Horizon Point Consulting

Category: General

Horizon Point writes about dozens of leadership, career, workplace, and workforce topics. Sometimes we write whatever we want. Read this category for general blogs from the HPC team.

  • Meet the Team: Mary Ila Ward

    Meet the Team: Mary Ila Ward

    At Horizon Point, our work begins and ends with people. That’s why our Meet the Team series is all about sharing the stories behind the faces who bring our mission to life. This week, we’re proud to spotlight our founder and CEO, Mary Ila Ward. [Full video at the end of this blog and on our YouTube Channel.]

    If you caught her keynote last week at the Southern Automotive Conference, you already know that Mary Ila’s energy is contagious. Her message about driving the workforce forward challenged leaders to think differently about how we grow people, organizations, and communities. It was a perfect preview of what drives her every day at Horizon Point: helping others discover purpose, align passion with productivity, and build workplaces where innovation thrives.

    Nourishing Entrepreneurship and Innovation

    Our 2025 theme, Nourish, is about more than professional development. It’s about tending to the roots that make growth possible. Mary Ila has been doing just that since she founded Horizon Point more than a decade ago. What started as a vision to reshape how companies think about people strategy has grown into a thriving consulting firm that blends HR, leadership, and workforce development with a deep commitment to community impact.

    Mary Ila believes that nourishing entrepreneurship starts with curiosity and courage and the willingness to try new ideas, take smart risks, and trust that growth often comes from discomfort. Her own journey embodies that mindset: moving from corporate HR roles to launching a business built on her belief that work should be both productive and purposeful.

    Leading with Heart and Purpose

    In her Meet the Team interview, Mary Ila shares how she balances bold innovation with grounded leadership. She talks about the importance of creating space for creativity while maintaining a clear sense of mission. Whether she’s designing leadership programs, coaching executives, or mentoring emerging professionals, her approach always centers on one thing: helping people flourish.

    She also reminds us that nourishing others starts with nourishing ourselves, investing in reflection, learning, and rest so we can show up ready to serve. It’s a principle that guides her leadership and the culture she’s built within Horizon Point.

    Looking Ahead

    As we continue our Meet the Team series, we invite you to get to know the people who make our work possible, each bringing their own story of growth, grit, and generosity. Mary Ila’s story reminds us that innovation doesn’t happen by accident. It’s cultivated, cared for, and shared, one idea, one conversation, one relationship at a time.

  • The Success Sequence: Workforce Development Meets Poverty Prevention

    The Success Sequence: Workforce Development Meets Poverty Prevention

    The Alabama Legislature recently passed SB289, a bill supporting the teaching of the Success Sequence in all public schools. This three-step model offers a data-driven approach to breaking the cycle of poverty:

    1. Graduate from high school

    2. Obtain full-time employment

    3. Marry before having children

    The sequence is simple, but the order is essential. Research from Brad Wilcox and Wendy Wang found that 97% of millennials who followed this sequence were not poor in adulthood, further citing that is also the case for 94% of Millennials who grew up in lower-income families and 95% of those who grew up in non-intact families.

    Source: The Power of the Success Sequence for Disadvantaged Young Adults

    Education, Employment, and… Marriage?

    The relationship between education, employment, and poverty is widely studied (also, remember the Benefits Cliff?). However, marital and parental status is often overlooked, unless the discussion centers around childcare or workforce participation. But the data suggests we need to talk more openly about the order of life events.

    Raising children is hard and expensive, regardless of your educational level, job status, or marital situation. But raising children without a high school diploma, without full-time employment, and without a supportive partner makes the challenge exponentially harder. The hurdles compound and make it more difficult to escape poverty.

    How the Sequence Supports Workforce Participation

    Let’s zoom in on the middle step: employment.

    If you lack a high school diploma and have children without support from a spouse or caregiver, holding a job becomes significantly more difficult. You’re more likely to experience job instability, absenteeism, and burnout. For employers, this translates into higher turnover and less workforce reliability.

    While the model doesn’t say you must get married or have children, it suggests a strategic order if you do. Marriage before children, backed by education and employment, sets individuals – and their families – up for long-term stability.

    Why the Success Sequence Matters for Employers and Communities

    Promoting the Success Sequence isn’t just about preventing poverty. It’s also about ensuring a strong, stable workforce. When individuals follow this path, they’re more likely to stay employed, reducing turnover and increasing productivity.

    Supporting the sequence, whether through school programs, community education, or policy, could be a smart, proactive investment in both economic mobility and workforce development. The Brookings Institution in D.C. has been talking about the Success Sequence for over a decade. Maybe it’s time we pay attention.

    What Are Your Thoughts?

    Do you think the Success Sequence is a valuable tool in reducing poverty and improving employment outcomes? Should schools and communities promote it more directly? We honestly want to know. Drop us a line at info@horizonpointconsulting.com or fill out the quick poll below.

    Create your own user feedback survey
  • Inside the 2025 North Alabama Wage and Benefit Survey

    Inside the 2025 North Alabama Wage and Benefit Survey

    The 2025 North Alabama Wage and Benefit Survey, conducted by Horizon Point Consulting and hosted by NAIDA, North AlabamaWorks!, NARCOG, NACOLG, and seven participating counties, gives employers in our region valuable insight into compensation, workforce practices, and benefits. 

    With input from 152 participating organizations—including 81 manufacturers and 50 government contractors—this year’s report shows how pay and perk strategies are evolving across North Alabama.

    Who Took the Survey?

    Employers across diverse sectors contributed:

    • 152 total participants
    • 81 manufacturers
    • 50 government contractors
    • Representing Colbert, Cullman, Lauderdale, Lawrence, Limestone, Madison, and Morgan counties

    Hard-to-Fill Jobs

    Respondents identified persistent hiring challenges in:

    • Skilled trades and technicians, especially for off-hours and specialized roles
    • Engineering and IT
    • Finance, HR, and leadership
    • Production, warehousing, and frontline service roles
    • Education and hospitality support
    • Average last pay increase: 4.11%
    • Median last pay increase: 3.35%
    • Average next pay increase planned: 3.48%
    • Median next pay increase: 3.00%
    • Turnover: Down 16% from 2023—an encouraging trend across most industries

    Wage comparisons reveal moderate increases:

    • Accounting clerks: $23.00 to $24.48/hour
    • Customer service reps: $20.25 to $21.48/hour
    • HR assistants: $57,000 to $60,000/year
    • Production roles: $20.78 to $21.91/hour
    • Maintenance: $27.39 to $28.90/hour
    • Warehouse/logistics: $20.52 to $21.39/hour

    Some employers are adopting skills-based pay programs, offering:

    • $1.00/hour for learning additional skills
    • Maintenance progression increases of up to $5/hour based on testing and training
    • Pay raises tied to performance on a skills matrix

    A few employers are exploring non-traditional shift models:

    • Short shifts (3–8 p.m. options)
    • 8-hour formats instead of traditional 12-hour shifts
    • Part-time based on availability and business needs

    Benefits Overview

    • Average total benefit cost per employee: $14,098.61 (up 9.4%)
    • Individual medical coverage (median): $7,524.79 (up 15.8%)
    • Family medical coverage (median): $20,308.56 (up 18%)

    Non-Traditional Benefits Employers Are Offering

    In addition to traditional benefits, many employers are getting creative with their perks. Survey responses show a growing focus on holistic employee well-being, including:

    • Wellness Reimbursement Plans to cover the cost of fitness and personal health equipment
    • Charitable Gifts Matching to support employees’ financial support of community nonprofits, giving directly to organizations with personal meaning to internal staff 
    • Employee Stock Ownership Plan (ESOPs) increased this year, continuing the trend of giving employees more direct ownership in the success of the company. 

    These nontraditional offerings help employers stand out and signal a commitment to supporting employees beyond the basics.

    Paid Leave, Child Care, and Wellness Support

    31% of participating companies are offering Paid Family Leave for new parents after the birth or adoption of a child. The average leave time is 7 weeks, and 87% of participating employers pay a full 100% of salary. These stats are up from 2024. 

    13% of employers offer some type of Child Care benefit, primarily by offering an FSA or vouchers to nearby child care centers. This is up a bit from 2024. 

    53% of employers offer Remote/Telework employment options, most in a hybrid format. Additionally, 35% of employers offer Flex-Time, allowing employees to work alternate hours to accommodate child care and other needs.

    State-Funded Workforce Programs, Tax Incentives, and Child Care Credits

    • AIDT used by 18% of employers
    • Alabama Office of Apprenticeship: 15% of participants offer registered apprenticeships 
    • Existing Industry Training Program (EITP): only utilized by 4% of respondents with an additional 5% considering applying. 
    • Alabama’s Employer Tax Credit for Child Care is also gaining attention. It offers:
      • Up to $15 million in statewide tax credits in 2025, $17.5 million in 2026, and $20 million in 2027.
      • Small Businesses (fewer than 25 employees): Eligible for a credit equal to 100 percent of eligible expenses, with a maximum of $600,000 annually.
      • Other Employers (25 or more employees): Eligible for a credit equal to 75 percent of eligible expenses, with a maximum of $600,000 annually.

    However, only 1% of participants in this year’s survey have applied for the Child Care credit so far, and 53% do not intend to apply at all. 

    Why This Survey Matters

    With rising costs, shifting workforce expectations, and the competitive labor market, the 2025 North Alabama Wage and Benefit Survey provides critical benchmarks. It equips organizations with:

    • Reliable data for budgeting and planning
    • Insight into regional labor market pressures
    • A roadmap for strategic compensation and benefit design

    To learn more, access the full interactive survey reports via Sensible Surveys or contact the Horizon Point team for consultation and support.

  • Lessons from March Madness: Talent is Global

    Lessons from March Madness: Talent is Global

    Our crew is all about some March Madness. We have an extended family bracket competition complete with prize money and trash texting. The kids even get in on it. My bracket was shot pretty soon after the first round (I think I finished 33rd overall), but I still enjoyed watching the competition down to the final game.

    While watching the introduction of the starting five for the championship team, one thing stood out to me about the talent.

    Consider the starting five for Florida:

    Two of the five (or 40%) of the starters on the championship team are from outside the United States. Looking at the entire roster, 35% of the players are from another country.

    There is no doubt that Name Image and Likeness (NIL) has changed the game of college sports. But I would venture to guess that global recruiting is also a part of reshaping the game. NIL makes players more mobile, chasing the best deal, and players across the globe are mobile. Players are also having to compete with the best talent in the world, not just the best talent in the country – much less their own state! – for a chance to start on a championship team, or any team for that matter.

    If you are wanting to put together the best team at work, following the lesson from college basketball champions (and football!) may be wise. Don’t limit your search. Talent is global.

    One of the biggest lessons from March Madness this year is that excellence knows no borders. Whether you’re building a roster for the court or a team for your company, casting a wider net can bring surprising strength. Diversity of background, experience, and perspective can be the game-changer that sets your team apart from the rest.

  • Nourish: A Bold New Direction for 2025

    Nourish: A Bold New Direction for 2025

    After a year of “Open the Door” as our 2024 theme, we decided this year as a team that maybe we needed to simplify- our theme and our focus.  As I discussed in my speech Taste and See, turning responsibility into obligation to open the door to anyone and anything brought about a state of too much in 2025.  Like they say, there can be too much of a good thing. 

    So in keeping with tasting and seeing what is good and letting that be the only obligation or responsibility to pursue, trusting that good things will flow naturally from there, we felt as though “Nourish” speaks volumes to what we are pursuing this year and aligns with our organizational values. 

    What Nourish means to us: 

    • Living with intention
    • Nourishing the people closest to us
    • Emphasizing abundance instead of scarcity
    • Pouring into good things allows the outcomes take care of themselves
    • The mindset that capacity doesn’t equal obligation. Margins nourish us to live with intent and pour into the important people and things around us. This helps us see who and what needs to be nourished right in front of us. 
    • Nourishing creates growth 
    • Nourishing leads to thriving 

    Values Alignment 

    And in true HPC fashion, we put the word into ChatGPT and found that nourish aligns well with our values: 

    1. Passion: Nourishing reflects a commitment to fueling enthusiasm and energy in all endeavors, encouraging others to pursue their work with heart and dedication.
    2. Productivity: Nourishing the mind, skills, and workplace environment enables individuals and teams to perform at their best, driving meaningful outcomes.
    3. People First: At its core, “nourish” emphasizes care, growth, and support, putting people at the center by fostering their well-being and development.
    4. Continuous Learning and Improvement: Nourishment encompasses providing the resources, opportunities, and encouragement for ongoing growth and enhancement, ensuring a culture of improvement.
    5. Give Back: Nourishing others extends to contributing to the greater good, whether through community efforts, mentorship, or empowering others to succeed.

    What we will Nourish this year: 

    Leadership Development and Coaching

    We are launching new content in 2025 that includes monthly blog posts and coaching moment videos to help nurture leadership development in companies and communities.  These will be practical strategies to implement, not complex theories or vague guidance. A taste of what we will be doing to nourish leadership development in our area includes facilitating the Cummings Research Park Tech to Exec Program and continuing to deliver Encounter Groups to our clients.  Our customized programs for organizations will now come with a customized website page(s) to provide nourishment even after the in-person component concludes. 

    Entrepreneurship

    We will be launching new content featuring entrepreneurs across our network to showcase the innovation taking place all around us. We will continue to support Alabama Launchpad and the dozens of entrepreneurs that come through the program each year. 

    Career and Professional Development

    In 2024, we launched online courses and will continue to launch more courses throughout 2025. Taylor is now one of the very few people in the country certified to deliver the National Career Development Association’s brand new School Career Development Advisor (SCDA) training, and she will continue to work with the Alabama State Department of Education to certify hundreds of educators across the state in this and other content and certifications. 

    Informed Compensation

    We continue to do a lot of compensation work. We realize that this core hygiene factor helps people literally nourish themselves and their families. Living wages are important and so is making wise business financial decisions to ensure the longevity of our organizations. These can exist together and be nourished together- remember abundance, not scarcity.  We will continue to facilitate the North Alabama Regional Wage and Benefit survey to help companies and communities make informed compensation decisions. 

    Each Other

    We are a family at HPC and each of us needs nourishment from each other. This year, we will be focused on nourishing Taylor as she undergoes surgery and treatment for breast cancer.  Emily is nourishing new life, and we will welcome a baby into the HPC family in May!  We ask your prayers for Taylor and Emily and their families. 

    nourish gift basket
    Taylor’s “nourish” basket from the team!
    Each of us curated a few items that we knew would bring Taylor a little bit of joy and “nourishment”.

    What are you nourishing this year? What do you want to see grow?