At Merchants Fleet Management, 77 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 256 employee surveys, with a 90% confidence level and a margin of error of ± 2.97. It was published on Jun 15, 2018. 11930 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
92%
 
People here are given a lot of responsibility.
86%
 
People celebrate special events around here.
84%
 
I am able to take time off from work when I think it's necessary.
82%
 
I am given the resources and equipment to do my job.
82%
 

What They Do

We asked Merchants Fleet Management to explain what they do. Here is what they had to say.

Merchants provides our customers with the most innovative fleet management experience globally.  We partner with our customers to optimize their mobility.  Leveraging the brightest minds in the industry, real-time technology, data analytics, and our full range of products and services, Merchants elevates the fleet performance of our customers. 

About this Company

Website: http://www.merchantsfleetmanagement.com Industry: Financial Services & Insurance
US Headquarters: Hooksett, New Hampshire, 03106 US Sites: 3
Major Locations: Rosemont, Illinois, 60018; San Antonio, Texas, 78213 US Employees: 384
Corporate Structure: Private Founded: 1962

CELEBR8_Usha

Perks and Programs

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

  • ELEV8 Employee Program: In 2018, Merchants developed & announced the ELEV8 Employee Program to fuel the company’s strategic direction. A group of about 30 volunteer & nominated employees from every level, department and location of the company worked collaboratively to develop the purpose, goals and activities that would define the ELEV8 program and fuel the company’s success. The ELEV8 Program serves as a platform for commitment to an excellent customer experience, team performance, and individual development. It is made up of opportunities for employees to elevate including educational communications to facilitate goal achievement, company events & initiatives to facilitate collaboration, and workshops to support goal achievement & coaching.
  • Peer-to-Peer Recognition Program: Merchants developed a peer-to-peer recognition program to allow employees to reward their colleagues for going above-and-beyond to provide excellent service to their customers, their teams, the company and/or the community, the program is called a CELEBR8, which ties back to the company’s ELEV8 initiative to fuel the strategic direction. When an employee witnesses a colleague going above-and-beyond, they write a CELEBR8 card and deliver a $25 gift card to that person. A picture of both employees is included in a monthly CELEBR8 communication that celebrates successes at the company and exceptional employee commitment & performance.
  • Employee Recognition Award: In addition to the peer-to-peer recognition program, Merchants developed the ELEV8R award—a recognition offered by nomination from managers and selection by an ELEV8R committee. The ELEV8R Award is given to an employee who displays extraordinary commitment and results to their team, the company and even to the community. Nominations for the award are provided by management and the leadership team and submitted to the ELEV8R committee for review. The award recipient is announced at a company-wide Town Hall and receives a special parking space, a $200 monetary reward and an ELEV8R plaque posted to our ELEV8R wall of fame.
  • Goal Achievement Program: The Merchants Goal Achievement Program, called the ELEV8 Your Accountability program, provides team members with a platform to set goals and create action plans related to their professional development goals. Accountability Teams consist of small groups of no more than six participants which meet regularly over a 16-week period. The structure of the program, through open feedback and collaboration, allows members to hold each other accountable for action steps toward achieving their goals, while creating an opportunity to develop peer-to-peer mentoring and coaching.
  • Wellness Program: The company’s commitment to wellness began many years ago and has become a significant part of the culture. Through the ELEV8 Your Health initiative, employees can influence various wellness programs. As part of the wellness initiative, the company provides monthly health & wellness workshops, fitness club and equipment reimbursement, paid smoking cessation programs, up to 2 wellness PTO days per year, biometrics scanning, chair massages and much more. Employees who participate in events and challenges at the company have the opportunity to receive Wellness Bucks that can be redeemed for monetary rewards.
  • Mentorship Program: Merchants provides a formal Mentorship Program for all employees. The program is designed to engage, develop and empower talent within the company and provide exclusive opportunities for networking and professional development. The mentors & mentees receive training on mentorship. In the year-long program, a Mentee is matched to a senior manager, who serves as the Mentor. An agreement is developed to identify goals/objectives that the employee seeks to accomplish. Throughout the year, meetings are scheduled based on the discretion of both individuals; however, the guideline is once a month.
  • Financial Assistance: The Helping Hands program provides financial assistance to all employees (if necessary) of up to $1500 annually. All requests are reviewed by a committee and are kept confidential.
  • Employee Appreciation Week: Each year the company has a week-long celebration to show appreciation for employees. The week consists of many activities, games, contests, food, prizes and fun! For example; video contests, photo booths, catered food, raffles, daily games and events, etc. A committee of Managers and Leaders work together to develop a theme and energy around the week.
  • Scholarship Program: Merchants provides up to five $1000 scholarships per year to qualified dependents of full-time employees. Through an outsourced partnership, applications are reviewed, and scholarships are awarded to individuals who demonstrate strong character and work ethic through family dedication, volunteerism, work experience and/or student activities.
  • Employee Automotive Discounts: Employees and their families receive significant discounts on any vehicle purchases (new or used), maintenance, repairs, parts, rentals and reconditioning. Employees also receive a free state inspection annually and have access to a free onsite car wash.

COMPENSATION BY THE NUMBERS

4% Average 401(k)/403b company contribution per employee80% Company-paid health coverage for employees
80% Company-paid health coverage for dependents $4,705 Average Tuition Reimbursement
Employee Appreciation Week

WORK-LIFE BALANCE BY THE NUMBERS

25 days Paid time off after one year of full-time employment 25 Days Paid time off as of first day of full-time employment

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)
60 days Average length of maternity leave new mothers take5 days Fully-paid paternity leave (does not include personal vacation or paid time off)
5 days Average length of paternity leave new fathers take60 days Job-protected parental leave for adoptive parents (including FMLA)
5 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

16 hours Paid time off to volunteer $104,000 Philanthropic donations in last year
$3,169 Total company-matched employee donations in last year Yes Recycling program

Diversity

  • Sr. HR Talent Business Partner oversees diversity and inclusion practices
  • 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
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
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DEMOGRAPHICS

 
ELEV8 Day_Hooksett

How to Get Hired

We asked Merchants Fleet 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?

There are several characteristics for prospective employees that are essential for success at Merchants. The first is the ability to work as part of a team. This requires the individual to possess strong interpersonal skills, be humble and be focused less on individual accomplishments and more on meeting team goals. Secondly, the individual must be committed to providing “world class customer service”. We have built our foundation on that which has allowed us to become the 8th largest fleet management company in the United States. This competency is measured on all Performance Reviews. Last, a willingness to give back to the community is very important. The Company provides all employees paid time off to volunteer with local agencies/causes.

What can prospective employees do to get your attention?

It is important that prospective candidates understand our business. This requires some research through our website and networking. In addition, they must clearly communicate how the Company will benefit from their experience and/or skills. There are several important qualities that should be highlighted. The first is to demonstrate a strong passion and enthusiasm for the opportunity. The expectation is when the candidate enters the organization as an employee that they will be engaged and committed to both their career as well as the Company’s success. Another desired quality is to possess a personal vision and/or career aspiration; this may include the position they may be hired for or beyond. In addition, their personal vision may also include developmental opportunities they would like to take advantage of such as pursuing additional education.

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

The Company remains committed to hiring top talent in 2018; it is the highest priority given the importance to the Company’s overall results. In addition, talent plays an integral role in succession planning. We are expanding our Sales Executive team to ensure continued business growth. A continuing area of focus is technology (Software Developers, Project Managers, Quality Assurance professionals and Systems Analysts). The Company has a multi-year technology development effort for the benefit of our Fleet Management customers. Another key component to our growth initiative is focusing on hiring industry talent.  To achieve our expected growth over the next few years we are expanding our operations in the mid-west, this affords us the opportunity to capture industry trained talent. 

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

There are several steps candidates can take to learn more about the opportunities at Merchants. First, they can go to our Careers page where there is information on our business, the history of the Company, benefits and open positions. Candidates will also be able learn more about our culture and whether they would be a good fit. In addition, candidates can go to sites such as LinkedIn or Facebook for further insight into Merchants. Finally, we would recommend that candidates use their own network(s) and reach out to individuals who have direct knowledge of Merchants as a potential employer. The Company has been in business since 1962 supporting the local community which affords ample opportunity to reach out to many individuals including current employees, customers and local business owners with knowledge of Merchants.

hiring Outlook

100 Forecasted positions to fill in coming year 20% Job Growth
16 Average applicants per opening 2,405 Total job applicants
25% New hires by employee referrals 8% Openings filled by current employees
7 Recent graduates hired 15% Voluntary turnover for full-time employees
10% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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