A N U P DAT E F ROM T H E H E RITAG E G RO U P SPR ING 2022
INSIDE THIS ISSUE
Living Our Values W O R K YO U R O W N DEVELOPMENT GOALS MEET THE PEOPLE& P L A N E T- F O C U S E D GREEN EYED P ’S GET SET FOR WORK ZONE AWARE NE SS WE E K
M E E T O U R COV E R M O D E L! Heritage Interactive Services’ S HAU N MILLE R defines sustainability.
Dear Heritage family: This season is always full of anticipation and potential, with new life springing up from the ground. Springtime at The Heritage Group is full of energy: We are excited and hopeful as we build out our teams and gear up for a busy season at HC+M. Construction season reminds us about the importance of building our communities and being safe on the roads so our Heritage family members get home each night. Thanks to all of you, 2021 turned out to be a great year for THG. We had a record-breaking year at Monument and strong
I am proud of the enduring relationships and innovative thinking that allow us to keep building on our solid foundation established more than 91 years ago.”
performances across all our businesses. We grew our Heritage family with new acquisitions in nearly every part of our business. In Indiana, our construction leadership and employees continued our work to consolidate companies and do business as a unified front. And I am proud of the enduring relationships and innovative thinking that have brought us new opportunities, building on our solid foundation established more than 91 years ago. Last summer, we announced our three core priorities for THG in our THG-wide town hall: sustainability, talent (people) and business excellence. We are making great strides in all three areas because of the focus and capabilities brought by our smart, hard-working people. This edition is full of inspiring examples of how our people are working together and focusing on these priorities to achieve great success and make a real impact. Starting with our cover story about Shaun, you will see how people can learn and grow in their careers and lives at THG. In Belgium, our Monument Chemical team built relationships in their target industry, and then kept their eyes open for opportunity. Project managers at all levels in our Lean Six Sigma teams are tackling the big business-excellence problems with impressive results. Across Heritage Environmental locations, Green Eyed P’s are doing the right thing for the planet and their local communities. I’m also excited about the ways we are growing our social impact through company-wide opportunities to enrich our communities through service. I hope you will feel inspired this year to participate in these opportunities!
Be well, be safe AMY SCHUMACHER C E O O F T H E H E R I TA G E G R O U P
Sound Bites TH
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Welcome to the team!
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We also welcomed new team members from Northern Indiana Construction, JCI Bridge Group and RA Myers in Indiana, plus Innoleo in Connecticut and Pennsylvania, JTC in Southern Illinois, and Illinois Road Contractors’ Utica terminal.
We continue to grow our market and product offerings through strategic acquisitions, and we celebrate our growing family! In October 2021, Primco/ Speedway Construction Products joined the HC+M family, bringing more than 50 years of experience in the industry. With that addition, we welcomed 240 employees and strategically expanded our market in northeastern Indiana. Earlier this month, Battery Solutions joined the company, bringing 120 employees in Michigan and Arizona. This move expands and complements the battery recycling capabilities of our recently added Retriev Technologies.
G I V I N G
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New CEO for HC+M Geoff Dillon is now CEO for HC+M, succeeding former CEO Jim Fehsenfeld, who will continue to guide and serve the company as Vice Chair of HC+M’s board of directors. Geoff has led this company first as President of Asphalt Materials, Inc. and then as President of HC+M. Congratulations, Geoff!
T O G E T H E R
Together, leveraging the power of family, we can shape a better, brighter future for our communities and our world. Here are upcoming opportunities to give and serve as part of the Heritage family. Social Impact Champions at your location will provide details about your group’s participation and what local organization will benefit from your donations. #HeritageFamilyGives
Companywide Day of Service Mark your calendar: Nov. 17
A good way to give Throughout the year, our Heritage family collects and donates items to local neighbors in need. Every employee should receive a Give Bag that can be used over and over for these collections. NOW THROUGH MARCH 25:
Fill your Give Bag with disposable diapers, clean cloth diapers and wipes to be donated to your local diaper bank or any organization that supports families with babies.
Future collections will benefit these groups: May 2–20: Foster children & organizations that support youth July 1–22: Schools/STEM programs Sept 1–23: Organizations that support victims of domestic violence
T H G R P. C O M 3
Get quick, confidential help from Perspectives night or day.
Who ya gonna call? When things go wrong, you’re never alone. Help is just a call away.
Perspectives, our Employee Assistance Program, not only offers in-the-moment emotional support, but legal and financial referrals as well — all free of charge for employees and their families. Master’s-degreed counselors listen, ask questions and quickly connect you to the experts you need. They can also line you up with the right resources, customized for your situation.
PET CARE
CHILD CARE
It’s finally spring and the Cooper family can’t wait for summer! But like everyone else, Jim and Karen’s schedules have been thrown off by the pandemic and now they’re scrambling to make summer camp plans for their three kids. So, Karen calls Perspectives. She tells the counselor where they live, describes her kids and their interests and, two days later, receives a LIST OF SUMMER DAY CAMPS that meet all her needs.
Jill Slater couldn’t be more excited about her puppy, Jade, who at just 16 weeks has become a model canine citizen. Jill’s even more delighted to learn that her dad will soon be discharged from rehab following hip surgery. But she’s at a loss for pet care options while she’s caring for her father. So, Jill calls Perspectives. Within days of describing Jade’s needs, Jill has in her hands a LIST OF LOCAL PET CARE OPTIONS.
MARITAL ISSUES
After 13 years of marriage, Chris Jenkins’s husband wants a divorce. Tempers are flaring after a particularly heated argument. Chris realizes her judgment is off and it’s late—10 p.m. But she calls Perspectives anyway. A clinically trained counselor confirms Chris is safe, listens attentively and provides
IDENTITY THEFT
Justin Pierce can’t believe it: Someone has stolen his identity and taken over one of his lesser-used credit cards, making dozens of illegal transactions in his name. So, Justin calls Perspectives. He’s given immediate ACCESS TO
IN-THE-MOMENT EMOTIONAL SUPPORT . Knowing she also needs legal help, he then refers her to one of PERSPECTIVES’ PRE-SCREENED ATTORNEYS for a free, 30-minute legal consultation.
A FRAUD RESOLUTION SPECIALIST , and after a
free, hour-long phone consultation, he has developed an emergency response plan and is ready to dispute the charges.
DEBT
Managing money has never been Toni Rivera’s strong suit. After two years of too-convenient online shopping (and plenty of delivery charges, too), credit card debt is piled high and the time between paychecks seems longer than ever. Two days later, she’s connected with a CONSUMER CREDIT CARE COUNSELOR for a free, 60-minute phone consultation and together, they create a simple budget Toni can live with.
For immediate help or to schedule an appointment, call or text 1-800-456-6327 or find resources at perspectivesltd.com using these logins:
ELDERCARE Enrico Lopez’s mother-in-law, Rosa, is showing early signs of dementia and her doctor says she needs to stay as mentally and physically active as possible. Rosa lives two doors away, so Enrico and his wife, Sara, can keep close tabs on her. But they need help figuring out what other services might be available to support her. Sara calls Perspectives and asks the counselor for ideas. Within days, Enrico and Sara have a list of IN-HOME ELDERCARE REFERRALS .
THG, HC+M, HIS & HES
MONUMENT
THG500 PASSWORD: perspectives
USERNAME:
USERNAME:
PASSWORD:
MON501 perspectives
Get in the zone
Celebrate Work Zone Awareness Week (April 11–15) by slowing down and spreading the word about roadway safety. We’ve all been there, right? On the highway. Running late. Almost there! But up ahead — what’s that? Barrels, cones, flashing lights. Bottleneck. Construction site. Great.
WHAT’S YOUR T YPICAL REACTION?
A. Speed up before you lose more time. B. Control your road rage by turning on the radio. C. Let off steam by calling a friend. D. Slow down and think about the people out there risking their lives. E. Slow down and think about your own safety. THE DANGER IS REAL Russell Randle, Safety Director for Heritage Construction Group and a 24-year veteran of Milestone Contractors, would love it if options D and E came to mind first. He knows firsthand about the danger in work zones. “I lost a co-worker who was a good friend in a work zone,” Russell said. “He was a husband and a father.” According to the Federal Highway Administration, in 2019, 842 people were killed (135 of them workers) and 39,100 people were injured in work zones. Milestone takes time to train workers and place the right signage where it should be, but a construction company can only do so much. “We do our part, but we need you to do your part, too,” he said. “People can die in work zones. I don’t know how to put that any clearer.”
Watch Emily Mick’s 2022 Work Zone Awareness Week video.
IT’S ABOUT WORKERS…AND YOU National Work Zone Awareness Week — which takes place about the same time crews head back to the road, April 11–15 — reminds us through this year’s slogan that “work zones are a sign to slow down.” “Signs are important,” said Milestone Labor Foreman Emily Mick, who’s so passionate about safety she has served on several Heritage and Milestone safety committees and even films a video for Work Zone Awareness Week each year. “If you don’t know someone in construction, you’re probably not thinking about it,” said Emily, who has worked in construction for a decade and seen her share of crashes. Emily sets up work zone lanes and signs according to exacting specifications. If there’s a crash, her heart drops. “I’m not worrying about the barrels,” she said. “Your life is important to me.”
4 ways to stay safe 1
When you see orange, slow down.
Orange signs signal a work zone is coming up. They’re a reminder to slow down. 2
Put that phone down.
If you’re having a conversation while driving, your mind is not 100 percent on the road, even with a hands-free device. 3
Set a good example.
When you’re driving in a work zone, tell your kids — especially your teens in drivers ed — why it’s so important to slow down. “You don’t want your son, daughter, mom, cousin or sister to end up in the hospital because they weren’t paying attention,” Emily said.
Think about what you’re doing … before you do it.
4
This goes for roadway safety or anything else you do, Russell said. “Take time to think about what could hurt you and how to protect yourself.”
T H G R P. C O M 7
At The Heritage Group, we bet on people. That includes you. Betting on people is one of our core values. That’s why THG invests in employees across the company by offering opportunities to grow. Are you making the most of those opportunities?
Bet on yourself
Betting on yourself might start with creating a plan for your personal development goals and making continuous effort to work that plan. The Learning & Development team is here to help. Use these tips from Sarah Fladeland, L&D Specialist, and become the best version of yourself!
DEVELOPMENT GOALS
Development goals and your plan for reaching them USE A DEVELOPMENT PL AN TEMPL ATE TO HELP YOU BUILD YOUR PL AN.
Find it and other inspiration at thgrp.com/thg-resources.
Creating your own development plan can be as easy as answering these questions.
S ar
ah
ad
Fl
e la nd
Sources of support
Once you’ve drafted a plan, get the support you need to make it happen. Here are some ideas.
So what is a development goal? Development goals help you improve as a person, while everyday work goals help you get your tasks done. A development goal for me as a relatively new employee could be to build and improve professional relationships. Reaching this goal may or may not help me get my daily tasks done, but it would help me become a stronger, better networked person, which could contribute to my career success and my overall happiness. Yes, happiness matters! What accomplishments would make you feel happier or more successful? They could be work related or not. Examples might be: Improve my public speaking or time management skills. Become a volunteer at a local nonprofit. Find a hobby that will keep me active. These are all development goals.
01 Start with your manager. Get their feedback and buy-in so that they can watch for opportunities to support you. 02 Involve your team. Share your goals, steps to reach those goals and those “aha” moments with your team to foster an encouraging team environment. Ask for feedback when in 1:1’s with your team or working relationships. 03 Find an accountability partner. Look for a colleague who isn’t afraid to challenge you or give honest feedback but will also celebrate your successes. Accountability keeps you on track.
04 Consider mentorship. A mentor will serve as a trusted advisor, someone in your corner to give you perspective or ideas. Being a mentor or mentee allows developmental growth for both participants. 05 Cultivate peer relationships. Across companies and the industry, your network can provide ideas and news about developments in your field. Own your own development and start your plan! Contact us at learning&development@thgrp.com for help.
STEP FOUR STEP THREE STEP TWO STEP ONE
What are my goals? There may be some research, conversations and soul searching involved in this step. Make sure goals are aspirational, yet achievable.
How will I get there? Name a few action steps on the way to your goal. They may be relationships, research, trainings or tasks.
How will I know when I’m there? Define some milestones related to your action steps to measure your success along the way. Consider whether your goals are long-term or short-term in nature. This will help you set realistic milestones and timelines.
What resources and support do I need? There’s no need to do it alone. We all want you to be successful and enjoy a long career at The Heritage Group!
T H G R P. C O M 9
Your heritage, Their future A P P LY F O R T H E 2 0 2 2 - 2 0 2 3 B R O T H E R S S C H O L A R S H I P
The Brothers Scholarship Program, sponsored by the Fehsenfeld family, assists the children of Heritage Group employees with the cost of higher education. As an employee of a Heritage Group company, your college-age dependents are eligible to apply for this award. Scholarships of $2,000 are awarded to select qualifying dependents of eligible employees and are renewable for up to three years.
APPLY BY MARCH 31, 2022 THGRP.COM/BROTHERS-SCHOL ARSHIP SCAN TO LEARN MORE
How do you want to grow in your career journey? Betsy McCaw, leader of People + Culture, invites you to share your thoughts. One of my favorite things to do is learn about people and support them as they find their way to where they want to go in life. I believe I get this from my parents. My mom was a teacher and then a guidance counselor and, although retired now, everyone still confides in her — usually over hot fudge at her kitchen table. And my dad has this knack for understanding people quickly, then doing anything he can to connect them to the person or place they need. I marvel at how quickly they form lasting bonds with people. I’m lucky that I get to follow in my parents’ footsteps in my own way. Every day, my team and I — and our HR teams across The Heritage Group — make connections, too. We try to listen, seeking to understand what role and team culture make you feel valued and driven to do your best. And hopefully we find a way to connect you to that path. Right now, the People + Culture team is doing research with people from around The Heritage Group about how to build more opportunities to grow in your career here. We want you to go home after a day’s work feeling proud of the impact you are making to build a safer, more enriching and sustainable world. We want you feel like you can bring your best and most authentic self to work each day, excited to do your job and leave your mark. And we hope you can find ways to grow each day in your job and career here. So, we would love to hear what you believe is important to your job and career and what will help you do your best work. What ideas do you have for improving your own job or career path at THG? We value your thoughts
and can’t wait to hear from you.
SHARE YOUR THOUGHTS HERE.
T H G R P. C O M 1 1
On a personal note Hometown: Danville, Ind.
Family:
wife Andrea, daughters Lily (10) and Jules (8), son Harry (6)
Sustainability is not just about waste. It’s about time, equipment, people and labor. It’s about opportunity and attitude.”
Pets:
2 dogs (rescues), Boba and Jango, and 2 cats, Ava and Chalupa
Favorite foods:
biscuits & gravy, scrambled eggs, toast and ALL of the bacon
Free time:
in his home gym or maintaining his property
Nominate a co-worker to be our next cover model! Know a teammate who would love the opportunity to be recognized as our next THG Quarterly cover model? Send us a picture and a short nomination to communications @thgrp.com.
Spiral of potential Some folks just talk about sustainability. Shaun Miller lives it — and grows with it. When Shaun Miller joined the company nine years ago, he had no idea how far a career in sustainability would take him. Now, as Director of Operations for Heritage Interactive Services, he’s excited about the spiral of potential he sees before him — in the industry, in his career and at THG.
How did you first hear about Heritage? I started as a temporary employee at HES in fixation — the management of contaminated waste by immobilizing hazardous contaminants. After my promotion to Group Leader, I interviewed for a Program Manager position at Heritage Interactive and got the job. Then I went from Program Manager to Senior Program Manager to Operations Manager and here I am as a Director today.
What does it mean to be part of a family business? We’re given access to capital and resources and things that a very large organization typically has access to, but there’s always that personal feel to the interactions with our leadership— in how they empower us to manage and to make our own decisions. Not all companies will afford you that autonomy, and I think that has a lot to do with this organization having that family ownership and mentality.
Now, I’m at the forefront of worldclass sustainability services for our customers. We’ve aided companies in diverting their byproduct waste, contributing to zero landfill status. I can’t wait to see where I’ll be three years from now, but it’ll be at Heritage. All these synchronicities brought so much opportunity, and I worked to make the most of it. And I’m happy to be here!
Does that also affect the way you interact with customers? I think so. I think this is an empathyminded organization, and I try to lead with that. When you have that servant leadership attitude, doors open. My work style is taking every opportunity I see to invest in others. That’s been engrained in me in large part due to this organization and the way they’ve treated me. I try to pay that forward to my employees, my colleagues, my leadership, my customers, my suppliers, and it bleeds over into your personal life, too. It’s about touching as many lives as possible and impacting others in a positive way. It builds relationships and trust, and it’s good business, too.
How has Heritage bet on you? If I’m dedicated to something, I’m going to find every way I can to add value to the organization. I’ve done that over the years, and this company has been good about recognizing that. When I was promoted to Director, it happened to line up with Connect, Collaborate, Innovate (CCI), a training program where THG invests in the future of potential leaders from across the companies. It created relationships across the organization. I used that network just last week to introduce a colleague to a resource at another Heritage company! When did you realize this was a career instead of just a job? When I moved from HES to HIS, I could see the runway of what we could do, what we could grow into. I was able to work as I saw fit and add value to the organization — and the fact that Heritage enables me to work in such a way — it all just kind of clicked. And that’s continued to evolve over time, because the term sustainability evolves every day, and it’s an exciting time to be in this industry.
Where does your passion for sustainability come from? I fell into sustainability, and before I knew it, I was in deep. It’s such a broad term today. A couple years ago, it was all about supporting zero waste to landfill, and then simply zero waste— now it’s bringing in carbon neutrality, zero water discharge, industrial hygiene, compressed air efficiencies and water balancing. It’s such a spiral of potential.
The evolution of sustainability over the last 20+ years has been phenomenal. Now I’m watching The Heritage Group grow through Techstars, Heritage Sustainability Investments, all these different elements and resources.”
What excites you in this moment of your career? Over the last five years, we doubled in size. We invested heavily in people, and in training, so that we have the right folks in the right positions, and it set us up for where we are today: another record year. T H G R P. C O M 1 3
A VO LU NTE E R L ANDSC APIN G E V E NT O RG ANI Z E D BY IND IANAP O LIS G E P S DAV ID CRIPE AND MEG AN S U T TLE
An eye for sustainability
FOR OUR PL ANET FOR OUR COMMUNITIES FOR OUR PEOPLE
Heritage Environmental Services provides sustainable solutions for customers across the nation — and their commitment to the environment doesn’t stop there. Within HES, sustainability comes to life in the work of the Green Eye P’s (GEPs). Learn who they are, what they do and why it matters.
The 50+ Green Eyed P’s from across HES locations act as ambassadors for employee awareness of recycling and sustainability initiatives. They also organize community engagement efforts to get colleagues involved locally. Working at the local level, they ensure that each location makes a big impact on its community — and the smallest possible impact on the environment. While GEPs help the company — and the planet — by supporting sustainability efforts, the program also invests in its ambassadors’ professional growth. “I can honestly say becoming a Green Eyed P has opened my eyes to reducing and sustaining efforts not only at Heritage but at home as well,” said KiLeasha Lamb, a Field Accounting Specialist at HES’s Lemont, Illinois, plant. “I feel honored as the person chosen to represent sustainability for our location.” With more than 10 years of experience planning and promoting HES’ annual Earth Day/Founder’s Day event, KiLeasha has developed better communication skills. She’s also had plenty of facetime and collaboration with company leadership. G E P KILE A S H A L A MB AT A H O US E H O LD H A Z ARD O US WA S TE CO LLEC TI O N
S U S TA I N A B I LIT Y
Tips from the Green Eyed P’s KiLeasha is continuing her service as a GEP this year with several recycling and community initiatives: “I facilitated changing all of the lighting in our facility to energysaving LEDs, as well as motioncontrolled lighting to reduce energy use. We have multiple recycling boxes throughout the building and a collection box for used glasses for the Lion’s Club. We also exclusively use recycled paper. Every little bit helps!” Joanne Jones, Sustainability Leader at HES, also touted the program’s success in recent circumstances. “It was our GEPs who decided how we wanted to support our local communities when COVID started — supporting families who lost free school lunch during quarantine with food bank donations and pizza delivery to over 40 local hospital/medical facilities and their front-line workers on the same day across the country,” Joanne wrote in HES’ SWIRL newsletter.
While companies like HES do the heavy lifting when it comes to environmental impact, each of us can make a difference at a local and individual level.
Here’s how: SWITCH TO E NE RGYE FFI CIE NT LI G HTB U LB S RE D U CE FO O D WA S TE BY COMP OS TIN G
B RIN G A REUSAB LE WATE R B OT TLE TO WO RK
VO LU NTE E R TO PL ANT TRE E S O R WO RK IN A COMMU NIT Y G ARD E N
TA KE A DVA NTAG E O F REC YCLIN G B IN S AT THE O FFI CE
D O N ATE G E NTLY US E D CLOTHIN G IN S TE AD O F THROWIN G IT AWAY
The program is just one way that HES engages employees, who in turn choose a long career with Heritage. However they choose to impact their communities, GEPs are here to stay.
T H G R P. C O M 1 5
How Monument Chemical became a key supplier of an important chemical for the pharma, fragrance and electronics industries. Here’s the Tetrahydrofuran (THF) success story. In 2014, Monument Chemical’s site in Belgium (Kallo) began producing Tetrahydrofuran (THF) to meet growing market demand. In the beginning, the Marketing and Production teams focused on lower-volume runs for technical applications to earn some market share. But their sights were set much higher: They were intent on becoming the THF supplier to top segments in the pharma, fragrance and electronics industries.
Jon-Paul Leduc, Monument’s Business Development Manager, Europe, shares this tale of teamwork and the steps they took that led to a big win for the Kallo team.
Step 1 SE T A G OAL ALL TE A MS C AN WORK TOWARD.
Our preparation focused on the production of high-purity THF for the pharmaceutical market. THF is used in a range of pharma applications for the reaction that initiates the active ingredients in medicines. Not surprisingly, the purity requirements for THF in pharma applications are much higher and more precise than those for industrial uses.
Step 2 L AY THE G ROUNDWORK FOR G ROW TH .
The Research & Development team worked with the Operations team to make gradual improvements to product purity until pharma customers were delighted with the pristine quality and excellent results in their applications, as well as with the responsiveness and service of the Monument organization.
Step 3
to sample and approve a product, often getting stuck at supplier approval queues at the pharma laboratories. However, because of the critical situation in the market — and because these potential customers had worked with Monument and our wellorganized Quality Assurance Support team over the past couple of years — we were able to cut approval times to less than two months to begin partnerships with those pharma customers.
SC ALE UP PRODUC TION
Step 5
TO MEE T DEM AND.
C ALL ON ALL TE A MS
Eventually, our commercial success with high-purity THF led to a new challenge: We needed more production capacity to meet the growing demand. The Kallo team built a strong business case for investing in a dedicated unit for high-purity THF production, and it was given an enthusiastic green light to proceed. The multi-million-dollar project kicked off in 2019, finished in late 2020, and started production in early 2021.
Step 4 SEIZE OPP ORTUNITIES TO SUPP ORT CUS TOMERS .
When our new unit started running, the global THF market was in complete chaos. Major industry players were experiencing production issues and delays, causing massive shortages and problems for their customers. We were able to step in to solve this challenge for both existing and new customers — and sales went up like a rocket! In a “normal” situation, it can take several years for pharma customers
What is THF exactly? Tetrahydrofuran (THF) is a clear, colorless liquid used in a range of applications, such as pharmaceuticals, adhesives, PVC cement and magnetic tape.
TO COLL ABOR ATE .
During this flurry of activity and new projects, the cross-functional collaboration that made high-purity THF and the new production unit successful became even more important. Every Monument department worked together to support the European team’s growing THF production, from Finance to Operations to the Customer Service representatives who made sure customers were supported every step of the way. We’re constantly looking for ways to optimize production and our solvent purity, so that we can do even more for our customers — and that’s truly the Monument way! Every aspect of the THF story illustrates who we are as a company. We listen to our customers and the market. We take risks and invest in opportunities grounded in smart expertise and research. We work together across teams and functions to transform those opportunities into wins — for Monument and our customers. And we keep finding ways to do it better.
C4H8O
T H G R P. C O M 1 7
Leaning on each other
The Heritage Group adopted the Lean Six Sigma (LSS) methodology in 2019 to improve the way we work together to solve complex problems. Since then, 100+ participants have leveraged this data-driven problemsolving approach to turn big challenges into even bigger opportunities. In November, this growing community of LSS practitioners held a belt celebration at The Center in Indianapolis. It was a chance to meet each other and demonstrate how they’re making a difference.
ENJOY THE E VENT! Watch this two-minute video of interviews, insights and impressions captured at November’s belt celebration.
KIT PEREG RINE
Meet some of our successful Yellow Belts and Green Belts and learn how Lean Six Sigma has impacted their projects and professional development. KIT PEREGRINE
A smart shift in production One benefit of the Lean Six Sigma program is the opportunity for participants to network with colleagues across functions and companies at The Heritage Group.”
QC/Q A M ANAG ER A S PHALT M AT ERIAL S , IN C . ( A MI) CERT IFIED G REEN B ELT PRO JEC T: Developed a data tool to analyze production across AMI plants IMPAC T: My project allows AMI to quickly evaluate a plant product catalog
with analytical data to make business decisions on production. The data tool allows us to determine if we can eliminate production of a product at one plant or shift that production to a sister plant. In one specific case, we are shifting production out of two plants to one plant and freeing up three raw material tanks. These free tanks will be used for chemicals that are currently being stored and used from totes. The switch from tote to bulk tank storage will create a price savings of approximately $30,000. Tank storage also allows AMI to avoid risk in supply chain shortages. Tank storage provides safer production due to less handling or materials and increased efficiency benefit. BENEFIT: Creates efficiencies; saves time, talent & money; reduces safety
risks —Jeannie Phillips, Director of Business Improvement
TAKE AWAYS: Many AMI team members are now speaking a common language with a common understanding of specific tools used to tackle our big business problems with a unified approach.
T H G R P. C O M 1 9
Yellow Belt
1 S T LE VEL OF SIX SIGM A TR AINING AT THG
Candidates learn a set of basic tools to use in their daily work and to solve a business problem that is low in complexity and small in scope in order to achieve certification.
MORG AN BOYNE
PO Progress MORG AN BOYNE
BUSINESS PROCESS ANALYS T HERITAG E EN VIRONMEN TAL S ERV ICE S (HE S) CERT IFIED YELLOW B ELT
PRO JEC T: Cleaned up Purchase Order (PO) data in our material management software (MMS) to simplify billing processes IMPAC T: Our Customer Experience group can
invoice customers faster and more accurately now that these updates have been made. Before my project, Billing saw many unusual, incorrect or missing PO numbers. This held up the billing process, delayed invoicing and therefore delayed payments coming back to us. With my changes, the Customer Experience group can more easily identify previously used POs and select from those rather than having to type them in manually. We also made it clear in MMS which customers do not use a PO, so everyone throughout the process knows this.
ANDRE A MOBERLY
BENEFIT: Reduces mistakes & delays;
saves time & talent TAKE AWAYS: The LSS program taught me a lot of new techniques to use when thinking of how to improve our processes. I truly enjoyed learning these techniques and meeting new people across the Heritage family at our gathering in November. I feel as if I belong to a very special group of people within The Heritage Group.
BRIAN AYERS
ANDRE A MOBERLY
BRIAN AYERS
Info integrity
A warmer welcome
SR ANALY TIC AL RESE ARCH CHEMIS T
REGUL ATORY COMPLIANCE M ANAG ER HR SHARED SERVICE S (HRSS) CERT IFIED G REEN B ELT
HERITAG E RE SE ARCH G RO U P (HRG) CERT IFIED G REEN B ELT
PRO JEC T: Developed a process for monitoring
and improving the integrity of information stored in HRG’s research database IMPAC T: Collecting and analyzing project and
sample information took 60+ hours per manager per year. The HRG Metadata Access Project reduced this time to less than 5 minutes, measuring an annual financial savings of over $30,000 in employee time for HRG. While the time savings is impressive, the increase in overall data integrity is even more impactful. BENEFIT: Saves time & talent; increases accuracy TAKE AWAYS: I have personally grown a lot due to the LSS program. Green Belt training provided me the opportunity to learn many LSS tools that will be useful as I further my career, and the class time allowed me to work with leaders and peers across THG. Leading a Green Belt project furthered my growth in team leadership, speaking and organizational skills, and it helped me deepen my confidence in my value as a member of HRG and the broader Heritage Group.
Green Belt
2ND LE VEL OF SIX SIGM A TR AINING AT THG
Candidates learn the full Define, Measure, Analyze, Improve, Control (DMAIC) methodology toolset, plus selected LSS tools and statistical approaches to solve a more complex, medium-in-scope problem for certification.
PRO JEC T: Streamlined the HR processes that support
onboarding to create a better employee experience IMPAC T: This project has improved our enterprise
onboarding process by reducing the number of separate processes across our companies, reducing data entry duplication, and creating a more trusting process and experience from the perspective of our new employees. By simplifying the onboarding process from six-plus distinct processes to one, all new hire information is routed to each administrator at the right time and with the right information. This enables administrators to set up a new hire accurately and on time, which ensures each new employee starts their career at THG ready to go from the moment they walk in the door. My project involved many of the support functions of our organization: HRSS, ITSS and Business Services, which includes P-card management, travel accounts and company vehicles. By sheer size of the project, it has shed light on how complex our business processes are. BENEFIT: Creates efficiencies; saves time & talent TAKE AWAYS: The LSS Program provided me
the technical skills within the LSS methodology to solve problems. But it also taught me about influential leadership and gave me the opportunity to demonstrate that during this project. I am incredibly appreciative of all the knowledge that has been shared with me and all the people I can now reach out to across THG.
Join the movement WA N T T O L E A R N M O R E A B O U T T H E L E A N S IX S I G M A P RO G R A M? R E AC H O U T T O T H E L S S B U S I N E S S PA R T N E R I N YO U R A R E A .
Jeannie Phillips: all areas Kent Steele: HES, HIS, Monument & HRG John Anderson: AMI Jim Massoels: Milestone, US Aggregates & THG Corporate
AROUND THG
If you had a chance to share some career advice with your younger self, what would it be? Here’s what some of your colleagues from around the company (photos at right) had to say to their younger selves (photos at left).
I would tell my younger self it’s never too late to learn and to never stop learning. Take advantage of the Heritage Education Program earlier — I’m grateful every day that I got my BS. I would advise everyone to utilize the training classes, team building activities and educational opportunities offered. —Nelda Farrar
Don’t shy away from large or difficult projects. They are great learning opportunities that cover many aspects of our business, and they may lead to other growth opportunities. —Kevin Reinhard D I R EC TO R O F S P ECI A L P R O J EC T S , H E S
S EN I O R I T S YS T E M S S P ECI A L I S T, H I S
If you are willing to put in the work and aren’t afraid to step out of your comfort zone from time to time, you can do anything.
Trust the process. You are where you are supposed to be. Don’t give up on your dreams. —Angie Sharp TA X ACCOUNTANT, THG
—Raven Shryock CU S TO M ER E X P ER I EN CE M A N AG ER , H E S
Invest in your future by contributing to your retirement plans at an early age. —Jon Schultz PL ANT OPERATOR, EMULSICOAT, ST. ELMO, IL
Reach out to people across all departments of the company. Make a point to meet with that person you have been emailing. —Stephen Cushen O P ER AT I O N S M A N AG ER , H I S
Find a mentor who will help you through the challenging times and celebrate your accomplishments with you. Have courage and confidence in your voice and skillset and take chances when the opportunities present themselves. —Kristin Sweeney D I R EC TO R O F O P ER AT I O N S , U S AG G
Do things that make you uncomfortable. I find if I am uncomfortable, I am growing as a human being. —Sarah Fladeland L E A R N I N G & D E V ELO PM EN T S P ECI A L I S T, T H G
As you progress in your career, look for opportunities to link people together to accomplish great things. Absorb what you can from great mentors and give back to catalyze making the most of life for the greater good. —Linda Osborn
Pursue something that makes you excited, makes you want to get out of bed every day. Give your 100% and that will pay off. —Maria Kraemer Gutierrez P L A N T M A N AG ER , M O N U M EN T
Learn more about your company, your industry and the competitive landscape of “the business,” even if you are in an internally focused position. Ask questions and observe. —Gary Lindgren E V P FO R R I S K & CO M P L I A N CE , T H G
D I R EC TO R O F A N A LY T I C A L R E S E A R CH , H R G
We’d love to hear from you! Have some career advice, a story or photos worth sharing? communications@thgrp.com
T H G R P. C O M 2 3
How do you name a newsletter?
We’re looking for a new name! If you published a magazine — like THG Quarterly — but it didn’t come out quarterly, what would you call it? W E ’ V E M O V E D T H I S M A G A Z I N E ’ S P U B L I C AT I O N S C H E D U L E F R O M F O U R T I M E S A Y E A R T O T H R E E . N O W, A L L W E N E E D I S A N E W N A M E ! W A N T T O H E L P ? S E N D YO U R S U G G E S T I O N S T O : CO M M U N I C AT I O N S@T H G R P.CO M The winning entry will get a $100 gift card for swag from the company store! Entries due by May 1.
@ I N H E R I T A G E G R O U P
THE HERITAGE GROUP