What Employees Say
Management is honest and ethical in its business practices.
I am able to take time off from work when I think it's necessary.
I feel good about the ways we contribute to the community.
I am given the resources and equipment to do my job.
I can be myself around here.
What They Do
We asked CBIZ to explain what they do. Here is what they had to say.
CBIZ provides clients financial services including accounting, tax, risk advisory, government health care and real estate consulting, and valuation services. Employee services include benefits consulting, property and casualty insurance, payroll, life insurance, retirement planning, HR consulting, and executive recruitment.
About this Company
| Website: www.cbiz.com|| Industry: Professional Services|
| US Headquarters: Cleveland, Ohio, 44131|| US Sites: 105|
| Major Locations: Boston, Maine, 02116; Chicago, Illinois, 60606; Kansas City, Missouri, 64112; Los Angeles, California, 90025; Minneapolis, Minnesota, 55402; New York, New York, 10018; Philadelphia, Pennsylvania, 19462; Phoenix, Arizona, 85012; San Diego, California, 92131; Tampa Bay, Florida, 33606|| US Employees: 4,630|
| US Revenues: $799.8 million|| Corporate Structure: Public|
| Stock Symbol: CBZ|| Founded: 1996|
Perks and Programs
We asked CBIZ to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.
- CBIZ Women's Advantage: CWA directs the development of our women professionals through focused leadership, mentoring, networking and professional development programs. These programs include: • CWA Networking Circles I: Twelve month program focused on personal development skills. There have been 84 Circles with 978 participants. • CWA Networking Circles II: Twelve month program focused on business development and professional skills. There have been 21 Circles with 110 participants. • CWA Book Clubs: Twelve month program focused on professional development topics. There have been 57 Clubs with 637 participants (both male and female). • Mentoring: For offices where mentoring relationships or programs do not exist, CWA has published Mentoring Guidelines which outline the art and importance of selecting a mentor along with best practice tips and recommendations.
- Developing Women Leaders: • CBIZ Leadership Council develops high performers who have demonstrated success and have potential to assume even greater leadership responsibility. Current class is comprised solely of women. • Emerging Managing Director Academy designed for Senior Managers and Directors with potential to become Managing Director. 32% women. • Manager Professional Development Program enables new managers to learn what it means to be among the next generation of leaders. 47% women. • Senior Professional Development Program for Senior Associates to learn about potential career opportunities and what it takes to advance. 49% women. • In addition to CWA Program, CWA locates external recognition opportunities to highlight our female professionals. Since 2014, 30 have achieved honors, such as AICPA Women to Watch, Stevie Awards Lifetime Achievement in Business, etc.
- Financial Services Learning & Development: National Training program consists of Levels 1-6 fostering a national culture and providing comprehensive training in tax, audit and business advisory services. • Program features in-house instructors, ranging in level from Senior Associates to Directors. Classes are for entry level through Senior Manager in order to meet the needs of all skill levels and career interests. • Modules incorporate group activities to help build relationships with associates from other offices and disciplines. They learn about the services that exist within CBIZ and how to leverage that knowledge to help our clients grow. As associates progress in their careers they also participate in these programs: • Associate Professional Development • Senior Professional Development • Manager Workshops • Emerging Managing Director Academy
- New or Working Parents: Our goal is to support all of our associates as well as their families, and provide benefits to support all new parents with balancing work and family matters. • CBIZ has Flexible Work Arrangements that include Flex Time, Compressed workweek, Telecommuting, Partial workload/part-time or a hybrid of these arrangements. • Parental leaves include 100% pay for 1 week for Paternity, and Maternity and Adoption leaves at 100% pay for 8 weeks. • Through our wellbeing program we offer Baby Blocks (personalized pregnancy support), Healthy Pregnancy (education and support from pregnancy and delivery), and Sitter city (web-based resource for caregivers).
- Appreciation and Recognition: • Awards chosen from on-line catalog by associate for years of service at 5, 10, 15, 20, 25, 30+ • Quarterly Client Service Excellence winners • Additional 5 days of personal leave on fifth anniversary, beginning on the CBIZ 10th anniversary. • “Steven L. Gerard Legacy Award” to the team member who best exemplifies our company values • Invitation and membership to CBIZ Leadership Council, CBIZ Women’s Advantage Executive Board or Networking Circles I or II programs, Financial Service’s Emerging Managing Directors Academy, or Benefits & Insurance Services Leadership Academy • Invitation to attend Summit Conference - annual event for top 100 performers, or Benefits division Top 20 Producers Conference • Bonuses/equity awards based on company & individual performance • Perks at Work Program provides online access to the best pricing at over 28,000 merchants
- Flexible Work Arrangements: Our Flexible Work Arrangements (FWA) include: • Flex Time (Alternative Start/End Time) • Compressed Workweek • Telecommuting • Partial Workload/Part-Time • Hybrid: One or more of the arrangements listed above. In order to ensure success of FWA, we have developed two resources. One Guide is for associates to learn about FWAs, evaluate their desire for flexibility, assess whether it is a fit, and offer guidance on how to discuss FWA with HR and manager. The second Guide is for managers, so they may assess their own need for FWA and successfully manage team members who may operate under a FWA.
- Supporting Our Communities: • We collect food and monetary donations for local food banks. We hold competitions between offices for creative displays and amount of donations. In 9 years we’ve donated nearly 7 million pounds. • CBIZ Women’s Advantage supports Dress for Success, national program to promote economic independence of disadvantaged women by providing professional attire and tools to help thrive in work and life. CWA has raised $445,058 and collected 56,500 items. In honor of our 20th Anniversary, we held Volunteer Day during which associates donned “CBIZ Cares” t-shirts and volunteered together for 5 hours. The experience was so rewarding we adopted CBIZ Cares as permanent part of our culture. • We created a GoFundMe page where CBIZ associates donated $53,712 and CBIZ $25,000 for victims of Hurricane Harvey.
COMPENSATION BY THE NUMBERS
| $52,914 Average salary and additional cash compensation for Administrative Assistant|| $57,072 Average salary and additional cash compensation for Associate|
| 50% Match of employee’s 401(k)/403b contribution up to 6% of salary||95% Company-paid health coverage for employees|
| 55% Company-paid health coverage for dependents|| $3,000 Average Tuition Reimbursement|
- Employee stock purchase plan (ESPP)
WORK-LIFE BALANCE BY THE NUMBERS
| 22 days Paid time off after one year of full-time employment|| 7 days Paid sick days after one year of full-time employment|
| 22 Days Paid time off as of first day of full-time employment|
WORK-LIFE BALANCE PROGRAMS
- Flexible schedule (100% use it)
- Telecommute option (18% use it)
- Compressed work weeks (4% use it)
- Onsite Amenities (These are samples from among our offices: Onsite biometric screenings to help assess employees' risk for health problems; Breakfasts, lunches, dinners (during busy season) and healthy snacks; Onsite fitness classes; Dry cleaning concierge; Neck, back and shoulder massages; Stress-buster games (wii, minute to win it) during busy seasons.)
FAMILY CARE BY THE NUMBERS
|60 days Job-protected maternity leave (including FMLA/STD) ||40 days Fully-paid maternity leave (does not include personal vacation or paid time off)|
|40 days Average length of maternity leave new mothers take||5 days Job-protected paternity leave (including FMLA)|
|5 days Fully-paid paternity leave (does not include personal vacation or paid time off)||5 days Average length of paternity leave new fathers take|
|60 days Job-protected parental leave for adoptive parents (including FMLA)||40 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)|
FAMILY CARE PROGRAMS
- Paid sick leave to care for a child or relative
Community and Environmental Impact
| 5 hours Paid time off to volunteer|| $720,044 Philanthropic donations in last year|
- Senior Vice President and Chief Human Resources Officer oversees diversity and inclusion practices
- 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: Women
- 34 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
- Non-birth parents in same-sex relationships can take parental leave
- Medical care covers gender confirmation surgery
How to Get Hired
We asked CBIZ 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?
Prospective employee key characteristics would include someone who is motivated by professional success, willing to be part of not only a team but a strong organization, and wants to be part of an entrepreneurial, growing company.
What can prospective employees do to get your attention?
A prospective employee should be able to strongly communicate and illustrate what value they can bring to our organization and proactively discuss long term career goals.
Are there any positions or types of candidates you are particularly focused on hiring in this coming year?
In 2018 we will continue to focus on candidates who bring exemplary skills and customer service to complement our teams.
What should interested candidates do to find out more and get started?
We invite interested candidates to visit our career website, social media sites, or simply call and ask for the National Director of Talent Acquisition and Recruiting.
| 1,300 Forecasted positions to fill in coming year|| 3% Job Growth|
| 18 Average applicants per opening|| 28,096 Total job applicants|
| 15% New hires by employee referrals|| 25% Openings filled by current employees|
| 157 Recent graduates hired|| 11% Voluntary turnover for full-time employees|
| 30% Voluntary turnover for part-time employees|