At Mammoth HR, 100 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 43 employee surveys, with a 90% confidence level and a margin of error of ± 4.74. It was published on Jul 7, 2017. 2204 Visitors

What Employees Say

People celebrate special events around here.
100%
 
Management is honest and ethical in its business practices.
100%
 
Management trusts people to do a good job without watching over their shoulders.
100%
 
I believe management would lay people off only as a last resort.
100%
 
I'm proud to tell others I work here.
98%
 

What They Do

We asked Mammoth HR to explain what they do. Here is what they had to say.

We are passionate about helping our nearly 85,000 clients succeed in creating confident, compliant, and thriving workplaces. Our unique craft is the ability to combine technology and HR expertise to make HR approachable and manageable.

About this Company

Website: http://mammothhr.com/ Industry: Professional Services
US Headquarters: Portland, Oregon, 97205 US Sites: 1
Major Locations: Portland, Oregon US Employees: 50
Corporate Structure: Private Founded: 2001

Mammoth Olympics Air Hockey Tournament

Perks and Programs

We asked Mammoth HR to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Personalized PTO: Our Personalized PTO provides employees the opportunity to take the time off they need when they need it. There is no maximum number of days allowed. Instead, employees are invited to manage their own time consistent with fulfilling their commitments to their colleagues and clients.
  • Professional Development Program: Mammoth offers a five-part professional development program: (1) sponsored professional certifications and continuing education credits, (2) one-on-one mentoring, (3) monthly brown bag lunches featuring in-house experts and outside speakers from a variety of backgrounds (4) partial tuition reimbursement, and (5) sponsored attendance at professional development conferences, seminars, and meet-ups.
  • Family Leave Policies: We understand the importance of supporting families. We offer 4 weeks of full-pay plus 8 weeks of 50% pay for pregnancy disability leave and 4 weeks of full-pay for family leave. In addition, we have a company-sponsored short-term and long-term disability benefit.
  • Mammoth Retreats: We believe our people are our greatest strength, and we invest in bringing them together twice a year to participate in strategic planning and in setting the direction of our company. During our Retreats, we travel offsite and participate in collaborative planning sessions, cross-departmental workshops, bonfires with s’mores, Mad Libs, and other ways to connect and recharge as a team. When surveyed, one employee responded, "What I take away from the retreat is an understanding of the Mammoth brand and the vision for the company. Combine that with being able to spend time and collaborate with my teammates, and I'm confident that [the Retreats] make us a better company." 
  • Mammoth Stampede (Quarterly All-Team Meeting): Every quarter we come together to review company performance, introduce new members of the team, roll out initiatives, and have lunch! Although we promote open communication and collaboration each day, we believe that meeting as a group and providing an open forum to ask questions and to discuss changes is vital to employee engagement and maintaining transparency. One employee comments, "As a remote employee, I look forward to camaraderie and support from my team members, as we share our best practices and concentrate on providing the best service to our clients … all while having fun! I thoroughly enjoy the work, Mammoth’s culture, and our management always makes themselves available for questions, insight, and suggestions from each of us."
  • Monday Letter: Over the last two years, our company has doubled in size. We're excited by our growth and are committed to maintaining the culture of a dynamic, transparent, and caring organization. One way that our CEO reinforces this commitment is by publishing an open letter to the company every Monday. His letter speaks to our successes, opportunities, lessons and challenges, as well as industry trends. More recently, other members of the Herd have been invited to contribute to the Monday Letters, providing more varied insights and views to the weekly company updates.
  • High Five Club: After 5 years of employment with Mammoth, employees are offered 2 weeks of paid time off plus a $1,000 stipend to thank them for their service with the organization. We want employees to take this time to celebrate, relax, and pursue their passions.
  • Starman Awards: We know that recognition and acknowledgement are vital components to employee engagement. We have designed an internal recognition tool called the Starman Award. This is a way for employees to write a quick note using our intranet to acknowledge a colleague for a job well done. The employee receives the Starman Award via email from the Operations team, and a tally of the awards is kept in the kitchen where everyone can see them adding up! Two employees are then randomly selected and announced at our Quarterly Stampede. We believe that peer recognition has a strong impact on our culture and the attitude of our team. In the last year, we have had more than 300 submissions!
  • Mammoth Engagement Groups: Earlier this year, we rolled out our Mammoth Groups program to engage employees, empower them with a voice in our company’s operations and direction, and improve the quality of our workplace and programming. We have five active Groups that range in topic of interest. The Good Works Group focuses on volunteerism and sourcing philanthropic opportunities and activities for employees. The Culture Squad creates driven, inclusive, and purposeful events for employees to take part in. And these are just two of them! Our other groups focus on Wellness, Future Team, and Linkage. Any employee can join a Mammoth Group of their interest. So far, 68% of Mammoth employees are involved with one or multiple Groups.
  • Core Benefits Package: Mammoth's core benefits are extensive. We contribute 75% to employees and 50% to dependents for our health and dental benefits. In addition, we offer a 401K plan with up to a 4% match. To help with transportation costs, we provide a commuter benefit with public transit and bike subsidy and a pre-tax deduction for parking. We have a company-sponsored short-term and long-term disability benefit to support employees in financially challenging times with access to voluntary life-insurance and accident insurance. We built this package taking into account our employees holistic wellness. We believe that having strong health, financial, and family-orientated benefits allows us to take care of our current employees and attract additional top talent to join our organization.

COMPENSATION BY THE NUMBERS

4% Match of employee’s 401(k)/403b contribution up to 4% of salary75% Company-paid health coverage for employees
50% Company-paid health coverage for dependents
Polar Plunge

WORK-LIFE BALANCE BY THE NUMBERS

Unlimited Paid time off after one year of full-time employment Unlimited Paid sick days after one year of full-time employment
2 weeks Paid sabbatical after 5 year(s) of employment Unlimited Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (20% use it)
  • Telecommute option (18% use it)
  • Onsite Amenities (Free beverages and snacks during the day, free lunch on a regular basis, frequent breakfasts and happy hours, subsidized commute benefit, occasional massage therapy, unlimited use of game room and equipment, occasional yoga and meditation classes and sponsored sporting events.)

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 take20 days Job-protected paternity leave (including FMLA)
20 days Fully-paid paternity leave (does not include personal vacation or paid time off)60 days Job-protected parental leave for adoptive parents (including FMLA)
20 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

HEALTH INSURANCE COVERS

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

Community and Environmental Impact

10 hours Paid time off to volunteer Training Specialist & Insight Program Manager Leads environmental impact team
Self-Conducted Environmental impact audit Yes Sustainable commuting program
Yes Recycling program

Diversity

  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity

 

Workforce Diversity

 
Margaret Climbing with Murphy the traveling mammoth

DEMOGRAPHICS

 
100,000 Tickets Celebration

How to Get Hired

We asked Mammoth HR 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?

We seek employees who possess a passion for building great workplaces, a belief in the power of great HR to transformation organizations and the lives they touch, and a commitment to our five company values. For instance, one of Mammoth’s five company values is Care to the Core. We believe in the services we provide, and we care about our clients and their workplaces. We also work to Inspire and Empower one another and our clients. If you can show the kind of dedication and passion that we value at Mammoth, you might be a great fit for us.

What can prospective employees do to get your attention?

Learn more about us! You can visit us on our website and apply on our careers page. If we do not currently have any open positions in the department you are interested in, leave your email with us at the bottom of the webpage along with the department you are interested in and a brief message about yourself and what our core values mean to you. How have you lived them in your professional life? If you believe we’d be a good fit for each other, let us know and tell us why.

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

Our careers page is updated regularly with current open positions. See www.mammothhr.com/careers. We encourage anyone interested in joining our team to read more about us, review our open positions, and apply online.

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

Learn more about Mammoth by visiting us online at www.mammothhr.com or follow us on Facebook, Instagram, Twitter, or LinkedIn by searching Mammoth HR. On our website, you can opt-in to get regular email updates from us with articles on informative HR tips, topics, and trends. To learn more about our team, visit our About page at www.mammothhr.com/about. Interested candidates can view and apply to our current open positions on our Careers page at www.mammothhr.com/careers.

hiring Outlook

5 Forecasted positions to fill in coming year 30 Average applicants per opening
328 Total job applicants 9% New hires by employee referrals
9% Openings filled by current employees 10% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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