description

Fiserv, Inc. aspires to move money and information in a way that moves the world. As a global leader in payments and financial technology, the company helps clients achieve best-in-class results through a commitment to innovation and excellence in areas including account processing and digital banking solutions; card issuer processing and network services; payments; e-commerce; merchant acquiring and processing; and the Clover® cloud-based point-of-sale solution. Fiserv is a member of the S&P 500® Index and the FORTUNE® 500, and is among FORTUNE World’s Most Admired Companies®. Visit fiserv.com and follow on social media for more information and the latest company news.

Fiserv has a deep commitment to the military community, which is evidenced by our numerous programs focused on recruiting and engaging military talent, our ongoing support for military-owned businesses, and how we engage the military community through service-related projects and other charitable efforts.

military culture

A consistent obstacle for many private companies’ veteran hiring programs is the military and civilian divide. Sometimes when veterans and employers are in the same room, it is like they are speaking a different language. If an employer is looking for someone with management experience, and a veteran is speaking about leading a squad, they are really talking about the same thing, but they might not realize it. At Fiserv, our “Diversifying Our Workforce: Becoming a Military Ready Employer” training helps narrow that divide. The training is provided several times throughout the year and delivered in person and virtually. In 2019, training sessions were held in six locations — in addition to virtual trainings — and more than 1,000 associates were trained. The training equips HR professionals, supervisors, and hiring managers with the tools they need to evaluate military-affiliated candidates and properly onboard them. The training gives attendees background on the programs Fiserv has in place to support the military community; the commitment the company has made to this community and how it impacts hiring; presents the business case for hiring veterans; addresses challenges; speaks to the unique value proposition of the Guard, Reserve, and Military spouse populations; and provides contact information for the MVA team. Military Leadership Council (MLC) chapters also give site-based training at the request of the site. Additionally, we have recurrent quarterly training driven by the Military and Veteran Affairs (MVA) team based on need, a speaker series, a Military Advisory Council that routinely provides insight and speaks internally and externally, etc.

military spouse recruitment and hiring

All Fiserv programs include military spouses, where applicable. In regards to recruitment, we work with national organizations that focus on military spouse employment — MSEP, NMSN, CASY, IVMF, Hiring our Heroes, and others — to identify military spouses that would be a good fit for our organization. We also ask applicants to self-identify as military spouses so they have access to our military recruitment team. To further our recruitment efforts, we even have a section in our military awareness training program for hiring managers focused on military spouses: how their resumes might look different and challenges they might face. During their time with Fiserv, military spouses are included in the metrics that we report out, and we are able to identify them internally to provide military spouses with opportunities, information, and resources that are relevant to them. We celebrate them, such as on Military Spouse Day in May, and support them through our “Military Spouse Statement of Support.” This policy states that if a military spouse must move due to their active duty spouse receiving change of duty station orders, we will make every effort to move their current position to the new location. If that is not possible, we will connect them with our partners in that location in order to identify opportunities at other companies.

retention support

We offer a retention support program for all military connected employees regardless of the sub groups people may belong to,We offer retention support programming designed specifically for currently service Guard and Reserve employees,We offer retention support programming designed specifically for military spouse employees,We offer retention support programming designed specifically for military caregiver employees,We offer retention support programming designed specifically for women veterans,We offer retention support programming designed specifically for minority veterans (minority veterans include but are not limited to people of color, women, LGBTQ, and (non) religious minorities)

orientation training and onboarding

• New Employee Orientation
• New Employee Training
• On-boarding program
• Mentorship program
• Other

military connected assistance

Fiserv has a highly-engaged military employee resource group (ERG) called the Military Leadership Council (MLC). Members can engage in career development, mentoring, and volunteer activities. There are more than 800 MLC members spread across 16 chapter locations in the U.S. Each chapter is well resourced and empowered to plan and execute local engagement and professional development events that are most relevant to their sites. Some events include Veterans Day parade marches, Memorial Day commemorations, wreath laying on National Wreaths Across America Day, discussions with HR professionals on internal mobility, and more.

The MLC also partners with other employee resource groups to lean into specific issues at the crux of intersectionality, which is especially relevant to the incredibly diverse military community. The MLC has partnered with our Young Professional Leadership Council to train its members on the Fiserv tuition assistance program, with HR professionals ready to answer questions about how the program works in conjunction with GI bill benefits. The MLC partners with our Women’s Impact Network to take full advantage of key external partnerships, including a mentorship exchange program through Women Networking in Electronic Transactions (Wnet), and bring in speakers on female leadership. Additionally, the MLC works with our Disability Leadership Council to share resources to improve access to accommodations.

In addition a supportive network of similar associates, the Military & Veterans Affairs department assists military-affiliated associates through challenges they might face when balancing their commitment to the company and their country. Fiserv has an industry-leading military leave policy, which provides up to two years pay for associates called to active duty and 90 days of paid leave for training commitments. The department regularly communicates with military-affiliated associates with the company through a monthly newsletter, which includes a calendar of engagement events, resources, and associate spotlights. Additionally, we have a reintegration program to assist both the manager and associate for their return to work. At Fiserv, no one has to choose between serving their country and working at Fiserv.

Our retention efforts are working. Military-affiliated voluntary attrition decreased in 2019 by 2%. Retention continues to improve each year because we continuously add more resources around engagement, professional development, and internal mobility, which are shown to have an impact on retention. Not only are military-affiliated associates staying with the company, but they are also thriving. By the end of 2019, veterans and military spouses were promoted or moved internally at a higher rate than their representation in the company.

civilian credential support

We offer tuition assistance or other financial support toward the preparation, attainment, and/or maintaining of an academic or professional certificate, degree, or another civilian credential,We offer apprenticeships, internships, or other formalized, structured training program/s to assist with the attainment of a civilian credential,OtherFiserv encourages associates’ professional development through reimbursement for pre-approved courses at accredited schools and universities. The tuition reimbursement program provides reimbursement to associates for tuition fees and other related expenses, applying a maximum reimbursement amount of $5,250 undergraduate and $10,000 graduate, per calendar year. We also encourage utilization of IVMF’s programs focused on attainment of credentials for veterans and military spouses and have an internal university that consists of live and virtual training.We encourage and assist in utilization of the IVMF’s programs focused on attainment of credentials for veterans and military spouses.

senior leadership

• Tom Higgins, Navy Veteran, Chief Administrative Officer – Oversight of all CAO business lines including Physical security, Sourcing, Supplier Diversity, and Facilities;
• John Stoner, Army Veteran, President, Biller Solutions
• Vivian Greentree, Navy Veteran & Military Spouse, Senior Vice President Head of Global Corporate Citizenship – Oversight of programs related to Supplier Diversity, Sustainability, Military & Veteran Affairs, and Philanthropy, Diversity & Inclusion;
• Josh Semler, Army Veteran, Senior Vice President & General Manager Merchant Services
• James Perduto, Navy Reservist, Vice President Human Resource
• Sam Boggs, Army Veteran, SVP President and General Manager, Open Solutions