HR, The Manufacturing Difference

This pulls excerpts from our podcast, Inspiring Innovation: Leaders in Manufacturing featuring Brian White VP of HR and Corporate Development at Polo. To watch our podcast episode, please visit us on YouTube Inspiring Innovation: Leaders in Manufacturing Episode 20 w/Brian White or subscribe to our channel on your favorite podcast platform.

Polo Custom Products (HR) : Cultivating Talent

At Polo Custom Products, we believe that our people are our greatest asset. In today’s competitive job market, especially in manufacturing. It’s essential for us to not only attract top tier talent but also create an  environment that encourages growth, engagement, and long-term career success. We know that effective (HR) strategies are at the heart of this mission. By focusing on personalized recruitment methods, career development, and retention initiatives, we ensure that Polo remains a great place to work and grow.

Recruiting and Retaining Top Talent in Manufacturing

The manufacturing industry has long been challenged by the need to attract skilled workers. We believe that recruitment should be as customized as the products we manufacture. We recognize that the landscape is constantly evolving, which is why we’ve embraced strategic HR initiatives that allow us to attract that top tier talent. Led by a talented new VP of HR and Corporate Development, Brian White, Polo’s future couldn’t be in better hands. We expect an already profound department to raise the bar even higher.

We understand that recruiting is a proactive process, and we leverage multiple channels to reach the right candidates. Through yield analysis, the process of measuring the percentage of candidates who advance from one stage of the interview process to the next. We have identified that employee referral programs and specific job boards yield the best results. But we don’t stop there. We ensure that our top executives are actively involved in the hiring process. Whenever possible, our leadership meets and greets new associates, reinforcing the personal connection and company culture. This engagement also serves as an opportunity to encourage new hires to refer individuals they believe would be a good fit for our growing team.

Building a Culture of Retention

While bringing in new talent is crucial, it’s equally or of greater importance to retain the employees who are currently contributing to our success. At Polo, retention is a strategic priority. We offer competitive pay, annual benefits reviews, and tailored development plans to ensure that our employees feel valued and supported throughout their careers with us. We also conduct employee engagement surveys to gather feedback directly from our team, making sure that we’re addressing any concerns that could be present.

Our retention strategies are rooted in trust, communication, and ongoing support. By embracing a work environment where employees feel heard, appreciated, and empowered, we are able to keep our team motivated and loyal. We understand that engaged employees are more productive and more likely to stay with us for the long haul.

Development & Wellness

The well-being of our employees is paramount. We know that people are more productive and engaged when they feel balanced and supported, both personally and professionally. Polo doesn’t just talk about work-life balance—we make it a priority.

We offer various wellness initiatives, from fitness challenges to wellness seminars, and encourage employees to take time for themselves when they need it. We recognize that well- being means different things to different people, so we strive to offer a variety of programs that can meet diverse needs, whether it’s physical health, mental health, financial wellness, or simply creating an environment that fosters peace of mind. We make sure that employees are equipped with the tools they need to succeed outside of work, offering access to financial counseling, mental health resources, and flexible work options where possible. This approach has had a direct impact on employee satisfaction and retention, allowing us to create a culture that promotes long-term engagement and loyalty.

Taking pride in the little things like birthdays and work anniversaries begins to really show the value Polo has on the community. It’s not uncommon to see workers celebrate their 20- or 30- year work anniversaries, a testament to the company’s strong culture of loyalty, recognition, and long-term relationships. These milestones reflect not just personal achievements, but the collective success and commitment that defines our organization.

Empowering New Managers

One of the biggest investments we make in our people is in our leadership development programs. New managers at Polo are given the tools and resources they need to succeed. We emphasize the importance of regular team meetings, one-on-one interviews with direct reports. We even give every new manager a “Mentor”, someone on the Polo team who they can go to with any questions, concerns, or advice. We know that effective management goes beyond technical skills—it’s about inspiring, supporting and challenging your team to do their best work. HR has played a key role in pathing a successful path for our new managers, ensuring they have the leadership tools necessary to help motivate their team.

Tiers Program

HR teams don’t just fill positions; they play a vital role in shaping the success of the entire organization. One of the standout initiatives that we’re particularly proud of is the Tiers Program. A key focus of the Tier Program is career development. We’re committed to ensuring our employees have the opportunity to grow within the company and develop their skills in a way that aligns with both their personal aspirations and the company’s evolving needs.

The Program is a revolutionary training approach. In the past, new hires in our manufacturing teams received minimal training, which often led to inconsistencies in product quality and operational inefficiencies. To address this, we developed the Tiers Program—a comprehensive training and certification initiative designed to provide employees with in-depth knowledge of their roles and responsibilities. The program introduces three distinct tiers of progression, each offering increased pay, specialized certifications, and greater responsibilities. Employees undergo extensive training, participate in live performance testing, and ultimately advance based on their skills and knowledge. This program is unique in that it helps bridge the gap between HR and manufacturing, ensuring that our employees have the skills they need to succeed.

HR’s Role in a Thriving Culture

As we reflect on our HR initiatives, one thing becomes clear: at Polo, HR is not just about hiring and firing. It’s about building a strong, supportive culture that aligns with our mission and values. HR at Polo is about cultivating a workforce that is engaged, empowered, and ready to meet the challenges of a rapidly evolving industry.

We believe that a company’s success is rooted in its people, and by investing in the development, well-being, and satisfaction of our employees, we are creating a sustainable path for growth—for both the organization and the individuals who make it all happen.

Our commitment to staying ahead of the curve, adapting to market changes, and crafting a culture where innovation and collaboration can flourish continues to develop. With over 75 years of growth, we have no plans of slowing down. As we continue to grow, we will keep our people at the forefront of our success.

If interested in a career at Polo, you can view our open careers and learn more about our company culture by visiting our career page.