Social Services Careers at Northwell Health, Raise Your Career Expectations

Careers in Social Services at Northwell Health provide opportunities to learn, grow and raise your career expectations in a field where you can truly impact the community. Whether your career journey is just starting out, moving into a more senior position, or you’ve begun to explore a new direction, Northwell has the resources to support and guide you on your path. Below, you will find information on the many areas of specialization for the social services profession at Northwell. For the complete job profiles of each role, we invite you to visit NorthwellCareers.com or click on the link below to discover a career well cared for with our team.

Check out our open social services positions here.

Think Hospitality. Think Healthcare. Getting students ready with our Hospitality in Healthcare Internship at Northwell Health

Healthcare may not be the first thing that comes to mind for hospitality majors; however, patient care extends well beyond just providing clinical care. At Northwell, it’s about a patient’s all-around wellbeing that is necessary for their recovery. Sven Gierlinger, Chief Experience Officer and Senior Vice President of the Office of Patient & Customer Experience (OPCE), joined Northwell Health in 2014 from the hospitality industry to transform and innovate the patient experience at Northwell. As part of this mission, he introduced the Hospitality in Healthcare Internship in 2017.

The Hospitality in Healthcare internship is an eight-week, paid program geared toward college juniors and seniors who are passionate about making a difference. It allows students to expand their knowledge of hospitality and apply it in a different way that has more of a meaningful impact. During the program, students partner with mentors who are patient experience leaders at Northwell and shadow hospital-based services such as: patient- and family-centered care, environmental services, food and nutrition, concierge, chaplaincy, marketing, IT, and security.

Upon the close of the program, each intern completes a project assignment, challenging them to focus on one specific patient-centered care opportunity at Northwell. They are tasked with creating a proposal for implementing performance improvement tactics to hospital leadership. These projects help the students think strategically within a large organization, while enhancing their communication, presentation, and project management skills.

“The Hospitality in Healthcare internship is proof that you don’t have to be clinical to make a difference and our interns experience that firsthand,” says Leah Petrosino, Associate Patient and Customer Experience Specialist. “This opportunity allows interns to explore different areas of healthcare, exposing them to various projects and services that enhance the patient experience. The impact this has on the intern, our patients, patients’ families, and our colleagues lasts far beyond the program because it truly proves that every role, every person, and every moment matters at Northwell.”

Interested in learning more about this internship? Click here for more details.

 

Careers in Pharmacy at Northwell, Raise Health and Your Career Expectations

A career in pharmacy at Northwell Health means having several opportunities to make an impact on the wellbeing of our communities. As a Fortune 100 Best Companies to Work For®, Northwell offers competitive benefits such as tuition reimbursement and educational advancement classes through the Center for Learning and Innovation. We took the liberty of highlighting the various pharmacy specialties for you below to jump start your exploration for a career well cared for.

Edie Marden, Assistant Vice President of Operations for the Northwell Health Trauma Institute, has a career journey that spans nearly three decades all at Northwell Health

“I have been working at Northwell Health for almost 28 years and I wouldn’t want to be anywhere else,” says Edie Marden, assistant vice president of operations, Northwell Health Trauma Institute.

Edie’s Northwell career comprised many roles, starting in 1993 at North Shore University Hospital (NSUH) as a registered nurse in the medical intensive care unit (MICU). She then transitioned to medical oncology where she advanced to become assistant nurse manager. With that leadership experience, she transitioned to nurse manager of various units at NSUH. She then progressed to become the assistant director of Department of Surgery, where she was responsible for quality management, and then assistant director of clinical services. Today she is an assistant vice president of the Trauma Institute and the Department of Surgery.

“My day-to-day role varies and that is what is exciting to me,” Edie says. In her current role, she directs the system-wide development, coordination and administration of the Trauma Institute along with its policies, guidelines, services and programs across the health system. She spends most of her time collaborating and guiding team members at each of Northwell’s seven trauma centers. “I focus on employee engagement to ensure the team gets the support and direction they need from leadership,” says Edie.

The support of Northwell

Northwell provides many opportunities for professional and personal growth. With Northwell’s support, Edie obtained her master’s in healthcare administration at Walden University. She continues to develop her skills and leadership by attending Northwell’s educational courses at the Center for Learning and Innovation (CLI) and served as a mentor for Northwell employees. “Northwell has been supportive throughout my career,” Edie says, noting encouragement by her leaders to attend national conferences — she was even a speaker at several events. “The support of leadership is paramount and having leaders I could talk to and get advice from has helped me achieve these goals.”

“I’ve had the opportunity to advance my career without having to leave Northwell,” says Edie. “There are so many avenues to explore and different roles to pursue.”

Explore a career well cared for and apply today!

What It’s Like to Interview at Northwell

Searching for a new job can trigger a wide range of emotions—from hope to anxiety—and for many, the interview is the most intimidating part of the process.

But it doesn’t have to feel that way. After all, a request for an interview means your resume and application have spurred a company to want to learn more about you! The interview allows you to share more details about your experience and skills, as well as your personality. At the same time, you can learn more about the company and role beyond what you read in the job description.

Get to know Northwell’s interview process and read advice from our recruiters to help your next interview be a success.

What is the Northwell Health interview process?

While our most common steps are outlined above, your process may differ given the variety of positions at Northwell Health. Our Talent Acquisition team engages with candidates across a variety of ways such as texting, video, virtual or in-person interviews. For example, given the many pandemic-era adjustments that businesses and candidates have had to implement, virtual interviews are far more prevalent now than ever before. No matter how you’re interviewing with us, we’ve collected some great tips to help you prepare for a successful interview experience.

What’s expected in an interview

Whether you’re interviewing for an entry-level position or a more seasoned role, our recruiters recommend that you:

• Arrive on time
• Dress professionally
• Bring copies of your resume
• Come prepared with questions

First impressions matter. Vikash Ramnarine, a senior talent acquisition specialist, reminds you to treat a virtual interview the same way you would if it were in person: “Make sure you’re dressed professionally—and don’t forget the camera is always on!”

Talent Acquisition Specialist Sade Somorin says if you’re attending an in-person interview, “Have your resume on hand. And read your resume to be prepared to answer questions pertaining to your job history.”

Sade looks at not just alignment between the candidate’s background and the role’s requirements, but also “the value the candidate will bring to their team and the organization as a whole.”

That means being specific. Sade suggests, “When you share a team project or assignment you participated in, explain the task, action and result that contributed to its success.”

Attentive listening is important, but an interview is a conversation, not a one-way street. “Candidates should have questions prepared to ask at the end of the interview about the position to ensure it is a good match for themselves and the company,” says Nicholas Franzini, a senior talent acquisition specialist. Asking pointed questions also demonstrates that you’ve done your research and have a true interest in the role and the company.

Preparing for your interview

Our recruiters advise:

• Do your research on the position and the company
• Troubleshoot ahead of time
• Plan and arrange your setting

Senior Recruiter Shannon Skaee stresses doing research before the interview so you can better explain how your experience and the job’s expectations line up. “Demonstrating that you’ve done your research can set you apart from other candidates—and may impact the final hiring decision.”

Coaching legend Vince Lombardi once said, “If you are five minutes early, you are already ten minutes late.” That’s good advice on the gridiron as well as in the job market. “Candidates should also map out a route to ensure they arrive 15 minutes early,” says Nicholas.

This applies even if you’re interviewing from your kitchen table. You won’t have to worry about traveling to your interview, but you should still allow yourself at least 15 minutes to identify and address any technical issues that may arise, especially regarding your internet connection.

In a virtual setting, be mindful of your surroundings. Conduct the interview in a quiet location that minimizes background distractions and potential interruptions. A tabletop setting, such as a desk or dining table, works great because it provides a professional feel of sitting across from the recruiter. “Avoid using a phone for a video interview,” Vikash adds, “but if absolutely necessary, prop it up on something stable so that it’s not shaking.”

Other advice? Relax! Be confident about your skills. Let your experience and knowledge shine. At Northwell, we value being “Truly Ourselves”—expressing your personality during the interview can leave a positive and memorable impression on the interviewer.

After your interview, don’t forget to send a thank you note to everyone with whom you interviewed while you wait for your recruiter to reach out regarding next steps.

Now that you know what it’s like to interview at Northwell, it’s time to apply so you can become a Health Raiser! Explore careers today.

It is important to note that Northwell recruiters will always have an @northwell.edu email address and our communications will always be clear that they are from Northwell Health.

Helping our new hires get ready for their Northwell career journey

At Northwell Health, we strive to provide the best experience for our incoming team members to ensure they are fully prepared to start and experience a career well cared for.

Our pre-boarding and onboarding teams in the Talent Acquisition Department support our new hires from the moment they accept a job offer through their first day. They aim to provide a smooth transition from candidate to team member with guidance along the way.

Steps these teams help our future team members complete include:

• Health and pre-hire appointments for medical clearance and required onboarding paperwork
• A visit to security and human resources for certain requirements and an ID badge, as well as other verification processes
• Preparing for our Beginnings orientation to help our newest team members be set up for success in their new career with us.

There is a great deal of coordination to ensure everyone is ready to begin in their new role at the right time.

Meet some of our amazing team members from our pre-boarding and onboarding teams :

Deziree Brandi, Supervisor, Talent Acquisition

Deziree has grown into her career at Northwell since starting as an admin support associate with FlexStaff in 2018. As a supervisor for talent acquisition in Human Resources, she supports the talent acquisition onboarding team by providing guidance for various projects and processes, ensuring that start dates are met, and helping to integrate new technology. “I always love working hand-in-hand with the candidates to provide them with the support and understanding of what is needed to start their new positions and future with Northwell,” says Deziree.

Deziree has also been able to grow her career at Northwell. “My previous and current managers have supported my growth by providing me with the tools and guidance to take on stretch assignments, develop professionally, and to build my confidence so I was ready to move into the next stage of my career,” says Deziree.

Aaron Weeks, Associate Talent Acquisition Program Manager

As a talent acquisition associate program manager for the Advanced Clinical Practice (ACP) team, Aaron helps facilitate a smooth and efficient onboarding experience for new ACP hires by partnering with medical staff services, hiring managers, and organizational leadership.  “Interacting with the new hires is my favorite part,” says Aaron “I’m passionate about the customer service I provide, and I love making a difference in someone’s life no matter how big or small.”

Aaron has also grown his career here at Northwell. “Northwell has been impactful to my growth and development in many ways,” says Aaron. “My colleagues and leaders played the biggest role in my growth and development because they challenge me to be my best daily.”

Jeniece Devita, Talent Acquisition Representative

As a talent acquisition representative, Jeniece’s role is ensuring new hires are prepared for their appointments and verifying work experience, education, and credentials. Once the new hires have completed all of their requirements, she ensures they are set up for Beginnings, which is our new hire orientation, site orientation and any additional trainings required for her new team member journey. “There are many things I enjoy about working in onboarding,” says Jeniece. “I’m someone who likes to understand how what I’m doing fits into the bigger picture. It’s one of the things I find rewarding in my role. I can see how the work we do as HR professionals enables employees and the overall organization to reach their objectives.”

Join the Talent Acquisition team and become a Health Raiser.

How Northwell is caring for our environment with the GreenBERG

April is Earth Month and we’d like to share how our team members are making a difference in our environment by being part of our Green Business Employee Resource group (BERG).

Each year we celebrate Earth Day we reaffirm our commitment to help protect our planet and work to address climate change. Many of our team members strive throughout the year to be environmentally conscious and make positive changes through our own actions of conservation, recycling and reducing our carbon footprint.

With the impacts of climate change becoming more and more urgent, there’s never been a better time to learn about Northwell’s GreenBERG, a group of Northwell team members who are motivated to improve the environmental impact of Northwell’s operations by advancing sustainable and socially responsible efforts across the organization. Our GreenBERG members are working together to advance positive environmental actions in our communities. Being part of our GreenBERG also keeps you connected with colleagues, helps you build your professional network and be part of meaningful changes made by our organization. Here are some of the top ways they are making an impact.

They take an active role in managing Northwell’s environmental impact in the workplace and in our communities.

Northwell’s GreenBERG is a group that focuses on the environmental impact of our operations and has a real voice in making decisions on how our organization prioritizes sustainable and socially responsive initiatives in the workplace and in our communities. The GreenBERG focuses on energy and emissions; waste; climate change impacts; recycling and a sustainable supply chain.

The GreenBERG helps us achieve important environmental goals that will help ensure our future.

Among the overall goals of Northwell’s GreenBERG, they aim to enhance recycling and waste optimization, improve transportation in an effort to reduce our carbon footprint—including establishing a fleet of “green” ambulances and charging stations—and improve energy efficiency within our workplace, marketplace and the communities we serve.

A priority for 2021 is to expand GreenBERG membership and awareness of the initiatives underway. The group is incredibly proud to be partnering with our Corporate Social Responsibility (CSR) group and committing to important goals including reducing our greenhouse gas emissions by 40% by 2030 and our electricity usage by 10% by 2027; obtaining 15% of our electricity from renewables by 2030 and increasing Northwell’s recycling volume to 25% of total waste volume by 2027. Other priorities include reducing regulated medical waste and incorporating sustainable and socially responsible products into our dietary menus.

One of the group’s most exciting plans for this year is a partnership with our Veterans and Allies: Liaisons of Reintegration (VALOR) BERG to clean and restore locations where military monuments are displayed. This is a first-of-its-kind initiative where two BERGs join together honoring our veterans with a clean environment.

Our members are proud to be part of a group that has a history of getting important work done.

Northwell has placed first in the annual Car Free Day Long Island event for the past eight years – including last year during the pandemic. And members were able to continue to honor Earth Day during the pandemic by providing team members with tips on how to reset their daily habits to be more environmentally conscious.

Northwell removes and recycles 200 tons of cardboard from our supply chain annually and has converted to using biodegradable K-Cups—we use 2.5 million a year!—across our footprint. We also have installed 44 electric vehicle charging stations across our sites and effectively preserved nearly 19,725 acres of forest land by installing high-efficiency equipment throughout our facilities.

Network with team members across Northwell.

Northwell’s GreenBERG has nearly 600 members. That means our members have the opportunity to work with hundreds of team members across the organization, develop new relationships and share the pride that comes with advancing our environmental goals.

Broaden your horizons by working toward a common goal.

Being part of the GreenBERG makes you part of a group of like-minded colleagues. You may all have different professional skill sets and responsibilities, but you are joined together to realize a common goal. The connections you make by being part of this group could lead to opportunities you may not have thought of before and help you make connections that will have benefits both personally and professionally. And it will definitely result in your own satisfaction in contributing to your organization and your community in a very positive way.

Northwell Health named one of Glassdoor’s best 100 places to work

At Northwell Health, we’re committed to creating careers well cared for and fostering a culture that makes our 75,000+ team members love coming to work. That’s why we’re proud to announce we’ve been honored with a Glassdoor Employees’ Choice Award, ranking among the 100 best companies in the nation to work for in 2021.

To determine winners of this award, Glassdoor looks not to nominations but instead directly to the people who work there. Winners are chosen based on the feedback offered voluntary and anonymously on their site, one of the largest job and recruiting sites in the world. Reviews range from topics such as leadership, the job itself, benefits, work environments and more.

We’re so grateful to our team members for sharing their valuable feedback that helped us receive this award. It is their commitment to the communities we serve that makes us a best place to work.

“This award is truly a significant achievement for Northwell Health and is a testament to our dedicated 75,000 employees,” said Michael Dowling, president and CEO of Northwell Health. “For nearly a year our entire workforce has banded together to fight the COVID-19 pandemic, with our team making significant sacrifices of themselves and their families to treat the 128,000 coronavirus patients to date at our facilities throughout the region. It is remarkable that the health system and its employees would be recognized with a Best Place to Work award during these unprecedented times.”

In addition to the positive feedback that has led to our company rating of 4.3 out of 5, with 5 being the highest score, constructive comments help us to further grow and develop programs that our team members need. Northwell is committed to ensuring our benefits and culture grow alongside our organization. With the onset of the COVID-19 pandemic, we’ve provided a special bank of time off to frontline workers and other staff members to use as needed.

Additionally, in support of their well-being, we created tranquil spaces at hospitals for team members to take a moment to rest and recharge outside of the clinical setting. Recognition of their tireless work was never more important and team members, first responders and community members alike organized grand clap outs to thank our team members and keep morale up.

Along with well-being support, development support was just as essential. In 2020, we launched a new human resources platform that created processes that will help team members to continue to grow and develop professionally through conversations with their management and increased internal mobility.

The Glassdoor recognition follows a series of accolades Northwell has received, each aimed at employee recognition, workplace safety and trust and leadership. Recently, Northwell was:

• Named to Fortune’s Best Places to Work in Health Care, ranking as the highest-rated health system in the New York Metro area
• One of 10 health systems in the country to receive Press Ganey’s Pinnacle of Excellence in employee engagement.
• Recognized as one of America’s 100 Best Workplaces for Diversity by Fortune, placing 69th for creating inclusive cultures for women, different cultural and ethnic communities, the LGBTQIA+ community, older employees and workers with disabilities
• Acknowledged as one of the nation’s top health systems — and No. 1 in New York State — by the Human Rights Campaign (HRC) Foundation’s 2020 Healthcare Equality Index (HEI), which measures inclusiveness of the lesbian, gay, bisexual, transgender and queer (LGBTQ) community at large

But don’t take our word for it! Read through some of the reviews left on our Glassdoor page:

Discover a career well cared for at Northwell Health. Apply today!

Northwell Heroes Challenge promotes team member well-being while giving back

When our team members need help, you can expect everyone to rally behind them. The culture of giving runs strong at Northwell. That shined through during our first Northwell Heroes Challenge.

Inspired by a team member hoping to run a marathon to raise money for Northwell colleagues in need, a cross-functional team created the Northwell Heroes Challenge. This challenge was a way to encourage team members to focus on their well-being while raising funds in support of their colleagues.

Participants were encouraged to choose an activity and distance that fit their lifestyle, whether it be bicycling, running, swimming, walking, lifting, dancing or more. Over the next four weeks, team members trained and tracked their activity and movement on Northwell’s myWellness platform to meet their goals leading up to the first weekend in August when the challenge took place.

Partnering with Northwell’s Sports Therapy and Rehabilitation Services (STARS) rehabilitation team, stretching and recovery exercises were shared throughout the challenge. Training materials were also provided including goals for beginner, intermediate and advance levels from the New York Road Runners, a Northwell non-profit partner that helps and inspires people to run the New York Marathon. Northwell’s wellness team also curated a nutritional guide featuring recipes for training and race day. These resources and more helped take care of our team members have fun and achieve their well-being goals.

“During the height of the pandemic, the well-being of our team members was something that we passionately invested in as an organization,” says Pat Flynn, assistant vice president, Employee Wellness.  These trying times only brought to the forefront the importance of physical, psychological and emotional health, and it was inspiring to see our team members using all forms of movement to improve their own health and well-being goals while so generously supporting our Caregiver Support Fund.”

490 team members rose to the challenge, raising $54,850 for our Caregiver Support Fund. This fund provides rent relief, mortgage relief, money for food and other necessities for team members who need it most. Big or small, every contribution helped to make a true difference in the lives of colleagues in need.

“The enthusiasm and generosity of the Northwell team is incredible. Providing support through the Northwell Heroes Caregiver Support Fund is a critical and timely need, and we are grateful to everyone who has donated to this important initiative,” says Brian T. Lally, senior vice president and chief development officer, Northwell Health Foundation. The Northwell Heroes Challenge is an extraordinary example of our mission and values coming to life through the Northwell team.”

And while giving back is a reward on its own, those who fundraised had the ability to reach three different goals with rewards including a certificate, points on our team member reward platform myRecognition, Northwell branded swag, and the chance to win the grand prize – a Peloton bike and one-year Peloton digital membership!

Julie Argueta, a unit service associate at Huntington Hospital was the lucky winner of the grand prize. “I joined the Northwell Heroes Challenge to honor the heroes who work with me at Huntington Hospital,” says Julie. “Their bravery and courage during the height of the pandemic inspired me to take challenges and reach goals with pride. What an honor for me to win this, I only wish I could get one for all the heroes on my unit. My daughter Alexus and I cannot wait to cycle to nowhere!”

Hear from some of our Northwell Heroes Challenge ambassadors, who led the way throughout training with motivational posts and tips:

Developing clinical careers through learning and innovation

At Northwell Health, we understand our role in building stronger, healthier communities and the value of the dedicated experts our patients trust in delivering their care. Our biggest assets are our employees and we are committed to our team members’ growth as they contribute to ours.

Northwell’s Center for Learning and Innovation (CLI) serves our growing workforce of 72,000 employees and offers continuous learning and development programs to meet the needs of our changing health system. CLI has worked to contribute to the preparedness of our organization by helping to ensure our clinical and non-clinical team members have the skills they need to be successful.

The Center for Learning and Innovation uses hands-on, interactive approaches to help guide employees through educational classes and best practices, including games, reflective debriefing, interactive technology, and simulations that enhance their profession and the care they deliver. In 2019, CLI had a total of 61,888 learners in attendance, which equated to over 301,445 learner hours. Programs can vary in length from a few hours to a few months and span the personal, professional, and leadership domains.

With so many classes offered to our clinical and non-clinical team members, there’s a lot to highlight. Read below to learn about the programs CLI offers focusing on clinical growth and development. Stay tuned for our future blog highlighting the courses that foster non-clinical development!

The Clinical Skills Center

Providing a safe, structured, and standardized learning environment, The Clinical Skills Center allows healthcare professionals to reach beyond the clinical diagnosis and engage in a more humanistic way to care for patients. We use standardized patients (SPs), who are specially trained team members, for both clinical and non-clinical simulated encounters. The SPs are specifically educated to portray patient scenarios for the instruction and assessment of the clinical skills of medical professionals within our network.

Programs are customizable to meet the needs of our diverse community, and curriculum-specific goals are created to teach our team members while applying the industry’s best practices.

The Patient Safety Institute (PSI)

Outside of real patient simulation, we also incorporate high fidelity simulator training at the Patient Safety Institute (PSI). PSI is the simulation center for Northwell Health, the Hofstra Northwell School of Graduate Nursing and Physician Assistant Studies, and the Zucker School of Medicine. Its mission is to support the workforce by creating a realistic training environment where clinical teams can simulate real-life scenarios so individuals gain increased hands-on experience. This training makes use of advanced clinical mannequins which allow participants to develop an in-depth knowledge of patient care without practicing on human patients.

With the help of innovative technology, the PSI team can facilitate multiple patient care scenarios such as a multi-trauma simulation for a pediatric patient, the complicated birth of a preemie, and the cardiac arrest of an adult patient. The clinical team cares for the patient and then debriefs, discussing what went well and what can be improved so that the patients in our clinical care facilities can receive the best care possible.

Bioskills Center

The Bioskills Center’s purpose is to further medical research and development. As the first health system in the country to be accredited as a Network of Excellence in Robotic Surgery by the SRC, Northwell stands firm in its commitment to advance the healthcare industry and the skills of its employees. This center functions as a fresh, frozen cadaver lab where physicians, residents, medical students, nurses, surgical technologists and others in the medical field can receive surgical training and continue their medical education while working with some of the most innovative, advanced technology around.

By helping sharpen clinical skills and equipping team members with the tools they need to develop as leaders, our organization can guide our employees down a path that transforms their careers. As a result, CLI is not only ensuring growth within our employees, but ensuring each patient that walks into any of our facilities receives the highest quality of care available.

Northwell is committed to investing in the professional growth and development of its employees. Remember to check back next month to learn about our non-clinical programs!