AHP puts a high value on organizational culture and we try to attract people who will reinforce what we already have, while adding their own unique contributions. In support of our mission to improve and change health and human services systems of care and business operations, we:

  • develop and maintain broad and strong employee input on strategy and operational planning and management;
  • demonstrate passion, leadership, and excellence in our content areas by encouraging and promoting exemplary staff;
  • support interdisciplinary (cross sector) team building and project management;
  • provide a nurturing and empowering work environment through active staff professional development, career planning, and leadership initiation; and
  • maintain the highest ethical and professional standards of our work product and work environment.

We understand that a culture of flexibility is the key to the balance of work and home life and provide our people with the ability to structure their schedules in a way that recognizes this.

We also recognize that diversity of experience and background is vital to creating an environment in which good ideas flourish. We are committed to making AHP a company in which all individuals have an opportunity to thrive and prosper, regardless of their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status, ancestry, citizenship, military service, age, and genetic information.
AHP employees are encouraged to learn and grow throughout their careers. We set aside time for our people to take part in training, whether it is job-specific content, technical in nature, or important “soft-skills.” In addition, AHP staff attend a wide variety of industry conferences as both presenters and participants.
AHP offers a comprehensive, flexible, and market-competitive benefits program. The benefits program reflects AHP’s philosophy of shared responsibility. AHP pays the full cost of some benefits, while for others our staff share the cost with the company. For certain other voluntary coverage, staff pay the full cost. When you apply for a position, we’ll discuss with you our robust package of benefits.

In August 2020, AHP was re-certified as a Great Place to Work® by  Great Place to Work®, the global authority on high-trust, high-performance workplace cultures. Great Place to Work uses data and insights to write reviews that offer a true picture of the workplace. AHP’s certification was based on the results of a statistically valid employee survey (the Great Place to Work Trust Index©).  

Great workplaces are built through the day-to-day relationships that employees experience. A great workplace is one where a person: 

1. Trusts the people they work for; 
2. Has pride in what they do; and 
3. Enjoys the people they work with.

At AHP, we’re proud to be able to say that we continue to have all three and more! Read the review.

Applicants have rights under Federal Employment Laws. The three links below describe these rights in detail:

Policy Statement: We intend to make all reasonable efforts to live up to our Equal Opportunity policy and Affirmative Action Plan.  We have prepared the Plan to accurately reflect our current status, our actions to date, and our intentions for the future.  The President/CEO has indicated his support for the Affirmative Action Plan and has assigned overall responsibility for fulfillment of the Equal Employment Opportunity policy and Affirmative Action Plan to the Director of Human Resources, who will periodically conduct analyses of all personnel actions to ensure that we are living up to our stated intention.
Our management is responsible for the ongoing monitoring of all personnel actions in their respective areas of supervision and will carry out the intentions of the Equal Opportunity policy and Affirmative Action Plan to the fullest extent possible.
Our employment practices are non-discriminatory and are based upon factors that are job-related.  Factors such as race, color, religion, gender, national origin or ancestry, citizenship, disability, veteran status, military service, age, sexual orientation, genetic information, or gender identity are not job-related.  We have designed the Affirmative Action Plan to report and monitor all related procedures that will include, but will not be limited to:

  • Recruiting, hiring, training, and promoting applicants and employees in all job classifications without discrimination;
  • Basing decisions on employment so as to further the principle of equal employment opportunity;
  • Ensuring that promotion decisions are in accord with principles of equal employment opportunity by imposing only valid requirements for promotional opportunities; and
  • Ensuring that all other personnel actions, such as compensation, benefits, transfers, layoffs, return from layoffs, company-sponsored training, social and recreational programs, will be administered without discrimination.  

We promise not to retaliate against any person who files a complaint concerning Equal Opportunity or Affirmative Action and will ensure that no one harasses, intimidates, threatens, coerces, or discriminates against any individual exercising rights under this policy.
The Persons with Disabilities and Veterans Affirmative Action Plan is available for inspection in the Human Resources Department during normal business hours.  Please contact Human Resources for further information. If you have a disability and need a reasonable accommodation to participate in the application process, please contact Jim Klepper, Director, Human Resources at or (978) 261-1404.

Machine-Readable File (MRF) Requirement: Under the Federal Transparency in Coverage Final Rule per the No Surprises Act, employers with self-insured health plans are now required to post a link to Machine-Readable Files (MRFs) related to the medical plan/network on their website. This link is provided and maintained by HPI. To provide some background, the purpose of the MRFs is to provide access to files that contain detailed cost information, including in-network negotiated payment rates and historical allowed amounts and billed charges for out-of-network providers. These files are required to be updated on a monthly basis. As noted in the attached compliance blast from HPI, they have partnered with Healthcare Bluebook to develop and maintain the MRF files on behalf of employer groups.


We invite you to apply for relevant positions below.

If no positions are currently available, please contact us at

If you have a disability and need an accommodation to apply, please contact us at or (978) 261-1404.