Partners HealthCare Jobs in Thousand Oaks, CA

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Partners HealthCare Reviews

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David F. Torchiana
2 Ratings
  • Helpful (2)

    Great benefits, really large healthcare corporate

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Applications Coordinator in Boston, MA
    Current Employee - Applications Coordinator in Boston, MA

    I have been working at Partners HealthCare full-time (More than a year)

    Pros

    In many ways a great culture - non-profit, working with healthcare professionals to improve care or a large network of leading hospitals. The benefits are great, from health care (of course) to employee perks like access to sporting and concert tickets and other corporate discounts. Time off is fair. I have a fabulous manager. Not only are the health care benefits good from a cash point of view, access to some of the best care makes up for what might be a slightly less competitive salary. Ultimately the best reward is positively affecting patient care, even in the most distant type of role that isn't directly helping patients.

    Cons

    So large, it's almost impossible to effect change. Bureaucratic - some of this is because of healthcare regulations and the like, but sometimes the number of middle managers gets in the way of decision making or structurally inhibits cross-team communication. Their excuse is that they're a non-profit, and that policy doesn't allow it -- a move to a role that should have paid 20% more did not see a raise of anywhere near that. Stayed because ultimately the skills built will allow me to move elsewhere in six months and earn significantly more. So I consider it an investment in my career, however if they want to retain talent this is a poor strategy.

    Advice to Management

    Work to break down silos and be transparent with decision-making. Regularly seek input and demonstrate that input can be translated into constructive action. Communicate wide-impact changes, and encourage all levels of the organization to not assume they know the impact. Retain your talent - do not cap pay increases if an employee is switching to a new functional role. Reward internal hires -- limiting growth by limiting compensation is not helping your bottom line. If you pay an employee significantly less than the people around them for the same work, this is not gaining you in the long run. You're essentially training me so I can go consult and then you can hire me back at 3-4 times the rate. You would've done better to invest in my career than count pennies, since replacing me will cost four times that much.


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