At ARI, Automotive Resources International, 87 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1424 employee surveys, with a 90% confidence level and a margin of error of ± 0.61. It was published on Sep 18, 2017. 28557 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
93%
 
People celebrate special events around here.
92%
 
I believe management would lay people off only as a last resort.
91%
 
I'm proud to tell others I work here.
90%
 
Our facilities contribute to a good working environment.
89%
 

What They Do

We asked ARI, Automotive Resources International to explain what they do. Here is what they had to say.

ARI is a global fleet management organization providing solutions that streamline a company’s operations and improve their bottom line. Our professionals combine strategic insight, lifecycle optimization, sustainable fleet practices, best-in-class service and high-powered technology to increase efficiencies and decrease costs.

About this Company

Website: http://www.arifleet.com Industry: Professional Services
US Headquarters: Mount Laurel, New Jersey, 08054 US Sites: 18
Major Locations: Grapevine, Texas, 76051; Houston, Texas, 77041 US Employees: 1,545
Employees Worldwide: 2,120 Corporate Structure: Private
Founded: 1948

Celebrating Being Named to Fortune's Great Places to Work List!

Perks and Programs

We asked ARI, Automotive Resources International to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Partners In Excellence (PIE): ARI takes employee appreciation seriously. Partners In Excellence (PIE), ARI’s company-wide employee recognition and engagement program, is ARI’s cultural glue. The program’s mission is to recognize, engage, and inform employees while celebrating their successes at every opportunity. PIE sponsors our Partner of the Quarter and Partner of the Year recognition programs; organizes PIE Week, a unique week-long celebration of our employees that’s full of fun, surprises, and special events; manages our Executive Challenge program that rewards employees for innovative suggestions; and tracks progress by non-management employees in meeting goals that contribute to their annual PIE Bonus – the equivalent of up to 17 days of their salary.
  • Innovating through Executive Challenge: We don’t just talk innovation at ARI, we’ve built innovation into our culture. Twice a year we announce our Executive Challenges, chosen to address specific strategic goals. Employees form teams to research, develop proposals, and present to an inquisitive and supportive “shark tank” of executives. The winning teams are not only financially rewarded but they go on to participate in the further development and implementation of their proposal, giving them greater exposure to company leadership (for career advancement), the experience of working with multiple departments for the product or program launch, enhanced visibility across the entire company, and the satisfaction seeing their proposal successfully realized.
  • Employee Recognition Taken Seriously: ARI takes a tiered approach to recognition. Our most prestigious awards are Partner of the Quarter and Partner of the Year with no limit how many times a non-management employee receives either award. Partners of the Quarter are honored by a lunch with senior management and the equivalent of $500 for purchases from our online catalog of prizes. Our eight Partners of the Year receive $1000 and an all-expenses-paid trip for two, joining ARI leadership for a week vacation at a spectacular Caribbean resort. To encourage everyday “thank you’s”, we launched our Instant Recognition Platform last year. Now our people can thank and reward one another with redeemable Partner Points for going “above and beyond” with a tap on their keyboard.
  • Communications: Open, Transparent, Two-Way: Communication is the foundation of ARI. Our people can speak up, knowing their voices will be heard and valued, thanks to our “Open Door” policy. Virtually every meeting from department level to our bi-annual Town Halls includes open-ended Q&A sessions with leadership. In fact, employee feedback gets “cascaded up” and integrated into company strategy on a regular basis. And how many companies have a president who invites 10 to 12 employees below supervisor level to have lunch with him every month to hear what they have to say and get their input about the company? That’s what happens at ARI. Also our robust, easy-to-navigate company intranet provides current updates, tools, resources, and online access to company leaders.
  • Day-One Tuition Reimbursement: Education opens doors, both personally and professionally. ARI reimburses 100% of tuition for employees who achieve a grade equivalent to an “A” or “B” and 50% for a grade equivalent to a “C.” There is no monetary cap on tuition reimbursement and no waiting period. ARI’s Tuition Reimbursement program is available to all employees starting their first day of employment. In 2016, ARI reimbursed $1.3 million with employees receiving 13 Associate Degrees, 70 Bachelor Degrees, 65 Masters Degrees, and two Graduate Certificates.
  • Professional Growth & Development Opportunities: We hire people with a passion for self-improvement. Employees partner with their managers in developing their own Individual Development Plan (IDP), a roadmap for their professional future. We so value professional development, we made having an IDP an Individual PIE Goal that is financially rewarded. At the end of 2016, we had 76% of our employees with an active IDP. To support our employees’ professional development, we offer 6,000 eLearning courses, workshops, and special programing for our entire workforce with 94 instructor-led. Classes range from enhanced skills to hands-on training to specialized leadership development programs. We also offer mentoring and cross-training programs to support and expand our employees’ development/career goals.
  • Internships Lead to Careers: ARI’s Summer Intern Program is a leading pipeline for the company’s future talent. Each summer approximately 35 interns spend eight to ten weeks learning valuable skills, experiencing our work environment as part of the ARI Family, and coming away better qualified for full-time employment at ARI or elsewhere. The workload is 40% administrative, 10% structured learning programs, and 50% project-based work. Our interns are consistently engaged, productive, and contribute to the departments they are assigned to, including developing a presentation focused on a strategic initiative under the mentorship of a company leader that they present in person to executive management at a farewell lunch. We typically offer full-time jobs to 50% of our rising senior interns each year.
  • Wellness & Work/Life Balance: At ARI, our wellness program has big arms – so our employees can have both satisfying work lives and balanced family lives. That includes offering alternative work schedules with flex time, telecommuting, split shifts, and part-time; healthcare options that match employee needs and budgets; a fitness center; two cafés with healthy mealoptions; a 24/7 Health Advocate help line; a three-month paid Maternity Leave, a $2000 per family Childcare benefit; and our H.E.L.P. program for employees faced with a major personal or family crisis. We also have a comprehensive wellness program with screenings, educational lunch & learns, weight loss, smoke cessation support; and family-friendly events, such as our annual company picnic, car show, and art show.
  • Employee Automotive Purchase Plan: Need a new car? ARI is part of the Holman Automotive Group. That means our employees, their spouses and children – even their parents – can purchase a new or used vehicle from one of our affiliated dealerships. And they buy their car or truck at cost, plus $100 for vehicle preparation, saving thousands of dollars on new vehicles. Almost all major brands and models are available, so employees not only save money but also have a wide selection to choose from.
  • Engaging with our Communities: Are volunteering and community involvement important to you? ARI is your company. Our Mission Statement promotes “…giving back to the communities that support our success.” We actively support our annual United Way campaign loaning three of our employees to their fundraising efforts. We sponsor Days of Caring so employees can donate a day of service during paid work hours. Employees coordinate our yearly Christmas Angels program buying gifts for families in need, sign up for fundraising walks and rides, and organize emergency responses when disaster strikes – all with company support. ARI also supports employee charitable requests with community grants and sponsorships. In addition, ARI embraces environmental stewardship, reducing its own carbon footprint and promoting sustainable alternatives for our clients.

COMPENSATION BY THE NUMBERS

$68,726 Average salary and additional cash compensation for Account Executive 100% Match of employee’s 401(k)/403b contribution up to 3% of salary
90% Company-paid health coverage for employees 75% Company-paid health coverage for dependents
$7,230 Average Tuition Reimbursement $100,000 Maximum Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Employee stock purchase plan (ESPP)
Supporting the Communities in which we work and live.

WORK-LIFE BALANCE BY THE NUMBERS

11 days Paid time off after one year of full-time employment 5 days Paid sick days after one year of full-time employment
10 Days Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (50% use it)
  • Telecommute option (5% use it)
  • Compressed work weeks (13% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (Massages, Onsite ATM, Onsite Mailing, Fitness Classes, Lunch and Learns, Cooking Classes, Vacation Concierge)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 60 days Fully-paid maternity leave (does not include personal vacation or paid time off)
80 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
14 days Average length of paternity leave new fathers take60 days Job-protected parental leave for adoptive parents (including FMLA)
*Employees are not required to use all their personal paid time off before taking parental leave.

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

Community and Environmental Impact

8 hours Paid time off to volunteer $1,217,255 Philanthropic donations in last year
Yes Recycling program

Diversity

  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Speakers of English as a second language

Leadership Diversity

 

Workforce Diversity

 
Honoring Our Employee's Accomplishments

DEMOGRAPHICS

 
Partner of the Year Finalists

How to Get Hired

We asked ARI, Automotive Resources International for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

ARI seeks applicants with job skills or high skill potential plus an eagerness to grow professionally. We don’t expect candidates to be familiar with our industry. So we look to train the right people, who want to build a career with us, which in turn, builds our “bench strength” for managerial positions. For specific positions, such as service technicians in our call centers, we seek candidates with vehicle knowledge and experience. Equally important, we look for applicants who are a good fit for our ARI Family culture and have strong customer service abilities, since every position has customer interaction – internally or externally. We want smart, well-rounded people who are collaborative, dynamic, and passionate, who value teamwork and cooperation, demonstrate strong communication skills, exhibit dependability and professionalism, and are flexible and personable, even in high stress situations. We also look for candidates who share ARI’s active commitment to our community.

What can prospective employees do to get your attention?

Resumes and cover letters are just one piece of the puzzle if you want to be considered as a prospective employee by ARI. We look for applicants who are well rounded personally and professionally, who embrace the ARI Family culture, pro-actively reach out to ARI about opportunities, and follow up promptly throughout the recruitment process. Prospective employees should also connect with us at the local community and recruiting events we support and sponsor, such as hiring fairs and our ARI open houses, introducing themselves to the ARI recruiters and employees attending. That way we can get to know you and you get to know us. Still in college? Consider applying for ARI’s Summer Intern Program. Want to make a great first impression with recruiters and hiring managers? Learn about ARI by familiarizing yourself with the company, our business model, and the fleet management industry.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We will continue to recruit heavily for front-line account management and strategic customer service representatives as well as automotive / heavy duty truck technicians. We are also looking for candidates for supervisory and leadership roles or have the growth potential to step up and advance to leadership positions within the company. ARI is committed to diversity in its hiring practices and welcomes candidates from all backgrounds and professions. Because of our high employee retention level, many of our new positions are driven by our continued growth, both domestically and internationally. Our ultimate goal is for our newly hired employees, regardless of their position, to call ARI their home away from home for the rest of their career.

What should interested candidates do to find out more and get started?

ARI’s careers website http://www.arifleet.com/about/careers provides a unique resource to applicants. It delivers one of the most comprehensive insights into what sets ARI apart from other organizations. Whether researching the various service offerings, viewing our video center to watch and hear from an ARI employee, or perusing our careers page, arifleet.com provides a great starting point for interested applicants. Another great resource is to reach out to one of our recruiters! ARI’s recruiters are here to be a resource for applicants thinking about a career change. Submit your resume and a recruiter can help discuss not only the careers available to you today, but the careers that may be available to you in the future. Additionally, LinkedIn is a great way to network with current employees to get an inside peek on what makes ARI a great place to work. 

hiring Outlook

268 Forecasted positions to fill in coming year 40 Average applicants per opening
5,974 Total job applicants 27% New hires by employee referrals
32% Openings filled by current employees 7 Recent graduates hired
8% Voluntary turnover for full-time employees 21% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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