Ensemble Health Partners

3.0

May 12, 2019

Recommend

CEO approval

Business Outlook

Pros

Great place for people new to revenue cycle or leadership. You will learn at a rapid pace, making yourself extremely knowledgeable and valuable in the revenue cycle space. Rapid growth means lots of opportunities for advancement. Unfortunately, internal promotions are not paid at market rate for your new role. There is typically an internal promotion offer of ~10%, with half coming now and half coming in 6 months IF you meet a set of usually unrealistic stretch goals. We do a lot of "fun" events like festivals, cake days, food day, lip sych battles, etc. They do offer strong annual bonuses to managers and above, but are paid as "retention bonuses" which must be repaid if you leave within a year of receiving the bonus.

Cons

The internal infrastructure is struggling to keep up with the rapid company growth. HR is specifically weak with HR leaders who don't respond timely to critical leader needs, outdated and archaic policies, etc. As an example, they still don't have a corporate credit card for leaders, requiring you pay for all expenses out of pocket and submit for reimbursement, which can take weeks. Since they expect many leaders to travel on short notice, you can be expected to cover thousands of dollars of expenses out of pocket on short notice, until you can get reimbursed a few weeks later. Though we tout a "fair wage," it is not competitive with the marketplace. The salary scales have not changed in Mason since at least 2014, and they are significantly behind the market as I've been interviewing with other companies for positions with the same title. Supervisors are usually in the mid-40's, Managers in the mid-40's, Directors in the 80's, Sr. Directors right around 110, and AVPs at about 140. Good for leaders first starting out in those roles, but terrible for solid leaders with a decade-plus of experience. Poor work/life balance. It is commonly expected for leaders to come in before 8 a.m. and not leave until after 6 p.m. or later every day of the week. Add commute time to those hours, and it means I rarely get to eat dinner with my family. I can't count the amount of family or childhood events my leadership peers have missed out on due to the expectations that work comes before family. You will be told work-life balance matters, but you only need to look at senior executives as the example. Most of them live in one city and work in another, only seeing their families every other weekend at best. Most of them have sacrificed family life/time to climb the leadership ladder, so the unstated expectation is that if you want to climb the ladder, you should too.

Ensemble Health Partners Response

As the CEO and COO of the company, we take full responsibility for how we have made you feel. It's unfortunate because we value every associate and try very hard to show value in many ways including culture, teamwork, benefits, work-life balance and compensation. Ensemble offers many forums including providing our personal cell phones for open communication. We are personally willing to meet with you in confidence to gain your insights on what we can do better. We also would like the opportunity to provide additional information that you may not have access to. For example, the compensation ranges you noted are not accurate because in addition to base salary, the company has paid bonuses to all eligible associates each year. We also do annual salary reviews to ensure we are very competitive. If you feel as though your personal salary is below where it needs to be let's talk about it. As you point out, we are a growing company as a result of the amazing work our associates do each day. Sometimes with growth there are growing pains, but we are sure you will agree with us that it's much better to be growing and offering growth opportunities for promotion for our associates than to be a company that is not growing. We appreciate your feedback on our HR department and will personally look into it. Every support department within Ensemble should go above and beyond to support our associates and operators. As you know, communication with each other, our team members, leaders and across the company is imperative to the success of Ensemble and the results that we produce for our clients. We hope you will allow us the opportunity to discuss and improve via transparency and collaboration with you. We want to be the best place work and we ask for your help. As a leader for our company, it is important that we ensure your success and alignment as you are key to the mentorship and guidance of our associates and our client performance. Kind regards, Judson Ivy, CEO, Ensemble Health Partners Shannon White, President and COO, Ensemble Health Partners

Infrastructure trouble with rapid growth. Cheap pay. Poor work life balance. - Assistant Vice President Ensemble Health Partners Employee Review

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