Business Leadership Program Internship Overview:
Synchrony’s Business Leadership Program Summer Internship is a 10-week paid assignment in one of our 10 Tracks. During the summer, each BLP Intern is provided with project work that is important to our business, and we’ll look to you to challenge us and contribute to driving innovation for our future. Beyond the assignment, BLPs gain the full Synchrony Experience with an immersive orientation during Week 1, the Intern Summer Series to meet and network with leaders around the business, and ongoing support with a team and mentors who are invested in your success.
HR BLP Internship Experience: What You’ll Accomplish
Asa Human Resources BLP Intern, you will get a critical jump start to your career with assignments that offer an array of opportunities to gain hands on experiences alongside HR specialists who work on strategic projects in areas like compensation, benefits, talent development, staffing, culture initiatives, Corporate Citizenship, and Diversity & Inclusion.
By working side-by-side with HR professionals, you’ll be able to apply your theoretical knowledge to complete challenging projects. Exposure to these real-life projects will accelerate your career and develop your skills in a cutting-edge global environment.
Desired Characteristics for the HRTrack
Demonstrated leadership, communication, and problem-solving skills
Effective and inspiring communicator
Encourages new approaches, ideas, and listen to others
Ability to work in teams effectively
Strong oral and written communication skills and interpersonal skills
Exceptional Microsoft Excel skills
Ability to simplify and communicate complex data
Attention to detail and strong analytical and organizational skills
Passion for excellence with high integrity, and commitment to quality
Basic Qualifications & Requirements
Pursuing a Master’s degree in a Human Resources discipline
Excellent academic record – Minimum overall 3.0 GPA or higher
1-2 years of HR related work experience
Available for 10consecutive weeks during Internship (June – August)
Must be able to work minimum of 40 hour week
Additional Eligibility Requirements
You must be 18 years or older
Any offer of employment is conditioned upon the successful completion of a background investigation and drug screen.
You must be able to satisfy the requirements of Section 19 of the Federal Deposit Insurance Act.
Our Commitment
When you join us, you’ll be part of a diverse, inclusive culture where your skills, experience, and voice are not only heard—but valued. We celebrate the differences in all of us and believe that our individual, unique perspectives is what makes Synchrony truly a great place to work. Together, we’re building a future where we can all belong, connect and turn ideals into action. Through the power of our 8 Diversity Networks+, with more than 60% of our workforce engaged, you’ll find community to connect with and find opportunity to go beyond your passions.
This starts when you choose to apply for a role at Synchrony. We ensure all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.
Reasonable Accommodation Notice:
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.
If you need special accommodations, please call our Career Support Line so that we can discuss your specific situation. We can be reached at 1-866-301-5627. Representatives are available from 8am – 5pm Monday to Friday, Central Standard Time.
Our Way of Working:
We’re proud to offer you flexibility. At Synchrony, our way of working allows you to have the option to work from home near one of our Hubs or come into one of our offices. You will be required to commute to your nearest Hub (either virtual or physical) for in-person engagement activities such as regular business or team meetings, training and culture events.
*Field Sales and some Commercial team roles may have varied location requirements based upon partner obligations or preferences.
Eligibility Requirements:
You must be 18 years or older
You must have a high school diploma or equivalent
You must be willing to take a drug test, submit to a background investigation and submit fingerprints as part of the onboarding process
You must be able to satisfy the requirements of Section 19 of the Federal Deposit Insurance Act.
New hires (Level 4-7) must have 9 months of continuous service with the company before they are eligible to post on other roles. Once this new hire time in position requirement is met, the associate will have a minimum 6 months’ time in position before they can post for future non-exempt roles. Employees, level 8 or greater, must have at least 18 months’ time in position before they can post. All internal employees must consistently meet performance expectations and have approval from your manager to post (or the approval of your manager and HR if you don’t meet the time in position or performance expectations).
Legal authorization to work in the U.S. is required. We will not sponsor individuals for employment visas, now or in the future, for this job opening. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.
Our Commitment:
When you join us, you’ll be part of an inclusive culture where your individual skills, experience, and voice are not only heard – but valued. Together, we’re building a future where we can all belong, connect, and turn ideals into action. More than 50% of our workforce is engaged in our Employee Resource Groups (ERGs), where community and passion intersect to offer a safe space to learn and grow.
This starts when you choose to apply for a role at Synchrony. We ensure all qualified applicants will receive consideration for employment without regard to age, race, color, religion, gender, sexual orientation, gender identity, national origin, disability, or veteran status. We’re proud to have an award-winning culture for all.
Reasonable Accommodation Notice:
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.
If you need special accommodations, please call our Career Support Line so that we can discuss your specific situation. We can be reached at 1-866-301-5627. Representatives are available from 8am – 5pm Monday to Friday, Central Standard Time
Job Family Group:
Human ResourcesSynchrony Financial provides consumer financing solutions in the United States, mainly through credit cards and other lending options. Consumers receive credit lines or cards issued by Synchrony to purchase goods and services and pay over time, with the company earning interest and related fees. The business differentiates itself with a large network of merchants across multiple sectors, including health and wellness, allowing financing at many points of sale and offering tailored terms to both shoppers and partner businesses. Its goal is to make financing easy and accessible for everyday purchases while helping partner businesses grow by expanding payment options.
Company Size
10,001+
Company Stage
IPO
Headquarters
Stamford, Connecticut
Founded
1932
See people who can refer or advise you
Help us improve and share your feedback! Did you find this helpful?
Coast, a New York-based fintech startup, has raised a $35 million growth equity round to expand its platform for tracking company card spending. Thomvest Ventures led the round, which closed in October, with new investors Intuit and Small World Capital joining. Founded in 2020 by Daniel Simon, Coast pairs payment cards with software for trades businesses such as plumbing and HVAC. Workers check in by text or app, which links the card to their spending limits. Coast can use vehicle location data to block a purchase if the van is not at the gas station, then send transaction details to the company's accounting system. The company estimates its market at $120 billion. It has about 135 employees, serves thousands of businesses, and is not yet profitable. It declined to disclose its valuation.
Synchrony earns $892 million as costs outweigh credit gains. Synchrony's quarterly profit fell despite improving credit trends, putting the focus on whether better borrower performance can offset higher costs. Synchrony Financial reported third-quarter profit of $892 million, down from $1.1 billion a year earlier, as higher costs outweighed improving credit trends. Synchrony Financial reported third-quarter profit of $892 million, or $2.68 a share, as higher costs weighed on earnings despite improving credit trends. The result presents investors with a split picture: a better direction for credit performance, but less profit reaching shareholders. A year earlier, Synchrony earned $1.1 billion, or $2.86 a share. Both total profit and earnings per share declined, making the central question less about whether credit is improving than whether that improvement can eventually overcome the pressure from costs. The earnings figures and the contrasting cost and credit trends were reported by The Wall Street Journal. The available results do not identify the individual expenses responsible for the increase or specify which credit measures improved. Those distinctions matter before treating the quarter as either a broad deterioration or a clear recovery. Higher costs remain the immediate earnings obstacle. The clearest conclusion from the quarter is that favorable credit trends were not enough to protect the bottom line. That is an important distinction for a lender: borrower performance and overall profitability are related, but they do not necessarily move together in every reporting period. Costs can absorb the benefit of better credit conditions. To judge the durability of the earnings pressure, investors need to understand whether the increase reflects recurring expenses, spending intended to support future business, or items that are unlikely to persist. The supplied results do not establish which explanation applies to Synchrony. That leaves the expense breakdown as a central item to examine. A temporary increase would have different implications from a higher ongoing cost base. Neither interpretation should be assumed simply because profit declined, and lower earnings alone do not show whether management has room to reverse the pressure quickly. The same caution applies to revenue. Without a supplied revenue figure, the results cannot establish whether business growth helped cushion the higher costs or whether weaker income compounded them. The supported conclusion is narrower: higher costs weighed on profit even as credit trends improved. Better credit trends are encouraging, but need definition. Credit performance concerns whether borrowers meet their obligations and how much a lender ultimately expects to lose when they do not. Improving trends are favorable because repayment problems can hurt both current earnings and the value of loans already on the balance sheet. But credit quality is not a single measure. Delinquencies track payments that are late. Charge-offs reflect loans a lender has recognized as losses. Provisions are expenses recorded for expected credit losses. These measures describe different stages of the lending process and can move at different speeds. The available facts do not say which of those measures improved at Synchrony. It would therefore be premature to claim that missed payments declined, realized losses fell, or the company reduced its provision expense. The broad direction is favorable; the precise mechanism remains unspecified. That distinction also affects the outlook. An improvement in an early sign of repayment stress may carry different information from a decline in losses already being recognized. Investors should look for the relevant measures, their consistency, and management's explanation before deciding how much weight to place on the credit improvement. Better credit performance should not automatically be read as evidence of stronger borrowing demand, either. Repayment behavior and customers' willingness to take on additional debt answer different questions. The quarter's supplied figures establish neither a spending acceleration nor a change in loan growth. Per-share earnings do not remove the profit pressure. Synchrony's earnings per share fell to $2.68 from $2.86, alongside the decline in total profit to $892 million from $1.1 billion. The measures offer related but distinct views: total profit describes the earnings pool, while earnings per share expresses profit relative to the shares used in that calculation. Changes in the share count can cause those measures to move by different amounts. However, the supplied facts do not include share-count figures or capital-return details, so they do not support attributing the difference to repurchases or another specific action. For shareholders, the practical point is that both measures weakened. Improving credit trends may help the investment case, but they do not erase the decline in reported earnings. A stronger assessment would require evidence that the favorable credit direction can translate into more durable profitability. The latest share move predates the results. Synchrony's shares, identified by the symbol SYF in the supplied market data, gained 0.76% at their most recent close on October 19, 2026. The last-trade timestamp was 20:00 GMT. That market snapshot preceded the October 20 earnings report and cannot be described as investors' reaction to these results. The timing matters because a positive share move and a profit decline can otherwise appear to tell a misleading story. The available market data provide a pre-report reference point, not evidence that investors welcomed the quarter or looked past the cost pressure. The next assessment should center on the expense detail, the specific credit measures that improved, and any explanation of whether those developments are expected to continue. Those disclosures would help distinguish a temporary earnings squeeze from a more persistent gap between credit improvement and profit generation. For now, Synchrony's quarter supports a measured reading. Credit trends moved in a favorable direction, but higher costs still pulled earnings below the year-earlier result. The business has a potentially helpful credit backdrop; the unresolved task is converting that improvement into stronger bottom-line performance. Key facts. * Third-quarter profit: $892 million, compared with $1.1 billion a year earlier. * Earnings per share: $2.68, compared with $2.86 a year earlier. * Operating picture: Higher costs weighed on profit while credit trends improved; specific expense and credit measures were not supplied. * Latest market snapshot: SYF: last close 74.24, up 0.76%, as of October 19, 2026, at 20:00 GMT. The supplied quote did not identify its currency or exchange. Frequently asked questions. How much did Synchrony Financial earn in the third quarter? Synchrony Financial reported third-quarter profit of $892 million, or $2.68 a share. That compares with $1.1 billion, or $2.86 a share, a year earlier. Higher costs weighed on the result even though credit trends improved, leaving both total profit and per-share earnings below their year-earlier levels. Why did Synchrony's profit fall despite better credit trends? Higher costs weighed on Synchrony's profit despite improving credit trends. Better borrower performance does not automatically produce higher overall earnings when other expenses are rising. The supplied results do not identify the individual cost increases or quantify their effects, so a more specific explanation would require additional expense disclosures. Which credit measures improved at Synchrony? The available information says Synchrony's credit trends improved but does not identify the measures involved. Delinquencies, charge-offs and provisions describe different aspects of credit performance. Without the underlying figures, it would be unsupported to say that any particular measure declined or to establish how much the improvement helped earnings. Did Synchrony's shares rise in response to the earnings report? The supplied market data do not establish a reaction to the earnings report. SYF gained 0.76% at its most recent close on October 19, 2026, with a last-trade timestamp of 20:00 GMT. That snapshot preceded the October 20 report, so it cannot show how investors responded to the results. What should investors examine next in Synchrony's results? The most useful details would be the expense breakdown, the specific credit measures that improved and management's explanation of their durability. Investors should distinguish recurring costs from temporary expenses and early signs of better repayment from realized loss improvements. The supplied figures do not resolve those questions or establish a future earnings trajectory. Do improving credit trends mean Synchrony's customers are borrowing more? Not necessarily. Credit trends concern repayment performance and potential lending losses, while borrowing growth concerns demand and loan balances. Those conditions can move differently. The supplied Synchrony results contain no loan-growth or customer-spending figures, so the credit improvement alone does not establish stronger borrowing demand or an acceleration in spending.
Apparna Madireddi Appointed Vice President Human Resources at Synchrony. The short version. Apparna Madireddi has been appointed Vice President Human Resources at Synchrony, taking on a senior HR leadership mandate in Hyderabad. Madireddi joins Synchrony with more than 20 years of experience across human resources, talent management, staffing, employee experience and HR business partnering. Listen Apparna Madireddi Appointed Vice President Human Resources Apparna Madireddi has been appointed Vice President Human Resources at Synchrony, taking on a senior HR leadership mandate in Hyderabad. Madireddi joins Synchrony with more than 20 years of experience across human resources, talent management, staffing, employee experience and HR business partnering. Most recently, she served as Senior Human Resources Business Partner & Site HR Leader at Principal Global Services, where she worked on aligning people strategy with business growth while strengthening talent practices and initiatives around organisational culture, change management and employer branding. Prior to Principal Global Services, Madireddi spent nearly five years at Providence India, where she played a key role in establishing and shaping the HR function from its inception. Her responsibilities included partnering with executive leadership on people strategy, performance management, diversity and inclusion, and employee experience. Her earlier career includes nearly three years at Deloitte India as HR Business Advisor. In that role, she supported technology consulting businesses with more than 3,000 employees and advised six Managing Directors on culture, engagement and retention. Madireddi also spent more than eight years at Cognizant across HR business partnering and staffing roles in India and the Netherlands. Her experience included supporting employee populations of more than 1,500 and 1,000 respectively. She began her career with Randstad, working across recruitment and stakeholder management. At Synchrony, her background across strategic HR, organisational transformation, talent and employee engagement adds to her experience of partnering with senior business leaders on organisational effectiveness and workforce priorities. Was this story useful? 47 eyeballs Found this useful? Rate it.
Kripa Krishnamoorthy Appointed Head - HR, INSA Market at Visa. The short version. Visa has appointed Kripa Krishnamoorthy as Head - HR, INSA Market. She brings more than two decades of experience across human resources, talent management, organisation design, leadership development and business HR. In her new position, Kripa will contribute to HR leadership and people initiatives across the INSA market. Listen Kripa Krishnamoorthy Appointed Head HR INSA Market Visa has appointed Kripa Krishnamoorthy as Head - HR, INSA Market. She brings more than two decades of experience across human resources, talent management, organisation design, leadership development and business HR. In her new position, Kripa will contribute to HR leadership and people initiatives across the INSA market. Her background spans several key areas of the HR function, combining experience in talent and organisational development with a focus on employee engagement and business HR. Before taking up her role at Visa, Kripa was associated with Synchrony, where she served as SVP, Asia Talent Strategy. Her career also includes experience at Citi, RBS, ABN AMRO Bank N.V., Firestar Diamond Group and Marico Limited. Throughout her professional journey, she has worked across talent acquisition, learning and employee engagement, alongside organisation design and leadership development. These areas form a significant part of her experience across the organisations she has worked with. Kripa's appointment brings her broad HR experience to Visa's INSA market operations, where she will contribute to people-related initiatives and HR leadership. Her previous role in Asia talent strategy at Synchrony adds to a career that spans multiple organisations and a range of human resources disciplines. As she takes on this position, her experience across talent strategy, organisational effectiveness and business HR will inform her contribution to the company's people initiatives across the market. Was this story useful? 63 eyeballs Found this useful? Rate it.
Is it time to replace your AC? How Tucson homeowners can plan ahead before next summer. September 25, 2026 If your air conditioner limped through this past summer, fall is the moment to do something about it. The temperatures have finally backed off, your system isn't under as much pressure, and you have months of breathing room before Tucson heat tests it again. Planning an AC replacement in Tucson now, while the weather is mild and schedules are open, puts you in control of the decision instead of making it under pressure with a failed unit. How to know when your AC has reached the end of its life. Most residential air conditioners are built to last 12 to 15 years with proper maintenance, and Tucson's climate tends to shorten that window since units run longer and harder here than in milder regions. A few signs point toward replacement rather than another repair: * Your system is past the 12 to 15 year mark and repairs are becoming more frequent. * Your energy bills have climbed steadily even though your usage hasn't changed. * Your technician has mentioned R-22 or R-410A refrigerant, which are or are being phased out and getting harder to source. * The unit struggles to keep up on the hottest days, even after a tune-up. Why fall is the best time for replacement. Every AC company in town gets slammed when temperatures climb, and installation timelines stretch out right when you need cooling the most. Scheduling your AC replacement in Tucson during the fall means its technicians can take the time to size your system correctly, walk you through your options, and complete the installation without the pressure of a heat emergency. You also get to test the new system, adjust settings, and resolve any questions long before it has to work at full capacity. What does a new HVAC system in Arizona cost? Pricing depends on your home's square footage, the efficiency rating you choose, ductwork condition, and the type of system that fits your space, so new HVAC system in Arizona costs can vary significantly from one household to the next. What B & J Refrigeration can tell you is that a properly sized, higher-efficiency system typically pays part of itself back through lower monthly energy bills, and it does so while running more quietly and more consistently than an aging unit nearing failure. During your estimate, B & J Refrigeration will measure your space, inspect your ductwork, and give you a straightforward number. Financing can make replacement easier to plan. Replacing a home comfort system is an investment, and cost shouldn't be the reason a homeowner waits until their AC fails completely. B & J Refrigeration has partnered with Wells Fargo and Synchrony to offer financing options for qualifying customers, including promotional offers and manageable monthly payments. Applications take just a few minutes online, and approved customers can often move forward with installation right away. Plan your AC replacement with B & J Refrigeration. B & J Refrigeration has installed and serviced home systems throughout Tucson since 1970, and B & J Refrigeration know this climate asks more of an air conditioner than almost anywhere else in the country. Fall gives you room to plan instead of react, and its team is ready to walk you through sizing, efficiency options, and financing so you're set before next summer. Call B & J Refrigeration today to schedule your estimate.