New York Life Insurance Company
What's the Company Culture Like at New York Life Insurance Company?
Frequently Asked Questions
Employees describe New York Life’s culture as purpose-driven, inclusive, collaborative, and grounded in long-term impact. The company’s core values—humanity, integrity, and respect—shape how employees work together and serve clients. Many employees are drawn to the mission of helping families and communities achieve financial security, which creates a strong sense of meaning in daily work. Internal engagement data reflects this environment, with 88% of employees saying people of all backgrounds can succeed and “inclusive” cited as the most-used word to describe the culture.
This culture is reinforced through tangible programs and everyday practices. Employees have access to Employee Resource Groups (ERGs), mentorship networks, leadership development programs, and company-wide initiatives like hackathons and innovation events. Learning and growth are embedded into the experience, with extensive training opportunities and over. Employees also highlight a strong sense of collaboration and support, with 88% reporting they have a reliable network of colleagues to turn to for advice and guidance.
Leadership plays a key role in reinforcing the culture by promoting transparency, feedback, and continuous improvement. Managers are expected to communicate clearly, follow through on commitments, and actively seek employee input to improve the workplace experience. The company also invests in inclusion through its DEI Center for Awareness and Advocacy, which facilitates dialogue, mentorship, and career development programs. This leadership approach helps create an environment where employees feel valued, supported, and empowered to grow.
Externally, New York Life’s culture is recognized through multiple workplace awards, including Built In’s 2026 Best Places to Work and recognition for learning and development excellence.
Employee Perspective
“We are an extremely collaborative and congenial culture- no matter what our goals are or where our careers may lead us, we are all in this together.”
— Don Osmanski, Director, New York Life Investment Management
At-a-Glance
- Culture traits: Purpose-driven, inclusive, collaborative, supportive
- Core practices: ERGs, mentorship programs, leadership development, hackathons, learning platforms
- Leadership style: Transparent, feedback-driven, values-led
External Signals
- Built In 2026 Best Places to Work
- 2026 Handshake Early Talent Award
- Chief Learning Officer “LearningElite” (11 consecutive years)
- Fortune World’s Most Admired Companies (2024–2026, #3 in Life & Health category)
Teams at New York Life collaborate in a way that is supportive, relationship-driven, and grounded in shared purpose. Employees consistently describe a collegial environment where individuals work together to help clients achieve financial security and support one another’s success. Collaboration is closely tied to the company’s values of humanity, integrity, and respect, and reinforced by a culture where employees feel connected—88% report having a reliable network of colleagues they can turn to for advice and support.
This collaborative environment is supported by structured practices and programs that promote knowledge sharing and cross-functional partnership. Employees regularly work across business, technology, and data teams to address complex challenges and improve how work gets done. Enterprise initiatives such as innovation programs, hackathons, and cross-functional learning platforms create additional opportunities for employees to collaborate, test new ideas, and contribute to ongoing modernization efforts.
Leadership reinforces collaboration through transparency, communication, and continuous feedback. Managers are expected to maintain open lines of communication, set clear expectations, and actively seek employee input to improve team performance. Enterprise-wide engagement and pulse surveys, and development conversations create additional opportunities for employees to share ideas and influence how teams operate. This approach helps build trust and ensures that collaboration is both encouraged and continuously improved.
Collaboration is also strengthened through a strong focus on inclusion and connection. Employee Resource Groups (ERGs) and mentorship programs create opportunities for employees to build relationships across the organization. Together, these efforts create an environment where collaboration is embedded in how work gets done and is central to both employee success and the company’s continued evolution.
Employee Perspective
“My New York Life why is people. You will find the most wonderful people who invest in and support you- this is a place where you can build yourself, build your network and thrive.”
— In Kyung Po, Corporate Vice President & Actuary
At-a-Glance
- Culture traits: Collaborative, supportive, relationship-driven
- Core practices: Peer learning groups, mentorship, joint work, hackathons, learning platforms
- Leadership style: Transparent communication, feedback-driven, team-oriented
External Signals
- Built In 2026 Best Places to Work
- 2026 Handshake Early Talent Award
- Chief Learning Officer “LearningElite” (11 consecutive years)
- Fortune World’s Most Admired Companies (2024–2026, #3 in Life & Health category)
At New York Life, employee contributions are recognized through a combination of formal programs, performance-based incentives, and a culture that emphasizes appreciation, development, and long-term impact. Recognition is closely tied to both business outcomes and broader contributions to culture, inclusion, and community. The company’s Short-Term Incentive (STI) program, for example, evaluates not only financial performance but also progress in areas like employee engagement, client experience, inclusion, and community involvement assuring that employees are acknowledged for a wide range of contributions.
Recognition is also embedded in career progression and development opportunities. Employees grow within the organization through internal mobility, cross-functional opportunities, and leadership programs. A peer-driven, points-based recognition program celebrates exceptional contributions, innovation, and results. Employees are encouraged to grow within the organization, with internal mobility, cross-functional opportunities, promotions, and leadership program pathways serving as key forms of recognition for strong performance. Programs such as mentorship, leadership development, and professional certifications signal investment in employees’ long-term success, Employee recognition includes a points-based rewards program designed to celebrate exceptional contributions, innovation and results.
With long-standing traditions like company-wide “Promotion Day,” celebrations highlight and celebrate career growth across the organization.
Day-to-day recognition shows up in the culture itself. Managers communicate clearly, follow through on commitments, and give ongoing feedback. Employees lean on peer support and knowledge sharing. And company initiatives like hackathons and innovation programs give employees a stage to showcase ideas — reinforcing a culture where effort and creativity are visible and valued. Day-to-day recognition is reinforced through a collaborative and supportive culture. Managers are expected to communicate clearly, follow through on commitments, and provide ongoing feedback, while employees benefit from peer support and knowledge sharing. Company initiatives such as hackathons and innovation programs also provide opportunities for employees to showcase their ideas and contributions, reinforcing a culture where effort and creativity are visible and valued.
External recognition reflects this commitment: New York Life is consistently named to Chief Learning Officer's Elite rankings and earns honors for workplace excellence and learning and development. Together, our awards underscore a deep commitment to valuing and developing our people. Externally, New York Life’s recognition practices are reflected in its awards for learning and development and workplace excellence, including the OnCon Top 50 Learning & Development Teams award and consistent inclusion in Chief Learning Officer’s LearningElite rankings. These recognitions underscore the company’s broader commitment to valuing and developing its people.
Employee Perspective
“New York Life offered me the chance to experiment and the support to embrace AI as an enabler of everything we do. What’s special here is that innovation isn’t confined to a lab—it’s part of our culture, supported by leaders who see technology, data, and AI as tools to empower people.”
—Tyrone Floro, Corporate Vice President, Employee Experience
At-a-Glance
- Recognition drivers: Performance, development, inclusion, community impact
- Core practices: Short-Term Incentive program, promotions, mentorship, leadership development, innovation programs
- Leadership style: Feedback-driven, transparent, growth-oriented
External Signals
- Chief Learning Officer “LearningElite” (11 consecutive years)
- Fortune World’s Most Admired Companies (2024–2026, #3 in Life & Health category)
- Built In 2026 Best Places to Work
New York Life Insurance Company Employee Perspectives
New York Life Insurance fosters an inclusive workplace culture through structured employee-led communities that support connection, learning, and professional development. These groups help strengthen belonging and encourage collaboration across different backgrounds and experiences.
“New York Life has seven employee resource groups, or ERGs, which embody the strength and spirit of our culture. These groups explore our employees’ unique perspectives to promote intersectionality and allyship.”
What People Are Saying About New York Life Insurance Company
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Collaborative & Supportive Culture: Colleagues are often seen as helpful and team‑invested, with many noting a supportive environment and willingness to help others succeed. Inclusive communities and a collegial, family‑like atmosphere reinforce connection and day‑to‑day support.
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Learning & Knowledge Sharing: Training and mentorship are highlighted as strengths, with structured programs, licensing support, and digital learning that help people ramp and grow. Corporate roles and financial professionals alike point to strong development resources and guidance.
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Recognition, Pride & Shared Success: Pride in a mission‑driven, mutually owned, financially strong company contributes to a shared sense of purpose. Workplace accolades and recognition rituals reinforce that accomplishments are celebrated across teams.
New York Life Insurance Company's Benefits
Company or teams have recognition rituals for individual work
Employee feedback used to shape policies and strategy
Provides modern technology across teams
Quarterly engagement surveys to gauge employee satisfaction
Flexibility provided during personal challenges
Offers an Employee Assistance Program (EAP)
Offers company-sponsored outings
New York Life employees enjoy opportunities to participate in team outings as well as company-wide annual events and parties.
Offers Employee Resource Groups
Offers wellness programs
Partners with nonprofits
Provides access to an onsite gym
Provides opportunities to volunteer in the local community
Provides recreational clubs
New York Life has a company softball team open to all employees, year round.
Defined values and mission statements
Prioritizes mission-driven work in decision-making processes
Prioritizes real-world impact of work in decision-making processes
Promotes a people-first, social culture
Allows work from home occasionally
Documented overtime policy
In-office days / expectations are defined
Utilizes a hybrid work model
Utilizes a summer hours schedule
