Careers
Stewart Richey believes the quality of its work is directly proportional to the quality of its workforce. To that end, we strive to attract a quality workforce by providing a positive, attractive work environment and culture with rewarding career opportunities, through:
- A safe workplace for all employees.
- Competitive pay and benefits, including retirement plan
- Respectful treatment for and among all employees
- Emphasis of community and family.
- Opportunities for development and advancement
Our ideal candidate desires a career, rather than a job, and wants to grow as part of a thriving company.
We are growing in ALL trade areas! If you meet the qualities above, fill out our online application or apply in person Monday - Friday 7a.m. - 3 p.m. Watch the video below for more information!
Benefits
In addition to competitive pay and a positive working environment, Stewart Richey strives to offers a competitive benefit structure for its employees.
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Retirement
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ESOP
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After 1 year of employment [if qualifying conditions met]
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Health Insurance
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Anthem |
After 90 days of full time employment |
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Dental Insurance
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HRI Dental |
After 90 days of full time employment |
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Vision Insurance
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VSP |
After 90 days of full time employment |
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Paid Vacation
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40 Hours/
5 Days
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After 1 year of continuous full time employment
Hourly/ Salary Employees
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Paid Vacation
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80 Hours/
10 days
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After 5 years of continuous full time employment
Hourly /Salary Employees
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Paid Holidays
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5 per year
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After 90 days of continuous full time employment w/good standing (Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day)
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ABC apprenticeship program
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2 or 4 yr. program
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Employee in good standing w/passing grade, with manager approval; only certain trades offered
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The above benefits are subject to change at the sole discretion of Stewart Richey Construction, Inc.
ESOP
Stewart Richey Construction is an Employee Stock Ownership Plan (ESOP) company. As a wholly-owned subsidiary of Houchens Industries, Inc., the company participates in the Houchens Industries ESOP.
An Employee Stock Ownership Plan [ESOP] is a form of retirement plan that provides employees with an ownership interest in their company. Employees gain ownership through ESOP shares, which are awarded annually to each qualifying employee. ESOP shares are subject to vesting requirements and are held in a trust account until an employee retires or leaves the company. An ESOP provides employees with an opportunity to contribute to the success of their company, and to participate in that success.
ESOP’s are regulated by the Employee Retirement Income Security Act [ERISA], a federal law that sets minimum standards for investment plans in private industry.
Opportunities
If you are experienced in any of the fields below, please click here to fill out our online application or apply in person Monday - Friday between 7 a.m. and 3 p.m. only. No phone calls please.
WE ARE NOW ACCEPTING APPLICATIONS FOR THE FOLLOWING POSITIONS:
Grade, Drain, & Utilities Heavy Equipment Operator with 5 years of experience
Licensed Plumber with minimum 3 years of commercial experience
Concrete Carpenter with 3 years of commercial experience
Commercial Refrigeration Technician with 2 years of experience
Licensed HVAC Technician with 3 years of experience
Commercial Painter with 3 years of experience
Pre-Engineered and Structural Ironworker with 1-3 years of experience
Rigger/Structural Ironworker with 3-5 years of experience
General Contracting Site Superintendent with 3 years experience
General Contracting Project Manager with 3 years experience
Workforce Development
NCCER is a not-for-profit 501(c)(3) education foundation created in 1996 as The National Center for Construction Education and Research. It was developed with the support of more than 125 construction CEOs and various association and academic leaders who united to revolutionize training for the construction industry. Sharing the common goal of developing a safe and productive workforce, these companies created a standardized training and credentialing program for the industry. This progressive program has evolved into curricula for more than 70 craft areas and a complete series of more than 70 assessments offered in over 4,000 NCCER-accredited training and assessment locations across the United States.
Stewart Richey shows its commitment to employee development by investing in specialized training programs. We believe in developing each member of our team through multiple avenues, such as craft training and certification, leadership development, and safety awareness.
Stewart Richey will strengthen the talent within the company while providing employees with a clear development pathway.
Program Goals
- To accelerate development & advancement of our next generation leaders
- To create a pool of ready-now leaders for critical positions
- To maximize contributions of our highest potential people
- To increase retention of future leaders
Culture
We use Dr. Steven Covey’s 7 Habits of Highly Effective People as our foundation for growth and development.
- Be Proactive
- Begin with the End in Mind
- Put First Things First
- Think Win-Win
- Seek 1st To Understand, Then to Be Understood
- Synergize
- Sharpen The Saw
We provide ongoing support to leadership as they develop a culture of personal and professional self-accountability based on the 7 Habits. With a common language, shared principles and transparent goals leaders are able to empower teams of individual employees to meet operational goals without "bossiness."
Recruiting & Retention
Stewart Richey partners with educational systems in the communities where we operate by providing internships, apprenticeship programs, and sponsoring in-school programs to cultivate talent and provide skill-specific training and tools. Once hired, Stewart Richey seeks to retain and develop each employee by making a career at Stewart Richey the perfect experience.
Talent Development
Developing new employees, seasoned veterans and others who are identified as future leaders of the company is at the core of our workforce development strategy. Managers are responsible for identifying employees who show promise as future team leaders and be given appropriate training to assume leadership roles. In 2012, the Bowling Green Area Chamber of Commerce raised $1.8 million to install the The Leader In Me education system (the school-age version of the 7 Habits) in all Bowling Green and Warren County schools. Businesses that use the 7 Habits will have a competitive advantage recruiting graduates for jobs because they have learned the 7 Habits in area schools.
Robin Amonett
Jennifer Rogers