Enabling a people-first culture

With a mission of creating value through people, American Woodmark is a market-leading cabinet maker committed to delivering great products through over a dozen brands. With a mix of modern and aesthetic designs sold through home center retailers, dealer-distributors and national big builders, American Woodmark brings the uniqueness of the individual into their home. Learn how American Woodmark leverages ADP Vantage HCM to drive their people-first company culture.

Our HR locations use ADP DataCloud dashboards to pull information for our scorecard metrics, quickly and without a lot of manual intervention. Things like head count, turnover and benefits enrollment information are all pulled directly from the dashboards — by multiple users at any given time. It’s phenomenal to get information in real-time.

Kristie Ostrander, Director of HR Operations
American Woodmark Corporation

Interviewees

Scott Culbreth, President and CEO
Kim Coldiron, Chief Human Resources Officer
Christie Ostrander, Director of HR Operations

A people-first culture

Scott: American Woodmark’s culture is defined by our mission statement, vision statement and set of values. The overarching theme is creating value through people. Underneath this are our CITE principles, representing the four concepts that define how we get our work done: customer satisfaction, integrity, teamwork and excellence.

Kim: At American Woodmark, we put people first. Our culture is the foundation of the customer experience. When employees are working together collaboratively and happy that their needs are being met, they’re going to provide the highest level of service.

Engaging employees across the U.S.

Kim: With 18 manufacturing and distribution facilities and eight primary service centers across the U.S. and Mexico, we’re trying to reach more than 10,000 people across many locations every day. We need a way to communicate back and forth, and ADP Vantage HCM provides that solution. We use MyADP to communicate changes and upcoming news with our employees. And with the ADP Mobile app, we’ve had a lot of success supporting our employees.

Kristie: Employee engagement with MyADP is at 84 percent and 87 percent on the ADP Mobile app. Prior to ADP, our people didn’t have access to their information online. Now, it’s at their fingertips.

Talent and performance insights drive accountability

Kristie: We utilize the Vantage HCM compensation module, tying our merit process into our culture and performance. We’re a “pay-for-performance” organization, so performance is measured by how well employees follow the culture and engage with our cultural tools. It ties directly back into the compensation module, making it more seamless for us to apply merits from both a salaried and an hourly employee perspective. As a result of us using ADP’s performance and talent modules, we’re able to expand on our organizational development process, allowing us to increase the information and visibility for our managers and senior leadership.

Consolidated data now available in real-time

Kristie: From my perspective, the single most impactful change has been the ability to tie everything together. Our HR locations use ADP DataCloud dashboards to pull information for our scorecard metrics quickly and with very little manual intervention. Things like head count, turnover and benefits enrollment information are pulled directly from the dashboards – by multiple users at any given time. It’s phenomenal to get information in real-time.

On winning the Culture at Work award

Kim: At American Woodmark, our culture is real. Having our company recognized and celebrated for the hard work and the dedication of our employees is something I’m very proud of.

Scott: I was excited when we got the news that we won the award from ADP. It validates all the work that our employees put forth in building a great culture here at American Woodmark.

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