At Hoar Construction/Hoar Program Management, 93 percent of employees say their workplace is great.



This review is based on 337 employee surveys, with a 90% confidence level and a margin of error of ± 2.68. It was published on Jun 8, 2017. 2469 Visitors

What Employees Say

Management is competent at running the business.
I'm proud to tell others I work here.
I am given the resources and equipment to do my job.
Management is honest and ethical in its business practices.
People care about each other here.

What They Do

We asked Hoar Construction/Hoar Program Management to explain what they do. Here is what they had to say.

We are more than builders. We’re progressive thinkers, principled experts, and trusted partners. For more than 75 years we’ve been on a continual mission to build better through the services we provide: general construction, construction management, design/build and program management.    

About this Company

Website: Industry: Construction & Real Estate
US Headquarters: Birmingham, Alabama, 35209 US Sites: 81
Major Locations: Birmingham, Alabama; Houston, Texas; Orlando, Florida; Nashville, Tennessee; Washington, District of Columbia; Mobile, Alabama; Austin, Texas; Tampa, Florida; Huntsville, Alabama; Dallas, Texas US Employees: 625
US Revenues: $650 million Corporate Structure: Private
Founded: 1940

Disney HUB Meeting

Perks and Programs

We asked Hoar Construction/Hoar Program Management to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Half Day Friday: We compress a 40-hour work week into four and a half days by starting our workdays a little early. Hoar closes at 11:30 a.m. on Friday, so our employees can take advantage of reduced traffic and extra personal time with their family and friends.
  • Free Financial Advice: The company partners with a financial adviser who is available to meet with all employees and their family members to help coach and guide them on financial matters free of charge.
  • 401K: All employees are eligible to take advantage of our 401K plan, which offers a variety of investment options to meet individual retirement goals and risk tolerance. The company makes a discretionary match each year which historically has been at least 25%.
  • Bonuses: At the end of the fiscal year, every eligible employee receives an annual profit-sharing bonus in appreciation of their contributions to Hoar's success.
  • Safety Awards: To recognize safe working practices, Hoar rewards employees with cash rewards, gift cards, and merchandise.
  • Gym Membership Reimbursement: Employees are reimbursed 2/3rds of the cost of the membership up to $599.00
  • Flexible Work Programs: Hoar recognizes that in today’s world many of us may be juggling the competing demands of our work and personal lives. To give employees better control over their time, Hoar supports alternative work arrangements such as flexible work hours, work schedules and in some cases work locations.
  • New Hire Mentoring Programs: Mentoring allows our employees to come together to transfer or develop a specific skill set. It’s a gateway to individual and organizational growth and development. At Hoar, mentoring takes place at all levels of the organization, through traditional one-on-one mentoring partnerships, in peer and team mentoring, and especially as you begin settling into a new role with the company. This process is a tool that helps individuals to grow into their full potential, enriching the workplace and helping Hoar improve.
  • Hoar University: Our career development philosophy underscores that the primary way employees develop is through work experiences. We believe feedback and relationship-building are important components to an individual’s development. But we don’t stop there, we supplement that development with traditional and targeted training opportunities each month through Hoar University.


$40,500 Average salary and additional cash compensation for Laborer $101,500 Average salary and additional cash compensation for Project Manager
25% Average 401(k)/403b company contribution per employee70% Company-paid health coverage for employees
70% Company-paid health coverage for dependents


26 days Paid time off after one year of full-time employment 26 days Paid sick days after one year of full-time employment
26 Days Paid time off as of first day of full-time employment


  • Flexible schedule (15% use it)
  • Telecommute option (5% use it)
  • Compressed work weeks (50% use it)
  • Subsidized On- or Off-site Fitness (98% have access)
  • Onsite Amenities (coffee bars, food, team events, massages, cocktail events, ping pong, video game systems, break rooms, wellness rooms, lactation rooms)


40 days Job-protected maternity leave (including FMLA/STD) 40 days Average length of maternity leave new mothers take
30 days Job-protected paternity leave (including FMLA)5 days Average length of paternity leave new fathers take
$5,000 Adoption benefit30 days Job-protected parental leave for adoptive parents (including FMLA)


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


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

Community and Environmental Impact

$420,543 Philanthropic donations in last year Yes Recycling program
Yes Locally-sourced food program


  • Director of HR 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: Under-represented racial/ethnic minority groups; Women; Speakers of English as a second language
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

Safety Week



How to Get Hired

We asked Hoar Construction/Hoar Program Management 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?

Our goal at Hoar is to have a well-rounded and diverse work force that is dedicated to and driven by the core values that this company holds dear: the Golden Rule, family, the relentless pursuit of improvement, and stewardship. These core values define us as a company. They guide our every action with each other, our clients, and our communities. Our core values are set in stone and will never be compromised for financial gain or short-term expediency. By consistently adhering to these essential and enduring principles, we build value in everything we do. We look for prospective employees who are focused on these values and also possess characteristics that would lead to success at Hoar such as innovation, consensus building, organization, and conflict management.      

What can prospective employees do to get your attention?

We look for candidates who take the time to know our company and come to us with a basic understanding of our business and culture. One of our best recruiting resources is our employees and we encourage applicants to take advantage of their knowledge. They offer insight into our organization and their decision to have a career with Hoar.

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

Anyone interested in working for Hoar has several different avenues of connecting. We encourage candidates to visit our careers page at in order to learn more about our company culture and the opportunities we have to offer, which update daily. We also encourage prospective employees to submit an application online. Candidates can learn more about us on LinkedIn, Facebook, Google+, and Twitter. In addition, our recruiting team attends job fairs at multiple universities and local affiliations throughout the year. These events are a great opportunity to visit with us so that we can get to you know better.

hiring Outlook

180 Forecasted positions to fill in coming year 21 Average applicants per opening
15% Openings filled by current employees 15 Recent graduates hired
11% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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