Recognized and Appreciated - Talent Acquisition Partner LCMC Health Employee Review

5.0
Jun 25, 2025
Recommend
CEO approval
Business Outlook

Pros

I want to express my heartfelt appreciation for my TA Manager, Kayla Rosenberg, and my TA Lead, Myeshia Ambrose-Frazier. Kayla Rosenberg has been an exceptional TA Manager, consistently demonstrating remarkable leadership and support. Her ability to guide the team with clarity and compassion has had a significant impact on our productivity and morale. Kayla's dedication to fostering a positive work environment and her willingness to go above and beyond for her team are truly commendable. Similarly, Myeshia Ambrose-Frazier has been an outstanding lead, providing invaluable guidance and support. Her expertise and commitment to excellence have been instrumental to the TA team at UMC and NOEH success. Myeshia's approachable nature and readiness to assist with any challenges have made her an indispensable part as a Lead of our team. Both Kayla and Myeshia embody the qualities of exceptional leaders, and I am grateful for their contributions to the TA team. Their efforts have not only enhanced our work experience but also inspired the team to strive for greater achievements. I wanted to ensure that their hard work and dedication are recognized and appreciated.

Cons

Seeking an improvement in the health insurance options than what's currently available.

Explore other reviews about LCMC Health

5.0
Jun 1, 2026
Recommend
CEO approval
Business Outlook

Pros

work life balance allow for growth

Cons

Pay not worth it when promoted, new hires will make more than you at lower positions

1.0
May 11, 2026
Recommend
CEO approval
Business Outlook

Pros

Exposure to Epic applications and healthcare workflows can provide useful experience early in your career. Some coworkers are supportive and genuinely trying their best within a difficult environment.

Cons

Leadership and management were the biggest weaknesses of this organization. There was a clear disconnect between upper management expectations and the actual workload analysts were handling daily. Productivity standards and ticket expectations often felt unrealistic, while staffing and support remained inadequate. Communication from leadership was inconsistent, and concerns raised by employees frequently felt dismissed rather than addressed. Burnout appeared normalized instead of taken seriously. Favoritism and uneven workload distribution created resentment within teams, with some employees consistently carrying heavier responsibilities while others were allowed significantly more flexibility. Training and onboarding support were lacking, particularly for newer employees who were often expected to "figure it out" independently while still being held to high productivity expectations. Morale suffered because employees did not feel heard, supported, or valued.

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