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      HHS

      Engaged employer

      HHS Reviews

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      4.2

      83% would recommend to a friend

      (737 total reviews)
      avatar

      Bobby Floyd

      93% approve of CEO

      81% positive business outlook

      Ratings by category

      4.4

      Career opportunities

      4.3

      Culture and values

      4.3

      Diversity and inclusion

      4.2

      Senior management

      4.1

      Work/Life balance

      4.0

      Compensation and benefits

      HHS has an employee rating of 4.2 out of 5 stars, based on 737 company reviews on Glassdoor which indicates that most employees have an excellent working experience there. The HHS employee rating is 22% above average for employers within the Healthcare industry (3.4 stars).

      Reviews by job title

      737 reviews
      1.0
      16 Dec 2015

      Doesn't Matter

      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      Aside from a handful of decent people at the corporate office, there are no other pros.

      Cons

      This rating is meant to be helpful to all applicants even remotely considering a position with HHS, specifically the corporate office. Please read all of the reviews on Glassdoor and you will notice a consistent theme with all of them – it is a family-owned company, who looks out for their own, the profit of the company, and monthly distributions in the ownership’s pockets. HHS does not care about the welfare of their staff. There are monetary awards from time to time, and an occasional thank you, but it all boils down to who you know. Aside from the CFO who is now leaving only 1.5 years into his 5 year contract (because ownership doesn’t like change or sound business advice), the upper echelon of the company is inexperienced – but, they are all related one way or another so I guess that makes sense. The so-called CFO, who was once a customer of HHS, came in, cleaned-house and made it a boys club. Staff were stripped of duties and titles and were put into other roles that caused complete frustration that forced them to resign, which was of course the end goal. So, after a massive “re-org” for the better of the company, those that weathered the storm are still here without leadership - -at ground zero once again. There is no one “safe” to vent to or express concerns to because there is no formal HR because the owner does not like HR, the so-called department consists of 2 people, for the entire company of thousands of employees, one of which is a close friend and hire of the CFO, so no idea how long he will be here. It is hard for any member of the SLT to actually do their job as ownership is always constantly inserting themselves – I get they “own” the company, but if you don’t let those that you hired to do their job it is pointless to have them in their role. The family dynamics of the company make it almost impossible to work there. Everyone is related in one way or another, and of course they have preferential treatment (parking spaces, working hours, etc.). Yet we are supposed to believe that we are all equal. They hire friends of family that have no experience or skill set just for the sake of hiring them. It’s a cluster of unprofessionalism. In a nutshell, do your research and pay attention to the reviews of HHS, they have a 2.8 rating for a reason.

      avatar
      HHS Response
      10y
      HHS appreciates all comments and reviews, of course, when a Company has an open door practice, and truly practices it, there will always be a few people that are dissatisfied. With respect to this particular review, HHS does allow for, (when the business need supports it), a flexible work schedule and provides free employee parking whenever possible. This particular employee or previous employee seems to be suggesting that a work schedule or specifically an employee should be able to come and go as you please, an impossible request for most employment situations. The posting is also very critical of the family that owns the Company, it is important to recognize, that HHS provides secure employment for over 11,000 employees, a responsibility that executives and ownership take very seriously. Policies regarding harassment are strictly enforced and the responsibility to provide a healthy work environment is of the upmost importance. HHS recently conducted a confidential Employee relations survey, there was a 93% participation completion rate and the results were overwhelmingly positive. Not to say that employees were short on suggestions to make things even better, which the company is utilizing to take action. We are proud of the number of individuals we employ and we respect individual’s rights to take their lunch break and discuss any topic they wish. HHS is a family owned business that has experienced calculated growth since 1975. This growth has been made possible by providing services that are superior to their competition and because our Team Members are committed and dedicated. The Human Resources Department at HHS is provided with the tools and resources needed to conduct employee practices that provide benefits and services to all 11,000 employees, a mandate that has been given to the Department by the Founder.
      1.0
      28 Feb 2016

      Puppy Mill - For People

      Assistant director evs
      Recommend
      CEO approval
      Business outlook

      Pros

      Lots of great hospital exposure and ability to create relationships within the hospital - great foot in the door to move into a hospital role.

      Cons

      Don't believe all of the positive reviews - I guarantee someone in the Corporate office is sitting there guessing how to contradict all of these negative reviews and coming up with the positive crap. This company is full of what I like to call "corporate incest" with a revolving door. It's no secret that most of the people in Corporate or Executive level positions are somehow related - which certainly brings up the question as to whether or not they are even following ethical HR guidelines (and I can absolutely assure you they aren't). Forget bringing anything up to the "Team Relations" that Corporate so often refers to for any type of concerns - they are just as corrupt as everyone else. There is no concept of confidentiality within this company, there is no concept of fairness. I am not quite sure how some people are in their positions. Directors are lazy, and the Assistant Directors are having to pull the weight of their own job, while trying to keep their Director out of hot water for not doing their job. Turnover is REAL in this company - I can guarantee you if someone actually did a survey of why people leave voluntarily there will be the reasons: ZERO work/life balance, compensation and benefits (AD's on average start at $50k, and work 55+ hours a week, which comes out to less than $20/hr if you think about it - and Corporate will tell you in reviews its because you have to "earn" and be tested in a way that you learn all of the aspects of the AD position to be promoted -- and I have news for them, half of the AD's can run circles around their Directors in 8 hours and not 10+ a day), Director support - or lack thereof, unfair workplace practices... I could go on, but I'm pretty sure you get the gist. Accounts are lost as quickly as they are gained, and there is absolutely no job security, which is so unfortunate. People are constantly in limbo of whether or not they will lose their job, be forced to move, etc. I would not wish this company on my worst enemy.

      avatar
      HHS Response
      10y
      With all due respect to this former team member, we do feel compelled to respond, because, in fact, we do take these accusations extremely seriously. HHS began as, and remains, a family-owned company. That being said, our growth and success over the past decades has resulted in a significant shift in leadership, from a predominantly family-run organization to one that boasts diverse leaders and executives from a wide range of fields and backgrounds. While we cannot speak for previous leadership and how they approached team member complaints, we can assure you that our current leadership group takes these complaints extremely seriously. We know that our success hinges on the commitment and dedication of our on-site management teams and the front-line team members they oversee, and that we cannot hope to continue to grow if we aren’t focused on making sure each individual job site has the resources and support needed to deliver exceptional hospitality and service results. In 2015, we promoted more than 60 Assistant Directors to Director positions, and historically most of our better-performing Assistant Directors move into Director positions within 12-18 months. While we acknowledge our need to continue to drive consistency and improvement, we have a solid retention rate among those Assistant Directors who move into Director positions. We are currently in the process of conducting our annual anonymous management experience survey, and we have added specific questions around compensation, overtime hours, on-site and regional support, and additional training or support needs, and we encourage all of our managers to respond honestly and objectively. We are committed to driving positive and lasting change, and to providing both our front-line team members and management staff with the resources and support they need to be both successful and satisfied with their jobs. We understand that growing pains naturally come with prolonged growth, and that we must do a better job of supporting our Directors and Assistant Directors in the field. To that end, we are implementing an expanded Assistant Director training and mentoring program to help create a clear path to advancement, and we are developing a more robust ongoing leadership training program to ensure our managers are equipped to address issues that arise on site and have the ability to call on regional and Austin Office leadership to find and implement solutions as needed. We understand that the work our managers do in the field can be extremely stressful and demanding, and we know that proper staffing and regular work hours go a long way toward promoting a much-needed work-life balance. We are committed to investing in our teams across the country to provide the best possible work environment, as well as the highest quality results for our partners and the patients we serve.
      1.0
      7 Dec 2015

      Worst Company I've ever worked for and I worked in Hospitality.

      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      No pros. All the pros we did have were promptly taken away. Free parking after hours in the back parking lot, GONE...because they wanted to rent that space to Eddie V's for their valet parking (any opportunity to make $). Free work schedule to come and go as we please, GONE...in specific departments and forced to clock in before we're due to arrive not a minute after or you'd get a written warning. (And I mean a literal minute after).

      Cons

      "The family" as we so lovingly call them own the entire company and essentially do whatever they please. Walking down the hall and say hi to one of "the family" you get no looks of recognition. The head management are all golf buddies and family friends that have no business owning a company. The head managers will flirt with female employees which can be very intimating and uncomfortable since Texas is a right to hire (and fire) state you feel like you need to accept the flirtation in order to keep your job. They'll have regular meeting to assess how you feel with the company and goals, don't be mislead...this is a ploy to get you to reveal interoffice gossip. Petty. Petty is the term that comes to mind when I think of the corporate office and my time with them. "The Family" are extremely petty and will not hold their tongue. We start with a measly $12 an hour to work beyond reasonable hours and your cell phone is no longer private. Expect multiple calls from VP's on your personal cell phone on weekends and after hours. I suggest that you get out of that place before they get into your head and make you feel like your living a nightmare. Every email. Every conversation has an ulterior motive. They fired the entire HR department because the founder "didn't like HR". And proudly tells that story every chance he gets. They are Extremist Conservative Christians so for a short time you had the opportunity to give up your lunch hour to attend bible study. If you did not appear for bible study you were the target of the next round of firings. Good luck to all those that enter HHS because you will be making an undignified exit.

      avatar
      HHS Response
      10y
      We're sorry that this employee had such an unhappy work experience & developed such negative impressions of our ownership & intentions; our objective is to do a good job for our customers, treat our employees with respect, & provide an enjoyable work environment. We did lease our parking lot for after-business-hour valet parking, but provide free employee parking during business hours. We did begin requiring clocking in & out for hourly employees in order to prove compliance with wage & hour laws. We're a genuinely friendly group, so I am sorry for occasions where we did not acknowledge looks or greetings. Policies that ensure we provide a positive work environment are established and enforced. Our current minimum hourly wage at the home office is $15/hr. The founder did, in fact, change the structure of the personnel department at one time & empowered those with vacancies to perform the hiring activity. One of our executives did organize a lunch-hour bible study class, which was disbanded because other executives believed we should separate business & religion. We do intend to continue hiring friends & family who are qualified, motivated and dedicated. We're honestly nice people, so give us a chance and apply if we have a job of interest.
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      Glassdoor has 760 HHS reviews submitted anonymously by HHS employees. Read employee reviews and ratings on Glassdoor to decide if HHS is right for you.