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We believe that collaboration happens when team members feel like they can bring their authentic selves to work. To create a collaborative workplace in which employees feel psychologically safe in their environment, AMH invests in building and cultivating trust by: hosting regular virtual and in-person town halls with leadership to foster transparency; implementing a pulse survey platform, Workday Peakon Employee Voice, which invites dialogue on a regular and anonymous basis, and maintains accountability; offering effective communication training through our TACT Communication Essentials workshop; and sponsoring Employee Resource Groups to support a culture of belonging and respect.
Our team is united and driven by our mission and vision, whose goal is creating a better future for housing in the U.S., one with more possibilities, choices, and freedoms. Through our products and services, our employees contribute solutions to America’s greatest housing challenges, and make a positive difference in our residents’ lives. As we expand our portfolio, these gains are returned to them through increased investment in our training and benefits offerings, and their career growth. Our leadership maintains a regular cadence of company-wide communications and regional town halls, through which we engage employees in our shared progress and successes.
To cultivate a culture of respect, we host an ongoing conversation workshop called Valuing Differences through which our team learns tools to strengthen our ability to generate understanding and empathy, and clear our bias lens. During the first session, which focuses on awareness, we discuss the broad range of differences we might encounter in the workplace: visible and invisible traits that we may not be conscious of in our bias. Our second session focuses on developing skills for connection and effective communication, which supports collaboration. Both are designed to foster acceptance, respect, and value for the differences every team holds.
We support our team members by: conducting performance reviews each year; offering a development toolkit that identifies activities, experiences, and milestones for growth; providing executive coaching, succession planning, and leadership development; providing access to AMH University, our online learning library; offering a Tuition Reimbursement Program designed to promote the pursuit of degreed education by offering partial reimbursement of annual tuition and fees for coursework relevant to our business; and maintaining a robust training program including a variety of role-based and technical training opportunities through which, in 2022, we logged approximately 92,000 training hours total or an average of 51 hours per employee.
Our employees are at the heart of each of our values. “We care about people”: We take care of each other, so that together we can take care of the people we serve. “We make it simple”: We simplify a basic need so that people can focus on what’s important to them. And we’ve designed our entire organization with that principle. We look to streamline and innovate to make life easier for our residents. “We hold ourselves accountable”: We lead with integrity and earn the trust of those who rely on us by doing the right thing.
In addition to the benefits and initiatives listed below, we maintain unique programs designed to engage and enrich our employee’s experience. For example, we host post-earnings company-wide calls virtually featuring company leaders who discuss, explain, and expand on our quarterly progress to provide our team a better understanding of how their work connects to the bottom line and tangible results, visibility into our strategic priorities, and insight into market trends impacting our business. We also invite team members to participate annually in our Employee Council, which provides networking and feedback opportunities directly to senior leadership.
Our CEO models each of our company values, which align with and are reinforced by our core competencies. These were defined during a leadership retreat meeting in 2017, in which he specifically advocated for the inclusion of Values Differences: the guiding principle behind our DEI platform and inspiration behind our Valuing Differences program. He oversees our DEI strategy as outlined in our Human Rights Statement, and regularly meets with HR to provide feedback and guidance around related initiatives. When the Valuing Differences program idea was presented to the executive team, he personally requested that all team members participate annually.
Benefits include: Employee Stock Purchase Program that allows employees to purchase discounted shares of our stock, as additional avenue for financial planning towards retirement. Tuition Reimbursement Program to promote pursuit of degreed education through partial reimbursement of annual tuition and fees. Employee Resource Groups to support diversity, equity, inclusion, and belonging. 401(k) retirement plan with company match. Discount marketplace through our vendor and manufacturer partners. Comprehensive healthcare plans, including FSA, HSA, and telehealth options. Employee Assistance Program that offers mental health and wellness support. Paid time off to participate in community impact initiatives and volunteerism through our AMH Cares program.
AMH is a leading owner, operator, and developer of single-family homes. Our goal is to simplify the experience of leasing a home and deliver peace of mind to households across the country. In recent years, we’ve been named one of Fortune’s 2022 Best Workplaces in Real Estate™, a 2023 Great Place to Work®, a 2023 Top U.S. Homebuilder by Builder100, one of America’s Most Responsible Companies 2023 and America’s Most Trustworthy Companies 2023 by Newsweek and Statista Inc., and a Top ESG Regional Performer by Sustainalytics. As of March 31, 2023, we owned nearly 60,000 properties in the U.S.
280 Pilot Road, Las Vegas, NV 89119
Real Estate
David Singelyn
1001 - 10000
