John Hursh, vice president for human resources at CoxHealth for the past five years, brings an all-inclusive, culture-building approach to human resources. Through different avenues, he has worked to ensure job security for employees, improve employee health and fine tune HR operations.
Hursh is a graduate of Dayton, Ohio-based Wright State University, where he received a bachelor’s degree in political science and a master’s in personnel counseling.
He served as vice president or director for a number of institutions before settling at CoxHealth in 2007.
During the 2007-08 pension funding challenge at CoxHealth, Hursh led changes to freeze the pension plan, enhance the 403(b) to match up to 5 percent of pay and reduce costs for the employee retirement plan by $200,000 annually.
Hursh worked with benefit providers to protect employees via cost reduction.
Noting the company’s critical care unit expansion, Hursh says there was a lack of experienced critical care registered nurses. In addition to expanded recruitment, CoxHealth has worked with Cox College and Missouri State University to implement a critical care nursing course.
During 2011-12, improvements were made to CoxHealth’s employment process and positions can now be filled in approximately 18 days.
“While recruitment is one factor of the equation in maintaining and effective workforce, we also focus on employee retention,” Hursh adds.
An annual employee opinion survey – We Want To Know – is used to measure and address employee concerns and make a plan for improvement. Hursh says employee recognition, relationships with leadership and communication have been large focuses. He notes an improvement in 2011 survey scores compared to 2010.
Hursh says he works toward building a healthier culture at CoxHealth.
“We believe the challenge of improving the health status of our community has to start within our own walls,” he says.
A 2013 health plan is in the works to allow employees $500 in health care reimbursement account credit toward co-pays and deductibles for completing a biometric screening and health risk assessment.
The plan includes individualized wellness plans for requalification for the 2014 plan, which would allow spouses.
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