A Family Business Born on a Porch in 1964

The story of H&H Products Company began in 1964 when a 23-year-old entrepreneur named Len Hartley. convinced his own father to cosign a $200 loan so he could buy ingredients and start making beverage syrup. At the time, the bottling industry was composed of small, local operations not the national giants of today, and Morris Sr. had grown up inside that world. Armed with experience and ambition, he believed he could manufacture the syrups that powered soda fountains and foodservice operations across the region.

He started on the side porch of his home before moving into a makeshift facility, and by 1971, he built the building the company still operates from today. What began as one man hand-mixing syrup has grown for more than 60 years into one of Florida’s longest-standing family-run foodservice manufacturers.

A Son Who Always Knew He Wanted to Lead the Company

Unlike many family businesses where the next generation must be persuaded to join, Morris Hartley always imagined himself part of H&H. As a child, he played on the floor with toy forklifts, loading imaginary pallets into toy trucks, unaware that he was rehearsing for his future.

His father never pressured him. In fact, the rule was clear: go work somewhere else first. So, Morris worked in sales, learned the discipline of customer relationships, and returned only when the business genuinely needed him. He spent nearly a decade learning under his father, navigating the challenges of a generational transition with no roadmap.

In 2012, Morris purchased the company, officially becoming its second-generation owner. After more than 34 years in the business 24 of them as president his passion has not faded. He still finds joy in coming to work, in coaching employees and mentoring other business owners, and in helping both people and companies reach their potential.

A Mission Rooted in Service, Excellence, Innovation, Quality & Integrity

H&H’s mission is simple but deeply felt: to serve with excellence, innovation, quality, and integrity.

Innovation does not just refer to product development, though H&H helps many regional restaurant chains build proprietary beverages and foodservice items from concept to distribution. Innovation, to Morris, is a mindset constantly improving how the company performs, operates, and serves.

Quality is non-negotiable. Customers consistently cite two reasons they choose H&H: the exceptional quality of the products, and the company’s dependability. If H&H says something will arrive on December 15, it will arrive on December 15. And if something goes wrong, H&H calls proactively no excuses, no surprises, just transparency.

Integrity was formalized decades ago in something Morris’s father called “the blue card” a simple printed statement on blue paper that captured the company’s ethos: “We must do exactly what we say we are going to do, exactly when we say we are going to do it, or contact the parties involved. This contact must be made prior to our appointment or promised delivery. This policy is important for all relationships – family, customer, and fellow employees.  It is mandatory for all employees and suppliers of H&H Products.” – Len Hartley

This standard still guides the entire organization today.

The Competitive Edge: Reliability, Partnership, and Helping Chains Scale

H&H’s competitive advantage comes from something few manufacturers offer: the ability to help restaurant concepts and regional chains develop their proprietary products, refine their packaging, ensure manufacturing consistency, and scale as they grow.

The company has partnered with multiple concepts that began with just 5 to 20 stores. One of those chains now has more than 150 locations. H&H’s role goes far beyond contract manufacturing; they help build brand consistency, a crucial component of franchising success.

That same reliability is why customers turn to H&H during supply shortages. Restaurants know the company will either deliver as promised or will communicate early if a challenge arises. Those practices-built trust long before the pandemic put them to the test.

A Culture That Feels Like Family

Company culture is not something Morris created from scratch; it is something he inherited, defined, and formalized. H&H’s culture is built around service, commitment, vendor partnerships, and genuine care for people.

Vendors are not treated as adversaries to be negotiated down they are treated as essential links in the customer service equation. Employees are supported, valued, and encouraged to grow. The workplace atmosphere is warm and relational; coworkers frequently describe company events as “feeling like a family reunion.”

And the culture is faith-forward. H&H identifies as a Christian-based, God-honoring company not in a way that imposes beliefs on employees, but as a foundation of values such as compassion, integrity, and service. People of all faiths and backgrounds work at H&H, and employees often express appreciation for the grounding, supportive environment this creates.

Supporting Employees Through Life’s Hardest Moments

One of the most distinctive parts of H&H’s culture is its partnership with Corporate Chaplains of America, which provides a dedicated chaplain available to all employees 24/7.

The chaplain visits the facility weekly, offering confidential support, counseling, and guidance for anything from financial stress and family challenges to grief, addiction, and hospital visits.

The program has made a profound impact. Morris recalls a moment when an employee tragically lost her teenage son to suicide. When he arrived at the home, the chaplain was already there, providing support to the family before anyone else could. Employees have benefited from counseling, crisis support, and practical help sometimes even finding housing or navigating life emergencies with the chaplain’s assistance.

Growing Through Crisis: The Post-COVID Surge

H&H’s most dramatic period of growth came directly after COVID-19. While many of their customer sectors: restaurants, schools, theme parks, convenience stores, cruise lines were disrupted or shut down, H&H weathered the storm because of its people and its supply chain discipline.

During the Great Resignation, not a single key employee left. The company protected jobs, maintained loyalty, and strengthened vendor relationships.

As competitors struggled to fulfill orders, customers called H&H asking for help. Because the company had materials, employees, and the operational discipline to deliver, H&H grew more than 50% in 2022 alone.

By 2021 to 2025, the company had grown to 2.5 times its pre-pandemic size, requiring rapid hiring and expansion.

A Workforce Built for Growth

H&H now employs approximately 95 full-time team members, with only one part-time employee. Virtually all work is handled in-house, with no contractors or brokers.

The company continues to hire, driven by increased production volume and the onboarding of new customers. Recent years have required adding more than 15 employees, and Morris expects continued expansion tied directly to growth in manufacturing output.

Investing in People: Education, Language Learning, and Community

A significant percentage of H&H’s workforce consists of employees who immigrated from Spanish-speaking countries. Many want to learn English but lack time, resources, or structured opportunities.

H&H partnered with Seminole State College to bring English classes directly to the plant. Employees are enthusiastic about the chance to improve their English proficiency, opening doors both professionally and personally.

Community involvement extends far beyond internal programs. The company supports local ministries, Fellowship of Christian Athletes, Cru (Campus Crusade for Christ), and other faith-based organizations. Employees often initiate acts of compassion from raising money to help a coworker travel for a funeral to rallying around families in crisis.

Challenges Past and Future

COVID was one of the toughest challenges in company history. H&H’s diversification restaurants, convenience stores, schools, theme parks, and cruise lines became irrelevant overnight as all sectors except jails shut down or slowed dramatically.

The company navigated the crisis through transparency, employee loyalty, and decisive leadership. Pay cuts were implemented temporarily, but employees were united in helping the company survive.

Looking ahead, H&H faces regulatory and consumer-driven challenges tied to “clean label” trends and the shift toward natural colors and ingredients. These transitions are not simple. Natural colors are less stable, more expensive, less vibrant, and technically more complicated to formulate in shelf-stable products. The legal requirements and customer preferences often conflict; creating an evolving landscape H&H must navigate carefully.

Why Being Honored by GrowFL Matters

For Morris, being selected as a GrowFL Company to Watch is an honor that extends far beyond himself. It is a recognition of the generations of employees, family members, mentors, and supporters who helped build H&H into what it is today.

His father used to tell stories about people who helped him when the business had nothing vendors who extended credit without a credit check, partners who trusted his character over his balance sheet. That spirit of generosity and belief in others forms the foundation of H&H’s legacy.

Being honored by GrowFL celebrates not just the company’s growth, but the people who have carried it across six decades.

Advice for Entrepreneurs

Morris’s advice is both humble and deeply informed by experience:

“Be patient. Growth takes time. Entrepreneurship is not a series of quick wins; it is a long stretch of hard work, perseverance, and learning. Behind every success story is someone who quietly fought through years of challenges.”

He also encourages new founders to embrace the reality that hiring the first employee is the hardest step in scaling. It is the moment you stop being a lone operator and start building something capable of outgrowing you.

“It doesn’t all happen in six months or a year. You must be patient, and you must recognize that people do not see the work behind the success, but it is always there.”

About GrowFL’s Programs

GrowFL Florida Companies to Watch (FLCTW)

The Florida Companies to Watch program, hosted annually by GrowFL, celebrates top second-stage companies across the state for their impressive growth and entrepreneurial success. This prestigious program recognizes 50 standout businesses each year, chosen from hundreds of nominees. Honorees are celebrated for their innovation, economic impact on Florida’s economy, and the ability to scale effectively. Through FLCTW, GrowFL not only acknowledges these companies’ achievements but also brings them into a spotlight that enhances their visibility in the marketplace. The event offers an extraordinary opportunity for networking, sharing best practices, and gaining exposure to potential investors and partners, making it a cornerstone for fostering business growth and recognition within Florida’s vibrant business community.