MVMC Plans Rollout of New Employer Resource Network

YOUNGSTOWN, Ohio – The Mahoning Valley Manufacturers Coalition, in partnership with Youngstown Area Goodwill Industries, plans to introduce what it says is an innovative program to help employers boost retention rates in the workplace.

The Employer Resource Network, an organization that operates across nine states, is expected to be available to manufacturers in the Mahoning Valley by January 2026, said Alex Hertzer, executive director of MVMC.

“MVMC will be the lead administrator over the program,” Hertzer said. “Our forte is really on the employer side, being that we are a membership-driven organization.”

The program is a part of ERN-USA, based in Dearborn, Mich., and the Mahoning Valley chapter would fall within the larger Ohio ERN. The Ohio ERN currently operates nine networks.

Central to the ERN’s model is to provide a single “success coach” who could act as a type of human relations counselor that spends time on-site during the week at several companies, said James Vander Hulst, founder and chief “disruptive” officer at ERN-USA.  The companies would then share in the cost of the service, he said.

Under the program, the success coach would be employed by Youngstown Area Goodwill and would serve those companies participating in the ERN. That person would be available to address employment barriers such as substance abuse, child care, transportation issues, financial stability, attendance, career advancement and stress – matters that an HR department would find difficult to tackle.

Vander Hulst said these issues are major factors in whether an employee will remain at their jobs. A proactive approach, he noted, is far more effective than waiting for problems to occur.

The idea of the ERN was born while Vander Hulst was employed as vice president of HR at a manufacturing company in Grand Rapids during the late 1990s. “About 70% of our employees lived within 2 miles of our plant, so they would walk to work or take mass transit,” he said.

Turnover was high, he noted, and a sizable portion of the workforce did not take part in benefits such as the company’s 401(k) plan or tuition reimbursements.

“We came up with this concept of having an on-site success coach,” Vander Hulst said. “They work with our employees and build trust,” he said. The program found over the next several years that those employees who engaged with a success coach showed a 99% retention rate.

“We had 300 employees, so we couldn’t afford a success coach by ourselves,” Vander Hulst said. “But if we had eight or 10 companies, we could split the cost 10 ways and bring the cost down.”

ERN-USA now boasts 26 area networks across nine states. Manufacturers represent 42% of participating companies, while approximately 35% are health care-related companies, Vander Hulst said. Other organizations represent the hospitality industry, while higher education has also used the ERN to improve student retention.

On average, a single success coach would serve a consortium of between eight and 10 companies that purchase a share in the program, Vander Hulst said. “We look at an aggregate workforce of about 2,500,” he said.

Of that number, Vander Hulst said the average participation rate is 16%, which translates to approximately 300 employees that require some early intervention regarding work-life balance.  Once the program is integrated into the company, the employer realizes a strong return on their investment that is created through reduced absenteeism and turnover, he said.

Success coaches are also available for those preparing to retire, Hulst said, offering them support on how to make a smooth transition from daily employment.

Vander Hulst presented an overview of the program to several MVMC members July 23, several of which were intrigued by the program.

“I don’t see how this couldn’t be beneficial,” said Virgil Felger of PHD Manufacturing. 

The next step is to make an effort to create interest and recruit more employers, develop common needs and select a success coach. 

Success coaches should have a service background, an entrepreneurial drive and an understanding of the community resources available in the region, said Julie Michael Smith, project manager for MVMC. “They’ll need strong communications skills because they need to build trust and a rapport with the employees, and build strong relationships,” she said. 

Hertzer said MVMC is also exploring grant funding to support the program during its first and second year to encourage participation.

“Being the first in our region to bring these resources is a big deal for the MVMC and our local manufacturers,” Hertzer said.

Pictured at top: From left are James Vander Hulst, founder of ERN-USA; Julie Michael Smith, project manager for MVMC; and Alex Hertzel, MVMC executive director.