At Healthcare Resource Group, 86 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 202 employee surveys, with a 90% confidence level and a margin of error of ± 3.57. It was published on Aug 29, 2016. 4170 Visitors

What Employees Say

People celebrate special events around here.
91%
 
I feel good about the ways we contribute to the community.
91%
 
I am able to take time off from work when I think it's necessary.
91%
 
When I look at what we accomplish, I feel a sense of pride.
91%
 
I am given the resources and equipment to do my job.
90%
 

What They Do

We asked Healthcare Resource Group to explain what they do. Here is what they had to say.

We specialize in total Revenue Cycle Solutions. Our Revenue Cycle programs are designed to fit the unique needs of each individual client.

About this Company

Website: http://www.hrgpros.com/ Industry: Health Care
US Headquarters: Spokane Valley, Washington Major Locations: Spokane Valley, Washington
US Employees: 349 Corporate Structure: Private
Founded: 1994

Healthcare Resource Group has been awarded:

Best Workplaces in Health Care 2016 (ranked 10)


Proud Employee Owners!

Perks and Programs

We asked Healthcare Resource Group to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • ESOP: The most impactful way to show HRG is truly employee owned is the Employee Owned Stock Option Plan (ESOP), the retirement plan that grows as the company is profitable and for each employee the longer they are employed. For an employee with three years of service, the term vested is truly apt, as it shows perfectly that an HRG employee has a real interest in the well-being of the company and the revenue being brought in as it directly affects the ESOP and retirement.
  • Training Program: HRG’s goal is to have the best trained staff in follow-up, billing, cash posting and all other areas of the revenue cycle. HRG has a strong ESOP culture, promoting leadership development and position advancement from within their organization. The Training Program is designed to give staff the ability to own their career path and assist employees to identify necessary components of job training needed for potential advancement ensuring a fair process throughout the organization. This program guides employees to have constant meaningful conversations with management about reaching their career goals with HRG’s consistent support.
  • TQA Program: HRG’s TQA program is designed to maintain consistent work processes within all departments while giving staff constant one on one positive feedback and training. The goal of the program is to ensure high quality of work by defining expectations, involving management in the process and allowing for constant communication between all avenues of the organization. The TQA program assesses trending issues leading to fast intervention and efficient resolution.
  • CARE Committee: HRG is committed to being a fun place to work that has a high emphasis on community. This is exemplified by the CARE committee through events like the New Year party, company picnic and other events throughout the year.
  • Health and Wellness Committee: Making this a true community atmosphere, HRG takes a real interest in the wellbeing of staff, reimbursing staff for being healthy and active (gym dues among other things), and getting employees involved in events like triathlons and iron man.
  • Employee Referral Program: HRG offers a generous employee referral program: $300.00 for each individual referred to and subsequently hired.

COMPENSATION BY THE NUMBERS

$36,780 Average salary and additional cash compensation for Follow Up Analysts $46,592 Average salary and additional cash compensation for Supervisor
90% Company-paid health coverage for employees

COMPENSATION PROGRAMS

  • Pre-tax savings account
  • Employee stock ownership plan

PERKS TO MAKE LIFE EASIER

  • Massage therapy
  • Weight watchers meetings
  • Discount ticket sales
  • Convenience store
Decorating for the Annual Halloween Contest.

WORK-LIFE BALANCE BY THE NUMBERS

16 days Paid time off after one year of full-time employment 3 days Paid sick days after one year of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (65% use it)
  • Compressed work weeks (10% use it)
  • Telecommute option (22% use it)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave60 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave60 days Job-protected parental leave for adoptive parents

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative
  • Elder care resources

HEALTH INSURANCE COVERS

  • Medical care
  • Vision care
  • Mental health care
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

ONSITE HEALTH BENEFITS

  • Breast cancer screening
  • Blood pressure screening
  • Complete biometric screening
  • Cholesterol tests
  • Flu shots
  • Subsidized offsite gym memberships

Community Involvement & Philanthropy

$10,000 Philanthropic donations in last year $3,500 Total company-matched employee donations in last year

Diversity

  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity

 
Annual ESOP Meeting - Members of our HRG leadership team demonstrated their ‘Fun’ side by participating in an egg-citing game!

Demographics

 
Fun at Community Health Fair

How to Get Hired

We asked Healthcare Resource Group for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Professional and personable. We are looking for people who are highly skilled in what they do while still being teachable/approachable. A strong work ethic, without the ego. We take our work seriously and always strive for excellence in our customer service and work products, but we don’t take ourselves too seriously and are able to have fun. Flexibility. We all have a willingness to help the team out when and where needed beyond the job scope, and take ownership of overall team results. Being career-minded. We are a company where you can grow and develop professionally, contribute to company success, and become part of the HRG community. Similar Values. We want to bring on board people who hold values that align with our company values, it helps us all pull in the same direction while contributing from our unique perspectives.  

What can prospective employees do to get your attention?

Show interest in the business side of the company: ask questions about the department, how many employees we have, how we’ve grown over the years, etc. Demonstrate some or all of the key characteristics listed above, that tell us they’d be a great fit for HRG through cover letters, resumes or during the interview. Have examples to share of times when they have taken initiative and gone beyond the standard scope of their job to get things done; whether that’s helping complete projects or keeping things moving in the absence of direct oversight.  

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Yes, HIM Professionals. Specifically Facility Inpatient Coders, Physician Coders, HIM Consultants and ICD-10 Implementation Consultants. Additionally, we typically have a high demand for revenue cycle professionals with initial billing, claims denial follow-up and cash posting experience.  

What should interested candidates do to find out more and get started?

First, check us out online to get to know us better (www.hrgpros.com). After learning a little bit about us, apply to an appropriate opening and talk with a recruiter to discuss their experiences and career goals, and to learn about our culture, team structure, divisions, opportunities and company goals. The interview fosters a conversation that helps both the candidate and HRG learn if our culture and values align. When it’s right, everybody usually knows it; there’s often a sense of “this is what I’ve been looking for!” towards the end of the interview.  

hiring Outlook

52 Job openings forecast for coming year 7% Job Growth
21 Average applicants per opening 4,488 Applications received
163 Positions filled in past year 16% New hires by employee referrals
125 New positions created 35 Jobs filled by current employees
Yes Recruits on college campuses 11 New graduates hired
16% Voluntary turnover for full-time employees 63% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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