Health Care Service Corporation
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Health Care Service Corporation Company Culture & Values
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the company culture like at Health Care Service Corporation?
Strengths in supportive teams, visible inclusion efforts, and accessible learning coexist with challenges in leadership communication, workload pressure, and perceived inequities. Together, these dynamics suggest a values-forward culture that delivers community and development for many while leaving uneven day-to-day experiences that hinge on management quality and role context.
Positive Themes About Health Care Service Corporation
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Collaborative & Supportive Culture: Feedback suggests employees often experience supportive managers and coworkers, with office culture cited as a high point. Onboarding is frequently described as helpful, with direct managers assisting new hires early on.
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Authentic & Consistent Values: A stated “culture of caring” shows up in visible inclusion efforts like nine BRGs and community engagement. External diversity recognitions and employee pride in mission indicate values that many experience as real day to day.
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Learning & Knowledge Sharing: Learning paths such as Blue University, departmental training, BRG activities, and volunteering are highlighted as accessible. Feedback suggests these resources, together with helpful onboarding, support growth and confidence.
Considerations About Health Care Service Corporation
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Poor Communication: Feedback suggests new management has not clearly articulated vision and direction, and meetings are viewed as an area with significant room for improvement. Reports of leaders speaking negatively about employees further undermine open dialogue.
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High-Pressure & Micromanaging Culture: Micromanagement, scrutiny in case management, and an extremely fast work pace are frequently described. Nurse burnout is noted despite stated support for work-life balance.
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Favoritism & Inequity: Concerns include unequal treatment and a need for leaders to treat everyone equally. Claims of lower compensation for minorities compared to less experienced white colleagues reinforce perceptions of inequity.
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