At ARI, 91 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1376 employee surveys, with a 90% confidence level and a margin of error of ± 0.84. It was published on Aug 12, 2016. 23541 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
95%
 
People celebrate special events around here.
94%
 
I'm proud to tell others I work here.
93%
 
I believe management would lay people off only as a last resort.
93%
 
I am offered training or development to further myself professionally.
93%
 

What They Do

We asked ARI 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 US Sites: 18
Major Locations: Grapevine, Texas; Houston, Texas US Employees: 1,648
Employees Worldwide: 2,298 Corporate Structure: Private
Founded: 1948

Laser Tag fun during PIE week

Perks and Programs

We asked ARI 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. In addition to communicating company initiatives, it recognizes, celebrates, and rewards employee accomplishments and successes at every opportunity. It 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 Challenges 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.
  • 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 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 options; a 24/7 Health Advocate help line; and our new H.E.L.P. program for employees faced with a major crisis such as death in the family or a health emergency. We also have a comprehensive wellness program with screenings, educational lunch & learns, weight loss, smoke cessation support; and family-friendly events, for example, our annual company picnic, car show, and art show. Just added! A generous three-month paid Maternity Leave and a $2000 per family Childcare benefit.
  • 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 2015, ARI reimbursed $1.4 million with employees receiving nine Associate Degrees, 57 Bachelor Degrees, 58 Masters Degrees, and two Graduate Certificates.
  • 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 can receive either award. Partners of the Quarter are honored by a lunch with senior management and receive 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 new Instant Recognition Platform this 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.
  • 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 every year. Employees can research model availability and special promotions on IGNITE, our company intranet. 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? Then ARI is your company. Our Mission Statement promotes “…giving back to the communities that support our success.” We actively support the annual United Way campaign by loaning one of our employees to their fundraising efforts. We sponsor a yearly Day 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. In addition, ARI embraces environmental stewardship, reducing its own carbon footprint and promoting sustainable alternatives for our clients.
  • 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. At the end of 2015, we had 82% of our employees with an active IDP. To support our employees’ professional development, our ARI University offers 1,000 courses, workshops, and special programing for our entire workforce – 88 are instructor-led – with over 900 additional courses online. Classes include everything from enhanced skills to hands-on training to leadership development. We also have an ARI University Honor Society and offer unlimited tuition reimbursement to support our employees’ academic goals.
  • Communications: Open, Transparent, Two-Way: Communication is the foundation of ARI. That’s why we made the investment to create IGNITE, our robust and easy-to-navigate company intranet that provides the most current updates, tools, resources, and online access to company leaders. It doesn’t stop there. Our people can speak up, knowing their voices will be heard and valued. Virtually every meeting from department level to our bi-annual Town Halls includes open-ended Q&A sessions with leadership. And what other company has a president who invites 10 to 12 employees below supervisor level to have lunch with him twice a month to hear what they have to say and get their feedback about the company? That’s what happens at ARI.
  • Onboarding Program Promotes Success: New employees hold the potential to be lifelong assets for the company. That’s why our onboarding program takes six months to ease new employees into our workplace, familiarize them with ARI’s culture to build their confidence, and integrate them seamlessly into their new team. We create as many touch points as possible to support them as they get up to speed with their job, ARI, and the fleet management industry. This includes an on-the-job peer coach, special workshops, and opportunities to meet and mingle with leadership.
  • Internships Lead to Careers: ARI’s Summer Intern Program is a leading pipeline for the company’s future talent. Each summer approximately 35 interns learn valuable skills, experience our work environment as part of the ARI Family, and come 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 major strategic report under the mentorship of a company leader. We typically offer full-time jobs to 50% of our senior interns each year.

COMPENSATION BY THE NUMBERS

$64,045 Average salary and additional cash compensation for Service Technician $69,078 Average salary and additional cash compensation for Account Executive
100% 401(k) match of employee's contribution, up to 3% of an employee's salary83% Company-paid health coverage for employees (Full time eligible at 30 hours per week)
81% Company-paid health coverage for dependents (Full time eligibile at 30 hours per week) $7,910 College Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k)
  • Employee stock purchase plan
  • Pre-tax savings account

PERKS TO MAKE LIFE EASIER

  • Free beverages during the day
  • Take-home meals on a regular, daily basis
  • Discount ticket sales
  • Weight watchers meetings
  • Subsidized lunch on a regular, daily basis
  • Massage therapy
  • Fitness classes
ARI employees Go Red!

WORK-LIFE BALANCE BY THE NUMBERS

21 days Paid time off after one year of full-time employment 5 days Paid sick days after one year of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (25% use it)
  • Compressed work weeks (13% use it)
  • Telecommute option (5% use it)
  • Phased retirement planning (1% use it)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave60 days Fully-paid maternity leave (does not include personal vacation or paid time off)
72 days Average length of maternity leave new mothers take5 days Job-protected paternity leave
15 days Average length of paternity leave new fathers take60 days Job-protected parental leave for adoptive parents
60 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave.

FAMILY CARE PROGRAMS

  • Offsite subsidized childcare
  • Elder care resources
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Medical care
  • Vision care
  • Mental health care
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

ONSITE HEALTH BENEFITS

  • Breast cancer screening
  • Cholesterol tests
  • Flu shots
  • Fitness center (only at headquarters)
  • Skin cancer screening
  • Blood pressure screening
  • Complete biometric screening

Community Involvement & Philanthropy

8 hours Paid time off to volunteer $166,250 Philanthropic donations in last year

Diversity

  • Formal programs 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
  • Married employees in same-sex or heterosexual relationships receive the same benefits

Executive Diversity

 
Welcoming New Employees

Demographics

 
Celebrating Wellness Week

How to Get Hired

We asked ARI 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

175 Job openings forecast for coming year 6% Job Growth
31 Average applicants per opening 15,262 Applications received
444 Positions filled in past year 34% New hires by employee referrals
98 New positions created 124 Jobs filled by current employees
Yes Recruits on college campuses 8 New graduates hired
9% Voluntary turnover for full-time employees 2% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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