TZL 1337 (web)

ON THE MOVE MOODY NOLAN ELEVATES JONATHAN MOODY TO CEO Architectural firm Moody Nolan announced the appointment of Jonathan Moody as its chief executive officer. Jonathan Moody has served as president of the Columbus-based firm since 2016, taking day-to-day responsibility for the firm in tandem with his father, CEO and founder Curt Moody. Curt Moody will continue to be fully engaged with the firm as chairman. Jonathan, an architect, joined the firm in 2011 as a senior associate and was promoted to partner a year later. He was elevated to president three years ago, becoming one of the youngest architectural firm presidents in the United States. “I am humbled and honored to be named the next CEO of Moody Nolan and look forward to building on the strong foundation established over the past 37 years,” Jonathan Moody said. Curt Moody, who co-founded the firm in 1982 as a two-person operation, has seen the company grow to 12 offices and become the largest African American-owned architectural firm in the country. As chairman, he will continue to provide active, hands-on leadership and strategic focus. “I am not stepping away by any means,” Curt Moody said. “But Jonathan has proven himself a highly capable leader, and the time is right to tap the energy and fresh outlook that Jonathan brings to the table.” Moody Nolan also announced a new four- member Executive Team established to provide a holistic approach to the care and growth of the 12 Moody Nolan offices around the country. While the four Team members will continue in their current project responsibilities, the Team provides a formal structure to

facilitate strategic interaction among the firm’s leadership. Executive Team members are: Eileen Goodman, partner and director of interior design now adds executive vice president to her title. Brian Tibbs, partner and director of Nashville Operations now adds managing partner to his title. David King, partner and chief financial officer will remain in this position. Allen Schaffer, principal and director of sustainable design, will now divide his time between Sustainable design and his new role of chief operating officer. “The Executive Team provides a wealth of knowledge and experience that Moody Nolan can leverage when we are confronted with major decisions into the future,” said Jonathan Moody. “Together, we intend to pursue a vision based on growth, impact, design and diversity while respecting and maintaining a culture built over many years.” Founded in 1982 in Columbus, Ohio, Moody Nolan has expanded into 12 cities. With more than 230 employees, Moody Nolan specializes in corporate, education, sports/recreation, collegiate, healthcare, housing/mixed-use and public service facilities. URBAN ENGINEERS PROMOTES JENNIFER WATERS TO PHILADELPHIA OFFICE MANAGER Urban Engineers announced that Jennifer Waters, P.E., LEED AP, has been promoted to office manager of the firm’s Philadelphia headquarters. She has been with the firm for nearly 20 years and serves as an associate vice president and the deputy practice leader for environmental services. “Jen is an outstanding professional who has

quickly become a leader amongst her peers,” said Kenneth Fulmer, P.E., president and CEO of Urban. “We are excited to elevate her to office manager of our Philadelphia headquarters, and look forward to her continued success.” In her new role, Waters will be responsible for the viability and success of the firm’s Philadelphia office. She will provide leadership to – and work directly with – general managers in all areas of project management, business development, training, mentoring, and other tasks necessary for the growth of the firm in the region. Waters is a registered professional engineer in six states and has years of diverse environmental and sustainability experience. Her background includes providing sustainable solutions to complex infrastructure, residential, commercial, industrial, educational, and recreational property development/ redevelopment projects. She earned her bachelor’s degree in environmental systems engineering from Penn State and her master’s in engineering management from Drexel University. Waters is currently a board member of the Society of Women Environmental Professionals Philadelphia Chapter and is also co-chair of Urban’s Women’s Professional Network, an organization whose mission is “to provide professional guidance to all women within Urban through mentoring and networking.” Urban provides planning, design, and construction services for highways, bridges, railroads, buildings, transit, airports, and ports, in addition to environmental consulting. An ISO 9001:2015-certified firm, Urban maintains 15 offices in Pennsylvania, New Jersey, New York, Maryland, Delaware, Connecticut, California, and Texas.

no layoffs, but perhaps less in profit sharing, performance pay, and share value growth, which all employees have the opportunity to participate in. Combine that with the opportunities that come with a relatively unlimited growth plan to “grow along with our clients,” and we have had no layoffs, remarkably little turnover (especially compared to industry standards), and exceptional growth these past 13 years. premise: It has as much probability of success to hire someone who is known, with multiple connections to fellow employees, than to hire off the street.” “We have hired a full-time talent acquisition specialist, thoroughly explored every reputable social media doorway we can find, and have never forgotten the following

POSITIVE FORCE, from page 7

TZL: Diversity and inclusion is lacking. What steps are you taking to address the issue? PB: I’m not sure we suffer from this as much as our counterparts in the industry, given our current makeup, but we are always looking to invest time in hiring and developing the right individual, recognizing this is a country of Native Americans and immigrants. TZL: A firm’s longevity is valuable. What are you doing to encourage your staff to stick around? PB: We share ownership and profits across the company, which enables employees to be rewarded in a relatively unique quantitative model based on bringing in the work, doing the work, and ensuring profit on the work. We have communicated to the employees, new and old, that we are all just stewards of the company, with ownership handed down from generation to generation. We have also communicated that barring any major economic event, we would ride through less profitable times, together, with

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THE ZWEIG LETTER March 23, 2020, ISSUE 1337

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