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Focus on the Strategic Implications

Integrated Mechanical Care (IMC) is a “C-suite” favorite, practiced in delivering business results to individuals who are ultimately accountable for the earnings that accrue and societal value that is delivered as a result of proper management human and other assets:

  • Chief Executive Officers
  • Chief Financial Officers
  • Chief Administration Officers
  • Chief Operating Officers
  • Chief Medical Officers
  • Chief Technology Officers
  • Chief Information Officers
  • Chief Innovation Officers
  • General Managers
  • Plant Managers

Engage Those Responsible for Human Assets Management

However, many inquiries about IMC’s musculoskeletal health optimization programs originate from Senior VPs, VPs, Directors, and Managers in risk management, human asset management, and community affairs roles:

  • Actuarial Services
  • Risk Management
  • Human Resources
  • Employee Benefits
  • Group Health
  • Workers’ Compensation
  • Disability
  • Prevention, Health, and Wellness
  • Disease Management
  • Population Health
  • Pension Boards
  • Total Rewards
  • Public Relations
  • Community Care
  • Strategic Alliances and Coalitions

Engage Those Responsible for Human Capital ROI

IMC also works with key opinion leaders (KOLs) and subject matter experts (SMEs) on:

  • Group Health Insurance, the inpatient and outpatient health insurance benefits for employees and, sometimes, dependents, to attract talent, protect and maintain human assets, and optimize the bio-psychosocial determinants of human performance potential.
  • Workers’ Compensation Insurance, the benefits available to employees injured or otherwise bio-psychosocially compromised a result of a work-related incident.
  • Disability Insurance, the benefits available to employees who become disabled for time periods of short or long duration and can no longer work during that time.
  • Population Health Management, the manipulation of resources to maximize prevention, clinical improvements, and overall health in a group of individuals and ensure an equitable distribution of economic, clinical, and humanistic outcomes.
  • Benefits, the programs that employers use to supplement cash compensation (i.e., salaries, wages, and other fee-for-service arrangements)
  • Total Rewards Programs, the combination of tools employed by an organization to attract, motivate, and retain talent, i.e., all that employees perceive to be of value in and through the employment relationship, including compensation, benefits, work-life balance, performance and recognition, professional development and career opportunities, and mission and life contribution.
  • Community Care Programs, support systems and social-service initiatives that help subpopulations around an enterprise overcome moral, economic, political, intellectual, behavioral, or health-related challenges.
  • Community Development Programs and Socioeconomic Development Programs, initiatives that foster social and economic development in a community, culture, or other subpopulation as measured by human and economic performance indicators such bio-psychosocial safety, financial security, employment, literacy, freedom of association, civic mindset, behavior and lifestyle choices, per capital earnings, per capita expenditures, per capital productivity, gross domestic product (GDP), gross national product (GNP), economic expansion rate, etc.

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