Tag Archives: human resources

AZRE Digital Issue

AZRE Magazine September/October 2013

AZRE Magazine September/October 2013

‘When one door closes, another opens …’

AmandaVentura_web

There are many famous quotes and accomplishments that can be attributed to Alexander Graham Bell. One of his more famous lines reads: “When one door closes, another opens; but we often look so long and so regretfully upon the closed door that we do not see the one which has opened for us.” In the commercial real estate industry, there were a lot of doors that were closed during the Great Recession. But thanks to the dogged determination, resiliency and leadership of Arizona’s commercial real estate companies — both big and small — the doors are once again opening and the industry is poised to capitalize on those opportunities. In this issue of AZRE, we look into:

  • Office and industrial: A panel of five experts size up two sectors that are gaining momentum once again. Also, a new and improved “Big Deals.”
  • Multi-family: This sector continues to sizzle. Check out our annual special section with the Arizona Multihousing Association.
  • Urban Land Institute: Arizona’s statewide convener for dialogue among industry leaders — true visionaries.
  • Coreslab Structures: Celebrating 25 years of excellence in Arizona.
  • Law: Social media becoming a new and necessary tool.

Finally, I’m sad to say that this is the last issue of AZRE to which former editor Peter Madrid will contribute. Peter helped build AZRE into the definitive publication for Arizona’s commercial real estate industry. So while we appreciate Peter’s contributions, we are happy that Amanda Ventura (pictured above) is taking the baton and bringing her award-winning journalism skills to AZRE. Amanda’s expertise, energy and commitment to excellence will make AZRE an even more authoritative voice for the industry.

When one door closes, another opens.

amanda-signature

Amanda Ventura, Editor

Take it with you! On your mobile, go to m.issuu.com to get started.

KEYSER-Final1

Chris Camacho Joins Keyser

Keyser — a commercial real estate advisory firm providing global real estate services to tenants and users of office, industrial, healthcare and educational space — announced today that Chris Camacho will be joining Keyser in a strategic leadership capacity to help grow and scale the organization.

“I am extremely pleased to be able to officially welcome Chris to the team,” stated founder Jonathan Keyser. “Chris is one of the most talented, knowledgeable, and service oriented individuals that I know, and his experience over the last 10 years working with CEOs, municipal leaders, and site selectors provide him with a skillset and perspective that is hard to find in our industry. In addition, his deep expertise in designing complex real estate and incentive solutions for both domestic and international corporations will be a huge value-add to Keyser’s clients going forward.”

Chris has more than 10 years of executive management experience in economic development, site selection, and cost optimization, tax analysis and state and local incentive strategies. He has served as an advisor in the real estate due diligence process for many Fortune 500 companies as well as emerging start-ups across the country. Prior to joining Keyser, Chris served as the Executive Vice President for Greater Phoenix Economic Council (GPEC) and oversaw the domestic and international business development strategies. He brings extensive experience in auditing and advising a wide diversity of industries including renewable energy, hardware and software, aerospace, industrial manufacturing, logistics and corporate back office. Chris has directly assisted more than 130 companies in their expansions or relocations to Greater Phoenix. Prior to GPEC, Chris served as the President/CEO of GYEDC, which focused on attracting new investment to a bi-national region in southwestern Arizona and Northern Mexico.

ConcertforaCauseLogoCropped

Cushman & Wakefield Future Leaders ‘Concert for a Cause’ to benefit Ryan House

Logo_2013Cushman & Wakefield Future Leaders “Concert for a Cause” benefiting Ryan House is scheduled for 6 p.m. on Oct. 24 at The Western, 6830 E. 5th Ave., Scottsdale.

The four-hour event will feature performances by Javier Garcia and Desert Dixie. During the show concertgoers will be able to enjoy the entertainment and also contribute much-needed funding that will help provide care, comfort and community to Arizona children and families at Ryan House. There will also be a raffle with items ranging from restaurant gift cards to hotel stays. Last year’s inaugural event raised almost $30,000.

All the proceeds from the concertwill benefit the mission of the Ryan House, which is to provide respite and palliative care to children with life-threatening conditions and, as-needed, end-of-life care. From diagnosis through end-of-life and beyond, Ryan House provides Arizona families a comprehensive program of family-centered care including medical, emotional, social and spiritual support services and therapies to enhance quality of life.

Ryan House is a 501(c)(3) organization and all donations are tax deductible. Ryan House is supported 100 percent by charitable contributions.

For more information or to inquire about sponsorship opportunities, contact Bonnie Machen at bonnie.machen@cushwake.com or Matt Coxhead at matt.coxhead@cushwake.com.

Construction Employment - Welder

74% of construction firms have trouble finding qualified workers

Nearly three-fourths of construction firms across the country report they are having trouble finding qualified craft workers to fill key spots amid concerns that labor shortages will only get worse, according to the results of an industry-wide survey released today by the Associated General Contractors of America. Association officials called for immigration and education reform measures to help avoid worker shortages.

“Many construction firms are already having a hard time finding qualified workers and expect construction labor shortages will only get worse,” said Stephen E. Sandherr, chief executive officer of the Associated General Contractors of America. “We need to take short- and long-term steps to make sure there are enough workers to meet future demand and avoid the costly construction delays that would come with labor shortages.”

Of the 74 percent of responding firms that are having a hard time finding qualified craft workers, the most frequently reported difficulties are in filling such onsite construction jobs as carpenters, equipment operators and laborers, Sandherr said. Fifty-three percent are having a hard time filling professional positions – especially project supervisors, estimators and engineers.

The association official added that most firms expect labor shortages will continue and get worse for the next year. Eighty-six percent of respondents said they expect it will remain difficult or get harder to find qualified craft workers while 72 percent say the market for professional positions will remain hard or get worse. Seventy-four percent of respondents report there are not enough qualified craft workers available to meet future demand while 49 percent said there weren’t enough construction professionals available, he added.

Sandherr said that many firms report they are taking steps to prepare future construction workers. He noted that 48 percent of responding firms are mentoring future craft workers, 38 percent are participating in career fairs and 33 percent are supporting high school-level construction skills academies. In addition, 47 percent of responding firms are offering internships for construction professionals.

Sandherr cautioned that more needs to be done to address labor shortages. He said Congress needs to jettison arbitrary caps on construction workers that were included in immigration reform the Senate passed earlier this year. “Lifting those restrictions will go a long way to ensuring construction jobs left vacant by domestic labor shortages go to workers who are in the country legally.”

He urged elected and appointed officials to do more to ensure public school students have an opportunity to participate in programs that teach skills like construction. He added that skills-based programs offer students a more hands-on way to learn vital 21st century skills such as math and science. Such programs also have been proven to reduce dropout rates and give students an opportunity to earn the higher pay and benefits that come with construction jobs.

Brenda Thomson

Brenda Thomson – 50 Most Influential Women in Arizona Business

Brenda ThomsonExecutive director, Arizona Humanities Council

Thomson, who joined the Arizona Humanities Council in 2010, has a background in executive management, fundraising, human resources, public speaking, community relations, and strategic planning. The Yale Law School graduate was director of The Center for Law Leadership and Management at the Sandra Day O’Connor College of Law at ASU and was executive director of the Maricopa County Bar Association.

Surprising fact: “When I went to college I dreamed of being a composer and songwriter. To this day I play the piano, write poems and songs, and most recently have written several children’s stories.”

Biggest challenge: “Achieving my goals in a world where African-American women attorneys and leaders are not often at the helm with decision-makers, and are frequently underestimated despite decades of accomplishments.”

Fifty Most Influential Women in Arizona Business – Every year in its July/August issue Arizona Business Magazine features 50 women who make an impact on Arizona business. To see the full list, read the digital issue >>

iphone

New App for HR Professionals

Fisher & Phillips LLP announced that it has developed a Smartphone and Tablet app that allows employers to calculate certain FMLA leaves of absence. The Beta FMLA Leave Calculator app will allow human resource professionals and other managers to calculate basic leave requests and determine how much FMLA leave an employee has available. This Beta version of the iPhone and Android app was introduced during the SHRM Annual Conference and Exposition in Chicago June 16-19.

Fisher & Phillips Chairman and Managing Partner Roger Quillen said: “The FMLA is a complicated law and FMLA leave calculations can be challenging for employers. Our attorneys frequently field questions about calculating FMLA leave. This new app is a free tool we’re providing to anyone to help them with basic FMLA leave requests. The Beta version covers requests for leave for employees working a standard 40-hour work week. The next version will cover more complicated situations such as employees working reduced work weeks. We’re very excited about introducing the app for the first time to the SHRM members attending the national conference in Chicago.”

Quillen added that the firm is eager to receive feedback from the SHRM members who test the new app. The app will provide an easy way for users to call or email the firm with comments and suggestions.

How the app works

The app offers a user-friendly interface and works very simply utilizing the rolling 12-month method measured backwards from the date of any FMLA leave.

• Enter the number of FMLA leave days the employee is requesting
• Enter the number of days of FMLA leave the employee has already used
• Enter the start date of the requested leave
• Indicate the days of the week the employee works
• Click “Calculate Now!”

The app then reports:

• Number of days of FMLA leave available
• When the employee should return to work based on the new leave request
• How much leave the employee has remaining after the current leave request is completed; if leave has been exhausted at the time of this request, it will indicate such

The HR professional or other manager using the app can then email the information directly to the employee who requested the leave. Of course, further documentation to the employee should be provided as required by the FMLA.

How to get the app

The Fisher & Phillips FMLA Leave app can be downloaded at the Apple App Store or Google Play. On the Apple App Store or Google Play search for “Fisher & Phillips.” You can also visit www.laborlawyers.com/FMLALeaveApp to get the app.

Fisher & Phillips attorneys and marketing professionals worked with developers at Saturno Design to create the new app.

Arizona Small Business Association seeks new CEO

Small Businesses Slowly Increasing Economic Activity

Small business owners are showing a willingness to hire more employees amidst signs of expanding business activity, according to the most recent Business Confidence Survey released today by Insperity, Inc., a leading provider of human resources and business performance solutions for America’s best businesses.  More than 40 percent of respondents say they are adding employees, up from 28 percent last October; 55 percent are maintaining current staffing levels, versus 63 percent last fall; and 5 percent are laying off employees, down from 9 percent in October.

Insperity also announced compensation metrics from its base of more than 5,500 small and medium-sized Workforce OptimizationTMclients.  Compared to the 2012 first quarter data, average compensation is up 3.7 percent and bonuses are down 0.6 percent.  Average commissions received by worksite employees reflected an increase of 4 percent versus a 2.6 percent increase in the first quarter of 2012.  Overtime pay is still low at 8.7 percent of regular pay, down from the 10 percent level seen last quarter that generally indicates a need for additional employees, but up slightly from 8.5 percent in the first quarter of 2012.

In the survey, 74 percent of respondents said that they are either meeting or exceeding their 2013 performance plans, up from 71 percent in the last survey; meanwhile, 26 percent report that they are doing worse than expected, down from the 29 percent response in October.  Concerning the timing of an economic rebound, 28 percent think one is currently in process versus 20 percent last fall; 26 percent expect a rebound in the third quarter or later; and 45 percent are unsure.  The percentage of those unsure of the timing of an economicrebound has remained at or above 40 for the last year.

“Business owners are slowly beginning to implement business plans that they hope will take advantage of any coming economic opportunities,” said Paul J. Sarvadi, Insperity’s chairman and chief executive officer.  “However, as in the previous survey, a significant number of respondents express continuing concerns about the negative impact of governmental policies on business activity.”  A representative comment from one participant was, “New federal regulations make plan execution difficult because more effort is going into avoiding penalties and less into delivering the product.”

Although the economy still leads the list of short-termconcerns of business owners, it dropped to 62 percent from 72 percent in October and 74 percent last July.  Government health care reform and rising health care costs are tied for second on the list at 51 percent, followed by hiring the right people, remaining at 42 percent.

For the list of longer-term concerns, 63 percent indicate they are either very concerned or have elevated concerns about potential tax increases, down from 69 percent in October; the Federal deficit and the total national debt ranked second at 60 percent; government expansion and its effect on business was third at 59 percent; and the economy dropped to fourth place at 50 percent, down sharply from 66 percent last October.

When asked about their pipelines for new business through 2013, 59 percent of survey respondents expect sales to increase, up from 52percent in October; 28 percent anticipate no change, down from 34 percent last fall; 7 percent predict decreasing sales and 7 percent are unsure, both thesame as the previous survey.

The survey results show that 59 percent of participantsexpect to maintain employee compensation at current levels through 2013, versus 53 percent in October; 26 percent plan increases versus 29 percent last October, but still up from 19 percent last July; 3 percent expect decreases; and 12 percent are unsure.

Concerning their current profit-generating activities, 67 percent listed increased service to existing clients as the leading strategy, and 66 percent cited selling new accounts.  This was followed by 50 percent saying they were adding new services or products versus 44 percent last fall; and 31 percent listing negotiating with vendors.

Insperity conducted the survey April 9-11, 2013, of more than 4,840 chief executive officers, chief financial officers and other executives in a variety of industries at its more than 5,500 client companies throughout the United States.  The overall sampling error of the national survey is +/- 4.25 percent at the 95 percent confidence level.

Insperity, a trusted advisor to America’s best businesses for more than 27 years, provides an array of human resources and business solutions designed to help improve business performance. InsperityTM Business Performance Advisors offer the most comprehensive suite of products and services available in the marketplace. Insperity delivers administrative relief, better benefits, reduced liabilities and a systematic way to improve productivity through its premier Workforce OptimizationTM solution.  Additional company offerings include Human Capital Management, Payroll Services, Time and Attendance, Performance Management, Organizational Planning, Recruiting Services, Employment Screening, Financial Services, Expense Management, Retirement Services and Insurance Services.  Insperity business performance solutions support more than 100,000 businesses with over 2 million employees.  With 2012 revenues of $2.2 billion, Insperity operates in 57 offices throughout the United States.  For more information, visit http://www.insperity.com.

rsz_phoenix_childrens_southwest_valley_center-1

Kitchell Completes Phoenix Children’s Southwest Valley Center

 

Kitchell completed construction of the Phoenix Children’s Southwest Valley Center in Avondale, a new specialty and urgent care center serving West Valley communities and featuring Phoenix Children’s special brand of pediatric care.

The 35,3550 SF urgent and pediatric clinic is a precursor to long-term plans for a larger, more comprehensive facility that doubles the medical space and includes a 48-bed, full-service children’s hospital.

The $14.7M facility includes 27 patient rooms, two treatment rooms, x-ray, ultrasound, three infusion bays and on-site lab services. The Center complements children’s health care services already in the West Valley, with specialties include hematology/oncology, gastroenterology, neuro-psychology evaluations, testing, orthopedics/sports medicine, neurology, psychiatry, pulmonology, urology, dermatology, developmental pediatrics, endocrinology, diabetes education, special needs, ultrasound, radiology, fluoroscopy, lab, and rehabilitation services including occupational therapy, physical therapy, speech therapy and infusion services.

Located just north of Interstate 10 on Avondale Boulevard, the Phoenix Children’s – Southwest Valley Center received strong support from the West Valley communities including the mayors of Avondale, Tolleson, Litchfield Park, Goodyear and Buckeye.

The facility is the fourth Phoenix Children’s specialty and urgent care center. Others are located in East Mesa, Northwest Phoenix/Glendale and Scottsdale.

 

Rendering of the amphitheater at the Great Park at Eastmark.

Eastmark Grand Opening Set For June 1 With Full Day of Activities

 

The first new large-scale integrated community to launch in Metro Phoenix in 10 years will hold a grand opening from 10 a.m. to 5 p.m. on June 1 to showcase its first phase of residential homes and the first phase of the Eastmark Great Park.

Eastmark, located in the heart of the East Valley, is a new community focused on creating a connected life for its residents, employers and visitors.

To debut Eastmark to the public, DMB is planning a day of festivities that will include music throughout the parks system, family games and entertainment and activities for all ages to encourage the community to discover the lifestyle at Eastmark.

Tours of 14 new home models from seven homebuilders will be available to guests. Every home design in Eastmark features a new floorplan designed for this community.

Eastmark’s phase one builders are:

>> Maracay Homes

>> Mattamy Homes

>> Taylor Morrison

>> Woodside Homes

>> Ryland Homes

>> Standard Pacific Homes

>> Meritage Homes Corporation

At the grand opening, visitors will be able to explore The ‘Mark, Eastmark’s Visitors and Community Center; enjoy the first 10 acres of the Eastmark Great Park; 11 neighborhood parks, piazzas and plazas; and landscaped, tree-lined streets and parkways.

Trollies and pedicabs will take guests around the community to enjoy outdoor concerts, kite flying and other demonstrations, food trucks and refreshments throughout the day.

“Eastmark is one of the most thoughtfully designed communities in the country. In our planning, we’ve artfully blended residential areas, employment cores, recreation and commerce to complement each other,” said Dea McDonald, DMB’s Senior Vice President and Eastmark’s General Manager.

“Eastmark’s grand opening will give guests an opportunity to engage in ‘Life in Motion’ and enjoy fun, family-friendly activities and exciting looks at this community which is unlike anything else in Arizona.”

If you go 

WHAT: Eastmark’s Grand Opening – Life in Motion

WHEN: 10 a.m. to 5 p.m. on Saturday, June 1, 2013

WHERE: Ray and Ellsworth Roads in Mesa

COST: Admission is Free

 

Larry Hofer

Cox elevates Arizonan to top HR post

Cox Communications has recently appointed Larry Hofer as vice president of human resources for the Southwest region.  As vice president, Hofer will manage and execute all major HR operations for Cox Communications in Arizona and Nevada.

Hofer, who previously worked as VP of Human Resources for the Oklahoma region, has been with Cox Communications for nearly six years. His leadership qualities and diligent work ethic contributed to Cox Oklahoma’s distinction as one of the Top Ten Best Places to Work, according to Business Journal of Oklahoma

Prior to his time in Oklahoma, Hofer served as VP of Human Resources in San Diego where he earned the reputation as an exceptional business partner and employee. Before joining the Cox Communications team, Hofer held numerous leadership positions with various technology and communication companies like Comcast, AT&T, IBM, Honeywell and Lexmark International.

Hofer graduated from Western Washington University with a B.A. in industrial organizational psychology. He also holds a B.A. in demography/sociology from Western Washington University; a master’s of labor and industrial relations from Michigan State University, a professional certification in Human Resources (SPHR) and is a graduate of NAMIC Executive Program at UCLA Anderson School of Business.

“We are very fortunate to have Larry joining the Southwest Region Senior Leadership team,” said Steve Rizley, senior vice president and region manager of Cox Communications Arizona. “His knowledge in the field of human resources is unsurpassed and with his guidance, our company will attract and develop the best talent in our industry. We look forward to the contributions Larry will undoubtedly make.”

Hofer currently resides in Scottsdale and has been involved with several nonprofit organizations including Habitat for Humanity, Neighborhood House, Asian Business Association and the YMCA.

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Axeo opens Phoenix office for Western Region clients

Axeo today announced the opening of its western region office in Phoenix. Axeo is a professional services firm that partners with private sector companies and nonprofit organizations, ranging in size from small start-ups to Fortune 100 firms, to provide practical and easy-to-implement solutions to human capital and organizational challenges, including consulting, HR management outsourcing and interim HR leadership.

Axeo’s unique business model engages independent HR consultants (Business Partners) with talent and expertise in all aspects of HR, organizational and leadership effectiveness. Axeo’s Business Partners are carefully selected and are provided with the highest level of professional development, resources and support, to provide clients with an unparalleled level of quality, service and flexibility.

Terry Hindmarch and Scott Smith, founders of TowerHunter, an executive search and human capital consulting firm, serve as a strategic partner for Axeo’s western region. Hindmarch and Smith both bring more than 25 years of experience and will serve as Axeo managing partners. Click here for more information on Hindmarch and Smith: http://axeohr.com/leadership.html.

TowerHunter’s successful search and consulting experience covers a wide variety of industries and businesses, including nonprofit, publicly traded and private companies. Its key practice areas are in healthcare and insurance, financial services, lean six sigma, manufacturing and human resources. Hindmarch and Smith focus on executive senior leadership talent, and assist clients with organization assessments, executive team assimilations, individual coaching and succession planning.

Hindmarch and Smith will partner with Tom Wimer, the founder and chief executive officer of Axeo, which is headquartered in Washington, D.C. Wimer has a 25-year career as a human resources leader where he has counseled some of the world’s most admired companies, top federal government agencies and nonprofit organizations.

“We are excited to partner with Axeo to provide national coverage and the expertise to meet our clients most demanding and challenging needs,” said Hindmarch. “What we do best is combine cost-effective, scalable human capital management solutions that allow our clients to leverage our team for consulting projects, interim staffing needs or longer term HR management outsourcing.”

“By partnering with Axeo, we can offer depth and breadth to companies of all sizes across the country as a single-source, one-stop human capital operations shop,” added Smith.

Following today’s launch of Axeo West in Phoenix, AZ, one additional office will open in Chicago by late fall. By year-end, Axeo will serve clients across the United States.

For more information, go to: www.axeohr.com.

Environmental Excellence Awards

Valley Forward Celebrates 30 Years Of Environmental Excellence Awards

Valley Forward’s focus today is on sustainability. Its mantra is that a community can be great only if it respects its natural and human resources, and adopts practices that will nourish and preserve them.

Thirty years ago, when Valley Forward directors launched the Environmental Excellence Awards (EEA) program, we didn’t talk about sustainability. The word wasn’t in our vocabulary. But our motives inevitably led us to the same place.

We believed that a great city required environmental stewardship and first-rate planning, design and architecture in private developments and public places. So, we set out to raise the competitive bar in those fields by recognizing superior work with prestigious awards.

In 1981, the first year of the awards, six, first-place Crescordias were granted, including Scottsdale’s visionary Indian Bend Wash flood-control project and the historic preservation of Heritage Square in Downtown Phoenix. This year, 21 Crescordias were handed out, led by the Nina Mason Pulliam Rio Salado Audubon Center.

Through the years of EEA, Valley Forward has given out 414 Crescordias and, beginning in 1989, 21 President’s Awards. Additionally, many entries have received Awards of Merit in recognition of their special accomplishments.

The program has drawn thousands of entries submitted by every kind of institution and individuals from every walk of life. EEA recognition has rewarded the efforts of architects, urban designers, land planners and developers; landscape architects, homebuilders, homeowners, educators, artists, scientists, engineers, farmers and many others.

Awards have been made to city, county and state entities; manufacturers, retail corporations, hospitals, school districts, libraries, flood control agencies, art and history organizations, office and retail projects, hotels and resorts, golf courses, utility companies, recyclers, fire stations, zoos, a football team, newspapers and magazines, parks, conservation projects and museums.

As varied as they are, the hundreds of EEA winners have one thing in common: all have made an impact on the community. That is what EEA is all about and it is what will make sustainable development a reality.

Diversity Leadership Alliance Winners - AZ Business Magazine Nov/Dec 2010

Diversity Leadership Alliance Winners

Govt./Nonprofit Category Winner Yuma Regional Medical CenterGovt./Nonprofit Category Winner
Yuma Regional Medical Center

Yuma Regional Medical Center (YRMC) is proud of having a diverse work force that represents the community and the patients it serves. That work force diversity includes ethnicity, cultural background, gender, age, economic means, physical and mental ability, family settings, educational levels, and religious beliefs.

By valuing diversity, YRMC seeks to achieve an environment where the total spectrum of differences is valued and integrated into every aspect of the hospital. YRMC classifies its various dimensions of diversity as human, cultural and systemic. Human diversity refers to the physical characteristics or life experience of an individual. Cultural diversity is characterized by fundamental beliefs, attitudes, assumptions, values and personal characteristics. System diversity is characterized by the integration of organizational structures and management operating systems where differences are involved or implicit.

YRMC strives not only for diversity within its walls, but also outside of them. The YRMC Community Outreach Team allows employees to connect with Yuma’s many diverse cultures. The program focuses on meeting the needs of winter visitors, migrant workers, military personnel, as well as the elderly, uninsured and Spanish-speaking population.

Diversity Champion Lee A. Barnett: Director of Technology, American ExpressDiversity Champion
Lee A. Barnett: Director of Technology, American Express

Lee A. Barnett’s dedication to diversity and Valley youth already is bearing fruit.

Barnett, the director of technology at American Express’ Valley operations, has been a member of the Diversity Leadership Alliance’s (DLA) board since 2007. He has been key in developing the DLA Youth Council, which assists high school sophomores, juniors and seniors to transition to higher education and work force readiness. The council also develops leadership skills among youth that are aimed at building an inclusive community.

Under Barnett’s guidance, the three-year-old DLA Youth Council has grown from 24 students to 120 students participating in monthly workshops. At this year’s DLA Youth Council ceremony, 12 students from several Phoenix-area high schools received recognition. They in turn expressed their gratitude for the confidence, support, and diversity awareness and training that DLA provides.

One student stated: “I went into the DLA being someone who preferred their own ideas and thoughts over others. I am extremely proud to say I am leaving the DLA being a person who now respects, accepts and is grateful for different ideas.”

Barnett’s dedication to the Youth Council is opening new horizons for many diverse high school students throughout the Valley.

Small Co. Category Winner Northern Arizona Regional Behavioral Health Authority Inc.Small Co. Category Winner
Northern Arizona Regional
Behavioral Health Authority Inc.

Serving 10 Native American tribes, the Northern Arizona Regional Behavioral Health Authority (NARBHA) has made a commitment to upholding diversity and cultural sensitivity in order to provide high-quality care to its patients.

NARBHA is the Regional Behavioral Health Authority for Coconino, Navajo, Yavapai, Apache and Mohave counties, serving more than 700,000 people throughout 62,000 square miles of Northern Arizona.

In 2001, NARBHA established a cultural competency plan as required by the Arizona Department of Health. The following year, NARBHA developed the Cultural Awareness and Diversity Committee, which uses community input to annually update the cultural competency plan. In 2003, the co-chair of the committee saw a gap in communications between NARBHA and the 10 tribes NARBHA serves. To improve coordination with the tribes, NARBHA created a new position called the Tribal Liaison.

The development of the cultural diversity committee, the cultural diversity plan, and employees devoted to cultural inclusion has improved NARBHA’s ability to provide services to diverse populations. The initiative has broken down barriers to tribal members’ access to care, created culturally responsive behavioral health programs in treatment clinics, and increased awareness statewide of the unique needs of diverse, rural communities. In addition, NARBHA focuses its hiring efforts on developing a work force that reflects the diversity and language needs of the community.

Large Co. Category Winner Cox CommunicationsLarge Co. Category Winner
Cox Communications

The Spanish word for “leader” is “lider.” It’s no surprise that LIDER is the name of Cox Arizona’s 12-week Leadership Development Program. The program was created to introduce the company’s frontline bilingual (Spanish/English) employees to leadership, and to develop future leaders that will help Cox grow its Hispanic customer base.

LIDER provides education on the leadership roles at Cox and Cox’s core competencies (influencing others, producing results, communication skills). The program is structured to address the uniqueness of Hispanic culture, and the combination of multiple cultures and languages in a business environment.

The four-year-old LIDER program is facilitated by the Cox Internacional leadership team and was developed through a collaborative effort of the company’s Arizona care, field training and human resources. Candidates are provided extensive development plans, participate in presentations by the local executive leadership team, review core leadership competencies, book reviews, and are given a final project that is presented in front of the Cox Arizona executive team. The program is cross-departmental and has seen a 33 percent promotion rate.

Development programs such as LIDER help to grow Cox’s diverse employee base. The company’s leadership team, from executives, VPs, directors and managers, participates and actively promotes self-development and growth.

Large Co. Category Winner Veolia TransportationLarge Co. Category Winner
Veolia Transportation

Veolia Transportation is committed to creating an environment of diversity and inclusion. Through its Diversity and Inclusion Program, Veolia’s overall human resource strategy includes recruiting, hiring, promoting, engaging and retaining the company’s diverse talent.

Veolia’s Diversity and Inclusion Program began with revamping the entire recruiting process to ensure Veolia became an Equal Opportunity Employer. Once on board, Veolia provides an employee orientation program that includes diversity training. In addition, all existing employees completed a diversity training class in 2008. Awareness and education regarding diversity have continued with the production of a monthly diversity newsletter. Also, an internal Mentoring Program was created to provide opportunities for new hires to be partnered with seasoned employees.

The need for a culture change was imminent at Veolia Transportation of Tempe. Due to a poorly run operation, new leadership was sought. A new, diverse team was brought together in 2007 to help transform the performance of the operation and improve the overall morale of employees. The diversity training initiative helped “create an environment of respect for our differences and inclusion.” Soon, Veolia’s slogan of “Together We CARE” became real. CARE stands for commitment, accountability, respect and empowerment. These are four values that are consistent with Veolia’s everyday operations in Tempe.

Arizona Business Magazine Nov/Dec 2010

hr_industry_leader

2009 HR Industry Leader Of The Year Finalists

Denise GredlerName: Denise Gredler
Title: President and Founder
Company: BestCompaniesAZ

Years with company: 8
Years in current position: 8
Company established: 2001
No. of employees in AZ: 2.5
www.bestcompaniesaz.com

Eight years ago, Denise Gredler had a vision that great places to work should be recognized for providing an environment in which employees thrive and grow.

Gredler founded BestCompaniesAZ and has realized her dream through an annual competition that fosters a competitive spirit in Arizona’s business community. Those companies that are recognized as best places to work are promoted on Gredler’s Web site and through the news media. Underlying all this effort is a desire by Gredler to help Arizona employers attract and retain talented employees.

The first competition attracted 100 applicants and 20 were selected as winners. Today, about 300 companies participate in the competition and 100 are recognized as outstanding places to work. 
But Gredler doesn’t stop there. She provides a mix of human resources, public relations, marketing, branding and award-consultation services to winning companies and those that aspire to win. She also sponsors a variety of programs, workshops and events to give employers cost-effective tools to improve the workplace and help them reap the benefits associated with being named an outstanding place to work. Gredler visits member-based organizations to promote the financial rewards and benefits of employee engagement and best-place-to-work programs.

Gredler also reaches out to job seekers. For example, she recently introduced the Arizona’s BEST Give Back Campaign, a program designed to help mid-level career professionals find employment. Gredler and her staff also conduct free weekly workshops for the unemployed. Job hunters can go to her Web site to identify and research Arizona’s best places to work.


Cindy JonesName: Cindy Jones
Title: Vice President of the Human Resources Division
Company: Synergy Seven

Years with company: 7.5
Years in current position: 7.5
Company established: 2002
No. of employees in AZ: 75
No. of employees in HR dept.: 6
www.synergyseven.com

As vice president of the human resources division at Synergy Seven, Cindy Jones draws upon a strong background and 20 years of experience to keep the firm at the forefront of human resources consulting.

Combining her skills as a behavioral analyst, trained mediator and human resources veteran, Jones has extensive experience in helping managers implement effective people practices that engage employees, while maintaining compliance with employment regulations. She is described as a results-oriented consultant and strategist with a proven track record of helping organizations manage the human side of their business.

Jones also leads Synergy Seven’s human resources consulting practice. She and her team of professionals shape the company’s services by combining results-oriented business practices with certified expertise in a variety of areas.

Jones is certified in senior professional human resources and is a certified professional behavioral analyst, certified attributes index analyst and certified professional values analyst. In addition, Jones serves on the board of a nonprofit charter school, leading their rewards and compensation committee. She is sought out by companies throughout Phoenix as a featured speaker on human resources regulations and trends.

All of Jones’ experience is brought to bear on her responsibilities at Synergy Seven, a certified woman-owned Phoenix firm that is a national provider of human resources consulting, technological contract and direct-hire staffing services. Synergy Seven provides expertise in training and development, regulatory compliance, benefits and compensation, administration and records, recruitment and selection, risk management, and employee relations. Its clients include startup companies and Fortune 50 firms.

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2009 Mega Business HR Director Of The Year Honoree

Dale SpartzName: Dale A. Spartz, Ph.D.
Title: Vice President of Human Resources
Company: John C. Lincoln Health Network

Years with city: 9
Years in current position: 9
Year incorporated: 1927
Employees in AZ: 3,470
Employees in HR dept.: 15
www.jcl.com

Imagine it’s an ordinary day at your company and you wander over to the employee cafeteria for lunch. A member of senior management joins you for a bite and a little conversation. You know each other.

That’s the kind of environment Dale A. Spartz has fostered at John C. Lincoln Health Network in his role as vice president of human resources. JCL executives are encouraged to interact with employees in order to promote face-to-face communication. Executives also participate in team-building exercises, and the CEO holds regular meetings with employees. Potlucks, holiday lunches and volunteer opportunities keep employees engaged with one another and their managers.

Under Spartz’s leadership, a culture of excellence is promoted through a variety of awards that recognize length of service, special achievements, exceptional nursing care and physician dedication to patients, and teamwork. Diversity also is appreciated at Phoenix-based JCL. Spartz’s human resources team has extended employee benefits to domestic partners, regardless of gender; special fairs encourage employees to showcase their cultural backgrounds; and international recruitment of registered nurses is ongoing. Also, older nurses returning to work are supported through a nurse-refresher course.

Women are well represented throughout JCL’s employee ranks, including the executive team. The CEO is a woman, as are eight of 15 vice presidents.

Described as a caring man with a comforting personality, Spartz is credited with leading the way in ensuring a healthy home-work balance at JCL. Some employees telecommute, while others work flex schedules. Child care is available onsite, as is adult day care for elderly parents and spouses. A fitness and wellness center also is available to employees.

Recruitment and retention of qualified and caring professionals is key to surviving and thriving in the highly competitive health-care industry, and Spartz’s educational background demonstrates his qualifications in that area. He has a doctorate in organizational development, a Master of Science degree in industrial and organizational psychology, a Master of Arts in human resources management, a Bachelor of Science in management and a Bachelor of Arts in psychology. Spartz is credited with being particularly strong in recruiting and developing talent, whether among nurses, his own staff or among myriad specialized health care professionals.

JCL’s employee satisfaction ranks well above national averages, as measured by Charlotte, N.C.-based Morehead Associates, an employee and physician research firm for health care organizations. JCL’s high-satisfaction scores have been recognized by Morehead through its Galaxy Award. JCL’s dedication to human services has helped it reduce expenses associated with recruitment, training and turnover.

Spartz also has demonstrated his leadership through the creation of partnerships between JCL and nursing colleges. In fact, the partnerships are a human resources function. Through these partnerships, employees who are in nursing school work in jobs commensurate with their education and are eligible for promotions as their education progresses. Spartz established a 90-day check-in with the nurses’ supervisors that includes a ceremony and a cash award. JCL also offers a mentoring program under which established registered nurses help new RNs integrate into the nursing profession and the JCL culture.

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2009 Small Business HR Director Of The Year Finalists


Jerrie MartinezName: Jerrie Martinez-Palombo, M. Ed., SPHR
Title: Human Resource Manager
Company: Jaburg & Wilk P.C.

Years with company: 2
Years in current position: 2
Company established: 1984
Employees in AZ: 70
Employees in HR department: 2
www.jaburgwilk.com

Jaburg & Wilk P.C., has a significant investment in its employees. That’s why the law firm places a strong emphasis on mentoring and other techniques to help employees integrate into the company and remain on the job.

Human Resource Manager Jerrie Martinez is involved in the firm’s mentoring and law clerk programs, which are designed to help attorneys develop specific skills and enhance their work experience. Each new attorney hired at Jaburg & Wilk is placed in mentoring. Each mentoring pair works toward at least three goals, one of which is a balance between work and personal life. Mentors also help younger attorneys attain partnerships.

For support staff, Martinez established what the firm calls a “guide team” that was patterned after the formal attorney mentoring program. The team helps integrate new staff into the organization, provides a variety of resources and offers informal mentoring. In addition, Martinez was instrumental in establishing a customized, on-demand training program to help support staff with their professional development.

Jaburg & Wilk also believes in offering unusual activities so employees can have fun. Martinez spearheads Speed Chatting, which is much like speed dating. Employees spend five minutes getting to know each other before they move on to the next person. Last January, employees rode the light rail system to Downtown Tempe, where they participated in a scavenger hunt. Employees also pay $5 for the privilege of wearing jeans to work, and the employee of the month selects his or her favorite charity to receive the money. The firm matches the contribution.



Hopi SlaughterName: Hopi Slaughter
Title: Human Resources and Legal Assistant
Company: Rose Law Group pc

Years with company: 3
Years in current position: 3
Company established: 2005
Employees in AZ: 25
Employees in HR department: 1
www.roselawgroup.com

As Rose Law Group pc goes about its business of providing legal services, there is a concerted effort unfolding behind the scenes to make the Scottsdale firm a great place to work.

The company focuses on identifying internal problems before they mushroom into issues that might prompt employees to seek jobs elsewhere. Hopi Slaughter, human resources and legal assistant, is charged with making that happen. She is known for her open-door policy; any employee can talk to her about any topic. Also, partners who notice employee conflicts alert Slaughter and she intervenes.

Rose Law Group is committed to being a true family and Slaughter helps with numerous efforts that are undertaken to make that a reality. Celebrations out of the office are common when an attorney wins a large case or someone fulfills a major company goal. Awards are given for hours billed and bonuses are handed out for positive reviews.

Weekly newsletters and updates recognize employee accomplishments and hard work. Those successes also are discussed at weekly team meetings. Monthly get-togethers are held for team-building exercises and simply to have some down time. At monthly brown-bag lunches, an employee gives a presentation on a topic so that, over time, employees have a better understanding of what the law firm does as a business and the areas in which it specializes.

Employees also receive tuition reimbursement for approved classes, along with a flexible work schedule so they can attend the classes. They are encouraged to attend lectures and seminars on any topic, as well.

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2009 Medium Business HR Director Of The Year Finalists

Anthony NardiName: Anthony Nardi
Title: Director of Employee Services
Company: Roskamp Sun Health

Years with company: 13
Years in current position: 13
Company established: 1998
Employees in AZ: 450
Employees in HR dept.: 4
www.rshaz.com

What does a carrot named Garrett have to do with attracting and retaining quality employees? Quite a bit at Roskamp Sun Health, a Surprise-based company that operates senior residential-care communities in northwest Phoenix.

Realizing that not all managers praise staff members for a job well done, Anthony Nardi — Roskamp’s director of employee services — developed a program called Carrot Culture. Employees who excel in their performance are praised and presented with a small stuffed carrot named Garrett that they can wear. Employees who receive the honor are given the opportunity to award a Garrett to another employee, who is singled out for recognition. Employees who receive a Garrett are inducted into the Carrot Culture Club. All Roskamp employees, from management to entry level, are eligible for the recognition.

Community residents, visitors or other employees also may nominate staff members for performance recognition in a Caught In the Act program. Employees are honored with a quarterly customer-service award, as well.

Among his many responsibilities, Nardi also gets residents involved in employee development. He coordinates a program in residents tutor employees in English and U.S. citizenship testing. Roskamp employees from Iraq, Mexico, Turkey, Poland, Jordan and Russia have benefited from the tutoring. Web-based training also helps employees grow professionally.

Roskamp visibly demonstrates work force diversity in the high number of women and minorities it employs. Diversity is celebrated in Food From Around the World events in which employees wear native dress, enact country dance themes and share their ethnic cultures.


Elizabeth ToshName: Elizabeth Tosh
Title: Human Resources Generalist for Arizona and New Mexico
Company: Diamond Resorts International

Years with company: 4
Years in current position: 4
Company established: 1994
No. of employees in AZ: 430
No. of employees in HR dept.: 2
www.diamondresorts.com

As a global hospitality company, Diamond Resorts International has a diverse customer base. That’s why diversity in its employee ranks is vital to providing quality customer service.

With Elizabeth Tosh serving as human resources generalist in Scottsdale, the Las Vegas-based company can boast a truly varied work force in Arizona. For example, an employee at one resort gift shop is more than 80 years old. She happily works alongside employees in their 20s. One of the company’s Arizona salespersons is deaf. She not only interacts efficiently with her co-workers, she also conducts sales tours in sign language for deaf guests.

With duties covering both Arizona and New Mexico, Tosh plays an active role in recruiting and retaining talented employees. She holds classes for managers and supervisors on how to effectively advertise, interview and retain high-quality staff. Knowing that great employees usually know other outstanding employees, Tosh makes sure Diamond Resorts’ staff members are aware of the company’s international employee referral program. She also directs employees to a variety of training programs offered by the company and conducts in-office training on a variety of topics.

Tosh works diligently to help employees understand they can grow professionally with Diamond Resorts and that she will assist them with changing positions or applying for a promotion.

Tosh also leads classes on the company’s benefits options and how employees can determine which package is best for them. In addition, she empowers managers to work with employees at times of illness or family-related issues when a leave of absence is needed.

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2009 HR Team Of The Year Honoree


Phoenix Suns LogoCompany: Phoenix Suns
Web: www.suns.com

Company Established: 1968
Employees in AZ: 200
Employees in HR department: 6

The Phoenix Suns human resources department is known not only as the “go-to” place for a wealth of information, but also as a warm and welcoming office for all employees who walk through the door.

Six people comprise the Suns’ human resources team. Peter Wong is vice president of human resources and Karen Rausch is human resources director. Wong is an adjunct faculty member at Scottsdale Community College and a member of the Corporate Leadership Council and the Sports Network. He is also a board member of the Sports & Entertainment Human Resource Forum and sits on the diversity committee of the Women’s Sports Foundation. Rausch is a member of the Valley of the Sun Human Resource Association and chairs the National Basketball Association’s compensation committee.

The Suns human resources team works in a male-dominated industry, yet its own ranks are half women. It sets an example for the company’s commitment to diversity in another way — half its employees are minorities. In fact, companywide, 38 percent of the people who work for the Suns are women and 37 percent are minorities. Human resources strives for a diverse mix of job candidates by developing outreach programs with Goodwill, Job Corps and the Arizona State University career center.

The Suns’ human resources team has made its mark in a number of ways. It established a leadership group for women in management positions. This year, the leadership group hosted a reception with “Good Morning America” anchor Robin Roberts, who shared professional and personal experiences as a working woman. Katie Pushor, former president and CEO of the Greater Phoenix Chamber of Commerce, recently spoke to the group about leading employee teams.

The human resources team also sponsors a leadership committee, a monthly discussion group that includes the CEO, executive management, managers and supervisors throughout the Suns organization. Coordination of the agenda is rotated among members. Each member has an opportunity to prepare presentations and arrange speakers from the Phoenix business community. Suns players and coaches also speak to the group. The leadership committee provides managers with information about the company and discusses trends and opportunities within the sports industry.

Employee recognition involves a number of programs organized by human resources. The department conducts all-employee meetings in which Suns owners and executives provide business updates and presentations are given by players, industry specialists and sports personalities. There also are service awards and a program for employee of the month.

Wist Office Products - Best of the Best 2009 presented by Ranking Arizona

Best of the Best Awards 2009: Business Services

Business Services Honoree: Office: Supply Companies

Wist Office Products


Wist Office Products - Best of the Best Awards 2009 presented by Ranking Arizona

Photograph by Duane Darling


Wist Office Products has been providing superior service and the highest-quality products to Arizona businesses since 1955. The office supply industry has changed significantly since that time, and through the changes, Wist has emphasized keeping the focus on the customer. It strives to be a solution provider for its customers. As the largest independent office supplier in the Southwest, Wist has been a leader in developing the technology needed to efficiently manage inventory, as well as process and track orders. It has also incorporated various green product lines featuring both supplies and furniture. Many companies are looking for environmentally safe products, which is why Wist incorporated them.

The Wist name has been synonymous with the office product industry in Arizona, when founder Martin Wist started the business in 1922. The present company has been active since 1955. As a locally owned business, Wist is positioned to meet customers’ needs, as well as directly support the local economy.

107 W. Julie Drive, Tempe
480-921-2900
www.wist.com

Year Est: 1955 AZ Staff: 57
Principal(s): Ileene Wist,
Robert Wist, Ian Wist


Business Services Finalist: Employment: Temporary Large

Corporate Job Bank Personnel Services

In a time when technology has replaced the personal touch, Corporate Job Bank Personnel Services continues to grow and is dedicated to finding a job for every person who walks through its doors. They understand the value in creating a lasting relationship, not only with their clients, but with all candidates as they change and grow in their careers. Corporate Job Bank Personnel’s core competencies are in mortgage and banking, accounting and finance, call centers, office and clerical staff, municipalities, IT, distribution and warehousing.

1955 E. Broadway Road, Tempe
480-966-0709
www.corporatejobbank.com


Business Services Finalist: Employment: Leasing/PEOs

Diversified Human Resources Inc.

The perennial market leader in Arizona and one of the premier PEOs in the U.S., Diversified Human Resources (DHR) helps simplify client businesses by handling much of the administrative functions and paperwork associated with having employees. Services include human resources administration, payroll processing and management, employee benefits planning and administration, and workers’ compensation services for many industries within the business community. The key to DHR’s success is an intense focus on service and the ability to tailor programs specifically for each client.

3020 E. Camelback Road, #213, Phoenix
480-941-5588
www.dhr.net


Best of the Best Awards 2009 presented by Ranking Arizona