Heartland Payment Systems Jobs in Jeffersonville, IN

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Show:  All Results Last 7 Days
6 days ago

Building Maintenance Technician

Heartland Payment Systems Jeffersonville, IN

• Assist in the execution of any weekly/monthly test plans of all critical systems related to facilities, including but not limited to generators… Heartland Payment Systems


6 days ago

Facilities Keeper

Heartland Payment Systems Jeffersonville, IN

• Clean and maintain all areas within Heartland Payment System campuses, including but not limited to, hallways, lobby, break rooms, bathrooms… Heartland Payment Systems


19 days ago

.NET Software Developer

Heartland Payment Systems Jeffersonville, IN

You will be a member of our Jeffersonville software development team. This team has technical ownership of all Merchant Servicing Systems. You will… Heartland Payment Systems


8 days ago

Customer Advocate

Heartland Payment Systems Jeffersonville, IN

of support will include, but are not limited to, providing technical support for customers experiencing batch closure problems, trouble-shooting… Heartland Payment Systems


8 days ago

Commissions Analyst I

Heartland Payment Systems Jeffersonville, IN

• Accumulates and analyzes information for the preparation of payroll reporting, financial statements, ledgers, reports and taxes based on All… Heartland Payment Systems


8 days ago

Software Developer

Heartland Payment Systems Jeffersonville, IN

Heartland Payment Systems is a fast paced environment while considering work/life balance an important aspect of employment. We encourage an… Heartland Payment Systems


12 days ago

Deployment Tech 1

Heartland Payment Systems Jeffersonville, IN

• Understand information on incoming orders to determine the product needed to fulfill requests • Maintain accurate records for all inventories… Heartland Payment Systems


30+ days ago

Intern/Co-Op (App Dev)

Heartland Payment Systems Jeffersonville, IN

Heartland Payment Systems is a fast paced environment while considering work/life balance an important aspect of employment. We encourage an… Heartland Payment Systems


30+ days ago

Information Security Compliance Auditor

Heartland Payment Systems Jeffersonville, IN

Heartland Payment Systems is a fast paced environment while considering work/life balance an important aspect of employment. We encourage an… Heartland Payment Systems


30+ days ago

Business Services Sales Executive

Heartland Payment Systems Louisville, KY

Tired of just liking your job? Wonder how it would feel to love your job? Do you want to be rewarded fairly for your efforts? Earn an income you… Heartland Payment Systems


Heartland Payment Systems Photos

Heartland Payment Systems Reviews

3.2
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Approve of CEO
Heartland Payment Systems Chairman and CEO Bob Carr
Bob Carr
241 Ratings
  • Good place to grow, but growth ceiling is low

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - IT Analyst in Jeffersonville, IN
    Current Employee - IT Analyst in Jeffersonville, IN

    I have been working at Heartland Payment Systems full-time (More than 5 years)

    Recommends
    Neutral Outlook
    Recommends
    Neutral Outlook

    Pros

    Heartland is a fantastic place to work if you lack a college degree. If you do a good job and work well with your teammates and managers, you'll have an easy time moving up (to management) or over (to a more interesting department). I came in on the call floor with very little phone-based customer service experience and zero experience in the credit card or banking industries. I was quickly promoted to a leadership position, then made a lateral move (for a slight pay increase) to IT. From there, I've been given ample opportunity to learn new skills, and if I stay with the company, I'll probably have the opportunity to continue moving up and over. There is a lot of overlap between departments, and if you distinguish yourself as a "good employee," your reputation will help you land jobs elsewhere in the company. It's also very difficult to get fired, and turnover here is low. They tend to hire internally before looking outside. Coworkers and managers tend to be friendly. While it's a large processor, Heartland feels like a small company. The Jeffersonville office is also spacious, clean, and attractive. There's a gym and cafeteria on site, and the food is pretty good.

    Cons

    Heartland is a young company and because of this, "common sense" and folksy wisdom holds more weight than analysis or experimentation. The majority of the managers in the Jeffersonville location do not have business degrees (or any degrees) and are consequently hostile to the types of knowledge that comes from books and colleges. Each manager runs his or her department to the best of his or her abilities, and they don't exactly spend their downtime learning new management styles. Whether or not your suggestions matter to your manager depends entirely upon which manager you have. Some departments function on an everyone-is-almost-equal basis, and other managers are strictly hierarchical. If a department is running "good enough," that's considered sufficient here. Nepotism is definitely an issue. Because Heartland was recently so small, most of the managers are friends or family members of the CEO, his friends, and his family. Four or five families fill the majority of the higher positions in Jeffersonville. Another issue is that the company has many locations, and each location has a different function. The majority of the IT department is in Plano, TX, and the majority of the customer service department is in Jeffersonville. The Payroll division is in Ohio. These departments do not communicate well with each other, and they often have different (and competing) goals. Friction exists between the locations, and many conversations can devolve into "blame games" between managers of opposing departments. Efforts are made every few months to re-integrate or re-silo departments, but these new structures are determined based more on whimsy than on science, and they usually do not diminish the internal friction. The biggest problem with this company is that the best way to get promoted is to do someone else's job for months or years, then ask for a promotion. A member of management will determine that several jobs (sometimes dozens) are no longer needed, and they will assign the terminated employees' responsibilities to employees who still work there. The method of distribution is again based on folksy common sense rather than on any empirical metric, so some employees end up so overloaded that they work 50, 60 or more hours per week to keep up with their new load. Heartland does not have a good mechanism in place for these (previously strong) employees to voice their complaints. Management does not encourage conversations about workload and whines constantly about their ever-shrinking budgets. Finally, the company is growing financially, but these earnings are not being passed on to employees. Entry level pay is pretty good, but once you're in the company, your raises will be lower than raises in the food service and hospitality industries--2% is reserved for only the very best employees, and if you receive several of these in a row, you are no longer eligible for them. Bonuses are vanishing, entry level pay has gone down, and shift differentials have largely been eliminated. When employees are terminated or quit, their departments replace them less often than they used to, causing an increased workload to be spread over fewer employees. "Budget constraints" are mentioned weekly. Whole departments (or large percentages of one department) are fired about once every six months. This creates a paranoid feeling that every department is under siege and could be disbanded at any moment. Infighting and blaming are consequences, and people can be very protective of their knowledge and unwilling to share it in order to protect their jobs. In contrast to the huge gains that the company is making financially, employees who have worked here for more than two or three years feel that with the passing of each year, their relative income is falling, and this generates a lot of bitterness. It feels like the longer someone has worked here, the less they like the company.

    Advice to Management

    Make an attempt to learn from the companies that do software and card processing well, and expect your employees to do the same. Offer education to employees who want to become more valuable to you. You are a big company now, and the nepotism should be minimized. Reward your employees who have stayed with you for years by offering them the incomes that you would pay a brand new hire who was doing the same job.


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