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BUSINESS NEWS CONSTRUCTION UNDERWAY FOR NEW ASSISTED LIVING AND MEMORY CARE COMMUNITY LOCATED IN LIBERTY PARK Braemar Partners announced that construction is underway for Longleaf Liberty Park, a brand new assisted living and memory care community located within the Liberty Park community of Vestavia Hills, Alabama. The architect for the community is Niles Bolton Associates ; interior design is provided by Faulkner Design Group and Robins & Morton was selected as the general contractor. The specific address for the community is 3030 Liberty Parkway, Vestavia Hills, Alabama. The three-story, 95-unit community has been

designed to enhance the safety, comfort, and well-being of its residents while enriching their lives through intentional and compassionate caregiving. The community will feature multiple dining venues and spaces for comfort, engaging in activities, and growing relationships with residents and family. Of particular note, there will be the Cahaba Lounge, located on the third floor with a sweeping view of the Cahaba River. Other highlights are the River Café and deck on the second floor, which also overlook the Cahaba River. Additional resident spaces include a surround

sound theater, arts and crafts studio, library, salon, and fitness and rehabilitation center. Outdoor courtyards dedicated to both memory care and assisted living are also a part of the community and will feature seating areas and fireplace features. Niles Bolton Associates, founded by G. Niles Bolton in 1975 in Atlanta, Georgia, is a design firm headquartered in Atlanta with an additional office in Washington, D.C. that offers architecture, interior design, landscape architecture, and planning services. Niles Bolton Associates provides services for the residential, commercial, retail, transportation, and urban design markets.

WENDY CULVER, from page 3

Mead & Hunt Cares is an essential program that demonstrates doing the right thing and taking care of people. Employees have many ways to participate. Mead & Hunt provides paid time (separate from vacation) to volunteer. We form teams to raise money for charity. A grant program allows employees a chance to delve into a project that gives back to the community. Mead & Hunt matches employee donations to STEM programs and charities. We sponsor officewide events such as food drives, school supply drives, and helping families in need. “Mead & Hunt provides paid time (separate from vacation) to volunteer. We form teams to raise money for charity. A grant program allows employees a chance to delve into a project that gives back to the community. Mead & Hunt matches employee donations to STEM programs and charities.” The lack of hierarchy at Mead & Hunt is also different. We all have a title and a role, but nobody is above doing a task someone else is expected to do. “That’s not my job” does not fly at our company. If we can help a co-worker, we should – or at least point them in the right direction. Mead & Hunt has no profit centers. This enables us to freely share work and resources across offices and departments. I’ve heard of companies whose own profit centers compete for a project or a client. Why compete against yourself when there’s already enough competition in the market? As you’ve probably figured out, I could go on and on about the ingredients that, when combined, make Mead & Hunt an exceptional company. I haven’t covered them all, such as employee ownership or fun events we do together. Many things that are worthwhile and successful on their own, when aggregated, are greater than the sum of their individual parts. This creates an even better outcome. That is Mead & Hunt – exceptional. WENDY CULVER is Mead & Hunt’s chief human resources officer. She has been with the company for more than 20 years. She can be reached at wendy.culver@meadhunt.com.

does what makes sense in each situation. For example, continuing education is required for licensure. It doesn’t make sense to tell someone they cannot take training needed for a license because they exhausted their annual training budget. Mead & Hunt develops and organizes an annual internal conference for project managers and/or technical staff. This two-day learning opportunity brings together 200 to 300 employees. We originally intended it for training, and it is. However, the best benefit employees receive (they tell us this) is the in-person interaction between employees from other locations and business units. Mead & Hunt takes onboarding very seriously. Employee engagement is “make or break” within the first six months. It’s imperative to get the employee emotionally invested in the organization. Mead & Hunt brings every new employee, regardless of role or position, to the Madison- area office for orientation. Our CEO, CHRO, president, and others discuss culture, history, how we do business, and several other topics. Each department has a program for taking care of new employees. Each employee is paired with a “buddy” to help them maneuver through the system for their first year. HR is involved at the earliest stages of all acquisitions Mead & Hunt undertakes. HR crafts a strategy for onboarding employees with minimal turmoil and stress. Orientation is conducted at the new location rather than in Madison. We go to them. During the next several months, the HR team and others from Mead & Hunt visit the new employees to continue the integration. We encourage our new teammates to visit other offices to meet and interact with employees and learn about disciplines they might not otherwise encounter. people. Do the right thing. Do what makes sense. Our formal list of values is longer, but those three items capture the gist of it.” “Our employees share a set of values, principles we believe in. Take care of

THE ZWEIG LETTER June 18, 2018, ISSUE 1253

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