Mountain States Employers Council – Denver, CO
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Doesn't RecommendNegative OutlookDisapproves of CEO
- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
Although the base pay is set at approximately 10% below market (which they were upfront about), I felt very confident about what was communicated to me regarding the culture and ethical standards of MSEC during my interview process, and was willing to sacrifice the pay for this. Bolstered by a 401k package, pension, work-life balance, access to training/certification classes, and a decent benefits package, I thought I would stay there a very long time. It wasn't long, however, before the seedy underbelly of MSEC really became apparent.
Gross internal HR mismanagement (despite it being an Employers Association that advises other Employers on matters of HR and employment law), wishy-washy and inconsistent management, double-standards for employees, lack of internal HR leadership, as well as blatant lying and scamming to both employees and clients, I was eventually pushed out for expressing my disapproval. They create a familial environment for the new employee, which is swiftly dashed if you express any critical opinion. There are a handful of genuinely caring and honest staff there, but unfortunately these people are only biding their time until they can get out or collect pension because they recognize the destructive dynamic. There is also so much nepotism there that you never know who to trust, or what the long and messy histories might be. The work itself was typical enough, but it became difficult to function within a framework that has a complete lack of standardization, structure, and miscommunicated expectations of job performance. Although the IT staff are amazing, the infrastructure they are tasked to work within is about as sophisticated as a hamster wheel, and you will struggle to do basic tasks. Further, there is no email encryption system in place, despite thousands of sensitive personally-identifying information such as name, SSN, DOB, etc., being passed back-and-forth; both of clients and internal staff.
Advice to Management
The interpretation of what contributes to employee retention is severely misguided. Allocating more resources to improving monetary compensation for staff, improving IT resources, as well as improving presentation/classroom materials, as opposed to parties, booze and birthday cake.