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The 2012 Most Valuable Employers (MVE) for Military® D-M

by Heidi Russell Rafferty, Contributing Editor

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Company profiles: A-C, D-M, N-Se, So-W

Below, please find employer profiles of the 2012 MVEs. The brief snapshots capture some of the highlights regarding why these military-friendly companies were recognized as winners, and why they are employers worth seeking out if you are a military-experienced job seeker.


DaVita, Inc. (Denver, CO)

Veterans often manage the operations of DaVita’s clinics and business offices. DaVita is a leading provider of kidney care and operates in 43 states. “Our footprint offers numerous locations near military installations which can employ military veterans, spouses and offer portability in career progression,” says Corissa Keuler, leadership recruiter / military recruiter. The DaVita Village Network gives a deployed teammate $5,000 per year to help ease spouse and family costs. In 2011, DaVita hired more than 375 military veterans, 45+ of which were hired into leadership or management. Last June, DaVita became one of 15 new employers to join the Military Spouse Employment Partnership (MSEP).


Edward Jones (St. Louis, MO, and Tempe, AZ)

As financial advisors for Edward Jones, individuals run their own offices, with support from a long-standing financial services company, says John Boul, manager of Public Relations. “Those with military experience are often attracted to the challenge of building a business as a financial advisor,” Boul says. There are more than 1,300 Edward Jones’ financial advisors with military backgrounds, about 10 percent of total employees. The firm wants to add 300 veterans by the end of 2012. Financial advisors and associates recruit about 76 percent of new hires. In 2010, the firm provided more than 3.7 million hours of training, 101 hours on average per associate.


First Command Financial Services (Fort Worth, TX)

Barry Bridger, a Vietnam POW who spent time with Sen. John McCain at the infamous Hanoi Hilton, was a First Command Financial Advisor. He’s most proud of how this company helps people. “That makes you feel awfully good,” Bridger says. For more than 50 years, First Command has been serving the military and hiring separating and retiring military. The company partners with TAP and ACAP professionals and vendors such as, says Bill Edmundson, strategic recruiting consultant. Last year, First Command hired 300 people, 25 percent of which had military experience. “Our goals for 2012 are to hire 35 percent from the military,” Edmundson says.


Fluor Corporation (Irving, TX)

With extensive opportunities worldwide, Fluor recruits military-experienced employees, says Margaret Moellenberndt, senior HR specialist. Fluor handles engineering, procurement, construction, maintenance and project management services. Military-experienced employees are recruited for its Government Group and four other business segments. Nearly 20 percent of Fluor hires in 12 months have been veterans, including a significant number of Junior Military Officers. Fluor recruiters attended 35 military-specific job fairs during 2011. Fluor has a new initiative with the Former Military Program, a standardized system for recruiting, selecting and training veterans with potential to be site managers or serve in management positions. and


General Electric (GE) (Fairfield, CT)

The Chairman & CEO of General Electric, Jeff Immelt, says his company actively recruits from the military, “because we have learned that the values [veterans] bring to our company are essential to our success.” GE currently employs more than 10,000 U.S. veterans, including 96 Reservists and National Guardsmen currently activated. GE hired 968 veterans in 2011 and is committed to hiring more than 1,000 veterans for each of the next five years. One notable military-friendly program is the Junior Officer Leadership Program, a two-year rotational leadership program. and


G4S Secure Solutions USA (Jupiter, FL)

Programs for recruiting, hiring and developing transitioning military personnel and veterans are an integral part of G4S Secure Solutions USA’s strategic plan, says Lee Achord, VP, Talent Management & Benefits Administration. More than 150 area and project offices recruit from local military bases, veteran's groups, military job fairs and through national advertising. G4S will hit more than 100 military job fairs this year, Achord says. A Military Transition Program provides opportunity for veterans to live in the area of their choice. “We have also committed under the White House's Joining Forces initiative to hire at least 3,000 veterans over the next 18 months,” Achord says.


Halfaker and Associates, LLC (Arlington, VA)

As President & CEO of Halfaker and Associates LLC, and a disabled veteran, Dawn Halfaker advocates for those with Traumatic Brain Injury and/or Post-Traumatic Stress Disorder. “Because they've had to push themselves, they are capable of overcoming hardships and adapting to new situations. These are the extraordinary kinds of people whom I want in my organization," she says. More than 75 percent of company leadership has had a connection to the military, and 45 percent of employees are veterans. Halfaker also supports veteran charities. Halfaker developed a Wounded Warrior Transition Program in 2009.


Humana Inc. (Louisville, KY)

Humana is taking “a holistic and modern approach” to attracting military, says Joshua Galle, talent acquisition for Veteran Programs. Humana maintains an internal partnership between Humana Military and Humana Veterans Healthcare Services, plus educates recruiters, hiring managers and business leaders. Chairman of the Board & CEO Mike McCallister looks to hire 1,000 veterans and spouses. Humana recently developed a Veterans Talent Network and is launching a Veterans Network Resource Group. Since its Veteran Hiring Initiative in August 2011, there has been a net gain in military hires. Formerly, the company averaged nine per month; now it averages 28 hires per month.


JPMorgan Chase & Co. (New York, NY)

In 2011, JPMorgan Chase launched the “100,000 Jobs Mission” with 10 other major employers. The coalition has grown to 27 firms. The company in February hosted the first of 100,000 Jobs Mission hiring events at Naval Support Activity Bethesda, Md. JPMorgan Chase alone has hired more than 3,000 veterans. Recruiters hire veterans at a rate of about 10 per day, calling all military candidates within five business days. JPMorgan developed internal training programs to help veterans transition. JPMorgan Chase is a three-star corporate member of the National Veteran-Owned Business Association and is on its Corporate Advisory Council and participates in veteran-owned business trade shows.


Lockheed Martin Corporation (Bethesda, Md.)

Expertly-trained veterans share Lockheed Martin’s core values for ethical hard work, says Teri Matzkin, manager, of Talent Acquisition. Since late 2004, the company has had a military outreach recruiting team. Lockheed Martin offers two-hour bi-weekly virtual chat sessions just for transitioning military (advertised on its careers site). In 2006, Lockheed Martin developed a “Seamless Transition Apprenticeship Program” for severely injured veterans to access apprenticeship programs and it works with organizations for veterans with disabilities. The company is a founding member of Direct Employers Association, which posts on more than 200 diverse job sites. The corporation has approximately 1,220 reservists, more than 400 of which are on leave.


ManTech International Corporation (Fairfax, VA)

ManTech International partners with several initiatives to enhance its veteran-friendly culture, says Amy Welther, director of Talent Acquisition. The company is a partner of the “100,000 Jobs Mission” with JPMorgan Chase. “This initiative has allowed us to share military hiring practices and continue our mission to help veterans and their spouses transition into successful careers,” Welther says. ManTech works with local non-profits so communities can connect with veterans. In 2011, ManTech hired more than 1,100 veterans and spouses. Currently more than 4,500 of its 10,000 employees are connected to the military. A Military Recruiting Liaison handles social networking, transition assistance classes and career fairs.


Company profiles: A-C, D-M, N-Se, So-W

The Most Valuable Employers (MVE) for Military serves to help military-experienced job seekers identify the top employers to target for civilian careers. MVEs are selected annually based on those employers whose recruiting, training and retention plans best serve military service members and veterans. More information can be found at

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