Investing in People: AWP Safety Builds Careers While Saving Lives
Michael Shearer, chief human resources officer, leads a team that is reshaping AWP Safety’s employee experience during a period of rapid growth and strategic transformation.
In this conversation, he shares how investing in people is crucial for delivering on the company’s mission to protect those who build and maintain North America’s infrastructure—and how AWP Safety’s approach is the new standard for developing future leaders in safety and traffic control.
Q: Michael, what’s the AWP Safety success story you tell potential candidates?
The work we do is a calling. Our team members show up each day to protect the lives of our customers, the general public, and each other. That’s not a gap job. That’s a career with purpose, and one we back with investment.
We have continually and significantly raised compensation and extended major medical benefits eligibility to our part-time employees. We now offer PTO, a 401(k) with company match, and structured career development for more roles than ever. These expansions have increased benefits participation and changed the way people think about jobs in traffic safety. They now see there’s a path to building and growing a lifelong career in this industry.
Q: How does AWP Safety’s approach to HR investment benefit customers?
Everything we do in HR is about getting the right people in the right place with the right training—so our customers get qualified, reliable crews and service every time.
Full disclosure: four years ago, our 60-day retention rate was in the low 40s in terms of percentage. Today, 86% enterprise wide. That’s because we’re attracting the right people, giving them a safe, supportive environment, and providing clear reasons to stay. That translates to greater service and availability for our customers. We’re the #1 safety partner for North America’s top utility, broadband, and infrastructure companies because when a customer calls us, they know that well-trained and ultra-professional crews are going to show up on time and get the job done.
Q: You’ve said traffic control at AWP Safety isn’t a job, but a career. What does that look like in practice?
We’re serious about building careers in a way that’s unique in our industry. We have a clear progression for entry-level Protectors interested in something more. Those who perform well and show interest can ultimately become field supervisors and branch out into other areas like customer service, sales or environmental, health and safety. We’re currently launching an apprenticeship program that will help prepare people for leadership more quickly.
For those in professional support roles, we’ve established career mapping, regular talent assessments, and performance coaching across all functions—operations, HR, finance, supply chain, and more. We’re investing in leadership development programs, summer internships, and soon, a centralized learning and development function that will expand growth opportunities for all employees.
Q: What makes AWP Safety’s values real for employees?
Our values are ownership, trust and teamwork. You feel those around here every day. We solve problems together, support each other and make hard decisions with integrity. If someone doesn’t align with our culture of accountability and care, they don’t typically last. For those who do, this is a place where they can thrive.
Here’s a specific example: When companies join AWP Safety through acquisition, we don’t rush the change because we trust that they already know what they are doing. We let great local teams stay great – adding support, especially around safety and benefits, where they need it. Our approach to supporting rather than controlling goes a long way in helping employees feel more engaged in their work.
Q. With so much talk about how AI is changing future job opportunities, what do you think the future holds for attracting people to the traffic control industry?
AI is changing the workforce, but not the need for skilled, mission-driven people. The future of traffic control lies in combining human expertise with smart technology. AI can help us plan better, predict workforce needs, and optimize safety protocols, but it can’t replace the people who make real-time decisions in dynamic environments. That’s why we’re investing in better tools, more training, and advanced employee support. We have about 8,200 team members right now. In five years, we project we’ll need not less, but more – up to 19,000 team members. The next generation of traffic control professionals will be smarter, safer, and more empowered than ever—and we’re leading that transformation.
Learn more about how AWP Safety makes infrastructure worksite safer through the powerful combination of technology and people who are passionate about working in a safety-driven culture.
