A popular leadership adage allows as to how company leaders best manage their staffers by “meeting them where they’re at.”
But when you have thousands of employees, how do you meet them all “where they’re at.”
Apparently, Bronson Health Care Group has found a way. And their success led to the company being named “Best of the Best – Large Business” at the West Michigan Best & Brightest Companies to Work For event held at the JW Mariott in Grand Rapids.
Bronson, which employs nearly 10,000 people, won this category for the second straight year.
Adam Bogema, Bronson’s senior manager for talent acquisition, said winning the award is “really important to us.”
“It really shows … we’re doing the good work and our employees are recognizing that we do that,” Bogema said. “It’s great to know we’re always striving to do the best thing we can for our employees and for our communities. It’s gratifying to know our employees have good things to say about us.”
The ceremony, held before some 360 people, honored dozens of businesses from the West Michigan region in 14 “elite” categories, including three overall winners among small, medium and large businesses.
It’s all designed to recognize organizations that display a commitment to excellence in their human relations practices and employee enrichment.
Best of the Best – Large Business
Bronson Health Care Group is a healthcare provider covering Kalamazoo, Calhoun and Van Buren counties, was named the overall winner among large businesses.
The company has created a modern onboarding experience with a live, first-day virtual welcome that helped over 90 percent of new hires feel prepared, while offering flexible scheduling and concierge-style support that assists employees with everyday tasks and family needs.
Employees also benefit from enhanced time-off options, including clearly defined leave categories that allow for greater flexibility and understanding of how time can be used, along with accessible well-being resources and real-time support.
In addition, targeted leadership development programs and systemwide learning initiatives have strengthened communication, improved teamwork, and reduced turnover—creating a more connected and high-performing environment across a large, complex workforce.
“We put a lot of resources into our employees, human resources, everything across our company to really make sure that we’re supporting our employees where they’re at every day and providing resources to help them in and out of work,” Bogema said. “We do a lot of surveys, a lot of one-on-ones , we do a lot of meeting with our employees to know what’s important to them and provide the right resources for them.”
Best of the Best – Medium Business
Mercantile Bank, a Grand Rapids-based financial institution offering personal, business and mortgage banking solutions, was named 2026’s Best and Brightest Medium Business overall winner.
It’s the second consecutive win for Mercantile in this category.
The bank has paired remarkable growth – from just 18 employees to more than 700 — with highly intentional, people-focused practices.
Employees benefit from dedicated paid volunteer time, contributing more than 25,000 hours of community service each year, while remaining deeply connected through structured programs like quarterly leadership road shows, where executives meet directly with staff to answer questions and share updates.
Engagement is further strengthened through a peer-driven “Cheers for Peers” recognition program that awards employees the ability to support nonprofits, along with more than 1,500 internal training sessions delivered annually to build skills and career pathways.
These targeted investments in communication, development, and community impact have created a highly connected, high-performing workforce that continues to thrive.
Tina VanValkenburg, Mercantile’s senior HR business partner, said the bank was proud to win the award, and placed the reason for the success squarely in one place.
“The employees,” she said. “They are engaged, they are part of not only the business, but the community that we’re in. They are absolutely, 100 percent fantastic.
“(The award is) Affirmation that we’re doing the right things all around,” she added.
Best of the Best – Small Business
The Andy J. Egan Company, one of West Michigan’s largest construction firms and top specialty contractors, was named the Best of the Best overall winner among small businesses.
It was a repeat win for Egan, which took home the same award in 2025.
The company was recognized for turning its core values of integrity and generosity into highly tangible, employee-focused practices.
Employees benefit from a fully employer-funded health plan with zero payroll deductions, an increased 401(k) match, and the flexibility to prioritize family moments like school events and childcare needs without penalty.
Engagement is reinforced through frequent company events — from on-site gatherings like food trucks and seasonal celebrations to a large annual event featuring major giveaway prizes—while milestone anniversaries are recognized with escalating cash rewards and personalized celebrations.
Combined with hands-on training opportunities, industry conference participation, and the adoption of collaborative tools like Microsoft Teams, these efforts have created a loyal, energized workforce with strong retention and pride in where they work.
Tara Mohney, Egan’s service coordinator for Michigan, said the company’s success could be traced directly to its work environment.
“The work culture is incredible,” Mohney said. “The teamwork …it starts from the top down. Everybody’s on the same level playing field, which makes it an incredible place to work. We’ve seen lots of big changes this year. (The award) shows that, even with all the changes, we’re still able to maintain the same work culture.”
Elite winners
In addition to the three overall winners, elite awards were handed out in 11 other categories. To be recognized with an Elite Category honor, companies must score in the top 10 percent across all categories. Elite winners included:
Civility and Inclusion: The winner, Total Quality Logistics, has demonstrated a strong commitment to fostering a respectful and inclusive workplace through intentional programs, policies, and ongoing employee engagement.
The company reinforces civility through structured training, employee-led resource groups, and a firm zero-tolerance approach to harassment or discrimination. Its employee resource groups, created by team members for team members, support connection, development, and belonging across diverse communities. By prioritizing inclusive hiring, community investment, and continuous feedback, it ensures all employees feel valued, supported, and empowered to contribute authentically.
Aaron Greer of TQL said the firm was “grateful” to be recognized.
“Investing in and understanding our people are at the top of our list of priorities,” Greer said. “We do our best to make our employees feel welcome and understood.”
Communication and Shared Vision: University of Michigan Health – West was recognized for keeping everyone aligned, using clear, consistent communication across every level.
Leaders reinforce the vision through regular town halls, leadership briefings, and a strategic roadmap employees can see and follow. Executives spend time with teams, answering questions and reinforcing priorities.
Monthly briefings provide scorecards that leaders share with their teams, ensuring alignment. Paired with real-time feedback tools and open dialogue, it’s a system that keeps employees informed, connected, and focused.
“This award reflects the work we’re doing,” regional manager of talent acquisition Steve Smith said. “It shows we are doing things right.”
LMCU’s Lauren Bush said an award like this “means absolutely everything.”
“Community is the most important thing at LMCU,” she said. “Without them we couldn’t do what we do. They’re the reason we’re able to provide a service,”
Compensation, Benefits and Employee Solutions: Honigman was honored as an organization that has built a strong approach to taking care of its people, staying close to the data, keeping pay competitive, and making sure benefits work for their team. They’re always refining what they offer so it stays relevant and meaningful.
One of Honigman’s standout plays is personalized total rewards statements and onboarding tools that help employees see the value of their benefits right from the start. Add in performance-based incentives and expanded support programs, and it’s an approach that keeps employees engaged and invested for the long run.
“(The award) is recognition of how important our people are to our organization,” said Kim Thomas, Honigman’s manager of professional development and workplace strategy. “It shows we treat them well.”
Creative Wellness and Wellbeing Solutions: The winner, EV Construction, takes a thoughtful and practical approach to employee wellbeing, designing programs that directly support employees both on and off the job.
By prioritizing accessibility, equity, and real-life needs, the company creates solutions that are easy to use and genuinely impactful. Its unique paid “Hall Pass” program, giving employees dedicated time to attend important family events, reinforces a culture that values balance and support.
Combined with initiatives like company-wide reimbursements and on-site health screenings, the organization builds a workplace where well-being is both intentional and measurable.
EV’s Xavier Martinez said the award means a “great deal.”
“It shows we find ways to help our people, and find out what they need from us,” Martinez said.
Employee Achievement and Recognition: Hungerford was honored in this category.
The company builds recognition into everyday culture. Twice a year, employees are honored at all-staff meetings with award trophies and cash bonuses. Ongoing feedback is supported through real-time recognition tools, performance tracking, and peer-driven programs that encourage continuous input and appreciation.
Milestones like earning a CPA, completing a degree, or bringing in a major client are celebrated with team events, promotions, and bonuses. These achievements are also shared externally through local publications and social platforms, reinforcing a culture that consistently values and celebrates its people.
Aaron Lorraine, Hungerford’s talent acquisition manager, said the award “goes to show how we value ourpeople.”
“Retention is the best strategy,” Lorraine said. “The goal is to attract people and then keep them. We ask a lot of our employees. Recognition shows we care.”
Employee Education and Development: Consumers Credit Union was honored in this category because it has built a dynamic and forward-thinking approach to employee education and development, blending innovative learning methods with practical, real-world applications.
By combining targeted classroom experiences with virtual learning tools, hands-on shadowing, and ongoing feedback loops, this company ensures employees build confidence and skills efficiently and effectively. Its structured new hire program guides employees from observation to full responsibility through hands-on shadowing, building skills while accelerating readiness.
Through ongoing evaluation, mentorship, and clear pathways, the organization drives consistent growth and performance.
“People are our biggest asset,” office manager Julie Baltmanis said. “An award like this shows how much we value them.”
Employee Enrichment, Engagement, and Retention: Triangle Associates was honored for building a highly engaged workforce by weaving development, connection, and recognition into the everyday employee experience.
Through one-to-one conversations, career planning, and expanded mentoring and training, employees are supported in reaching their full potential while feeling valued. A dedicated culture team leads year-round engagement efforts that bring people together, and a strong focus on internal growth has led to high retention and long tenures—even in a competitive market.
Paired with enhanced development plans for every employee, these efforts create a connected, motivated workforce.
“This means so much for us,” said Nancy Stellini, Triangle’s vice president of human resources. “We’re honored and humbled. It means all of our efforts are paying off.”
Recruitment and Selection: LRS (Lakeshore Recycling Services) was recognized for leveraging a wide range of sourcing channels to attract diverse, high-quality candidates while strengthening its talent pipeline.
A strong focus on internal mobility means many leadership roles are filled from within, reinforcing career growth and long-term engagement. The hiring process is structured and values-driven, with cross-functional interviews and assessments that align candidates with both skills and culture.
Ongoing workforce planning and collaborative hiring practices have helped improve retention and build more stable, high-performing teams.
“We put a lot of effort into supporting not only our team in the field, but our HR team, as well,” said Chris Garlinger, LRS’s human resources business partner.
Work-Life Blend: Rehmann, a multiple winner over the years, was honored this year for backing flexibility with a structured approach — offering remote, hybrid, and reduced schedules so employees can manage personal needs while staying productive.
Rehmann has a structured flexible work policy supported by modern technology, allowing employees to meet client needs while managing family responsibilities, with added reserve hours for key life events or unexpected situations.
Together, these initiatives create an environment where employees feel supported both day-to-day and during critical moments, strengthening engagement and long-term success.
“It’s amazing to see us get rewarded for something we feel is so important for our people,” Rehmann’s Travis Ter Haar said.
Leadership, Strategy, and Company Performance: Gun Lake Casino Resort demonstrates a deeply integrated approach to leadership and strategy, where Human Resources operates as a core driver of business success rather than a support function.
Close collaboration between HR and executive leadership keeps people’s strategies aligned with performance and growth goals. HR supports strategy from planning through execution, while holding leaders accountable through ongoing evaluation and performance management.
By investing in targeted talent development programs and fostering a values-driven culture, the organization has increased engagement and maintained high service levels, even during periods of significant growth.
“It’s great to be recognized for incorporating as many benefits as we can to make sure our people are taken care of,” Gun Lake’s Kris Anderson said.
In addition to the awards and several networking opportunities, attendees were treated to a CEO panel discussion revolving around how CEOs are navigating constant change, balancing growth, culture, innovation, and performance while leading organizations through evolving workforce expectations and business complexity. The Best Practice discussion included accomplished chief executives to share the leadership approaches, decision‑making frameworks, and strategies that are driving success within their organizations.
The discussion, moderated by EV Construction CEO Mike Novakoski, featured:
- Brad Gandy, President & Chief Executive Officer of Crystal Flash.
- Dr. Ronald Grifka, CEO of University of Michigan Health-West.
- Mike Camarota, CEO of ITC Inc.
Grifka thought the panel was “an incredible opportunity” to discuss the challenges that are really facing all businesses.
“There are a lot of other people with different perspectives, so it’s great to hear what they do,” Grifka said. “A lot of our challenges we all face are similar, but our approaches are a little different, so it was great to hear their perspectives.
“(The panels) are very valuable, no question,” he added. “We spend so much time in our own profession we’re kind of oblivious sometimes to (others’) challenges. How (others) handle them could lead to us doing something different for our institution.”
