At CBIZ, 85 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 929 employee surveys, with a 90% confidence level and a margin of error of ± 2.41. It was published on Jan 11, 2017. 2744 Visitors

What Employees Say

Management is honest and ethical in its business practices.
91%
 
I am able to take time off from work when I think it's necessary.
91%
 
I am given the resources and equipment to do my job.
90%
 
People care about each other here.
88%
 
I feel good about the ways we contribute to the community.
87%
 

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 plan and 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: 4,492
US Revenues: $750.4 million Corporate Structure: Public
Stock Symbol: CBZ Founded: 1996

Our CBIZ Women’s Advantage program hosts networking and fundraising events across the U.S., enjoyed by females as well as males!

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 70 Circles with 353 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 36 Clubs with 172 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. 23 have achieved honors, such as National Women in Accounting Public Service Award, 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 Great Health 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+ • Retirement gift and plaque • Additional 5 days of personal leave on fifth anniversary, beginning on the 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 Chairman’s 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: • During our National Food Drive we collect food and monetary donations for local food banks. We have friendly competitions between offices for creative displays and amount of donations. In 8 years we have donated 5.5 million pounds. • CBIZ Women’s Advantage supports Dress for Success, a national program to promote the economic independence of disadvantaged women by providing professional attire and tools to help thrive in work and life. CWA has raised $415,534 and collected 55,000 items. • On 20th Anniversary Volunteer Day associates donned their “CBIZ Cares” t-shirts and volunteered for 4-5 hours so CBIZ could collectively donate 20,000 service hours! We also donated $20,000 to a charity selected by our associates via a voting portal on our intranet.
  • Fun & Unique Events: Great People, Great Place is our program to ensure that our leadership and environment have, together, created a place where our associates are excited and where they are proud to work. As part of this commitment, we sponsor various activities. • CBIZ 20th anniversary:  20 associates featured on intranet to tell why they are proud to be part of CBIZ 2, Donated $20,000 to a charity chosen by associates, Donated 20,000 hours of volunteer time to local communities • Busy season stress busters: Healthy meals/snacks provided, Neck, back and shoulder massages by therapist, Toy basketball hoop challenges, hallway bowling. Employee Appreciation Days may include Senior officers serving lunch, Games played in the parking lot, Picnics at ballparks, theme parks.
  • Great Health Program: We want our associates to be healthy, happy and successful, and we understand that achieving overall wellness is the only way to achieve those goals. We offer Great Health, a platform of support as well as tools and resources for associates to move forward, regardless of where they may be on the spectrum of personal health. All associates have access to our Employee Assistance Program and a Health Coach to discuss any questions or concerns. CBIZ medical plan members are eligible to participate in the United Health Personal Rewards Program. By completing a series of health actions and earning points, participants receive an incentive that reduces the medical premium cost for the following year.

COMPENSATION BY THE NUMBERS

$51,982 Average salary and additional cash compensation for Administrative Assistant $56,600 Average salary and additional cash compensation for Associate
50% Match of employee’s 401(k)/403b contribution up to 6% of salary95% Company-paid health coverage for employees
55% Company-paid health coverage for dependents $3,000 Average Tuition Reimbursement
$3,000 Maximum Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
  • Employee stock purchase plan (ESPP)
Promoting our “One CBIZ” value, this kickball team has great camaraderie on and off the field…or should we say “office”?

WORK-LIFE BALANCE BY THE NUMBERS

22 days Paid time off after one year of full-time employment 6 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 (25% use it)
  • Telecommute option (8% use it)
  • Compressed work weeks (2% use it)
  • Onsite Amenities (These are samples among our offices: Onsite biometric screenings to help assess employees risk for health problems; Breakfasts, lunches, dinners (during busy seasons) and healthy snacks; 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 take5 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)
*Employees are not required to use all their personal paid time off before taking parental leave. Not all employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

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

Community and Environmental Impact

5 hours Paid time off to volunteer $849,235 Philanthropic donations in last year

Diversity

  • Senior Vice President and Chief Human Resources Officer is responsible for the success of formal recruiting and retention diversity goals
  • 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

Leadership Diversity

 

Workforce Diversity

 
We put the “fun” in “fundraiser”! The “Lunch Ladies” dressed up and served Taco Tuesday to their peers for a donation to National Food Drive

DEMOGRAPHICS

 
Education is key for growth. We take pride in sponsoring educational programs for our employees, clients and prospects

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 2017 we will 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.

hiring Outlook

350 Forecasted positions to fill in coming year 8% Job Growth
112 Average applicants per opening 28,000 Total job applicants
15% New hires by employee referrals 25% Openings filled by current employees
180 Recent graduates hired 13% Voluntary turnover for full-time employees
36% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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