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Increased compensation package, benefits helping Clayton Homes add team members at Russellville facility

David Brewer often describes Clayton Russellville as a ‘well-kept secret.’

But Brewer, general manager at Clayton Russellville and the facility’s 329 team members are working every day to share the secret.

Sarah Jackson, Clayton’s human resources manager and the rest of the company’s management team are looking to add additional team members with a compensation and benefits package that’s one of the most competitive in northwest Alabama.

We think we’re a well-kept secret as it relates to our company. Our purpose is “Opening doors to a better life” through attainable home ownership. In addition to an affordable sales price, new eBuilt homes by Clayton can save homeowners up to 50% on annual energy costs.”

According to Brewer, “Business is good, and we want to add more team members in the facility as well as some staff positions.”

Clayton strives to “Be a home” to team members, offering genuine opportunities for advancement through the company. “Our production leadership managers and supervisors all started as hourly team members on the floor,” says Brewer, “so when we say we have opportunity for advancement here, we mean it. There’s not one person in production leadership who hasn’t worked their way up.”

We have a lot of veteran team members who’ve been with us for decades,” said Jackson, “and now we’re looking for new team members eager to learn and grow. We work in one of the most modern home building facilities in the country building 2,000 to 2,500 homes per year. We work inside, so weather is never a factor.”

New team member home building positions start at $21.50/hour along with a weekly production bonus. And there’s nothing secret about how significant that bonus can be for Clayton team members. During May when the facility was building nine homes a day, Clayton’s average hourly rate including bonus was $29.49.

After one year of employment, production team members can earn $23.50/hour plus bonus. Benefits include health, vision and dental insurance, annual paid parental leave, 401(k) match up to 4% of pay, basic life insurance and a disability policy for short-term and long-term.

Team Members earn paid time off after 30 days of employment, and increases periodically through the first year. Annual time is awarded after the first year. For example, a team member who has been with Clayton Russellville for five years will have earned 15 days of paid time off, with a maximum of 25 days for team members employed for 15 year or more. In addition to earning paid time off, team members also receive a ‘Years of Service’ annual bonus.

Clayton also offers college tuition assistance programs. With a workday shift between 6 A.M. and 2:30 P.M., team members have the flexibility to continue their education with evening classes. Shifts that end earlier in the afternoon also allow team members to see their children participate in school activities and athletics.

The facility is closed two weeks each year, the week of Independence Day in July and the week of Christmas. All told, Clayton’s compensation package is designed to attract and retain quality team members who want to work for a quality company with a stable foundation.

And it doesn’t hurt that Clayton is owned by Berkshire Hathaway, Inc., a multinational conglomerate holding company that has experienced tremendous growth under the leadership of chairman and CEO Warren Buffett.

Clayton takes an active role in each of the communities where its facilities are located. From the day a new employee is hired, Clayton gives each team member eight hours per year of paid volunteer time for local causes, and new hires are involved in service projects from the time they begin their new careers. Examples of service projects include regularly building doghouses that are donated to local animal rescue organizations.

Clayton is also committed to “Driving change” by reducing waste and increasing recycling. Clayton Russellville has a designated area outside the facility’s security building where construction byproducts like lumber and pallets are free to the public instead of going to the landfill. “We are actively working to reduce waste and promote change,” said Brewer.

The application process involves a telephone screening and subsequent in-person interview with Clayton’s production leadership team. Applicants tour the facility and are given the opportunity about the company and position.

We work hard and our team members are compensated well,” said Jackson. “We take the time to invest in you personally, helping you determine your strengths and growing your career. That’s why we have such a solid team.”

To learn more or to apply, visit #0078d4;">www.careers.Claytonhomes.com.


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