Jack Henry

Jack Henry believes that business is about people. We strive to integrate diversity, equity, inclusion and belonging (DEIB) throughout our associates’ employment and our talent life-cycle practices to create sustainable, long-term outcomes and connections that foster a culture of belonging, well-being, and purpose.

A significant avenue for associate connection and growth is through our Business Innovation Groups (BIGs), which are company sponsored and associate-led groups that create a platform for associates to work collaboratively to address business needs. Executive sponsors provide guidance and mentorship to the BIGs’ leaders and champion the BIGs’ initiatives with their peers and across the business.

BIGs foster a sense of belonging among members and provide avenues to address relevant topics that associates are invested in. These groups create peer learning opportunities across roles, experience, and characteristics. Our BIGs regularly offer DEI-related development opportunities to associates. 

The Women at Jack Henry BIG encourages a corporate culture where all women are empowered to reach their fullest potential and their authentic contributions drive the business to new heights. Examples of Women at Jack Henry's past initiatives include:

• Offered a personal branding workshop to help women improve their career potential
• Promoted male allyship by creating an Allyship Officer role charged with leading more active male members

At Jack Henry, we encourage associates to do their best work, how it works for best for them. With a common purpose and clear expectations, in many roles, our associates have the flexibility to deliver how, when, and where works for their life. We promote an agile business environment that doesn’t confine associates to a specific physical location. We consider working remotely a viable option for associates whose job responsibilities are suitable to such an arrangement. Working remotely is available to regular, full-time and part-time associates and is based on the needs of the job, associate performance, work group, and the company. Remote associates are expected to meet performance and productivity requirements.

Associates who become parents while working at Jack Henry are eligible for up to 80 hours of paid leave to spend with their child. To qualify for paid parental leave, an associate must experience one of the events below after 30 days of regular full-time employment:

• Have given birth to a child
• Be a spouse or domestic partner of a parent who has given birth to a child
• Be a parent or a child born via surrogate
• Have adopted a child who is 17 years old or younger (this provision does not apply to the adoption of a stepchild by a stepparent)

Balancing career, family, and social life can be stressful. Whether caring for aging parents, a child whose daycare is closed, or a spouse or sibling who suffered an accident, we're here to help. Jack Henry works with a third party services that provides care coordination to guide associates through a care plan, advocate for their loved one, and take on those tricky care tasks. This service is available to all Jack Henry associates and their families at no cost. 

Jack Henry offers associates an opportunity during each annual enrollment window to elect a dependent care flexible spending account that reimburses them for expenses such as day care, before and after school programs, nursery school or preschool, summer day camp, and even adult day care.