Workforce Wellbeing
The foundation
of our
From our beginnings as a small family business to now more than 2,200 team members in 14 offices nationwide, we’ve grown while embracing an inclusive culture and making significant investments in our greatest assets—our team members. Each year, we ask our team members for feedback that helps to improve upon programs and tailor initiatives to meet their needs. We're deeply invested in providing our team with an incredible experience, and we’re proud to have been recognized as a best place to work from coast to coast.
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Here
You
At HITT, creating an inclusive culture is at the heart of our purpose and success. We're committed to ensuring a sense of belonging to all who share our path. Our strategy to create a culture where all people can belong is organized around three key principles. The actionable and measurable strategy is more than a plan—it's a mindset.
In 2025, our 140 summer interns nationwide launched their construction careers during their 10-week immersive program.
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A sense of
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Since introducing employee resource groups (ERGs) at HITT, they’ve grown substantially in both membership and programming, adding to HITT’s vibrant culture. Our ERGs promote a positive and inclusive environment for all team members through education, networking, and workplace collaboration.
2025 ERGs
By the Numbers
7
Employee Resource Groups (ERGs)
931
Team Members Belong to ERGs
19%
Increase in ERG Participation
in 2025
Coming Together
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Embracing a Growth Mindset
It’s critical that we help our teams grow to embrace a more inclusive mindset. We’re incorporating new ideas, perspectives, and training to guide our team members’ journeys. Through HITT University, our teams can access more than 400 digital and hybrid courses designed to help them develop and become leaders in the construction industry.
Shared Experiences
Cohort learning at HITT brings together team members with shared goals and guides them through a curated development program. HITT convened three cohort groups, the Associate Onboarding, Leaders in the Field, and Project Manager cohorts, to foster meaningful learning opportunities for these specific groups. These programs blend instructor-led training, peer discussions, and practical applications to equip participants with essential skills in construction technology, career development, and soft skills.
In 2025, HITT incorporated “Be the Good” service activities into every cohort experience, including building and donating bicycles and assembling care packages for veterans, reinforcing our values while fostering teamwork and community impact.
Associate Onboarding Cohort
Participants in the Associate Onboarding Cohort learned about corporate resources and how their role supports enterprise goals. They engaged in learning directly from various department stakeholders and visited an active construction project site to better understand construction operations.
Leaders in the Field Cohort
The Leaders in the Field cohort, designed for newly promoted site operations executives, gained insights into their roles and how to drive positive change. They collaborated to accumulate institutional knowledge for training future builders at HITT, including networking opportunities and exploring advanced technological tools like BIM software and laser scanning tools.
Project Manager Cohort
HITT’s Project Manager Cohort supports newly promoted team members within their first 90 days in the role. The program strengthens procurement strategy, financial management, and contract risk mitigation while reinforcing leadership and communication skills. Participants also develop strategies for managing client relationships, leading teams, and applying lessons learned and root cause analysis to improve project outcomes.
2025 Learning
By the Numbers
400+
Courses Available in HITT University
80+
Subject Matter Expert Instructors
108
Cohort Participants
23,072
Training Hours
Delivered
Culture of Care
Safety is so much more than just physical health. To ensure everyone in our workplaces can thrive, we commit to defining new standards that go beyond traditional safety requirements. HITT’s Culture of Care embraces mental well-being, psychological safety, and inclusive workplaces. We move beyond policies and procedures to ensure everyone is cared for and, in turn, shows the same care for their teammates.
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Caring for the Whole
Team Member
Team member wellbeing is deeply important, and HITT offers a number of initiatives to encourage whole person wellness. Our Wellness Participation Program encourages a healthy lifestyle and offers insurance discounts to reward healthy choices. HITT also offers an annual wellness reimbursement that encourages individuals to enjoy healthy activities like exercise, outdoor hobbies, and nutritious meal services. Rest is an important part of balance, and our generous sabbatical program ensures team members can recharge and renew to help increase effectiveness, creativity, and productivity.
