Tech & Innovation Blog
Life @ ADP: Wellness at ADP
Life @ ADP, Career Advice, What We Do
Wellness means different things to different people, and at ADP, we’re striving to create an environment where people can feel safe and supported.
Welcome back to Life@ADP Podcast Season Three Episode Two.
Have you had days when you felt it was difficult getting out of bed, not because you were lazy, but because mentally, it was tough? What about the times when you weren’t feeling well and still responded with “I’m good” to the question “How are you?”
May is ADP’s Month of Caring, and there arguably isn’t a better time to talk about mental health and how to care for yourself and others. We are delighted to have Amy F., Senior Director of Global HR, join us for this episode. She shares with us the importance of wellness at work and how ADP promotes it.
Amy F., Senior Director of Global HR
“Outside of my role as an HR leader, I am a mother, a daughter, and a spouse. There are many things happening in life that make me who I am as a person, and that person is connected to my work,” Amy said. “We need real conversations and real check-ins with people at work.”
Leaders and mentors at ADP understand wellness can mean different things to different people. That’s why we offer mental health resources and provide an environment where talking about mental health issues is okay.
“I’ve been with ADP for almost 28 years, and I stayed for the people and the culture,” Amy said. “Working for ADP has enabled me to do everything I want from a work perspective, but still allows me to be where I need to be.
Amy and her family
Amy also shared being open to connections at work is key to ensuring people have an environment where they can be themselves entirely. It is flexibility and culture that makes ADP a unique place to work.
Developing a culture of wellness starts with communication. When we talk about how we’re feeling and when team members take the initiative to be aware of each other’s needs, it sets the tone for everyone in the organization.
Who do you turn to when the going gets tough? Of course, our friends and family are always there to support us, but how about in the workplace? That’s why ADP also provides access to an employee assistance program (EAP), which gives employees confidential, professional support for a wide range of mental health issues, but that’s not all.
“We also offer new financial wellness sessions this year,” Amy said. “From student loans and personal debts to planning future retirement, we want to ensure that we’re leveraging the partnerships to help our associates be better.”
As we build a better workplace for everyone, let’s not forget that wellness is more than physical health. It’s also the mental and emotional state of being. Wellness means different things to different people, and at ADP, we’re striving to create an environment where people can feel safe and supported.
We hope this blog recap of our latest podcast episode was both informative and inspiring. Please stay tuned for the next episode of the Life@ADP Podcast. Thanks for reading!
Stay safe and healthy.
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music. Listen to the full episode here or on your preferred podcast player!
Interested in the unique culture and career opportunities at ADP?
Visit who we hire and our current openings.
Tech & Innovation Blog
Life @ ADP S3EP1: Talent Market Trends and What Candidates Want
Life @ ADP, Career Advice, What We Do
“Sometimes your career may feel like a ladder and sometimes like a jungle gym, and that’s okay.”
Season 3 Episode 1: Talent Market Trends and What Candidates Want
Welcome back to Life@ADP, the podcast that offers career advice and stories from our associates and recruiters around the globe. We’re thrilled to kick off season three with our first episode, featuring Tracy S. and Glenn D. from ADP’s Talent Acquisition.
Tracy has been with ADP for 15 years, leading recruitment worldwide in sales and marketing; Glenn joined in 2016, leading recruitment for executive leadership and tech talent.
In this episode, they join our hosts, Ingrid and Kate, to share their career journeys, offer advice for job seekers, and discuss how ADP helps businesses navigate the modern workplace. Listen to the full podcast episode here.
“Sometimes your career may feel like a ladder and sometimes like a jungle gym, and that’s okay,” Glenn said. “Don’t be afraid to take on new responsibilities, learn new things, and challenge your way of thinking.”
“Be your authentic self and ask questions that are meaningful to you,” Tracy said. “This is how you get the answers and determine if the career path matches you.”
ADP Talent Acquisition
Hearing from the Recruiters
Tracy and Glenn also shared the trends in the job market and what recruiters look for in candidates, highlighting the importance of adaptability, positivity, resilience, intellectual curiosity, and a collaborative attitude. They noted that candidates are looking for good company culture, mental health support, flexibility in their work, and career progression.
“You’re seeing a shift in the market where it’s candidate-driven,” Glenn said. “While compensation is a key factor, culture has become the most predominant thing.”
Recruiters ask themselves: How will the candidates leverage positive traits into this role? They found successful employees take the time to learn, grow, and care about others across the team.
“We have a culture of collaboration and innovation here,” Glenn said. “People bring their full selves to work.”
“ADP values integrity, respect, teamwork, and innovation,” Tracy said. “Supporting each other is what ADP is all about.”
We take pride in creating an environment for associates from all backgrounds, putting diversity and inclusion into practice.
Learning and Growing Together
Glenn notes that candidates are taking the time to research the company and its culture before they even come in for an interview and are looking for consistency between what they see online and what they experience in person.
“As a large company, what can we do to help? Some of it may be environmental work, and some may be helping the communities we serve,” Tracy said. “We celebrate historical events by connecting with communities and diving into associates’ stories.”
Associates are encouraged to join a Business Resource Group (BRG) that is personal to them. For example, ADP’s International Women’s Inclusion Network (iWIN) has a mission to engage, equip and empower women to achieve personal and professional success.
From building career workshops to celebrate their individuality through outreach programs like International Women’s Month, Black History Month, and Pride Month, ADP’s talent acquisition has meaningful conversations internally and encourages external learning opportunities.
“Associates come together and share their experiences on BRG events, networking and exchanging feedback,” Tracy said. “We make sure everyone feels welcomed and valued.”
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music. Listen to the full episode here or on your preferred podcast player!
Interested in the unique culture and career opportunities at ADP?
Visit who we hire and our current openings.
Tech & Innovation Blog
Humanization and Digital Disruption Trends in the Workplace with Don Weinstein
Senior Leaders, Future of Work, What We Do
A podcast episode for those interested in the importance of data, humanization, and digital disruption trends in the workplace.
Humanization and Digital Disruption Trends in the Workplace with Don Weinstein
Don Weinstein, Corporate Vice President of Global Product & Technology, spoke on Now of Work, a weekly podcast hosted by Jason Averbook and Jess Von Bank.
The episode is excellent for anyone interested in the importance of data, humanization, and digital disruption trends in the workplace.
“We hire data journalists who took all the pay equity data that were hard to unpack and put them in infographic style,” Don said. “We didn’t advertise; instead, we stepped back and watched what happened. We had over 1,000 clients discover it.”
Imagine seeing two employees with the same job, skills, and experiences but different pay. Don’s team found more than 75% of the clients, meaning over 1,000 organizations, acted, and made pay adjustments for over 210,000 individuals.
The power of data collection and engaging apps are changing the workplace across generations. “We’d like to do our part and give back to the community,” Don said.
When it comes to conversations on current challenges, Don shared with hosts Jason and Jess his insights on hybrid work. The key elements to consider include getting the taxes and pay right when employees work in different cities and states.
On top of hiring remote workers, Don emphasized the importance of onboarding and engagement.
“We’ve been studying engagement for over 20 years,” Don said. “Last year was the first we’ve seen the honeymoon effect, meaning employees tend to have the highest engagements during their first-year arrival at the company, went away.”
As ADP continues to hire globally, Don encouraged the teams to be focused. The responsibilities include training managers, engaging, and providing for hybrid workers.
Listen here for more insights on designing and leveraging technology to enhance the HR function!
Tech & Innovation Blog
Life @ ADP S2EP4: Let’s Talk #ADPTech
Life @ ADP, Voice of Our People, What We Do
A podcast episode for applicants interested in the scale ADP operates at, including the leadership teams’ strategies and their focus on data security.
Life @ ADP S2EP4: Let’s Talk #ADPTech
Our hosts, Ingrid and Kate, invited Lohit Sarma, a Senior Vice President of Product Development, to the show to chat about what’s happening in #ADPTech.
Lohit’s ADP journey began in 2014 when he helped build our Next Gen team, Lifion, in New York City and scaled up the organization to about 700 associates.
“I can’t believe it’s been eight and a half years,” Lohit said. “It’s been an incredibly humbling learning experience, and I’m super excited for what’s ahead.”
Lohit Sarma
The episode is great for associates and applicants interested in the scale ADP operates at, including the leadership teams’ strategies and their focus on data security. Lohit spoke about various areas in #ADPTech, from User Experience (UX), Security Engineering, to Site Reliability Engineering.
“Our clients trust us with some of the most sensitive information in the world,” Lohit said. “Security engineering is a huge focus for our products. Reliability DevOps is just across the board.”
You wouldn’t want to miss out on the episode, especially if you are interested in learning more about ADP’s Next Gen products and ADP’s role in the US financial system. From launching the iHCM, a cloud-based platform that simplifies Payroll and HR management in one scalable, compliant solution, to our next-generation time and payroll products, ADP has transformed into a technology company.
“We attract talents based on our adaptation of modern software engineering, product management, and UX practices,” Lohit said. “We’re able to not only hire but also retain and contribute back to the industry.”
From sponsoring the Grace Hopper Celebration to hiring female engineers and managers, ADP’s leadership team is building a culture that welcomes and nurtures tech talent. Further reading: Seramount Names ADP One of the Best Companies for Multicultural Women.
In addition, ADP is continually enhancing and evolving the way we do things. “We’ve been heavily investing across the board in pure engineering and management practices,” Lohit said. “That’s reflecting the quality of our products.”
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music. Listen to the full episode here or on your preferred podcast player!
Learn more about what it’s like working for ADP here and our current openings.
HCM Technologies, Women in STEM, User Experience, Product Management, DataCloud
Tech & Innovation Blog
Life @ ADP S2EP2: No One Ever Forgets Their First Job
Life @ ADP, Career Advice, What We Do
A podcast episode for rising seniors looking for internships and first jobs. Come to the ADP booth and learn about the six-week extended GPT Development Program.
Life@ADP Season 2 Episode 2: No One Ever Forgets Their First Job.
And…caps off, class of 2022, congratulations!
For rising seniors, it’s your turn to walk across the stage next year. Not sure about where to begin your career? Are you looking for a place to grow and apply learned knowledge? We recorded a podcast episode for you.
Our hosts invited Lisa S., Senior Director of Talent Acquisition, on the most recent podcast episode to share insights for undergraduates and master’s students looking for an internship before entering the professional world.
ADP Recruiters at Campus Recruiting Event
In the podcast episode, Lisa introduced the Global Product and Technology Development Program, a training program designed for students to connect and learn from tech professionals at ADP.
“The students will go through a full-time, ten-week internship program with us in the summer. They will get an opportunity to work on meaningful projects, delivering results to showcase if they are a good fit for our organization,” said Lisa. “We have an amazing opportunity for software engineering and computer science major students.”
The goal of the internship is to convert the students to full-time hires through Global Product and Technology Development Program, a six-week training to begin their career at ADP. You will also hear Lisa’s advice for candidates attending fall campus recruiting events. Listen to the full episode now.
Here are three tips from our campus recruiters:
#1 Add Keywords to your Resumes
Make sure you read every job description carefully and select the exact keywords for your resumes. Using the same keywords will make your profile stand out, recognizing a match and listing you as a top match.
#2 Practice your 30-second Elevator Pitch
You may only have 30 seconds to make a first impression, so come prepared! What defines you? What are your strengths? What roles are you interested in learning? Your elevator pitch will help recruiters remember who you are and what you are looking for in the company.
#3 Do Your Research
Recruiters know when you’ve done your homework! Come with a list of questions to show your interest. Make sure to view the current job openings and register (if any) before attending an event.
Apply these tips as you prep for the upcoming recruiting events. If you attend this year’s Grace Hopper Celebration, bring a copy of your resume, and stop by ADP’s booth. Let’s connect!
Interested in our Campus programs or ready to start your next chapter?
We give the students the tools and technology they need to succeed. The recruiters don’t expect interns to know the same programming language or tech stack. We are proud to support every individual through the learning process and are here to provide growth opportunities. Have no fear!
Learn more about what it’s like working for ADP here and our current openings.
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music.
Further reading: Career Fair: Perseverance is the Key in Job Hunting.
Tech & Innovation Blog
My ADP Coming-Out Story
Diversity, Equity, and Inclusion
Whether it is Women’s month, Pride month, or every month over, under, or in-between our personal lives and our professional lives, every moment matters. You matter.
My ADP Coming-Out Story
By Taylor L.M., Information Security Project Manager
Woman. Femme. Queer. Daughter. Wife. Mother (of two). Sister (of seven). Friend. High school drop-out and Wellesley College graduate. Political science major. Data Security Professional.
I proudly shared everything listed above except for the queer part when I started working at ADP nearly eight years ago. That’s not to say I didn’t celebrate everyone else’s “out” statuses. I was in ADP’s Pride Business Resource Group (BRG), where I walked in parades. I rejoiced when we won Obergefell v. Hodges and laughed hysterically with friends when Melissa Ethridge handed Ellen a toaster oven. Yet I continued to “hide” that part of myself in the corporate environment. I was in a relationship with a man, so most assumed, and no one asked. When that relationship didn’t work out, I began dating a woman. I just switched her pronouns to him. But that little omission began to feel like a lie, especially as our relationship grew more serious.
Although I knew ADP supported the community and made huge cultural and legal strides, I was still afraid. I was afraid my co-workers would see me differently – afraid my team would wonder why I had been keeping this secret. Mostly I was afraid that my experience didn’t really “count.”
Did I deserve to be a member of this community that I was simultaneously supporting and keeping at arms-length? In hiding who I was, would people think I had been ashamed before I told the truth, even as I had rallied alongside this community and stood up for their and our beliefs? Had I somehow been complicit in the negativity, ignorance, and distrust of those who do not support us?
I no longer wanted to hide when I fell crazy, madly, deeply in love with Jennie. I wanted to stand up and shout to the rooftops. I wanted to bring my whole, authentic self to work. To be clear, I didn’t climb on the roof at Windward Parkway (don’t do this, it’s dangerous, and you will likely end up hospitalized or in jail). Instead, I chose to take incremental steps to test the waters, as they say. I started by telling one person, then another. I gradually changed he/him pronouns to she/her pronouns in conversations. I showed up at our team’s holiday party with Jennie on my arm.
Jennie and I got married last September, and I proudly displayed one of our wedding pictures on my laptop. Every time I screen-share, I share the bliss of two people in love. I never did see a raised eyebrow, a smirk, nor detected a micro-aggression. That’s not to say that those things don’t still happen all over the place. If you or someone you know is facing discrimination at work, research your rights and get help.
Taylor and Jennie
I’m glad to share that my experience of “coming out” at ADP has always been met with kindness and acceptance. We live in a time when labels can be ascribed to all of us – each is a unique, complex human, yet we are all the same. We struggle. We rejoice. We feel pain. We feel joy. We heal from the past, and we look to a brighter future. More than anything, we all love and seek to be loved in return. In this journey, I’ve learned that every experience counts. Every step I took made me feel better than the one before it. I could have stopped anywhere on that progression, and the outcome would have been the same: I belong, and so do you.
Whether you are “out” to one or all, not yet ready, or a faithful ally – you too belong. Everyone who celebrates love has a role in our community and this movement. Whether it is Women’s month, Pride month, or every month over, under, or in-between our personal lives and our professional lives, every moment matters. You matter. (And our community is always giving out free toaster ovens.)
Let’s work together!
Learn more about what it’s like working for ADP here and our current openings.
Tech & Innovation Blog
What Makes You Stay at Your Job?
Life @ ADP, Career Advice, What We Do
Keep an open mind in your career journeys, explore international opportunities, and work outside your comfort zones.
What Makes You Stay at Your Job?
According to Harvard Business Review, two reasons why employees stay at their companies are job satisfaction and the company environment.
Why does it matter that we understand both? At ADP, we strive to give our associates a culture where they want to stay. It’s great to love what you do, but even better if you do it in a place that you love.
Meet Lindsey B., Sales Channel Manager for ADP Marketplace in Northern Europe. She shares her incredible transcontinental career journey, the power of networking, and how ADP supported her career progression on our Life@ADP Season Two podcast.
We are excited to kick off our season with an international episode! You can expect to hear stories from associates across the globe. Lindsey’s story started when her aunt referred her to work at ADP. She began her career in San Francisco, moved to the UK, and is now in the Netherlands.
“As a Sales Channel Manager for ADP Marketplace, I work with our partners and internal sales teams across multiple countries,” Lindsey said. “I used my strengths and networking opportunities and learned from different teams with ADP’s support.”
Lindsey travels across Europe, working with product development and sales teams across the UK, Netherlands, and Ireland. When we asked her our “why come, why stay?” question, she said she came to ADP for the training and stayed for the people. “The more I move to different countries in different roles, the smaller and more intimate ADP becomes. I work with a group of wonderful people who develop innovative products and business solutions,” Lindsey said. “Every time I turn a corner, I feel like there’s a new job opportunity in a new part of ADP coming, bringing together different people.”
Lindsey describes ADP as an incredibly diverse company with teams of people from all backgrounds and cultures. As a leader, she highlights the importance of letting every associate come to work as themselves, which makes the workplace fun and creative.
Lindsey is on the committee for her local International Women’s Network (iWIN) in the UK and Ireland, one of ADP’s Business Resource Groups (BRG), which organized some events for International Women’s Day, including coffee connections networking opportunities. “We hosted various career progression events and talked to the HR business partners, identifying biases at work while inspiring attendees to grow their career at ADP,” Lindsey said.
Lindsey encourages everyone to keep an open mind in their career journeys, especially in exploring international opportunities and working outside their comfort zones. “If you can identify your strengths and what you enjoy doing, there is absolutely a job for you at ADP. I encourage everyone to listen to the podcast to check out what we do and whom we hire,” Lindsey said. “I’m happy to connect if you’d like to learn more about my journey and the culture! Feel free to reach out to me on LinkedIn.”
Tune in for the full episode here.
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music.
Support us by subscribing to both the podcast and the tech blog.
Let’s work together.
Learn more about what it’s like working for ADP here and our current openings.
Tech & Innovation Blog
Life @ ADP EP6: Why did you come to ADP, and Why do you stay?
Life @ ADP, Career Advice, What We Do
In this episode, our hosts invited Sreeni Kutam, Chief Human Resources Officer, and relative newcomer, Chief Economist, Nela Richardson, to share why they joined ADP and why they stay.
Life @ ADP EP6: Why did you come to ADP, and Why do you stay?
Here comes the final Season One episode of Life@ADP.
Many of us feel great pride working for ADP, but sometimes it’s hard to put into words the cultural elements that resonate with us that make our company more than just a place to work.
In this episode, our hosts Kate and Ingrid invited Sreeni Kutam, Chief Human Resources Officer, and relative newcomer, Chief Economist, Nela Richardson, to share why they joined ADP and why they stay.
Nela Richardson, Chief Economist (left) and Sreeni Kutam, Chief Human Resources Officer (right)
“I looked for the opportunity to bring technology and people together, and that’s why I came to ADP. Innovation is the word that sums it up,” Sreeni said. “There are three things one looks for in their career. First is meaningful work. Second is a group of great people they work with. Third is the opportunity for growth. I’m lucky to check all three boxes at ADP,” Sreeni said.
“The reason why I came is, I felt that ADP was uniquely positioned to answer some of the biggest economic questions coming out of the pandemic. As important as why I came is why I hope to stay. I came to a company that valued people and as an added bonus, they are people who, crazy enough, seem to enjoy the data as much as I do,” Nela said.
We recommend this episode to better understand our culture and why ADP is a wonderful place to work. Sreeni and Nela will also share why it’s a great time to join the organization.
According to LinkedIn’s 2021 Workforce Learning Report, employees who move into new jobs internally are 3.5x more likely to be engaged employees than those who stay in their current positions.
Sreeni shared some great examples of our executive committee members who grew from humble beginnings within ADP to lead our company. “There are many great leaders and opportunities to grow at ADP. For example, Debbie Dyson started as a customer service representative, and she is now the President of our National Accounts business unit,” Sreeni said. “Another great example is John Ayala, who went from working in customer service to leading the function as the Chief Operating Officer.”
Sreeni said there will always be learning opportunities for associates, no matter their start date or department, while Nela shared, “I enjoy the global perspective here at ADP. You can always leverage the experience from one role to another here, knowing your teams will support innovative ideas.”
Tune in for the full episode here. Support us by subscribing to both the podcast and the tech blog. You wouldn’t want to miss more interviews on Season Two, coming up this Spring!
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music.
What are you waiting for?
Learn more about what it’s like working for ADP here and our current openings.
Tech & Innovation Blog
Great Place to Work® Named ADP Brazil Labs one of the Best Companies to Work 2021
Diversity, Equity, and Inclusion
At ADP Brazil Labs, the top two areas ranked most highly were pride in exercising the profession and teamwork.
Great Place to Work® Named ADP Brazil Labs one of the Best Companies to Work 2021
Great Place to Work® (GPTW), a global authority on workplace culture, named ADP Brazil Labs one of the best companies in the Rio Grande do Sul, Brazil. GPTW has a mission to build a better world by helping organizations become a great place to work for all. ADP Brazil Labs was ranked 20th in the medium-sized category and was recognized as one of the most successful companies implementing people management.
ADP Brazil Labs
How does GPTW rank companies?
GPTW uses a comprehensive method to measure employees’ work experiences and analyze the organization’s practices and culture, setting standards in the industry. The research includes a variety of criteria and ranks the best work environments. The survey covers associates’ evaluations on growth opportunities, quality of life, credibility, a sense of respect, impartiality, and aligning with values in the company. At ADP Brazil Labs, the top two areas ranked most highly were pride in exercising the profession and teamwork.
ADP Brazil Labs Associates Bringing Awareness to Breast Cancer
Over the past few years, ADP Brazil Labs has further strengthened its people management strategies and practices, including team development, improvements, and consolidation to encourage professional growth. The lab values people’s voices, promotes associate engagement and offers management tools. These practices sustain an organizational culture marked by associates’ self-development, leading to great recognition.
The award reinforces ADP Brazil Labs is heading in the right direction. “Being certified by the GPTW RS seal is only possible thanks to our associates,” said Julio Hartmann, the Vice president of ADP Brazil Labs. “They give their best day after day, fulfilling our purpose in building the future of work through technology and innovation.”
Interested in a tech career at ADP Brazil Labs?
Click here to search for your next move and visit Who We Hire.
Tech & Innovation Blog
2022 Workforce Trends
Future of Work, Innovation, Culture
Accessible Video Controls
2022 Workforce Trends
[LOGO: ADP, Always Designing for People]
[TEXT] 2022 Workforce Trends
Diverse workers in a variety of settings.
[MUSIC]
[TEXT] Work is having its Moment
[DESCRIPTION] Workers in offices; a cluster of multi-rise buildings
[TEXT], What will work look like in 2022?
Employee Visibility Redefined.
[DESCRIPTION] A woman, a man.
[TEXT] Where and how people are working has changed
On-site, Remote, Hybrid
A man and a woman.
75% of global workforce changed how or where they live…
85% are among Gen Z
People data will replace physical proximity
Leaders will lean into trust-based approach
Workers who trust their team and leader are 7 times more likely to be strongly connected
People & Purpose Drive Culture
Connection will become a measurement of workforce culture
Strongly connected workers are 75 times more likely to be fully engaged
Diversity, equity and inclusion will evolve to drive measurable progress
More than 50% of companies with DEI analytics took action and realized positive impact – ADP DataCloud DEI Dashboard
Data & Expertise Power Resilience
Leaders will increasingly turn to data to identify gaps
Nearly 20% small-midsize U.S. companies report facing regulatory compliance challenges
Quality data will be key in providing confidence
Workers completed nearly 3 million health status surveys enabling a safer return to workplace – ADP DataCloud Return to Work Toolkit
Innovation Accelerates Growth
Global shifts will force new efficiencies, fuel productivity
Use of ADP Mobile Solutions increased more than 25% year-over-year
Skills based hiring surges transforming the talent landscape
28% workers report taking a new role since pandemic
Visibility
Culture
Data & Expertise
Innovation.
The Future of Work Starts
Now!
[LOGO: ADP, Always Designing for People]
Work is having its moment. Rapid changes have made way for a newly transformed workplace. What can businesses and workers expect in 2022? ADP identifies the top trends reshaping the future of work. For more insights, subscribe to the tech blog and receive monthly newsletters from us.
