HHS reviews

It is our sincere hope that all Team Members have a good experience while employed by HHS, and we are sorry this particular individual had a bad experience. We are a very diverse company with several women in leadership and even ownership positions. Should any individual feel they are treated unfairly, we have a company-wide Open Door policy. All concerns are investigated and resolved and include follow-up to the complaining party. Our Finance and Payroll Departments do have new leadership and some turnover has occurred, which is not uncommon when new focus, direction and practices are implemented. No question those departments are very busy and subscribe to strict timelines as a result of payroll due dates, monthly closes, and other procedures associated with those departments’ functions. The allegation that, if you are not part of the family, you never make it, could not be more false. Many non-family members hold leadership positions, and continue to succeed within the company. Several of them are also tenured employees and have been promoted from within. Policies and procedures apply equally to everyone, including family members—there is no distinction. Regarding the work/ life balance, I have observed family members working longer hours and their commitment and dedication is apparent. All Team Members are encouraged to utilize the Open Door policy for any concern. HHS cares a great deal about our team members, and we consistently reward hard work and commitment.

We regret that this team member is so unhappy in his/her job, and we will work with our teams in and around Atlanta to gain additional information and determine if any changes are needed. That being said, the patients and hospital partners we serve require attention around the clock, which can create a busy and sometimes stressful environment. We work diligently to ensure that our teams have the appropriate staffing to deliver results, and we review our staffing levels on a daily basis. During circumstances when a department may become understaffed, it is the immediate goal of both the department director and our executive leadership team to fill vacant positions as quickly as possible. The results we are able to achieve simply would not be possible if we understaffed our teams. We train our team members and promote from within whenever possible – in fact, most of our current directors have risen through the ranks, beginning their careers with HHS in our Assistant Director Program. We do not believe in promotion for promotion’s sake, but strive to promote those that show the ability to become an effective department leader. We do promote successful directors to other job sites, but our primary objective is to provide stable leadership and a smooth transition, so this is always done with the support of our partners, and on a timeline that suits their needs as well as our own. As for pay, we conduct research to determine competitive pay rates for similar positions in each new market we enter, based on jobs within the hospital as well as throughout the local community. For more information, please contact us at tmr@hhs1.com.