Employee empowerment is embedded throughout the organization, from executive leadership to service centers.
Amberlynn Holder, Franchise Business Consultant and member of POWER, the company’s women’s Employee Resource Group, shared:
“Throughout my career in the automotive industry, I’ve recognized the power of representation in shaping opportunities and inspiring future generations. Through POWER, we collaborate to amplify voices, create supportive spaces, and champion an environment where everyone can develop meaningful skills that contribute to a more inclusive and forward-thinking industry.”
Valvoline’s employee advancement strategy is built around role-specific training. In FY24, most service center manager, area manager, and market manager openings were filled through the promotion of team members who started in hourly positions.
The company’s structured training programs include:
Valvoline reports that nearly 3,000 employees participated in talent development programs last year, accounting for 46,208 hours of growth and development training.
These initiatives earned Valvoline recognition as an 11-time recipient of both Training magazine’s Training APEX Award and the ATD BEST Award, placing the company on ATD’s “Best of the BEST” list.
The company’s commitment to diversity is also reflected in its five active Employee Resource Groups (ERGs), including:
Valvoline reports that 44% of its Board of Directors are women, and 34% of its management team is female. In terms of workforce demographics, 15% of employees are Black or African American and 11% are Hispanic or Latino.
The company continues to focus on inclusive hiring practices, including mobile-friendly applications, job storytelling videos, and partnerships with groups such as Jobs for America’s Graduates and RecruitMilitary.
Valvoline backs its employee-first culture with wellness and financial security programs. Life Navigator, the company’s Employee Assistance Program, provides support for physical, emotional, and financial needs. The Be Well platform offers 24/7 well-being resources.
The Hands On Assistance Fund, supported by employee contributions and company matching, distributed 48 grants totaling over $66,000 to team members facing emergencies.
The company’s Total Rewards benefits package includes:
Safety remains a foundational element of Valvoline’s culture. In FY24, the company launched a new digital safety platform that centralizes data collection, coaching, daily walks, audits, and DVR video reviews.
“That’s the strength of our culture,” said Chris Calabrese, Vice President of Company Store Operations – East, reflecting on his 30+ year career that began as a part-time technician. “There was always guidance from above and momentum from behind.”
Valvoline’s FY24 safety performance included a Total Recordable Incident Rate (TRIR) of 0.9, significantly below the 2023 industry average of 2.0.
From inclusive leadership to award-winning training, Valvoline Inc. positions its workforce as a competitive advantage. As the company expands its retail footprint, its people-first culture—what Valvoline calls the "Vamily"—remains central to its strategy.
“I’m naturally drawn to people, and I jump at the chance to ‘put some good’ out into the world,” said Amy Kinne, Regional Office Manager Lead, who celebrated her 18th year with the company in FY24.
