Herzing Editorial 113022 (8.5 × 11 In)

Submitted on behalf of Herzing University by: Jarvis Racine, Vice President, Strategic Partnerships, Workforce Development and Government Affairs Every day, Herzing University’s leaders have strategic conversations with healthcare employers from across the country about the hiring challenges they face. The results are clear: employers need creative workforce solutions to help attract and retain the growing number of adult learners who have a passion for nursing and a calling to serve their community. Heading into 2023, the University continues to design innovative methods that provide local employers with skilled pools of passioned employees, help new talent enter the career field, offer the current workforce clear pathways for career development, and ensure every student has access to a diverse, inclusive, and robust learning experience. A PLACE FOR PATHWAYS, PARTNERSHIPS, AND COMMUNITY PRIDE H E R Z I N G U N I V E R S I T Y CORPORATE MEMBER SPOTLIGHT November 2022 Introducing the Herzing University School of Nursing This summer, the University announced the launch of the Herzing University School of Nursing, encompassing a variety of valuable pathways and accreditations including the new Doctor of Nursing Practice and both competitive online MSN and BSN programs to propel students to high-demand careers providing high- quality care. “Whether you’re earning an associate or a doctorate, our nursing programs allow motivated change-makers from all walks of life to learn the skills that will propel them to a long-lasting career,” said Renee Herzing. Prioritizing Regional Partnerships Herzing remains dedicated to assisting any employer in staying competitive by helping to develop current and new healthcare talent. “We’ve found that offering a people-first approach to talent development results in a more skilled workforce and often leads to higher productivity, greater job satisfaction, and lower turnover,” said Jarvis Racine, Herzing’s Vice President of Strategic Partnerships and Workforce Development. “Our stackable credentials and customized program pathways deliver the results employers need and the career-readiness employees want.” Employers and community organizations wanting access to deep pools of talent in their region can also speak with Herzing’s partnership team about industry trends to move employees into critically needed areas. These efforts include the offer of “tuition loan buy-down programs” aimed to assist their current employees with paying down student loans. “These benefit alternatives create an attractive incentive for talent to join your team and help you to become an “employer of choice” in the community,” said Racine. Equity, Diversity, and Inclusion: Leading by Example With its history of serving adult learners and a diverse student population, Herzing recognizes the importance of preparing current and future healthcare workers with the skills, knowledge, and training to support people and communities of all backgrounds. This summer, the University hired Karen Nelson — formerly EDI Director at Rogers Behavioral Health — as Vice President of Inclusion and Community Impact. Nelson’s hire continues Herzing’s longstanding commitment to lead in areas of equity, diversity, and inclusion and will help address the challenge employers face to hire from diverse and representative local talent pools. “These benefit alternatives create an attractive incentive for talent to join your team and help you to become an “employer of choice” in the community”