Careers

Why Cherry Health…

Cherry Health offers the opportunity to be part of a diverse team dedicated to ensuring comprehensive, quality healthcare! From our hub in downtown Grand Rapids to our recovery center in the lakefront destination of Muskegon, Cherry Health’s dynamic and expanding health system includes more than 20 sites in vibrant communities across Michigan.

Cherry Health is committed to providing a competitive benefits package to attract and retain the best healthcare professionals for our patients:

• Medical, Dental and Vision Coverage
• Life Insurance
• Short & Long-Term Disability
• Accident, critical illness and supplemental insurance including Voluntary Life,
• Voluntary Accident and Voluntary Critical Illness
• Health and Dependent Care Spending Accounts
• Regular Hours (no holidays, limited evenings, rotating weekends)
• Generous Paid Time Off
• Retirement Plans with Significant Company Match
• Loan repayment through the National Health Service Corps and the Michigan State Loan Repayment Program
• Medical Education Opportunities
• Employee Assistance Services, Vendor Discounts, and more.

If you need special assistance or an accommodation while seeking employment, please email abilities to marciateesdale@cherryhealth.com or call 616.965.8200 ext. 7030. We will make a determination on your request for reasonable accommodation on a case-by-case basis.

EQUAL OPPORTUNITY EMPLOYER

Our policy is to offer all employees and applicants for employment equal opportunity without regard to race, color, religion, gender, national origin, age, disability, genetic information, marital status, height, weight, sexual orientation, gender identity, or status as a covered veteran in accordance with applicable federal, state and local laws, or any other protected category.

PAY TRANSPARENCY NONDISCRIMINATION PROVISION

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)