We recognize that a significant amount of a person’s waking hours are spent at work, so we do our part to make sure that time is meaningful and fruitful by implementing the following processes and initiatives:
Our process focuses on identifying the most suitable candidates for accomplishing the Company’s short-term goals and long-term strategy while always staying aligned with Hunt’s Core Values.
Through our “Check-In Process”, employees are given the opportunity to clarify roles and responsibilities based on the job descriptions the company has for each position, discuss current and future priorities, review goals and receive feedback on performance.
Conducted annually, managers rate and review each employee. Calibrations and technical reviews are conducted to ensure accuracy and fairness exists across the organization.
Strategic Workforce Planning
Our Human Resources Business Partners work with executives to determine current and future workforce needs. We consistently have discussions on competencies needed now and in the future to help the organization achieve its goals.
Reviewed annually, each senior leader identifies future leaders. Development plans are created, and additional coaching and training are identified to accelerate growth and capabilities.
A Workplace for Us
Created in 2018, “A Workplace for Us” is designed to provide employees with flexibility for a work/life balance. This program includes flexible schedules, 9/80 shifts, Work-from-Home options, and enhanced Paid Time Off hours.
Employee Engagement surveys are conducted regularly to gauge employee sentiment. Action plans are designed to continue to enhance the employee experience. Decisions are made with employees’ best interest in mind. Respect for the Individual is more than just words; it is who we are and how we function.
Organizational design has enhanced our ability to work across regions and without silos. We use tools to collaborate effectively so innovative ideas can be cultivated and designed.
Twice per year, leaders discuss skills, talents, capabilities, and competencies of all individuals within their respective departments. This discussion may lead to stretch assignments, international opportunities, rotation of job functions to expand breadth and depth of knowledge.
As part of our onboarding process, new hires attend an orientation on their first day. Members from the Human Resources, Security, and IT teams welcome and brief our new hires on all things “Hunt”. Historically, orientations have been conducted in person but are now offered in-person, virtual or as a hybrid approach due to the rise of the pandemic.
COVID-19 Response 2021: The New Normal
Protecting Hunt's work environment
Hunt Energy has continually assessed the public health situation related to the ongoing health pandemic since the beginning of 2020, and our response remains focused on protecting the health and welfare of our people.
In accordance with CDC guidelines, we have implemented specific procedures and protocols to reduce the risk of infection for our employees and their families.
An executive committee, led by Ray Hunt, Hunter Hunt, and Chris Kleinert, was established in February 2020 with other executives and specialists from across the organization and its global offices to provide the leadership and direction to establish comprehensive response plans and detailed workplace protocol.
Our newly implemented and designed system, Hunt Connect, is strategically engineered to integrate every human resource process, from recruitment to retirement, for employees across the global network of Hunt companies. Implemented in October 2021, this application has streamlined processes for our evolving workforce and offers employees and managers the opportunity to manage their own data and processes, including updating personal information; submitting promotions, transfers, and other employment changes; submitting job requisitions, recruiting, and onboarding new employees; setting goals and conducting performance reviews; performing annual compensation reviews; providing employee and manager feedback; identifying and developing new competencies, and much more.
Benefits of Hunt Connect include:
Actions developed in response to the pandemic
The COVID-19 pandemic presented a diverse set of risks and challenges, forcing us to adapt quickly to dynamic and unprecedented circumstances. Effective emergency response is part of our culture, focusing first and foremost on our people. Before the crisis developed into a pandemic, we assembled a corporate response team to manage the risk associated with COVID-19 and protect our workers, contractors, and communities. This team also developed plans and protocols to ensure safe and effective operations.
As the company continued to track updates regarding the pandemic, the “New Reality” for the Dallas Campus, originally planned to return to office in early September of 2021, once again shifted to continue with our current hybrid work practices as we assess the ongoing state of Covid-19. Many employees work in the office part of the week as well as at home virtually, and that approach is welcomed by the company.
Immediate support to working remote and social distancing in essential work locations:
- Given the threat COVID-19 poses to our people, we encouraged employees to work remotely when the job could be done off-site without disruption to the flow of work
- Employees received office supplies, IT hardware, and central system access, based on their specific role, to immediately begin the transition to working from home
- Training sessions focused on Working-from-Home included technical support and guidance related to physical and mental health, personal and family safety, and new protocol and policies that provided flexibility in how people interact in order to reduce the risk of infection
- To reduce the risk of infection among those who had to carry out work in the company’s facilities, adaptations were made in the work environments that allowed social distancing, reduced rooms capacities, and other best practices dealing with COVID-19
Adapting rapidly to a Work-from-Home model took great effort, and our IT team delivered a quick and effective response that kept our employees safe and maintained operations through unprecedented times.
- Tested Work-from-Home practices
- Assembled and distributed IT assets
- Added to our IT Work-from-Home resources
- Supported our transition through Hunt Tech Concierge services
- Moved training to virtual sessions – providing learning opportunities on Microsoft Teams and various tools providing innovation and efficiencies across the organization
Numerous letters from the Hunt family and other formal communications were written regularly to inform team members and their families on the measures taken by the Company to reduce infection risk and protect our employees.
- Coronavirus Briefs – Information briefs for all Hunt Employees, which included up to date pandemic guidelines, company protocol, and information from an outside medical advisor
- Pause for Positivity – Facilitated sessions where employees can take 30 minutes of their day to fill their heart and mind with some positive inspiration (program consists of 12 rotating sessions)
- WOHO Community – Creation of our internal communication hub on Yammer focused on Work-from-Home (WOHO) life and allowed employees to share pictures and stay connected with our peers during a time of isolation, keeping our workforce together
- Communication from Benefits team – Messaging focused on our suite of benefits available to Hunt employees including, Employee Assistance Plan (EAP), our Health Advocate service, Nurse line, Medical Insurance advisors as well as best practices for coping with our changing environment
- Training – Development training sessions focused on Managing Remotely to aid in work style and workforce shifts over the pandemic
- Benefits – Communication from our Benefits team included information focused on our suite of benefits available to Hunt employees such as our Employee Assistance Plan (EAP), our Health Advocate service, Nurse line, Medical Insurance advisors, as well as best practices for coping with our changing environment
- Consulting – In Peru, a third-party company was hired to provide psychological, legal, financial, and nutritional advice to all Hunt employees and their relatives
- Project Prepared Committee – Communication to employees from the Project Prepared Committee continues to provide guidance to employees regarding updates to company policies related to COVID-19
Hunt COVID-19 Tracing and Tracking process allowed us to manage individual cases discretely and effectively, enabling us to isolate and control the spread of infection.
- Created guidelines pertaining to the rapid response to potential infections and how/when to quarantine
- Modified our Paid-Time-Off policy to address employees who contracted COVID-19
- Established Health and Safety screening for essential employees that must return to the office. A user-friendly app provides a Return to Work Questionnaire that must be filled out each day before traveling to the office
- Required employees returning to the office to monitor and self-report their symptoms, including body temperature, every morning before they arrive. Personal thermometers were distributed to all employees early in the pandemic
- Updated Business Travel Guidelines with detailed COVID-19 protocol, and emphasized eliminating travel where possible or otherwise quarantining following a business trip
COVID-19 Vaccination Record Collection - North America
As part of our commitment of providing a safe work environment, in 2021 Hunt formally collected vaccination status from employees. Due to COVID-19 variants, changing guidance from the CDC and broader discussions around policies, vaccination status helped provide business units and support group leaders the ability to update policies and adapt to changes related to the pandemic.