2026 Best Paces to Work in Kentucky Magazine

Medium Company Winner L&N Federal Credit Union

Large Company Winner

PRESENTING

THANK YOU SPONSORS!

BRONZE

What Does It Take

TO BECOME A BEST PLACE TO WORK IN KENTUCKY?

DETERMINE ELIGIBILITY

CELEBRATE

Each year our winning companies gather for a celebration where the rankings are announced.

ADJUST AND GROW

Regardless of whether or not they made the list, participating companies use their survey results to drive change within their organization.

FEEDBACK

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1. Be a publicly or privately held business. 2. Be a for-profit or not-for-profit business or a government entity. 3. Have a facility in the state of Kentucky. 4. Have a minimum of 15 full-time or part-time employees working in Kentucky.

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REGISTRATION FOR THE SURVEY PROCESS

Registration for the survey process opens in the fall.

COMPANY ASSESSMENT

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Participating companies receive access to the Employee Feedback Data Dashboard with detailed data from the survey process. You will be able to view your percentage of positive and negative responses to each of the survey questions asked of employees, as well as employee comments and employee and employer benchmarking data. The online platform contains multiple levels of reporting.

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MAKING THE LIST

In early 2026, participating companies are notified whether or not they made the list of 100 companies.

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In late fall, surveys are sent out to Kentucky employees. This confidential feedback accounts for 80% of a company’s score. While employees are providing feedback, the company is completing an employer assessment, which accounts for 20% of a company’s score.

COMPILING THE RESULTS

The experts at Workforce Research Group conduct an in-depth analysis of the assessment results to determine if a company has what it takes to be the best.

The Society for Human Resource Management Kentucky takes pride in being a founding partner of the Best Places

to Work in Kentucky initiative. Kentucky’s HR professionals are at the forefront of guiding today’s workforce through an ever-evolving landscape of modern work. Since 2020, we have successfully navigated complex post-pandemic challenges, developed thoughtful policies around telework and ethical use of artificial intelligence, while also creating environments where employees feel supported in prioritizing their mental health and well-being.

HR professionals continue to design innovative strategies to attract, recruit, and retain top talent in a competitive marketplace. By serving as trusted strategic partners to CEOs and executive leadership teams, HR leaders play a critical role in helping Kentucky organizations remain resilient, adaptable, and positioned for long-term success.

SHRM Kentucky proudly supports more than 3,000 HR professionals in 12 local chapters across the Commonwealth. Through ongoing education, professional development, and leadership opportunities, we are committed to equipping our

members with the resources needed to lead their organizations effectively and contribute to strong business outcomes.

We are honored to recognize the exceptional employers who are setting the standard for workplace excellence in our state. I invite you to explore the accomplishments of these organizations and learn about the innovative practices that are helping them build thriving workplaces and prepare for the future of work.

To the winning companies, we extend our sincere gratitude for making Kentucky a premier place to work!

Sincerely,

Martha Steil Chair, 2026

SHRM Kentucky State Council www.kyshrm.org

We are proud to celebrate 100 companies that have created exceptional workplaces—an achievement that strengthens our state’s business community and reflects the best of Kentucky’s employers.

As president and CEO of the Kentucky Chamber, I am encouraged to see so many organizations demonstrating a strong commitment to their people. I am especially proud that 48 of this year’s 100 honorees are Kentucky Chamber members. This year’s recognized companies represent a diverse cross-section of industries across the state—from banks and colleges to health care providers and manufacturers—each contributing to a growing and dynamic economy.

The Best Places to Work in Kentucky program recognizes employers who are leading the way in building workplaces where employees can thrive. These companies are doing more than running successful businesses—they are creating environments where people feel valued, supported, and motivated to succeed.

Our state’s continued progress reflects the dedication of employers who invest in their people

and communities. Together, we have made meaningful strides in strengthening the economy and expanding opportunities for businesses and workers alike, and the Kentucky Chamber looks forward to continuing that work alongside our members and partners.

As the state’s largest business organization, we are committed to representing businesses like yours, delivering programs that help employers succeed, and supporting a strong and vibrant business climate.

Thank you for your participation in this initiative, and congratulations on this well-deserved recognition.

Ashli Watts

President and CEO Kentucky Chamber kychamber.com

WINNERS by the Numbers

The percentage of winning companies that formally recognize INDIVIDUAL EMPLOYEE MILESTONES (e.g., birthday, work anniversary, birth/adoption of a child, etc.)

The average number of EMPLOYER PAID HOLIDAYS per year

The percentage of winning companies that provide employees with THIRD PARTY RESOURCES TO RECEIVE HELP, eg, EAP

The percentage of winning companies that offer FLEXIBLE WORK HOURS

96% 79% 99% 97% 10 82% 96% 74%

The percentage of winning companies that have a strategy to RECRUIT AND RETAIN GENERATION Z (born 1997 or later) employees

The percentage of winning companies that have a FORMAL GRIEVANCE PROCEDURE in place for employees who feel they have been treated unfairly based upon their race, gender identity, or beliefs

The percentage of winning companies that offer a 401(K), 403(B) or 457 PENSION PLAN (SIMPLE, SEP and/or SARSEP)

The percentage of winning companies that allow employees to participate in COMMUNITY SERVICE DURING NORMAL BUSINESS HOURS without losing pay or using vacation time.

2026 SHRM Kentucky State Council

Hall of Fame WINNERS

5 YEARS

FNB BANK • NEW VISTA • SAINT JOSEPH JESSAMINE TOYOTA AUTOMATED LOGISTICS (BASTIAN SOLUTIONS)

WE ASKED OUR 10-, 15- AND 20-YEAR WINNERS: GETTING ON THE BEST PLACES TO WORK LIST IS NO SMALL FEAT— WHAT’S THE “SECRET SAUCE” BEHIND YOUR CULTURE?

FAHE

10 YEARS

At Fahe, the “secret sauce” is our people—thoughtful, committed, and grounded in the work of expanding opportunity through housing. Our Strategic Plan gives us direction, but it’s our staff who bring that vision to life with a shared sense of ownership and purpose. There’s a genuine, no-pretense culture—people show up ready to solve problems, support one another, and keep things moving forward because Housing Can’t Wait. We operate as One Team, One Goal, stepping in for each other, sharing credit, and staying focused on impact. Together, we’re building thriving communities across Appalachia—advancing disaster response and recovery, workforce housing, and economic opportunity through housing. It’s a culture built on trust, accountability, and a quiet determination to make progress.

MIRAZON

Mirazon is proud to be named one of the 2026 Best Places to Work in Kentucky, marking the 10th time our company has earned this recognition. This achievement reflects the incredible dedication of our team, who show up every day to support our clients, collaborate with one another, and make Mirazon a truly great place to work.

Our 10th year being recognized is a direct result of the values we embed throughout our company and in everything we do. Mirazon has fostered an environment where we focus on respect, integrity, and delivering value in every interaction, paired with our commitment to delivering expertise without arrogance and doing what we say we will do. These values shape a culture centered on providing exceptional service to our clients while also supporting employee engagement, work-life balance, and professional development. We recognize commitment to our values and professional excellence through our High Five Award, presented to employees who are nominated by their peers. This recognition matters.

15 YEARS

TOWN AND COUNTRY BANK

The reason we’ve been honored as a Best Place to Work for 15 years—comes from our familylike work environment where people genuinely look out for one another. Trust, respect, and open communication form the backbone of how we operate, creating a sense of belonging. We stay rooted in shared purpose, building a culture that feels less like a workplace and more like a community.

CONNECTED NATION, INC.

I joined our organization with a ear understanding of its commitment to valuing people, and it is no coincidence that we have been recognized as Best Places to Work for 15 years. This achievement reflects a culture grounded in purpose, people, and persistence.

Our “secret sauce” lies in our ability to remain closely connected to both the

communities we serve and to one another. By extending broadband access to areas where geographic barriers once limited connectivity, our team plays a meaningful role in improving lives each day.

What truly distinguishes our organization is our people— experienced, dedicated professionals who bring a “boots on the ground” mindset and a shared commitment to service. This combination of missiondriven work and deep expertise fosters an environment where employees feel valued, empowered, and proud of the impact they make.

BLUE & CO.

At Blue & Co., LLC, a commitment to culture, flexibility, and professional growth continues to define the firm’s workplace experience, earning recognition as a Best Place to Work in Kentucky for 15 consecutive years.

“At our Louisville office, we take pride in fostering a high-energy, growth-

STITES & HARBISON, PLLC

1. Over the past 20 years, the workplace has changed dramatically. What has remained constant at the core of your culture, and why has that been so important to your success? What has remained constant at Stites & Harbison is our people‑first culture. Over the years, our employees consistently tell us that they feel

oriented culture,” said Dale Skaggs, Director. “We understand that the finance and accounting industry is dynamic, and we’re committed to providing our team members with the tools and opportunities they need to thrive.”

That focus on growth is complemented by a strong emphasis on flexibility and collaboration across the firm.

“Flexibility and good co-workers are overwhelmingly the most common reasons our Lexington team members say they enjoy working here,” said Jennifer Miloszewski, Director. “We believe in fostering a collaborative environment where we celebrate each other’s successes and support individuals in developing career paths that reflect their unique skills and talents.”

In addition to day-to-day collaboration, Blue & Co. encourages connection through team and client outings, reinforcing relationships that extend beyond the office.

respected, supported, and genuinely valued—and that matters. You hear it in comments like, “People here care about each other,” or “This feels like a place where you can build a career, not just have a job.” That sense of collegiality and mutual respect is foundational. While the way we work has evolved, the core belief that strong relationships lead to strong results has not changed. That consistency has been critical to our long-term success and to earning trust from both our people and our clients.

2. How has your organization intentionally evolved to meet the changing expectations of your workforce—from early career professionals to more experienced employees?

Listening has been key. Our workforce spans generations, and expectations are not one‑size‑fits‑all. Early‑career professionals often tell us they value mentorship, transparency, and opportunities to learn, while more experienced employees emphasize flexibility, autonomy, and balance. We’ve responded intentionally expanding mentoring and professional development, embracing hybrid work, and creating paths for engagement and leadership at every stage. People often say they appreciate that “the firm evolves without losing its culture,”

and that’s exactly our goal: progress that feels thoughtful, not disruptive.

3. What role does leadership play in sustaining a “Best Place to Work” culture year after year?

Leadership is essential and it must be authentic. Leaders set the tone not just through policies, but through everyday actions. Our employees frequently note that leadership here is accessible and willing to listen, which builds trust. Culture isn’t sustained by a single initiative; it’s reinforced when leaders model respect, communicate openly, and follow through. When people feel heard and supported, culture becomes self-reinforcing, and that’s how it lasts year after year.

4. Looking ahead, how are you continuing to innovate and invest in your people to ensure the next 20 years are just as impactful?

Looking forward, we’re focused on evolving with intention. We’re investing in leadership development, technology advancements, wellbeing, and inclusion while staying grounded in the values our people consistently highlight as most important. Employees often tell us they appreciate that “the firm invests in people, not just processes.” That mindset will continue to guide us. The workplace will keep changing, but our commitment to being a place where people feel supported, challenged, and proud to work will remain constant.

Where Kentucky’s Talent Pipeline Begins: Spotlight on the Kentucky Chamber Foundation’s Education Solutions

Kentucky’s workforce challenges cannot be solved solely at the point of hire.

Building a strong, sustainable talent pipeline requires early career exposure for students, informed educators, and strong leadership within schools.

The Kentucky Chamber Foundation works with employers and educators to strengthen these connections. By helping students explore career pathways, equipping teachers and counselors with real-world industry insight, and supporting principals as they lead their schools, the Foundation is helping ensure students graduate prepared for meaningful careers—and that employers have access to a stronger, better-prepared workforce.

For human resource leaders committed to long-term workforce development, these initiatives offer meaningful opportunities to engage beyond the hiring process and help shape Kentucky’s future workforce.

Bus to Business connects classrooms to careers

The Foundation’s Bus to Business® program is a statewide initiative that engages students directly with employers to showcase in-demand career pathways in their own communities. Through

business tours and hands-on experiences, students gain exposure to real-world work environments and the skills today’s employers need.

The program also hosts student interview days, where employers conduct mock interviews and support résumé development and workplace readiness skills, helping students build confidence before entering the workforce.

For employers and HR leaders, these experiences create an opportunity to introduce students to career possibilities early, strengthen local talent pipelines, and help young people see a future for themselves in Kentucky’s workforce.

Since its launch, Bus to Business has served nearly 52,000 students statewide, creating direct connections between employers and the next generation of talent.

Educator’s Guide offers industry insight

The Educator’s Guide to Industry program brings together technical education teachers and school counselors with employer partners through in-person industry training events. These experiences help educators better

These efforts reflect a shared commitment between Kentucky’s business and education communities to prepare students for opportunities and ensure schools remain connected to the evolving needs of today’s workforce.

understand business operations, workforce expectations, in-demand skills, and local career opportunities, enabling them to guide students with greater clarity and confidence.

The program offers business leaders the opportunity to help shape how career pathways and industries are communicated in schools, ensuring students receive accurate, up-to-date insight into the skills and opportunities available in today’s workforce.

Almost 1,100 educators and counselors have participated in Educator’s Guide to Industry events across Kentucky, gaining firsthand insight into 11 high demand sectors and expanding awareness of workforce needs and career opportunities.

Leadership Institute for School Principals invests in the leaders shaping Kentucky

Strong leadership shapes the success of any organization, whether in business or education. Just as companies invest in developing executives who guide culture, performance, and long-term strategy, schools rely on principals to lead educators, support students, and create environments where learning can thrive.

The Leadership Institute for School Principals, delivered in partnership with the Truist Leadership Institute, provides executive-level leadership development designed specifically for Kentucky school leaders. Through this year-long program, principals strengthen skills in self-

awareness, change management, and organizational leadership—tools that help improve school culture and support stronger student outcomes.

Kentucky’s business community plays a critical role in making this work possible.

More than $4.4 million in business investment and charitable contributions has helped ensure principals across the Commonwealth can participate in the program at no cost, reflecting a shared commitment to developing the leaders who shape Kentucky’s future workforce.

Building Kentucky’s talent pipeline together

By connecting students to careers, giving teachers and counselors real-world insight

into Kentucky’s industries, and investing in the principals who lead our schools, the Kentucky Chamber Foundation is helping strengthen the talent pipeline that employers across the Commonwealth depend on.

These efforts reflect a shared commitment between Kentucky’s business and education communities to prepare students for opportunities and ensure schools remain connected to the evolving needs of today’s workforce. When employers engage in career exploration, share industry insight with educators, and support leadership development for principals, they help create stronger pathways from classroom to career.

Businesses and HR leaders play an important role in expanding this work. Through partnerships, sponsorships, and direct engagement, employers can help broaden career exploration opportunities for students, strengthen educator connections to industry, and support leadership development for Kentucky’s school leaders.

To learn more about the Kentucky Chamber Foundation’s Education Solutions, visit kychamber.com/education-solutions For additional information or partnership opportunities, contact Ginny Hoyt at ghoyt@kychamber.com

Companies

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BRIDGEHAVEN

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Previous Rank: 1

WEHR CONSTRUCTORS, INC.

No. of Years Ranked: 8

Industry: Construction

FPO for placement only

No. of U.S. Employees: 134

Survey Administrator: Katrina Dietrich, Director of Human Resources

Primary Location: Louisville No. of Kentucky Employees: 109

SPOTLIGHT PROFILE

Company Executive: Brandon Berry, CEO

Web Address: www.wehrconstructors.com

At Wehr Constructors, our mission is to build upon the strongest of foundations in our faith, our projects, and the people we serve with unmatched integrity and dedication. Our vision, Building Exceptional People, Who Create an Exceptional Building Experience, guides how we invest in our team every day.

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We are proud to be the Louisville area’s largest general contractor and 2025’s #1 Best Place to Work in Kentucky. Guided by our seven core values, Wehr fosters a culture of trust, accountability, and collaboration. Employees value accessible leadership, meaningful work, and clear opportunities for growth.

Previous Rank: Not Previously Ranked

No. of Years Ranked: 1

Industry: Healthcare Provider/Social Care

Primary Location: Louisville

No. of Kentucky Employees: 66

No. of U.S. Employees: 66

Survey Administrator: Jess Davis, Human Resources

Company Executive: Stewart Bridgman Jr., President and CEO

Web Address: www.bridgehaven.org

SPOTLIGHT PROFILE

Bridgehaven provides the highest quality community based psychiatric rehabilitation and recovery services, education and support to adults living with mental illness. Our associates are committed to providing these services. They do not see this as work but more so as opportunities to help others in building better lives. Bridgehaven offers associates great benefits, flexible schedules and promotes work/life balance in addition to providing continued professional growth and education, onsite trainings and a generous vacation, sick, personal time and benefits package.

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MIDDLEGROUND CAPITAL

Previous Rank: 18

No. of Years Ranked: 7

Industry: Finance

Primary Location: Lexington No. of Kentucky Employees: 77

No. of U.S. Employees: 96

Survey Administrator: Karyn Blunt, Sr. Associate, Human Capital

Company Executive: John Stewart, Managing Partner Web Address: www.middleground.com

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LINCOLN TRAIL AREA DEVELOPMENT DISTRICT

Previous Rank: Not Previously Ranked No. of Years Ranked: 1

Industry: Development District

Primary Location: Elizabethtown No. of Kentucky Employees: 47

No. of U.S. Employees: 47

Survey Administrator: Katie Peace, Associate Executive Director

Company Executive: Mr. Daniel London, Executive Director Web Address: www.ltadd.org

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CORNERSTONE EQUIPMENT

Previous Rank: 11

No. of Years Ranked: 3

Industry: Compact Construction / Agricultural Equipment

Primary Location: Dry Ridge No. of Kentucky Employees: 52

No. of U.S. Employees: 52

Survey Administrator: Alicia Turner, Director of People Operations

Company Executive: Devin Ponder, President/CEO/Owner Web Address: www.kycornerstone.com

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KENTUCKY PRIMARY CARE ASSOCIATION

Previous Rank: 30

No. of Years Ranked: 2

Industry: Non-Profit

Primary Location: Frankfort No. of Kentucky Employees: 61

No. of U.S. Employees: 61

Survey Administrator: Courtney Woomer, HR Director

Company Executive: Molly Lewis, CEO Web Address: www.kpca.net

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MIRAZON

Previous Rank: 8

No. of Years Ranked: 10

Industry: Technology

Primary Location: Louisville

No. of Kentucky Employees: 41

No. of U.S. Employees: 56

Survey Administrator: Chris Nation, Marketing Manager

Company Executive: Karen Albers, CEO Web Address: www.mirazon.com

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VOLTA, INC.

Previous Rank: 25

No. of Years Ranked: 7

Industry: Technology

Primary Location: Frankfort and Louisville

No. of Kentucky Employees: 36

No. of U.S. Employees: 36

Survey Administrator: Shana Watson, Director of HR and Administration

Company Executive: Marshall Butler, President

Web Address: www.voltainc.com

SPOTLIGHT PROFILE

We are proud to be recognized as a top workplace, thanks to our outstanding employees and loyal customers. Volta offers unique benefits including a flexible work schedule, a strong emphasis on work-life balance, and a commitment to a healthy mindset. Our employees value the trust and flexibility they experience here—management empowers team members to excel while respecting their autonomy. This culture of trust fosters high engagement and retention, making Volta an exceptional place to work.

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HYLAND INSURANCE

Previous Rank: 34

No. of Years Ranked: 4

Industry: Insurance (non-healthcare)

Primary Location: Louisville

No. of Kentucky Employees: 34

No. of U.S. Employees: 34

Survey Administrator: Chad Churchman, Marketing Manager

Company Executive: Terry Hyland, President/CEO

Web Address: www.hylandins.net

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PC3

Previous Rank: Last Ranked in 2024

No. of Years Ranked: 1

Industry: Consulting

Primary Location: Jeffersontown No. of Kentucky Employees: 54 No. of U.S. Employees: 54

Survey Administrator: Sherma Vawters, Chief Employee Experience Officer

Company Executive: Dr. Karan S. Shah, Managing Partner Web Address: www.pc3health.com

SPOTLIGHT PROFILE

PC3 Health is a fast-growing healthcare solutions partner committed to a culture of integrity, innovation, and compassion. We foster collaboration through open-door leadership, regular team meetings, and a culture that prioritizes employee input and collaboration. Our unique benefits include flexible work-life balance, community engagement, milestone celebrations, and financial bonuses. Employees love working here because they feel valued, empowered, and part of a mission-driven team. With clear values, transparent communication, and recognition programs, we maintain high engagement and retention while driving success for our clients and communities. We’re hiring!

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CRG AUTOMATION

Previous Rank: Last Ranked in 2023

No. of Years Ranked: 2

Industry: Manufacturing

Primary Location: Louisville

No. of Kentucky Employees: 30

No. of U.S. Employees: 30

Survey Administrator: Alex Reed, Chief Commercial Officer

Company Executive: James DeSmet, Chairman of the Board

Web Address: www.crgautomation.com

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STOR-MOR OUTDOOR PRODUCTS

Previous Rank: Last Ranked in 2024

No. of Years Ranked: 2

Industry: Construction

Primary Location: Mayfield

No. of Kentucky Employees: 48

No. of U.S. Employees: 48

Survey Administrator: Terry Stewart, Human Resources Director

Company Executive: Darren Warren & Chris Burnett, CEO/Owner

Web Address: www.stormor.com

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ALL STAR PURCHASING

Previous Rank: 4

No. of Years Ranked: 8

Industry: Group Purchasing

Primary Location: Lexington No. of Kentucky Employees: 19

No. of U.S. Employees: 19

Survey Administrator: Miranda Dailey, Human Resources Consultant

Company Executive: Bruce Daily, Chief Executive Officer

Web Address: www.allstarpurchasing.com

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MARINE SOLUTIONS

Previous Rank: 26

No. of Years Ranked: 9

Industry: Engineering

Primary Location: Nicholasville No. of Kentucky Employees: 73

No. of U.S. Employees: 146

Survey Administrator: Blair Flowers, Director of Marketing

Company Executive: Ms. Amy Wilkins, President and CEO

Web Address: www.MSImarinesolutions.com

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WARD HOCKER THORNTON & BROWN, PLLC

Previous Rank: 10

No. of Years Ranked: 13

Industry: Legal

Primary Location: Lexington

No. of Kentucky Employees: 66

No. of U.S. Employees: 66

Survey Administrator: Becky Haggard, Firm Administrator

Company Executive: Gregg Thornton, Member Web Address: www.whtblaw.com

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FNB BANK

Previous Rank: Last Ranked in 2024

No. of Years Ranked: 5

Industry: Finance

Primary Location: Mayfield

No. of Kentucky Employees: 127

No. of U.S. Employees: 127

Survey Administrator: Crystal Balentine, SVP/CHRO

Company Executive: Paul Scott, CEO Web Address: www.growwithfnb.com

17 MAGNAWAVE

Previous Rank: Not Previously Ranked No. of Years Ranked: 1

Industry: Manufacturing

Primary Location: Louisville

No. of Kentucky Employees: 58

No. of U.S. Employees: 58

Survey Administrator: Amy Allgeier, Vice President of HR

Company Executive: Alane Paulley, President

Web Address: www.magnawavepemf.com

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PRICEWEBER

Previous Rank: 6

No. of Years Ranked: 7

Industry: Advertising/Marketing/PR

Primary Location: Louisville

No. of Kentucky Employees: 23

No. of U.S. Employees: 23

Survey Administrator: Tamara Davis, Sr. Vice President of Public Relations & Social Media

Company Executive: Fred Davis, CEO

Web Address: www.priceweber.com

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MCBRAYER PLLC

Previous Rank: 38

No. of Years Ranked: 3

Industry: Legal

Primary Location: Lexington

No. of Kentucky Employees: 128

No. of U.S. Employees: 128

Survey Administrator: Alison Begor, CHRO

Company Executive: Mr. Jaron Blandford, Managing Member

Web Address: www.mcbrayerfirm.com

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GRAY ICE HIGDON PLLC

Previous Rank: 24

No. of Years Ranked: 3

Industry: Legal

Primary Location: Louisville No. of Kentucky Employees: 59

No. of U.S. Employees: 59

Survey Administrator: Michael Smith, HR Director

Company Executive: Elisabeth “Libby” Gray, Managing Director

Web Address: www.grayice.com

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KENTUCKY HOSPITAL ASSOCIATION

Previous Rank: 12

No. of Years Ranked: 4

Industry: Non-Profit

Primary Location: Louisville

No. of Kentucky Employees: 41 No. of U.S. Employees: 41

Survey Administrator: Kayla Williams, Director of Human Resources and Workforce Development

Company Executive: Melanie Landrum, Interim CEO/Senior Vice President of Data, Operations, and Innovation

Web Address: www.kyha.com

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USA CARES, INC.

Previous Rank: 22

No. of Years Ranked: 2

Industry: Non-Profit

Primary Location: Louisville

No. of Kentucky Employees: 26

No. of U.S. Employees: 26

Survey Administrator: Tyler Humphrey, HR Coordinator

Company Executive: Mr. Matthew Castor, CEO/President Web Address: www.usacares.org

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HIGGINS INSURANCE

Previous Rank: 20

No. of Years Ranked: 4

Industry: Insurance (non-healthcare)

Primary Location: Hopkinsville No. of Kentucky Employees: 40

No. of U.S. Employees: 40

Survey Administrator: Tonya Fleming, Human Resources Manager

Company Executive: Bradley S Bolinger, President

Web Address: www.higginsinsurance.com

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BIM GROUP

Previous Rank: 36

No. of Years Ranked: 21

Industry: Insurance (healthcare)

Primary Location: Lexington No. of Kentucky Employees: 38

No. of U.S. Employees: 38

Survey Administrator: Madelyn DiMauro, Operations Manager

Company Executive: Briggs Cochran, CEO/Founder

Web Address: www.bimgroup.us

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ADVANTUM HEALTH

Previous Rank: 16

No. of Years Ranked: 3

Industry: Technology

Primary Location: Louisville

No. of Kentucky Employees: 31

No. of U.S. Employees: 61

Survey Administrator: Clarissa Jones, Corporate Director, Brand & Communications

Company Executive: Ms. Tammy Taylor, CEO

Web Address: www.advantumhealth.com

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CORNETT

Previous Rank: 29

No. of Years Ranked: 6

Industry: Advertising/Marketing/PR

Primary Location: Lexington No. of Kentucky Employees: 51

No. of U.S. Employees: 51

Survey Administrator: Emmy Hartley, Chie Operating Officer

Company Executive: Christy Hiler, Chief Executive Officer & Owner

Web Address: www.teamcornett.com

27

MATTHEW

25 AIDS

Previous Rank: 3

No. of Years Ranked: 4

SERVICES

Industry: Non-Profit

Primary Location: Henderson No. of Kentucky Employees: 67

No. of U.S. Employees: 107

Survey Administrator: Kendall Genet, Human Resources Manager

Company Executive: Ms. Courtney Woolfork, Chief Executive Officer

Web Address: www.matthew25clinic.org

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CONNECTED NATION, INC.

Previous Rank: 27

No. of Years Ranked: 15

Industry: Technology

Primary Location: Bowling Green No. of Kentucky Employees: 38

No. of U.S. Employees: 38

Survey Administrator: Michelle Foster, HR Coordinator

Company Executive: Mr. Thomas W. Ferree, Chairman & CEO

Web Address: www.connectednation.org

29

TOWN & COUNTRY BANK AND TRUST CO.

Previous Rank: 28

No. of Years Ranked: 15

Industry: Finance

Primary Location: Bardstown

No. of Kentucky Employees: 87

No. of U.S. Employees: 87

Survey Administrator: Linda Gordon, Asst. VP and HR Manager

Company Executive: David Greenwell, President and CEO

Web Address: www.mytcbt.bank

30

SCHMIDT ASSOCIATES

Previous Rank: 14

No. of Years Ranked: 3

Industry: Architecture

Primary Location:Louisville No. of Kentucky Employees: 21 No. of U.S. Employees: 139

Survey Administrator: Parveen Tai, HR Manager

Company Executive: Sarah Hempstead, CEO Web Address: www.schmidt-arch.com

31

LUCKETT & FARLEY

Previous Rank: 40 No. of Years Ranked: 2

Industry: Architecture, Interior Design and Engineering

Primary Location: Louisville No. of Kentucky Employees: 50 No. of U.S. Employees: 71

Survey Administrator: Alysa Swenson, Manager of People and Community

Company Executive: Rolf Provan, President, CEO Web Address: www.luckett-farley.com

REDTAG

Previous Rank: Not Previously Ranked No. of Years Ranked: 1

Industry: Advertising/Marketing/PR

Primary Location: Louisville

No. of Kentucky Employees: 41 No. of U.S. Employees: 41

Survey Administrator: Lesley Hyatt, Director, Talent & Employee Engagement

Company Executive: Mr. Russ Renbarger, Founder/ CEO

Web Address: www.redtag.digital

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HEALTH FIRST COMMUNITY HEALTH CENTER

Previous Rank: 35

No. of Years Ranked: 2

Industry: Healthcare Provider/Social Care

Primary Location: Providence No. of Kentucky Employees: 134 No. of U.S. Employees: 134

Survey Administrator: Kimberly Beach, HR Director and Shelley Gobin, CEO Web Address: www.healthfirstchc.net

34

MCF ADVISORS

Previous Rank: 21 No. of Years Ranked: 8

Industry: Finance

Primary Location: Lexington No. of Kentucky Employees: 43 No. of U.S. Employees: 43

Survey Administrator: Caroline Sacca, Marketing and Events Coordinator

Company Executive: Dave Harris, CEO Web Address: www.mcfadvisors.com

At RedTag, we’ve built a culture where high performance, high expectations, and high care coexist in an environment designed for our people to thrive and excel. Our employees thrive when they feel valued, supported, and challenged through meaningful work, clear expectations, and a team-first environment rooted in trust, flexibility, and accountability. We invest in growth through ongoing training and leadership development, and we offer unique benefits like Focus Fridays (optional work from home), app based wellness and employee support services, along with continued education opportunities through community and university partnerships. This commitment to a high-performance, people-first environment drives strong retention by listening to feedback, recognizing performance, and creating advancement paths as we grow. Our people stay because they feel connected to the mission, the work, and each other.

35

UNITED STATES HUNTER JUMPER ASSOCIATION

Previous Rank: 17

No. of Years Ranked: 7

Industry: Non-Profit

Primary Location: Lexington No. of Kentucky Employees: 41 No. of U.S. Employees: 41

Survey Administrator: Chase Adams, HR Manager

Company Executive: Whitney Allen, Executive Director Web Address: www.ushja.org

36

TRI-ARROWS ALUMINUM, INC.

Previous Rank: 23 No. of Years Ranked: 6

Industry: Manufacturing

Primary Location: Louisville No. of Kentucky Employees: 79

No. of U.S. Employees: 79

We’re hiring!

Survey Administrator: Danette Rhoads, Director, Human Resources

Company Executive: Henry Gordinier, President & CEO

Web Address: www.triaa.com

SPOTLIGHT PROFILE

At Tri-Arrows Aluminum, we believe our success is driven by a highly engaged and satisfied workforce. Our culture is centered on enhancing the well-being of our employees both inside and outside the workplace. We provide daily lunches along with a variety of snacks and beverages to keep our team energized. Our on-site gym and annual fitness reimbursement program ensure accessible wellness options for all. We match Health Savings Account contributions dollar-for-dollar up to the IRS maximum and offer a 100% match on 401(k) contributions up to 6%. Additional benefits, such as pet insurance and free health clinic access, reflect our commitment to supporting employees and their families. At Tri-Arrows, we foster a respectful and collaborative environment—because we believe everyone should love where they work.

37

HEARTLAND CAPITAL INVESTMENTS, LLC

Previous Rank: Not Previously Ranked No. of Years Ranked: 1

Industry: Business Services

Primary Location: Mayfield No. of Kentucky Employees: 92 No. of U.S. Employees: 139

Survey Administrator: Terry Stewart, Human Resources Director

Company Executive: Chris Burnett, Owner/CEO Web Address: www.hci.net

38

EDEN COMPANIES

Previous Rank: Not Previously Ranked No. of Years Ranked: 1

Industry: Real Estate/Renting/Leasing

Primary Location: Lexington No. of Kentucky Employees: 28 No. of U.S. Employees: 31

Survey Administrator: Bill Eyster, Chief Operations Officer

Company Executive: Anthony Humphress, CEO Web Address: www.edencompanies.com

39

KIRIU USA

Previous Rank: 33 No. of Years Ranked: 3

Industry: Manufacturing

Primary Location: Bowling Green No. of Kentucky Employees: 70 No. of U.S. Employees: 70

Survey Administrator: Mark Perdue, President

Company Executive: Mark Perdue, President Web Address: www.kiriuusa.com

40 41

SAINT JOSEPH JESSAMINE

Previous Rank: 9

No. of Years Ranked: 5

Industry: Healthcare Provider/Social Care

Primary Location: Lexington No. of Kentucky Employees: 47

No. of U.S. Employees: 47

Survey Administrator: Sandra Turqueza, HR Director

Company Executive: Adam Gossom, VP Operations

Web Address: www.chisaintjosephhealth.org

SPOTLIGHT PROFILE

We are committed to creating an environment where people feel supported, valued and connected to meaningful work. We recognize that every caregiver (employee), clinical and non-clinical, plays an essential role in our culture and in delivering exceptional experiences for patients, families and one another. We cultivate an environment built on trust, respect and engagement, where caregivers are encouraged to collaborate, grow, and contribute their strengths. Through visible leadership and open communication, caregivers are empowered to share feedback, ask questions, and access the resources needed to succeed. Intentional recognition, engagement initiatives, and opportunities for professional development reinforce a culture of appreciation and growth. As we transition to the CommonSpirit brand across Kentucky, we will continue to have robust multidirectional communications to foster a free-flow of information to engage, inform and educate caregivers. We work to ensure our caregivers have all the information they need to perform, and feel supported in, their work. We know that our people are our greatest asset and have developed programs to recognize the important roles our caregivers have in our service to patients and communities.

BLUECOTTON

Previous Rank: Not Previously Ranked No. of Years Ranked: 1

Industry: Manufacturing

Primary Location: Bowling Green No. of Kentucky Employees: 121 No. of U.S. Employees: 121

Survey Administrator: Sloane Bartley, Talent & Culture Manager

Company Executive: Mike Coffey and Julie Denton-Price, Founder, CEO and Co-Owner, Chief Revenue Officer Web Address: www.bluecotton.com

42

FAHE

Previous Rank: 37 No. of Years Ranked: 10

Industry: Non-Profit

Primary Location: Berea No. of Kentucky Employees: 92 No. of U.S. Employees: 92

Survey Administrator: Kyle Rounick, Manager of Shared Services

Company Executive: Jim King, CEO Web Address: www.fahe.org

43

EM FORD & COMPANY LLC

Previous Rank: Not Previously Ranked No. of Years Ranked: 1

Industry: Independent Insurance Agency

Primary Location: Multiple Cities No. of Kentucky Employees: 28 No. of U.S. Employees: 28

Survey Administrator: Brittany Cottoner, Director of Operations

Company Executive: Clay Ford and Neel Ford, Partners Web Address: www.emford.com

44

EXTELL FINANCIAL SERVICES

Previous Rank: 39 No. of Years Ranked: 6

Industry: Accounting, IT, and HR

Primary Location: Louisville No. of Kentucky Employees: 59

No. of U.S. Employees: 59

Survey Administrator: Price Hanna, VP, Human Resources

Company Executive: Julie A. Long, President Web Address: www.extell.com

SPOTLIGHT PROFILE

Extell Financial Services, Inc. (EFS) exclusively provides financial accounting and reporting, information technology, operations, and human resource services for Extell Development Company, a nationally acclaimed real estate developer, and its affiliates. Driven by our values of integrity, innovation and excellence, our mission is to partner with our clients to optimize financial performance, customize solutions to meet our clients’ unique needs, and deliver measurable results. The nimbleness and agility of our organization affords opportunities for team members to contribute to projects and initiatives from start to finish and with the big picture in mind – resulting in the gaining of new career experiences, acquiring new knowledge and capabilities, and stretching existing skill sets in furtherance of each team member’s personal growth and professional development.

45

ACE CONSULTING COMPANY, INC.

Previous Rank: Not Previously Ranked No. of Years Ranked: 1

Industry: Construction

Primary Location: Nicholasville No. of Kentucky Employees: 38

No. of U.S. Employees: 38

Survey Administrator: Erin Arias, Administrative Assistant

Company Executive: Dr. Scott Arias, Founder / Owner Web Address: www.ace-consulting.net

BUILDING A MENTALLY HEALTHY WORKPLACE: WHAT THE BEST EMPLOYERS GET RIGHT

Workplace mental health is no longer a nice-to-have. It’s increasingly central to building a high-performing organization in Kentucky, where people want to work and contribute.

The data back this up. A recent report from Mind Share Partners found that more than half of U.S. workers report moderate to severe levels of burnout, depression, or anxiety, and nearly 90% report at least some level of mental health challenge–the highest levels since the organization began tracking in 2019. Nearly half of people say they have left a job for mental health reasons. The cost of inaction is real, and the risk is significant.

So is the upside. Employees who feel their company supports their mental health are twice as likely to report a lack of burnout or depression, three times more likely to trust their organization, and twice as likely to intend to stay for two or more years. Supporting well-being benefits both people and the bottom line.

So what do high-performing organizations do differently? Here are five key actions they take:

DEVELOP A COMMON LANGUAGE

Most organizations lack a shared understanding of what workplace mental health actually means. When leaders hear "mental health," they often picture crisis intervention or clinical care — but it’s much broader than that. Mental health is part of everyone’s daily experience. It includes stress, grief, and burnout, as well as positive feelings everyone ideally feels at work, like a sense of connection, purpose, and belonging.

Organizations that prioritize wellbeing invest early in building a shared vocabulary. They define terms such as psychological safety and stigma and connect these concepts to their values and goals. When everyone shares a common understanding, conversations and supportive actions that once felt awkward become the norm.

INVEST IN MANAGER CAPABILITY

A person's direct manager has an outsized impact on their mental health, yet many managers receive little or no training on how to support their teams.

Effective manager training doesn't mean turning managers into therapists. It means giving them practical skills, such as how to check in meaningfully, recognize when someone might be struggling, and have a supportive conversation without overstepping. These are learnable skills, and organizations that invest in themsee real returns in performance, recruitment, and retention.

SHARE STORIES TO NORMALIZE MENTAL HEALTH AND REDUCE STIGMA

Stigma remains one of the most persistent barriers to employee well-

being. Despite the widespread nature of mental health challenges, 46% of workers say they would worry about losing their job if they talked about their mental health at work. Remaining silent has compounding costs for individuals who don't seek help and for organizations that absorb the consequences in turnover, leaves, and healthcare costs.

Storytelling is a powerful tool for shifting stigma. When leaders authentically share their own experiences with stress or burnout, it signals that it's safe to be human at work. Stories don’t have to be dramatic or deeply personal. A leader acknowledging that they've struggled with work-life balance or offering ways they manage stress can meaningfully lower the threshold for others to ask for support.

PRIORITIZE RELATIONSHIPS AND COMMUNITY

Relationships at work are often treated as a byproduct of good performance. But the causality frequently runs the other way–organizations perform well because of the existing relationships

time. Managers can use one-on-ones to ask about life outside work. Teams can open meetings with a brief checkin. Recognizing contributions and appreciating colleagues goes a long way. Strong relationships build the trust that makes everything else–efficiency, creativity, resilience–possible.

EXECUTE A STRATEGY THAT GOES BEYOND BENEFITS

Many organizations believe they've addressed mental health by offering an Employee Assistance Program or access to therapy. These resources matter, but utilization rates are often very low, and benefits alone are not sufficient. Benefits are optimized in cultures where people feel safe and where the workplace itself is designed to support well-being.

Leading organizations treat mental health as a culture and systems challenge, not just a benefits question. They examine how work structures, including meeting norms, workloads, clarity of expectations, and promotion pathways, either support or erode well-being. They integrate mental health into their broader people and

Leading organizations treat mental health as a culture and systems challenge, not just a benefits question.

and sense of community. Research consistently links connection, belonging, and strong workplace relationships to better well-being, engagement, and performance. Gallup's long-running research found that having a best friend at work is one of the strongest predictors of engagement

The best organizations create intentional space for relationships, especially in remote or hybrid environments. This doesn’t require large investments of

communications strategies and create accountability through measurement.

Being the best place to work in 2026 means building an environment where well-being and performance go hand in hand. It’s the right thing to do and creates a lasting competitive edge.

Authored by Michael Davis, Founder and Lead Principal, Learn & Lead Group

L&N FEDERAL CREDIT UNION

Previous Rank: 8

No. of Years Ranked: 11

Industry: Banking

Primary Location: Louisville

No. of Kentucky Employees: 287

Web Address: www.lnfcu.com 1

No. of U.S. Employees: 300

Survey Administrator: Chris Greeley, VP, Human Resources

Company Executive: Chris Brown, President/CEO

SPOTLIGHT PROFILE

L&N currently serves over 122,000 customers and has twenty-five branch locations throughout Kentucky and Indiana. We offer the most competitive lending & deposit products for both consumer & business banking clients. L&N is ranked a Top Credit Union in Kentucky by Forbes® and is also recognized as a 11x Best Places to Work in Kentucky®. We are proud of our commitment to our Mission to bring people together, to enrich their quality of life and build permanent relationships.

2

CAR-PART.COM

Previous Rank: 2

No. of Years Ranked: 6

Industry: Technology

Primary Location: Ft. Wright

No. of Kentucky Employees: 178

No. of U.S. Employees: 226

Survey Administrator: Allison Wood, HR Manager

Company Executive: Mr. Jeff Schroder, President/CEO

Web Address: www.car-part.com

3

LOUISVILLE TILE DISTRIBUTORS, INC

Previous Rank: 3

No. of Years Ranked: 11

Industry: Construction

Primary Location: Louisville

No. of Kentucky Employees: 100

No. of U.S. Employees: 213

Survey Administrator: Kristy Panos, Director of Human Resources

Company Executive: Mr. Dub Newell, CEO

Web Address: www.louisville-tile.com

4

KENTUCKY LOTTERY CORPORATION

Previous Rank: 14

No. of Years Ranked: 7

Industry: Gaming

Primary Location: Louisville

No. of Kentucky Employees: 168

No. of U.S. Employees: 168

Survey Administrator: Michele Sullivan, VP, Human Resources

Company Executive: Maggie Garrison, President & CEO

Web Address: www.kylottery.com

SPOTLIGHT PROFILE

Headquartered in Louisville, the Lottery is a Kentucky company with 175 employees. Our success is built on the strength of our people. The company provides an engaging workplace for employees to coalesce through ongoing education, topnotch wellness and benefits programs, robust retirement plans, and platforms to share their ideas and use their voices.

Our employees have an ongoing commitment to the well-being of our players and organizations across Kentucky. We provide our players and retailers valuable information on our games through our Responsible Gambling initiative called Positive Play. Our internal employee charitable program, “KLCares,” supports drives, donations, and volunteer work for local organizations including disaster relief, addiction recovery, animal shelters, schools, United Way and Fund for the Arts. Our Green Committee promotes environmental sustainability within our organization and with our players and retailers.

Our employees’ commitment to excellence drives our mission and fuels the opportunities we help create across the Commonwealth. The Kentucky Lottery plays a vital role in driving business growth and supporting education across all 120 Kentucky counties. Ninety-five cents of every dollar we generate goes directly back into our communities through prizes, scholarships, and retailer commissions.

5

STITES & HARBISON, PLLC

Previous Rank: 7

No. of Years Ranked: 20 Industry: Legal

Primary Location: Multiple Cities No. of Kentucky Employees: 208 No. of U.S. Employees: 306

Survey Administrator: Pam Keeney, Business Development Coordinator

Company Executive: Ms. Marjorie A. Farris, Chair Web Address: www.stites.com

6

ABOUND CREDIT UNION

Previous Rank: 15

No. of Years Ranked: 6

Industry: Banking

Primary Location: Radcliff No. of Kentucky Employees: 421 No. of U.S. Employees: 421

Survey Administrator: Jill Krimm, Chief People Officer

Company Executive: Ray Springsteen, President / CEO Web Address: www.aboundcu.com

SPOTLIGHT PROFILE

We are a mission-driven credit union committed to helping our members achieve financial success at every stage of life. That commitment starts with our team members. We believe when employees feel valued, supported, and connected to a greater purpose, they do their best work for our members and communities.

Our team lives our five core values every day: PASSIONATE about serving others, LEARNING-DRIVEN through continuous development, SELFLESS in putting members and teammates first, CONNECTED to each other and the communities we serve, and always making work FUN. We actively invest in employee growth, encourage collaboration, and celebrate both personal and professional milestones. Beyond the workplace, we are deeply engaged in our communities, especially in schools. Our team members teach financial wellness and help build strong financial futures. This sense of purpose, combined with a supportive culture, drives high engagement and pride in being a part of our organization.

7

SAINT JOSEPH BEREA

Previous Rank: Last Ranked in 2024

No. of Years Ranked: 3

Industry: Healthcare Provider/Social Care

Primary Location: Lexington

No. of Kentucky Employees: 168

No. of U.S. Employees: 168

Survey Administrator: Sandra Turqueza, HR Director

Company Executive: John Yanes, President

Web Address: www.chisaintjosephhealth.org

SPOTLIGHT PROFILE

We believe we are called to serve, not only our communities, but also with our people. We consider all of our employees, clinical and non-clinical, to be caregivers who help to solidify our culture with their individual skills and talent while caring for our patients, and for each other. We strive to recognize the importance of every person to our organization in pursuit of our mission in tangible ways, such as a culture that promotes support of individuals by the organization, their leaders and their colleagues. As we transition to the CommonSpirit brand across Kentucky, we will continue to have robust multidirectional communications to foster a free-flow of information to engage, inform and educate caregivers. We work to ensure our caregivers have all the information they need to perform, and feel supported in, their work. We know that our people are our greatest asset and have developed programs to recognize the important roles our caregivers have in our service to patients and communities.

8

AE ELECTRICAL SOLUTIONS - FRANKFORT

Previous Rank: 12

No. of Years Ranked: 6

Industry: Construction

Primary Location: Frankfort No. of Kentucky Employees: 207

No. of U.S. Employees: 207

Survey Administrator: Tina Jasper, EO Relations Manager

Company Executive: Mr. John Phillips, CEO/President Web Address: www.aees.com

SPOTLIGHT PROFILE

At AE Electrical Solutions, engaged employee-owners are the foundation of the company’s success, united by a shared commitment to growth and sustainability. Strong alignment between AE’s core values and the beliefs of its employee-owners creates a culture of purpose and belonging. This environment empowers individuals to influence the company’s future as they grow in their careers. AE actively encourages the sharing of ideas and feedback, ensuring employees play a meaningful role in strengthening the organization for today and tomorrow. Through extensive technical and leadership development opportunities, employee-owners experience the reward of making a direct impact reflected in safe and efficient work practices, consistent quality, exceptional customer service, and responsible stewardship of company resources.

9

ROCKCASTLE COUNTY SCHOOL DISTRICT

Previous Rank: 25

No. of Years Ranked: 2

Industry: Education Services

Primary Location: Mount Vernon No. of Kentucky Employees: 446

No. of U.S. Employees: 446

Survey Administrator: Savanna Howell

Communication & HR Specialist

Company Executive: Dr. Carrie Ballinger, Superintendent - Rockcastle County Schools

Web Address: www.rockcastle.kyschools.us

10

COMMONWEALTH CREDIT UNION

Previous Rank: 18

No. of Years Ranked: 8

Industry: Banking

Primary Location: Frankfort

No. of Kentucky Employees: 384

No. of U.S. Employees: 384

Survey Administrator: Travis Flora, Director of Culture

Company Executive: Mrs. Karen Harbin, President & CEO

Web Address: www.ccuky.org

SPOTLIGHT PROFILE

Commonwealth Credit Union is grateful to once again be recognized as a Best Place to Work, an honor that reflects the everyday experiences of the individuals who make our mission possible. CCU is known for its welcoming and inclusive atmosphere where people feel supported, respected, and encouraged to grow. Team members value leaders who see them as individuals, offer flexibility when life happens, and invest in development through training, technology, and opportunities to advance. Our benefits, pay, bonus incentive, and time off structure help people feel cared for, but it is the genuine kindness and teamwork across the organization that make CCU special. Continuous feedback through ongoing surveys and thoughtful engagement efforts helps make every voice feel heard. Most of all, our team members take pride in making a positive impact in the communities we call home across Kentucky and beyond, creating a workplace where people feel connected and proud of the work they do.

11 INDEPENDENCE BANK

Previous Rank: 17

No. of Years Ranked: 18

Industry: Banking

Primary Location: Owensboro

No. of Kentucky Employees: 412

No. of U.S. Employees: 412

Survey Administrator: Dana Kabalen, Human Resources Manager

Company Executive: Greg Mullican, CEO

Web Address: www.1776bank.com

12

SOUTHCENTRAL

KENTUCKY COMMUNITY AND TECHNICAL COLLEGE

Previous Rank: 10

No. of Years Ranked: 12

Industry: Education Services

Primary Location: Bowling Green

No. of Kentucky Employees: 250

No. of U.S. Employees: 250

Survey Administrator: Donia Massey, Human Resources Manager

Company Executive: Michelle Trawick, President and CEO

Web Address: www.southcentral.kctcs.edu

13

STOBER DRIVES, INC.

Previous Rank: 13

No. of Years Ranked: 9

Industry: Manufacturing

Primary Location: Maysville

No. of Kentucky Employees: 168

No. of U.S. Employees: 168

Survey Administrator: Amy McCord, Marketing Manager

Company Executive: Mr. Peter Feil, President

Web Address: www.stober.com

ASSOCIATIONS

Previous Rank: 9

INTERNATIONAL LLC

No. of Years Ranked: 14

Industry: Consulting

Primary Location: Lexington

No. of Kentucky Employees: 186

No. of U.S. Employees: 186

Company Executive: Alex Collins, Head of Human Resources, CEO

Web Address: www.associationsinternational.com

14 15

TAILOR MADE COMPOUNDING

Previous Rank: Not Previously Ranked No. of Years Ranked: 1

Industry: Compound Pharmaceuticals

Primary Location: Nicholasville No. of Kentucky Employees: 171 No. of U.S. Employees: 171

We’re hiring!

Survey Administrator: Eric Kenoyer, VP of Human Resources

Company Executive: Ross Jordan, CEO

Web Address: www.tailormadecompounding.com

SPOTLIGHT PROFILE

At Tailor Made Compounding (TMC), people are at the center of everything we do. We’re a missiondriven organization supporting patients and partners nationwide, and our team understands the impact of their work every day. Employees value our strong sense of purpose, transparency from leadership, and a culture built on trust, accountability, and care for one another. What makes TMC a great place to work is the balance between high expectations and genuine support. We invest heavily in leadership development, clear career pathways, and continuous improvement, while also offering flexibility, competitive pay, meaningful incentives, and benefits designed to support real life— not just work. We prioritize engagement by listening to our people, acting on feedback, and bringing employees along the journey as we grow. From intentional onboarding and manager development to recognition programs and community involvement, we focus on creating an environment where employees feel valued and challenged.

16

DENTONS

Previous Rank: 19

No. of Years Ranked: 4

Industry: Legal

Primary Location: Louisville and Lexington No. of Kentucky Employees: 129

No. of U.S. Employees: 301

Survey Administrator: Kayley McCranie, Business Services Talent Manager

Company Executive: Mr. Keith Bice, Managing Partner

Web Address: www.dentons.com/en/

Dentons, the world’s largest global law firm with more than 170 offices, including in Louisville and Lexington, and a presence in 85+ countries, offers a world of opportunity for our team members. We work closely with colleagues in Kentucky, across the US, and beyond to provide practical, dynamic advice that gets deals done and disputes resolved. At Dentons, we focus on creating a supportive and collaborative workplace where our people can thrive. By investing in the growth, development, and success of our team members, we strengthen our ability to deliver innovative solutions and exceptional client service. Whether team members want to engage in Firm initiatives, pursue professional development, or get involved in the community, Dentons offers many opportunities for creating connections. We also look forward to opportunities throughout the year to connect outside of the office, including through family friendly activities.

17

ELIZABETHTOWN COMMUNITY & TECHNICAL COLLEGE

Previous Rank: Last Ranked in 2024

No. of Years Ranked: 4

Industry: Education Services

Primary Location: Elizabethtown No. of Kentucky Employees: 271

No. of U.S. Employees: 271

Survey Administrator: Whitney Taylor, Vice President of Human Resources

Company Executive: Dr. Juston C. Pate, President

Web Address: elizabethtown.kctcs.edu

18

BFW/MARCUM ENGINEERING & CONSULTING

Previous Rank: 6

No. of Years Ranked: 4

Industry: Engineering

Primary Location: Paducah

No. of Kentucky Employees: 118

No. of U.S. Employees: 186

Survey Administrator: Melissa Yates, Chief Legal Officer/Chief People Officer

Company Executive: Mark Workman, CEO

Web Address: www.bfwengineers.com

19

DENHAM-BLYTHE COMPANY

Previous Rank: 16

No. of Years Ranked: 2

Industry: Construction

Primary Location: Lexington No. of Kentucky Employees: 146

No. of U.S. Employees: 189

Survey Administrator: Vonda Melton, HR Director

Company Executive: Casey Dunn, CEO Web Address: www.denhamblythe.com

20

UK CREDIT UNION

Previous Rank: 21

No. of Years Ranked: 6

Industry: Finance

Primary Location: Lexington No. of Kentucky Employees: 283

No. of U.S. Employees: 283

Survey Administrator: Chase Oliver, Chief Human Resources Officer

Company Executive: Ryan Ross, President/CEO Web Address: www.ukcreditunion.org

21

UOFL HEALTH - MEDICAL CENTER EAST

Previous Rank: 4

No. of Years Ranked: 4

Industry: Healthcare Provider/Social Care

Primary Location: Louisville No. of Kentucky Employees: 281

No. of U.S. Employees: 281

Survey Administrator: Kaleigh Schniepp, HR Manager

Company Executive: Dr. Jason Smith, Chief Executive Officer

Web Address: www.uoflhealth.org

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22

ARROW ELECTRIC

Previous Rank: 44

No. of Years Ranked: 2

Industry: Construction

Primary Location: Louisville

No. of Kentucky Employees: 163

No. of U.S. Employees: 170

Survey Administrator: Rick Mann, HR Manager

Company Executive: Scott Livesay, CEO

Web Address: www.arrowelectric.com

23 LONGSHIP

Previous Rank: 20

No. of Years Ranked: 4

Industry: Transportation/Distribution

Primary Location: Lexington

No. of Kentucky Employees: 110

No. of U.S. Employees: 152

Survey Administrator: Courtney Parker, Chief of Staff

Company Executive: K R Schomp, President

Web Address: www.longship.us

24

GRACE HEALTH

Previous Rank: 26

No. of Years Ranked: 4

Industry: Healthcare Provider/Social Care

Primary Location: Corbin and London

No. of Kentucky Employees: 474

No. of U.S. Employees: 474

Survey Administrator: Jamie Oakes, HR Business Partner

Company Executive: Michael Stanley, Chief Executive Officer

Web Address: www.gracehealthky.org

25

HILLERICH & BRADSBY CO.

Previous Rank: 22

No. of Years Ranked: 2

Industry: Arts/Entertainment/Media

Primary Location: Louisville

No. of Kentucky Employees: 169

No. of U.S. Employees: 169

Survey Administrator: Isaac Langdon, HR Generalist

Company Executive: John Hillerich, CEO Web Address: www.sluggermuseum.com

8 TIPS FOR

Balancing MISSION, BUDGET, AND PAY

For nonprofit leaders, few responsibilities feel more complex than balancing financial realities with the need to attract and retain talented people. Organizations exist to serve a mission, but missions are powered by people. Offering competitive compensation while managing limited resources is a strategic challenge that many nonprofit organizations must be aware of.

Today’s workforce expects fairness, transparency, and opportunities for growth. At the same time, boards and

leadership teams must ensure financial sustainability and responsible stewardship of donor dollars. When approached thoughtfully, compensation can reinforce your values, strengthen culture, and position your organization for long-term success.

Sustainable organizations recognize that financial health and mission impact are inseparable. Below are eight practical tips to help you align mission, budget, and pay without compromising any of the three.

1 2

1. START WITH A CLEAR COMPENSATION PHILOSOPHY

Before setting salaries or adjusting benefits, define what compensation means within your organization. A compensation philosophy acts as a guiding framework that outlines how you value talent, approach pay equity, and remain competitive in your market.

Ask yourself:

• Do you aim to lead, match, or lag the market?

• How do your values influence pay decisions?

• Can performance play a role in compensation for your organization?

4 6 5 3

When leadership is aligned on these principles, decision-making becomes more consistent and easier to communicate. A framework for approaching compensation is constructed, and alignment with the organization’s strategy and mission is maintained.

2. BENCHMARK AGAINST THE RIGHT MARKET

Many nonprofits make the mistake of comparing themselves only to organizations of similar size. While that context matters, it is equally important to consider geography, specialization, and the skills required for each role.

For example, a nonprofit hiring a digital marketing manager may be competing with private-sector employers offering higher salaries. Understanding the broader talent landscape allows you to set realistic expectations and avoid losing strong candidates late in the hiring process.

Regular benchmarking also helps prevent internal pay gaps and ensures your organization remains competitive as the labor market evolves.

3. PRIORITIZE TOTAL REWARDS

In today’s organization, compensation has well-passed being just a paycheck. Employees increasingly evaluate opportunities based on the full experience your organization provides.

Consider enhancing your total rewards strategy with offerings such as:

• Flexible work arrangements

• Professional development opportunities

• Generous PTO policies

• Retirement contributions

• Wellness initiatives

For many professionals, purpose-driven work combined with supportive benefits can rival higher salaries elsewhere. The key is intentionally designing a package that reflects what your workforce values most. Total rewards is viewed as a strategic lever; one that strengthens retention, engagement, and organizational performance.

4. CREATE PAY TRANSPARENCY

Transparency builds trust both internally and externally. When employees understand how pay decisions are made, they are more likely to view leadership as fair and credible.

This doesn’t necessarily mean publishing every salary. Instead, focus on clarity:

• Establish salary ranges

• Document how raises are determined

• Train managers to discuss compensation confidently

Transparency also reduces the risk of inequities and helps employees see a future within your organization rather than searching for it elsewhere.

5. INVEST STRATEGICALLY IN YOUR HIGHEST-IMPACT ROLES

Not every position carries the same level of organizational influence. Roles tied directly to revenue generation, donor engagement, program delivery, or strategic growth often warrant prioritized investment.

Rather than spreading limited resources too thin, identify positions that drive measurable outcomes and ensure they are compensated appropriately. When resources are limited, directing compensation dollars toward roles that drive the greatest mission impact is a strategic decision. This targeted approach supports both performance and retention while protecting your budget.

6. PLAN AHEAD FOR PAY GROWTH

Reactive compensation decisions can quickly strain finances. A proactive approach, however, allows you to forecast costs and create structured pathways for employee growth.

Consider building multi-year compensation models that account for:

• Cost-of-living adjustments

• Merit increases (if applicable)

• Promotions

• Organizational expansion

When employees see a roadmap for advancement, engagement and retention rise. Build forward-looking budgets that anticipate staffing and compensation needs before they become urgent.

7. COMMUNICATE THE “WHY” BEHIND PAY DECISIONS

Even well-designed compensation strategies can fall short if they are poorly communicated. Understanding why decisions are made is just as important to employees as what the decisions were.

Be prepared to explain how factors such as market data, organizational performance, and budget constraints influence pay. Honest conversations foster understanding and reduce speculation, especially during times when increases may be limited.

Strong communication reinforces a culture of respect and partnership.

8. PARTNER WITH EXPERTS WHEN NEEDED

Photo of two HR professionals reviewing paperwork with metrics

Compensation planning is complex, involving compliance considerations, market analysis, and evolving workforce expectations. Many organizations benefit from partnering with experienced advisors who can provide objective insights and reliable data.

External expertise can help you:

• Develop a structured compensation philosophy

• Conduct salary benchmarking

• Identify pay equity concerns

• Design incentive programs (if applicable)

• Align compensation with long-term strategy

Most importantly, expert guidance frees your leadership team to stay focused on advancing the mission.

FINAL THOUGHTS

Balancing mission, budget, and pay are all crucial to success and therefore must be aligned to ensure effectiveness. Organizations that approach compensation strategically position themselves to attract passionate professionals, strengthen culture, and expand their impact.

A point to remember is that establishing a competitive pay can be a driving force in making mission-driven work sustainable. When your organization’s people feel valued, your mission has the ability to move forward.

If your organization is evaluating its approach to compensation, workforce planning, or total rewards, the experts at Hanna Resource Group are here to help you navigate what comes next. Schedule a consultation with us today to start the conversation.

Authored by:

Andrea Beavin, MBA, SPHR, SHRM-CP, Director of Compensation, Hanna Resource Group

Ross Cannon, SHRM-CP, Human Resources Coordinator, Hanna Resource Group

1

AMGEN INC.

Previous Rank: 1

No. of Years Ranked: 6

Industry: Biotechnology

Primary Location: Louisville

No. of Kentucky Employees: 33 No. of U.S. Employees: 16,000

Survey Administrator: Latisha Woods, Senior Manager, Corporate Affairs

Company Executive: Mr. Robert Bradway, Chairman and Chief Executive Order

Web Address: www.amgen.com

2

PULTE GROUP

Previous Rank: 2

No. of Years Ranked: 2

Industry: Construction

Primary Location: Louisville

No. of Kentucky Employees: 43

No. of U.S. Employees: 6,585

Survey Administrator: Betina Mobley, Office Manager

Company Executive: Scott Mairn, President

Web Address: www.pulte.com/homes/kentucky/ louisville/louisville

3

SHEPHERD INSURANCE

Previous Rank: Last Ranked in 2023

No. of Years Ranked: 4

Industry: Insurance (non-healthcare)

Primary Location: Louisville

No. of Kentucky Employees: 97

No. of U.S. Employees: 624

Survey Administrator: Amanda Hamilton, Marketing Brand Manager

Company Executive: Quinn Shepherd, CEO / Managing Partner

Web Address: www.shepherdins.com

4

BURNS & MCDONNELL

Previous Rank: Not Previously Ranked No. of Years Ranked: 1

Industry: Engineering and Construction

Primary Location: Lexington No. of Kentucky Employees: 16 No. of U.S. Employees: 14,000

Survey Administrator: Marian Nguyen, Employee Experience Strategist

Company Executive: Leslie Duke, CEO Web Address: www.burnsmcd.com

SPOTLIGHT PROFILE

At Burns & McDonnell, our engineers, construction professionals, architects, planners, technologists and scientists do more than plan, design and construct. With a mission unchanged since 1898 — make our clients successful — our team partners with you on the toughest challenges, constantly working to make the world an amazing place. Each professional brings an ownership mentality to projects at our 100% employee-owned firm, which has safety performance among the top 5% of AEC firms. As dedicated owners, we work through challenges until they’re resolved, meeting or exceeding our clients’ goals. We apply this commitment to our communities, too. We live and work in the same cities you call home, so we share a passion to keep them strong and healthy. From fundraising events and community cleanups to educational outreach and mentorship — especially when it comes to sharing our passion for STEM — our professionals work to make our communities thrive.

5

ROBERT HALF

Previous Rank: Not Previously Ranked No. of Years Ranked: 1

Industry: Staffing

Primary Location: Louisville and Lexington No. of Kentucky Employees: 29 No. of U.S. Employees: 9,685

Survey Administrator: Lisa Montagna, Senior Communications Manager, Reputation Programs

Company Executive: M. Keith Waddell, President & Chief Executive Officer

Web Address: www.roberthalf.com/us/en

6

BLUE & CO., LLC.

Previous Rank: 4

No. of Years Ranked: 15

Industry: Accounting

Primary Location: Louisville and Lexington No. of Kentucky Employees: 126 No. of U.S. Employees: 516

Survey Administrator: Cassie Clark, Total Rewards Specialist

Company Executive: Brad Shaw, Managing Director Web Address: www.blueandco.com

7

MUSSELMAN HOTELS

Previous Rank: 21

No. of Years Ranked: 6

Industry: Hospitality/Restaurants

Primary Location: Louisville No. of Kentucky Employees: 419 No. of U.S. Employees: 526

Survey Administrator: Tanya Gresham, Corporate Director of Human Resources

Company Executive: Chester Musselman, President Web Address: www.musselmanhotels.com

SPOTLIGHT PROFILE

Musselman Hotels is in the business of taking care of people. Our associates are the well-known secret to our success, and we hope you get the chance to see for yourself why we’re proud to have them on the Musselman Hotels team. We are a close-knit family, always ready to support each other. We prioritize a positive work environment and work-life balance. We understand the importance of personal time, and we strive to maintain a schedule that allows our employees to excel both in their personal and professional lives. Professional growth is at the heart of our company. We often promote within by providing opportunities for skills development and advancement to encourage and support all to their full potential. Over the years we have learned that associates like working for us because we don’t just say we care, we show we care. We are intentional about forming meaningful relationships that supports an environment where everyone feels heard, respected, and appreciated.

8

FARM CREDIT MID-AMERICA

Previous Rank: 5

No. of Years Ranked: 14

Industry: Finance

Primary Location:Louisville

No. of Kentucky Employees: 1,121

No. of U.S. Employees: 1,707

Survey Administrator: Kim Abbott, Human Resources Analyst

Company Executive: Dan Wagner, President and Chief Executive Officer

Web Address: www.fcma.com

SPOTLIGHT PROFILE

Farm Credit Mid-America is a financial services cooperative committed to securing the future of rural communities and agriculture. As part of the Farm Credit System, we proudly serve farmers, agribusinesses, producers and rural residents across Arkansas, Indiana, Kentucky, Missouri, Ohio and Tennessee. Our team delivers reliable credit, crop insurance and leasing solutions that help our customers thrive. What makes us a great place to work is our values-driven culture, where people and relationships come first. Team members appreciate our focus on family, flexibility and meaningful work that strengthens rural communities. We invest in engagement, development and well-being to ensure every team member feels supported, connected and empowered to grow their career while maintaining a healthy work-life balance.

9

RYAN FIREPROTECTION, INC.

Previous Rank: 7

No. of Years Ranked: 3

Industry: Construction

Primary Location: Louisville

No. of Kentucky Employees: 73

No. of U.S. Employees: 672

Survey Administrator: Kerry Hamlin, Talent Acquisition Director

Company Executive: Dan Ryan, CEO

Web Address: www.ryanfp.com

10

JACK HENRY

Previous Rank: 9

Previous Rank: No. of Years Ranked: 14

Industry: Finance

Primary Location: Louisville No. of Kentucky Employees: 279 No. of U.S. Employees: 7,218

Survey Administrator: Megan Rama, Corporate Communications Specialist III

Company Executive: Greg Adelson, President and CEO

Web Address: www.jackhenry.com

SPOTLIGHT PROFILE

Ask our associates “Why Jack Henry?” and they’ll tell you our culture is extraordinary. With a peoplefirst approach, we take care of associates and their families by providing a total rewards package which includes compensation, growth opportunities, wellness programs, flexibility, and other benefits designed to fit their lifestyle. It’s in our nature to do the right thing, do whatever it takes, and have fun while we’re at it. Our work has purpose – not only to help people gain financial freedom, but also to be a force for good in our communities. Together, we value, respect, and protect what makes each of us unique. We include all voices to make our business and society stronger and live this every day in our five Core Values – Passion for Customer Service, Relationships, Integrity, Drive for Results, and Excellence.

11

REPUBLIC BANK

Previous Rank: 15

No. of Years Ranked: 11

Industry: Banking

Primary Location: Louisville No. of Kentucky Employees: 831

No. of U.S. Employees: 971

Survey Administrator: Robin White, VP, Director Employee Relations

Company Executive: Logan Pichel, President & CEO

Web Address: www.republicbank.com

MARQUETTE TRANSPORTATION COMPANY, LLC

Previous Rank: 13

No. of Years Ranked: 4

Industry: Transportation/Distribution

Primary Location: Paducah

No. of Kentucky Employees: 166

No. of U.S. Employees: 1,759

Survey Administrator: Frances Hagan, Senior Talent Development Specialist

Company Executive: Mr. Damon Judd, CEO Web Address: www.marquettetrans.com

STEPTOE & JOHNSON PLLC

Previous Rank: 6

No. of Years Ranked: 9

Industry: Legal

14

SAINT JOSEPH LONDON

Previous Rank: 10

No. of Years Ranked: 7

Industry: Healthcare Provider/Social Care

Primary Location: Lexington No. of Kentucky Employees: 706

No. of U.S. Employees: 706

Survey Administrator: Sandra Turqueza, HR Director

Company Executive: John Yanes, President Web Address: www.chisaintjosephhealth.org

SPOTLIGHT PROFILE

For 100 years, we have served London and southeastern Kentucky, with our people being the heart of our service. We consider our employees, clinical and non-clinical, as caregivers who help to solidify our culture with their individual skills and talent while caring for our patients, and each other. In fulfilling our mission, we recognize the importance of each person in tangible ways, such as promoting a culture of safety that supports our caregivers by the organization, their leaders and their colleagues. We are proud to continue to receive an A grade from Leapfrog over recent grading periods; this highlights our commitment to creating a safe environment. We are also proud of the recognition as a Top 100 Hospital in the country by PINC AI. As we transition to the CommonSpirit brand across Kentucky, we will continue to have robust multidirectional communications to foster a free-flow of information to engage, inform and educate caregivers. We work to ensure our caregivers have all the information they need to perform, and feel supported in, their work. We know that our people are our greatest asset and have developed programs to recognize the important roles our caregivers have in our service to patients and communities.

15

CENTRAL BANK & TRUST CO.

Previous Rank: 11

No. of Years Ranked: 19

Industry: Finance

Primary Location: Lexington No. of Kentucky Employees: 539

No. of U.S. Employees: 539

Survey Administrator: Andrea Creech, HR Benefits Manager

Company Executive: Luther Deaton, Jr., Chairman, President & CEO

Web Address: www.centralbank.com

SPOTLIGHT PROFILE

Central Bank’s employee-centric culture is evident in all we say and do. Our strong employee orientation feeds and results in incredible customer and community relationships. Not only do we provide our employees with excellent benefits, including a sizable Christmas gift, but our CEO and HR Director regularly meet directly with them, asking for their feedback, and implementing most all suggestions.

BOARDWALK PIPELINES

Previous Rank: 17

No. of Years Ranked: 4

Industry: Utilities

Primary Location: Owensboro

No. of Kentucky Employees: 331

No. of U.S. Employees: 1,317

Survey Administrator: Tyreke Sapp, Internal Comms & Employee Engagement Sr. Specialist

Company Executive: Scott Hallam, President and CEO

Web Address: www.bwpipelines.com

SPOTLIGHT PROFILE

We are dedicated to fostering a company culture where every employee feels supported, challenged, and valued. We offer competitive compensation, comprehensive health coverage, mental and financial wellness resources, savings and retirement benefits, education reimbursement, and training and development programs. Our Paid Time Off, flexible work options, and supportive programs enable employees to balance their personal and professional lives. We encourage community support with two paid volunteer days for company-sponsored events and matching employee charitable donations. We take pride in a vibrant culture that keeps colleagues engaged and connected through team-building activities, CEO-hosted events, holiday parties, and other initiatives designed to foster inclusivity, camaraderie and connection. Open communication with senior management is promoted through our Open Door Policy, with employees staying informed via townhalls, email updates, and our dynamic intranet portal.

LBMC

Previous Rank: 16 No. of Years Ranked: 8

Industry: Accounting

Primary Location: Louisville No. of Kentucky Employees: 69 No. of U.S. Employees: 620

Survey Administrator: Tricia Mathisen, Senior Manager

Company Executive: Jim Meade, Bill Meyer, CEO, Shareholder & Kentucky Market Leader

Web Address: www.lbmc.com

SPOTLIGHT PROFILE

LBMC is a top 35 national accounting and business consulting firm that provides complex tax, audit, advisory and compliance solutions to businesses and high net worth individuals. Named a national Certified Great Place to Work six years in a row, LBMC is known for investing in the professional and personal growth of our people. We have a reputation for developing experts, individuals who grow their skills, advance their careers, and make a meaningful impact for clients and communities alike. LBMC’s unique benefits include flexible work arrangements, continuous learning and development opportunities, clear career advancement paths, and a strong commitment to recognition and transparent communication. Team members cite our collaborative culture, approachable leadership, and emphasis on teamwork as reasons they enjoy working here. Giving back has been core to LBMC since our founding in 1984, and our robust community outreach program includes the LBMC Cares Foundation, Lending Hands, and numerous service projects each year. These initiatives enrich the communities we serve while fostering pride, purpose, and connection — driving high retention, engagement, and loyal.

18

DELOITTE CONSULTING

Previous Rank: 12

No. of Years Ranked: 3

Industry: Consulting

Primary Location: Lexington No. of Kentucky Employees: 638

No. of U.S. Employees: 85,000

Survey Administrator: Mohan Kumar, Lead Client Service Provider

Company Executive: Jason Salzetti, Chairman and Chief Executive Officer

Web Address: www.deloitte.com/us/en.html

19

KECH, INC.

Previous Rank: 23

No. of Years Ranked: 7

Industry: Business Services

Primary Location: Williamsburg No. of Kentucky Employees: 381

No. of U.S. Employees: 710

Survey Administrator: Sierra Caddell, Human Resource Coordinator

Company Executive: Christine Carpenter, Chief Executive Officer

Web Address: www.kechco.com

LEARN MORE

Contact Andrea Flanders 502-848-8786 aflanders@kychamber.com

20

NEW VISTA

Previous Rank: 22

No. of Years Ranked: 5

Industry: Healthcare Provider/Social Care

Primary Location: Lexington

No. of Kentucky Employees: 686

No. of U.S. Employees: 686

Survey Administrator: Mickey Sexton, Chief Operating Officer

Company Executive: Dana R. Royse, President and Chief Executive Officer

Web Address: www.newvista.org

At New Vista, our employees choose to stay at our organization because of the opportunities for growth and the impact they make in the lives of the most vulnerable Kentuckians each day. We recognize and reward hard work and dedication, at times even creating new positions for people who go above and beyond. We attract and keep employees who care about their communities and are thrilled to see the positive changes they’ve spearheaded. This organization’s goal is to make our Commonwealth a better place. Our employees stay because they are supported in sharing that mission. This work can be challenging which is why we encourage all employees to take the time off they’ve earned and take care of themselves. We are experts in the field of behavioral health and that expertise allows us to deliver the best care for employees and clients.

21

T.J. REGIONAL HEALTH

Previous Rank: 20

No. of Years Ranked: 3

Industry: Healthcare Provider/Social Care

Primary Location: Glasgow

No. of Kentucky Employees: 1,578

No. of U.S. Employees: 1,578

Survey Administrator: Kimberly Hoffman, Human Resources Director

Company Executive: Neil Thornbury, CEO

Web Address: www.tjregionalhealth.org

22

RIVERVALLEY BEHAVIORAL HEALTH

Previous Rank: 25

No. of Years Ranked: 2

Industry: Healthcare Provider/Social Care

Primary Location: Owensboro No. of Kentucky Employees: 601

No. of U.S. Employees: 700

Survey Administrator: Dana Wilson Human Resource Business Partner

Company Executive: Dr. Wanda Figueroa, President & CEO

Web Address: www.rvbh.com

SPOTLIGHT PROFILE

RiverValley Behavioral Health is a mission-driven organization where employees are empowered to grow, lead, and make a meaningful impact. United by the purpose of being the first thought, first choice for behavioral health services, employees are supported by accessible leadership and a culture built on trust. RiverValley believes that when employees grow, the organization grows with them. We invest in professional development through continuing education, advanced certifications, tuition reimbursement, free clinical supervision, and leadership development programs. Intentional internal career pathways allow employees to start in entry-level roles and advance into master’slevel and leadership positions through education and experience. This focus on growth, employee voice, and opportunity drives strong retention, high engagement, and a workplace people are proud to call home.

23

CONSUMER CELLULAR

Previous Rank: Last Ranked in 2024 No. of Years Ranked: 2

Industry: Telecommunications

Primary Location: Louisville No. of Kentucky Employees: 294

No. of U.S. Employees: 3,259

Survey Administrator: Riley Oh, Sr. HR Analyst

Company Executive: Ed Evans, CEO

Web Address: www.consumercellular.com

24

LIFESKILLS, INC.

Previous Rank: Not Previously Ranked No. of Years Ranked: 1

Industry: Behavioral Healthcare Provider

Primary Location: Bowling Green No. of Kentucky Employees: 715 No. of U.S. Employees: 715

Survey Administrator: Stacy Doolin, Executive Vice President, Human Resource

Company Executive: Joe Dan Beavers, CEO/President Web Address: www.lifeskills.com

25

GALEN COLLEGE OF NURSING

Previous Rank: 28

No. of Years Ranked: 9

Industry: Education Services

Primary Location: Louisville No. of Kentucky Employees: 392

No. of U.S. Employees: 1,926

Survey Administrator: Shannon Mingus, Director of Human Resources

Company Executive: Mark Vogt, CEO

Web Address: www.galencollege.edu/

26

TOYOTA AUTOMATED LOGISTICS AMERICAS (BASTIAN SOLUTIONS)

Previous Rank: 26

No. of Years Ranked: 5

Industry: Engineering & Software

Primary Location: Louisville and Georgetown No. of Kentucky Employees: 185

No. of U.S. Employees: 1,262

Survey Administrator: Farihah Hossain, Talent Acquisition Partner

Company Executive: Mr. Aaron Jones, President & CEO

Web Address: www.toyota-automated-logistics.com

PATHWAYS, INC.

Previous Rank: 8

No. of Years Ranked: 4

Industry: Healthcare Provider/Social Care

Primary Location: Ashland

No. of Kentucky Employees: 650

No. of U.S. Employees: 650

Survey Administrator: Veronica Nunley, Chief of Marketing and Public Relations

Company Executive: Ms. Jennifer Willis, RN, PMH-BC, Chief Executive Officer

Web Address: www.pathways-ky.org

SPOTLIGHT PROFILE

Pathways is an accredited Certified Community Behavioral Health Clinic serving ten counties in northeast Kentucky including Bath, Boyd, Carter, Elliott, Greenup, Lawrence, Menifee, Montgomery, and Rowan. Pathways employs over 650 staff who work diligently every day to fulfill its mission of strengthening individuals, supporting families, and serving communities. Pathways offers a family work atmosphere where coworkers and management strive to create an environment of open communication, shared decision making, and staff feel their contributions are acknowledged and valued. Employees love working at Pathways ‘because it is one of the few jobs where you can come to work every day and help improve the quality of someone’s life.’ Pathways also offers outstanding benefits that include sick time, vacation time, and bereavement time off as well as health, dental, and vision insurance. The company also offers a generous retirement program with a company match.

28

TOTAL QUALITY LOGISTICS

Previous Rank: 29

No. of Years Ranked: 14

Industry: Transportation/Distribution

Primary Location: Lexington No. of Kentucky Employees: 609

No. of U.S. Employees: 9,050

Survey Administrator: Alana Witko, HR Coordinator

Company Executive: Ken Oaks, CEO

Web Address: www.tql.com

29

COMMONWEALTH HOTELS, LLC.

Previous Rank: 18

No. of Years Ranked: 8

Industry: Hospitality/Restaurants

Primary Location: Covington No. of Kentucky Employees: 300 No. of U.S. Employees: 1,367

Survey Administrator: Nicole Wilson, Director of Human Resources

Company Executive: Ms. Jennifer Porter, President Web Address: www.commonwealthhotels.com

ISCO INDUSTRIES

Previous Rank: 14

No. of Years Ranked: 15

Industry: Manufacturing

Primary Location: Louisville No. of Kentucky Employees: 328 No. of U.S. Employees: 872

Survey Administrator: Lilly Ledford, HR/Recruiter

Company Executive: James Kirchdorfer Jr., Chairman & CEO

Web Address: www.isco-pipe.com

5 TRUST-ERODING MISTAKES

LEADERS MAKE — AND HOW TO AVOID THEM

EMPLOYEE TRUST IN LEADERSHIP IS A KEY INGREDIENT TO ORGANIZATIONAL SUCCESS. UNFORTUNATELY, DELMAN’S 2025 TRUST BAROMETER SHOWS A WIDESPREAD DECLINE IN HOW MUCH WORKERS TRUST THEIR LEADERS TODAY.

According to the barometer’s Global Report, the feeling that business leaders “lie to us” is at an all-time high, reaching 68% in 2025 compared to 56% in 2021. Meanwhile, the SHRM Global Worker Project report From Trust to Transformation: How Workers Are Faring and Who They Trust Most to Make Positive Change indicates that while 52% of employees “mostly or completely” trust their employer to fulfill their responsibilities to workers, 39% only “somewhat” trust their employer — and 9% don’t trust their employer at all.

According to Bobbi Wegner, founder and CEO of leadership development company Groops, most trust issues stem from “death by a thousand cuts” — small, repeated behaviors that gradually erode confidence in leadership. Below are five common trust-eroding mistakes leaders make,

followed by steps they can take to avoid them.

MISTAKE NO. 1: OVERPROMISING AND SAYING YES TO EVERYTHING

“Leaders can have a tendency to overpromise,” Wegner said. This trap of overcommitment, while usually wellintentioned, can create a cycle where leaders’ words consistently fail to match their actions.

THE FIX: Leaders should practice radical honesty about their true capacity and build in buffer time for unexpected challenges. “Leaders need self-awareness about their own behavioral patterns and limitations,” Diane Headley, vice president and chief people officer at the Ford Foundation, said on a recent All Things Work podcast. “One of my core values is integrity. If I can’t

do something, I say I’m not able to do it. Honesty in relationships is crucial.”

ACTION STEP FOR LEADERS:

Before your next team meeting, audit your current commitments. Have you made any promises you’re struggling to keep? If so, be proactive in communicating new timelines to your team and the reasons behind these changes.

MISTAKE NO. 2: WITHHOLDING INFORMATION IN TIMES OF UNCERTAINTY

When facing the possibility of layoffs, budget cuts, or other organizational uncertainty, leaders may choose not to communicate because they lack certain details or answers, Wegner said: “They don’t have all the information, so they don’t say anything.” However, this silence can actually erode trust, as employees can usually sense that something is not right.

THE FIX: Wegner emphasizes that “people are foundationally relatively rational” and can handle partial information if it’s presented honestly. Additionally, in Deloitte's Global Human Capital Trends Report 2024, 86% of workers ranked transparency between employees and their organization to be very or critically important.

ACTION STEP FOR LEADERS:

Create templates for communications you’d send to your employees that list what you know, what you don’t know, what you can’t share (and why), and when you’ll provide updates. Then, in times of uncertainty or change, use them.

MISTAKE NO. 3: DODGING DIFFICULT CONVERSATIONS

Leaders may choose to avoid giving difficult feedback or having challenging conversations with team members. According to Wegner, this is often due to their own discomfort with conflict. While they may feel this approach helps preserve relationships in the short term, it can undermine trust over time.

THE FIX: Leaders should recognize that feedback, both positive and constructive, is an investment in employees’ development and success. They should schedule regular check-ins with team members to make feedback part of their natural routine. Difficult conversations should focus on growth opportunities, Headley said: “Even when there are bumps in the road, there are real opportunities to learn, develop, and do better.”

ACTION STEP FOR LEADERS:

Schedule a conversation with at least one team member in the next week. Focus on specific, observable behaviors and

propose alternatives, especially when trade-offs are involved.

MISTAKE

NO. 5: NOT POSITIONING THEMSELVES AS A STRATEGIC PARTNER

Leaders may see themselves as middle management “support staff” to higher -level executives, rather than as a strategic partner to them. Headley explained that this negative self-perception can impact how others view and trust your leadership. While leading a reflection exercise for her HR department, Headley discovered that everyone drew HR outside of the organiza-

Before making your next significant team decision, ask yourself: Who will be affected by this and how can I include their voice in the process?

opportunities for improvement versus pointing out failures. Follow up within a week to close the loop and provide additional support and encouragement.

MISTAKE

NO. 4:

MAKING DECISIONS THAT AFFECT PEOPLE WITHOUT INCLUDING THEM

Leaders may exclude their team members from decisions or discussions that directly impact their workflow. This, Wegner said, can make people “feel like they don’t belong in some way.”

THE FIX: Leaders should include employees in discussions about process, infrastructure, and change, even if it’s not immediately clear how it affects their team. Headley learned this during the Ford Foundation’s restructuring. “Inclusion is crucial during times of change,” she said.

ACTION STEP FOR LEADERS:

Before making your next significant team decision, ask yourself: “Who will be affected by this, and how can I include their voice in the process?” Even better, involve team members at the beginning of the decision-making process, not just after options are already narrowed down. Invite them to weigh in on specific options or

tion circle. “No wonder our clients didn’t see us as part of the organization,” she said. “We didn’t see ourselves as part of it.”

THE FIX: Leaders should have confidence in the strengths they bring to the table. They should remind themselves they were hired for a reason, so they should feel empowered to be decisive and take ownership of both their successes and failures. Even when struggling with imposter syndrome, “fake it till you make it,” Headley advised.

ACTION STEP FOR LEADERS:

In your next interaction with a higherlevel executive, frame your updates and proposals in terms of how they advance the organization’s strategic goals. Speak in terms of return on investment, risk, growth, and market opportunity, all grounded in data. Ultimately, executives are looking for people who “get it” — who can connect their work to enterprise-level challenges and outcomes.

Authored by Lin Grensing-Pophal, SHRM-SCP. Lin is a freelance writer based in Minnesota.

Used with permission from the Society for Human Resource Management (SHRM). Rights granted to repurpose.