- The Essential Military-to-Civilian Transition Resource

Announcing The 2014 Most Valuable Employers (MVE) for Military® Lev-R
by Heidi Lynn Russell, Contributing Editor

Share |

Article Sponsored by: Eaton, USAA, Sprint and Southern Company

Return to May/June 2014 Issue

Company profiles: A-Ba, Be-Cn, Co-Ea, Ed-G, H-Leg, Lev-R, S-Tra, Tri-X

Below, please find employer profiles of the 2014 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.


Level 3 Communications (Broomfield, CO): Level 3 Communications is actively hiring veterans into its Operations Tech Academy, which is a developmental opportunity as part of its North American Operations team. It also recruits veterans for government markets groups, because they may possess required clearances. And it seeks candidates for network operations, field operations, and network security background and skills, says Amy Dietrich, Director of Organization Development & Effectiveness. Many of Level 3’s recruiting staff and Veterans Employee Resources Group members volunteer to help veterans build tools needed for a successful job interview. Level 3 also partners with groups like Boots to Suits, Heroes to Hired, Corporate Gray and Wounded Warrior.


Lockheed Martin Corporation (Bethesda, MD): Lockheed Martin partners with American Corporate Partners, a national nonprofit helping veterans transition to the private sector through one-on-one mentoring with business leaders. “Our commitment is to provide 50 mentors for this year-long program,” says Teri Matzkin, Manager, Talent Acquisition Military Relations and Strategic Sourcing. The company expanded a Military Relations Talent Acquisition team to include a manager and five full-time Military Relations Managers. All MRMs are veterans and attend approximately 200 military hiring events nationwide, plus another 40 to 50 wounded warrior career coaching and transition planning meetings/events. In each of the past four years, more than 30 percent of external hires were veterans.


ManTech International Corporation (Fairfax, VA): Many of ManTech’s employees with military experience work overseas supporting active military. “ManTech realizes the commitment of those employees and the stress of a deployed lifestyle,” says Charles Miles, Director, Military Programs. “Therefore, ManTech’s ConstantCare program gives those employees and their families direct contact with knowledgeable ManTech human resources staff.” More than 30 full-time recruiters, many of whom are veterans, spend at least half of their time recruiting veterans. During 2013, they attended more than 50 military job fairs, ultimately hiring 1,282 veterans. Those hires accounted for 50 percent of ManTech’s total new hires last year, a five percent increase from the beginning of 2012.


Navy Federal Credit Union (Vienna, VA): On any given day, Navy Federal has a variety of open positions available in many of its locations. “When members visit our locations they (and their family members) learn of employment opportunities,” says Gina White, Senior Communications Specialist. Navy Federal is a member-owned, not-for-profit financial cooperative with more than four million members, a global workforce of 10,298 employees and more than $56 billion in assets. The credit union takes care of employees’ personal career development. For example, the Educational Assistance Program helps employees with college education expenses. And the two-year Executive Development Program is designed to develop employees for consideration for senior-level positions.


Noranda Aluminum Holding Corporation (Franklin, TN): Noranda Aluminum has developed a military recruiting team that seeks to recruit at least 10 percent military for open requisitions in 2014, says Phillip A Heimbecker, SPHR Human Resources Manager. The company is a leading North American integrated producer of value-added primary aluminum products and high-quality rolled aluminum coils. Noranda participated in Hiring Heroes’ career fairs in St. Louis, MO, and New Orleans, LA, in 2013. The company is also working with the Transition Assistance Coordinators near Noranda’s plants and is partnering with the local Employment Assistance Offices and Employer Support of the Guard and Reserve Representatives.


Northrop Grumman Corporation (Falls Church, VA): Northrop Grumman employs thousands of veterans worldwide and is committed to assisting candidates and employees, says Emily Vera, Corporate Recruitment Marketing & Communications Social Recruiting Lead. For several years, about 31 percent of all hires are veterans. In 2013, the company created a full-time military recruiter. And Operation IMPACT (Injured Military Pursuing Assisted Career Transition), a career transition assistance program for severely injured service members, continues to thrive, Vera says. Northrop Grumman has partnered with the “Network of Champions,” more than 100 companies that share the commitment to IMPACT. The company shares resumes with them if it doesn’t have a job match for an injured veteran.


Onsite Occupational Health & Safety, Inc. (Princeton, IN): Kyle G. Johnson, a U.S. Navy veteran who served during the Gulf War, started Onsite OHS in 2008, and the company has a strong commitment to veterans. Onsite OHS is the largest private sector medical provider in Afghanistan, providing medical clinical services and emergency medical services for 26 Forward Operating Bases. The company seeks veterans for this ongoing contract and continually pursues opportunities in Sudan, Iraq, Africa, UAE, the United Kingdom and Egypt, says Andrea Preston, Marketing Coordinator. The company is also moving into the energy industry, recruiting for positions on offshore drilling rigs and on pipeline and construction sites across the United States.


Patterson-UTI Drilling Company, LLC (Houston, TX): Patterson-UTI Drilling is dedicated to hiring a minimum of 40 percent of its entry-level employees from prior military ranks. In 2013, 47 percent of new hires were veterans, says Brent Hollenbaugh, Manager, Human Resources. The company and its subsidiaries have more than 275 land-based drilling rigs and operate primarily in oil and natural gas producing regions. It has a military-designated recruiter and attends career fairs hosted by ACAP and TAPS programs. A “New to Industry Training Program” provides classroom instruction and on-the-job training to entry-level employees. Patterson-UTI is a member of the Employer Partnership of the Guard and Reserve.


Puget Sound Energy (Bellevue, WA): PSE hires nearly all power generation workers from the military, says Rachael Brown, Senior Recruiter. “We have also seen a strong contingent of IT new hires from the military,” she says, adding that the company can also now offer Gas Worker Trainee opportunities after several years of a hiatus. Veterans are “a very natural fit, since this is a short, intensive training program,” Brown says. Veterans fill a variety of jobs, from HR to accounting, executive, administrative and skilled trades. A military affinity group, called PSE2, plays an important role in recruiting and retention. The company pairs veterans with experienced professionals to be their mentors.


Rembrandt Foods (Okoboji, IA): Manufacturing company Rembrandt Foods offers a wide variety of egg-based products to the ingredient, foodservice and pet industries. One-quarter of its employees are veterans, says Pamela Winkel, Training Specialist, HR Administration. “We invest in our employees for training and development to help all employees succeed in the workforce and in their private lives. Rembrandt feels a sense of pride in our employees who have proudly served and do serve our country,” Winkel says. Rembrandt offers certification training per level of position per department with pay increases, plus outside training development. It recruits veterans via local career fairs, college events, outside recruiters and employee referrals.


Ryder (Miami, FL): In November 2011, Ryder decided to focus on veteran hiring by partnering with the Hiring our Heroes campaign and pledging to hire 1,000 veterans by the end of 2013. Since then, Ryder has hired more than 1,651 veterans, exceeding its pledge target by 65 percent, says Ed Tobon, Director of Staffing. The company also launched a military-oriented website. The site was also a finalist for the U.S. Chamber’s Hiring Our Heroes Post-9/11 Veteran Employment Award. Ryder has worked with the U.S. Chamber to push the Military Commercial Driver’s License Act of 2012, which recognizes training and experience received during military service for CDL licenses.


Company profiles: A-Ba, Be-Cn, Co-Ea, Ed-G, H-Leg, Lev-R, S-Tra, Tri-X

Return to May/June 2014 Issue