That commitment is reflected in the Winston-Salem, N.C.-based health system’s recent announcement to award more than $300 million in bonuses and pay increases in 2025.
“When we have consistent, resilient, high-performing teams, we are able to provide the best care to our patients,” Mr. Girard said. “One of our highest priorities is ensuring our team members feel valued and can thrive in their lives, which is why we are committed to all facets of well-being for our team members, including providing learning opportunities to grow within the organization and offering a culture where they belong.”
The 2025 investment includes base pay increases, including market rate adjustments, and bonuses for eligible employees. It follows nearly $250 million invested in bonuses and increases in 2024, Mr. Girard said.
The 19-hospital system also offers referral bonuses to eligible team members who refer candidates who are hired for certain roles. Nurses at Novant are often eligible for sign-on bonuses of up to $30,000, he added.
“When team members have these competitive offerings, in addition to our many other initiatives, we see higher rates of engagement and retention,” Mr. Girard said. “For example, our current RN turnover rate across the Novant Health system is 13.6% compared to the national average of 18.4%.”
Evaluating compensation
Novant regularly evaluates compensation to ensure it remains competitive and aligns with team members’ needs.
“Healthcare is purpose-driven work, and we recognize the impact it can have on our team members,” Mr. Girard said.
Because workplace well-being looks different for everyone, Novants collects feedback multiple times a year through an annual well-being pulse survey and regular check-in surveys.
“These check-ins are essential to helping us continue to invest in the resources that matter the most to our team members,” he said. Based on past feedback, Novant has introduced additional programs and initiatives, including expanded bereavement leave, caregiver support and mental health tools such as NeuroFlow, a mobile self-care management technology with mental health resources and support.
Community involvement and leadership development
Many Novant team members find fulfillment through community involvement and volunteering, Mr. Girard said. To support this, the system launched Novant Health Cares, a team member volunteer program.
“Through this initiative, team members can log their community volunteer hours and have the opportunity to be selected to direct a $5,000 donation to the eligible charity in which they have volunteered, courtesy of Novant Health,” he said. In 2024, the system donated $180,000 through the program via 36 team members.
The system has also expanded leadership development programs, recently launching Novant Health University, a yearlong professional growth initiative and features in-person and virtual training for leaders.
“This game-changing leadership development program is designed to empower and elevate our leaders to new heights, ensuring they have the capacity to navigate challenges, manage stress and build strong, resilient teams,” Mr. Girard said.
Tuition reimbursement and career growth
Novant has supported nearly 500 team members through its tuition reimbursement and upward mobility programs, awarding more than $1.4 million in tuition reimbursement and more than $2.7 million through upward mobility programs, including its work-study and scholarship program, the Upward Mobility RN Educational Assistance Fund.
“We want team members to know they can have a fulfilling, lifelong career at Novant Health and many opportunities for advancement, so funding tuition reimbursement and upward mobility opportunities are foundational to this commitment,” Mr. Girard said.
One example is Nicholas Green, who became a part-time, second-shift housekeeper at Novant Health New Hanover Regional Medical Center in Wilmington, N.C., while maintaining his full-time management role at another organization. Today, he is the clinic administrator for Wilmington’s first Novant Health Michael Jordan Family Medical Clinic.
Supported by mentors as he worked his way up, he earned his second master’s degree — an MBA in healthcare administration — and completed a nine-month leadership program at the hospital, Mr. Girard said.
Ensuring financial sustainability
“We take a holistic approach to regularly evaluating team member compensation,” Mr. Girard said. “If we are not able to retain and recruit top talent, we will not be able to sustain high-quality care and enhanced access to care.”
Through a collaborative, cross-functional process involving its human resources team, department leaders, the executive team and the board of directors, Novant analyzes market rates alongside internal financial processes and goals.
“This ensures we capture the full picture of both external and internal forces so that we are striking the delicate balance of offering competitive pay and ensuring our system’s long-term financial stability,” he said.
