partners: Voya Community Partners is the name of our employee-led volunteer committees at each major office location. Voya Community Partners are a vital part of the company’s overall volunteerism program. Their responsibilities include responding to employees’ interests at their locations, organizing and leading local volunteer events, and assisting in the success of national programs. All Voya major office locations as well as the work-at-home population maintain Community Partners teams that plan and manage year-round local volunteer activities.
  • Orange Goes Green: Orange Goes Green comprises employee-led committees that focus on making it easier for Voya employees to learn about and adopt ways to minimize their environmental impact. Each major site has an Orange Goes Green committee. The committees focus on the following: (1) Research and providing education about, and making available, the means to implement proactive environmental opportunities; (2) Leveraging existing local environmental activities to involve Voya in the community; (3) Providing energy and resource usage awareness to measurably reduce operational costs within the Voya network; and (4) Informing employees of conservation opportunities they may have in their homes.
  • Voya Retirement Plan: In addition to the Retirement Savings Plan, which includes a 6 percent match, and a Deferred Compensation Savings Plan, Voya offers a cash-balance pension plan that credits an amount to an account each month equal to 4 percent of eligible pay (pay credit). Regular full-time or part-time employees are eligible to participant on their date of hire. Participants become vested after completion of three years of service.
  • Virtually Orange: This network was developed to establish work-from-home functionality across the United States regardless of an individual’s position or business unit. This provides a number of potential benefits to employers, employees and the community. Employers experience increased morale and productivity of employees and fewer dedicated office and infrastructure needs. Employees experience increased work/life balance, decreased commuting time and less expenses associated with reporting to a worksite. The community benefits through reductions in the numbers of commuters and a resulting decrease in pollution and traffic congestion. Employees in this arrangement are expected to satisfy all job responsibilities, meet performance expectations and follow Voya policies, guidelines and code of conduct. Voya has 1,918 remote workers, 63 percent of whom are regular employees, making it Voya's second largest “site."

COMPENSATION BY THE NUMBERS

$38,938 Average salary and additional cash compensation for Customer Contact Center Rep $122,658 Average salary and additional cash compensation for Sr Business Analyst
100% Match of employee’s 401(k)/403b contribution up to 6% of salary90% Company-paid health coverage for employees (for This is the average employee subsidy for all plans and pay levels.)
75% Company-paid health coverage for dependents (for This is the average dependent subsidy for all plans and employee pay levels.) 45% Company-paid health coverage for part-timers
18 hours Weekly hours required for part-timers to receive health insurance $3,154 Average Tuition Reimbursement
$5,250 Maximum Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
  • Employee stock purchase plan (ESPP)
  • Restricted stock units
Voya employees in New York City fix up a playground as part of the company's National Day of Service.

WORK-LIFE BALANCE BY THE NUMBERS

35 days Paid time off after one year of full-time employment 18 days Paid time off after one year of part-time employment
5 days Paid sick days after one year of full-time employment 3 days Paid sick days after one year of part-time employment
35 Days Paid time off as of first day of full-time employment 18 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Telecommute option (18% use it)
  • Job sharing
  • Compressed work weeks
  • Subsidized On- or Off-site Fitness
  • Onsite Amenities (Varies by location: - Onsite cafeteria - Fitness classes at certain locations - Employee discount programs - Concierge dry cleaning - Fitness facilities - Gym discounts - On-site massages - Financial Wellness Seminars - Wellness screening onsite - Community Supported Agricultural memberships)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 55 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
50 days Average length of maternity leave new mothers take10 days Job-protected paternity leave (including FMLA)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)*5 days Average length of paternity leave new fathers take
$5,000 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)*
55 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)
  • Fertility treatments

Community and Environmental Impact

40 hours Paid time off to volunteer $6,680,430 Philanthropic donations in last year
$2,996,960 Total company-matched employee donations in last year AVP, Environmental Sustainability Leads environmental impact team
Third-Party Conducted Environmental impact audit 1 LEED certified building(s)
Yes Sustainable commuting program Yes Renewable energy program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • SVP, Talent Acquisition and Diversity & Inclusion, 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
  • 3 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

 
Together, Voya employees work to make a secure financial future possible — one person, one family and one institution at a time.

DEMOGRAPHICS

 
Voya has built a culture that embraces diversity, collaboration and continuous improvement.

How to Get Hired

We asked Voya 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?

At Voya, we have identified the following critical skills which are key to success in our culture:
- Customer Focused: Passionate drive to delight our customers and offer unique solutions that deliver on their expectations.
- Critical Thinking: Thoughtful process of analyzing data and problem solving data to reach a well-reasoned solution.
- Team Mentality: Partnering effectively to drive our culture and execute on our common goals.
- Business Acumen: Appreciation and understanding of the financial services industry in order to make sound business decisions.
- Learning Agility: Openness to new ways of thinking and acquiring new skills to retain a competitive advantage.

What can prospective employees do to get your attention?

Provide a well-written resume and professional endorsements/recommendations that highlight experience relevant to the position of interest. In addition, being visible on professional networks such as LinkedIn with a well-constructed profile helps become noticed.  
During the initial phone screen, provide direct and relevant answers showcasing expertise in both the required skill set(s) and Voya’s Critical Skills.  
Be prepared for the interview:
- Be early, but not too early.
- Convey a professional appearance.
- Have a strong handshake.
- Showcase confidence and a positive “can do” attitude.
- Provide direct/concise answers to questions with specific examples.
- Know Voya – do your research.
- Be prepared to ask questions.

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

Voya is always looking for top, innovative talent across all business lines. Individuals that possess diversity of thought, a “think outside the box” mentality, and ability to deliver high quality results.
 
 Some of Voya’s forecasted opportunities may include:
- Retirement
- Insurance
- Investment Management
- Customer Service
- Information Technology
- Finance
- Actuarial
- Marketing
- Sales
- Operations
- Continuous Improvement

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

Interested candidates can learn more about Voya and our current openings by:
- Visiting our website: www.voya.com.
- Researching Voya on LinkedIn.
- Searching various internet job boards (CareerBuilder, Indeed, etc.).
- Speak with a Talent Acquisition Consultant.

hiring Outlook

600 Forecasted positions to fill in coming year -3% Job Growth
6 Average applicants per opening 5,920 Total job applicants
7% New hires by employee referrals 24% Openings filled by current employees
7% Voluntary turnover for full-time employees 9% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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