Get to Know... Karen Quick, Vice President, Human Resources

Get to Know... Karen Quick, Vice President, Human Resources

At AON, Human Resources plays a vital role in transforming a network of independent oncology practices into one cohesive, supportive community. Karen Quick, vice president of human resources, sees this integration as more than just onboarding—it’s about partnership.

1. How long have you been with AON?

I've been supporting AON since its inception in 2018 when we onboarded our first practice.

2. How does Human Resources help transform AON's national network of practices into a cohesive and supportive community?

HR is at the heart of making sure practices feel supported as they transition into AON. When a practice joins, the decision has been made at the leadership level by physicians and administrators, but the staff—nurses, office managers, front desk teams—weren’t necessarily part of that decision. For them, this kind of change can feel unsettling. Our role is to ease that uncertainty and make sure they know we’re here to help. We want every employee to feel valued, heard, and connected to the larger AON community.

3. What do you envision to further strengthen the AON community?

One thing we’ve discussed as an HR team is the importance of continuously listening to our employees. What are our employees’ perceptions about working with AON?

Culture will be a major focus in the coming years, especially as we continue growing so quickly. Each of our practices has its own culture, and I think we have an opportunity to step back and make sure we’re fostering an inclusive culture across the entire organization. I want every employee, whether they are a nurse in Arkansas, a phlebotomist in Maryland, a patient services specialist in Georgia, a pharmacy technician in Florida, or one of our many support services team members working from home, to feel truly connected to AON.

And when I say connection, I mean more than just logistics—I mean a shared mission, and I believe we all feel connected to AON’s mission. How could we not? We’re providing lifesaving care. That’s something I always emphasize, especially during difficult conversations—how does what we do impact our patients? How does it help our employees feel a sense of purpose within the organization? That’s a key part of culture, beyond just mission statements.

This is especially important for remote workers. When you’re not physically in a practice or an office with colleagues, it’s easy to feel disconnected. That’s why I’m excited about the different ways we can strengthen culture and connection. We have employees working in clinics, we have teams supporting them from other locations, and we have remote employees across the country. That means we need multiple approaches to making sure everyone feels part of the larger AON network.

It’s crucial to be intentional about connection. Whether through improved communication strategies, fostering engagement across different work environments, or reinforcing our shared mission, we have so many opportunities to strengthen our community. I’m excited about what’s ahead.

4. What are you most proud of when it comes to your team and department?

There are so many things I’m proud of with our team, but I’m most proud of the collaboration that exists and how our HR team works together. A day never goes by that somebody doesn't reach out to lend a virtual hand, ask if someone needs help, or see what they can take off someone else’s plate. That collaboration and openness have allowed our team to come into spring. They just bloom, right? Because in that kind of environment, everybody strives to be and do their best, and I think that’s exceptional.

5. How do you define the word success?

Success, to me, isn’t something I measure in personal achievements. Instead, I see it in the relationships I build—with my team, my colleagues, and the people who trust me enough to seek my perspective. When someone reaches out—not just for answers, but to brainstorm ideas or navigate a challenging situation—it tells me I’ve fostered an environment where open dialogue and collaboration thrive.

Creating that kind of safe space is what matters most to me. It’s never about saying, ‘This is the way it has to be.’ It’s about partnership—bouncing ideas off one another and growing together.

Beyond that, success is also about seeing the HR team invest in their own growth and development. But that’s never just about me. It’s the collective effort of our entire HR leadership team, all of us working with the same mindset and mission: to support and empower our people. I want to make sure that’s recognized—because real success is never a solo effort.

6. What’s your favorite part about working for AON? Why AON?

There are two things I love, and they’re the reason I decided to join AON. I love being able to work with new practices that join the organization. I’ve been through—and I don’t like the term—an “acquisition”, so, I experienced that roller coaster. Everything you go through, all those emotions, it’s a grieving process— recognizing and acknowledging this contributes to being successful at onboarding employees. I know it’s not a cookie-cutter approach. So, I love that I can really partner with our operational leaders and actively participate in ensuring we take into consideration each practice’s unique approach and that we’re mindful of things that are very important to maintain.

The other reason is more personal. I lost my husband to cancer 12 years ago. Having an opportunity to personally give back because of the experiences we had allowed me to make a life-changing decision about leaving a job after 18 years to join an organization that supports oncology. Pair that personal motivation with the work we do here at AON, and that brings me joy. That’s why I’m here and why I love supporting AON.

7. What has been the most memorable moment for you while you’ve worked for AON?

There have been so many. I think every time we go live with a new practice, it’s something to celebrate. Those are always memorable moments because we’ve gone through all those steps to get to that point. The day is here. The excitement of being in the practice on go-live day, you know, it’s hectic and busy, but the energy that’s there— and just being able to be there as a resource—because emotions are very high. Not leaving that entirely to the practice leadership, who are also going through their own emotions. It goes back to those touchpoints and those opportunities to create relationships.

8. What motivates you to get up and get to work in the morning?

Knowing that what I do makes a difference, ultimately, to the patients. We ensure our employees are empowered to provide exceptional care. I love what we do. I love the team that I’m part of. I look forward to going to work. No one day is ever as expected or the same. So, it’s that variety, too. That’s true about any role within HR, but I feel like it’s amplified because of AON’s mission.

9. What is your favorite book (or books)?

I’m a big fan of James Patterson. Right now, I’m making my way through the Alex Cross novels. I enjoy stories with lots of twists and turns. In a previous life—or maybe in my next one—I think I would have loved to be a crime scene investigator. When I was deciding on a career in college, I almost chose to become a paralegal because I enjoy investigating, uncovering, and solving riddles. I think that’s a helpful mindset to have in HR, too, because a lot of what we do involves solving riddles.

10. What are some fun facts about you?

I love animals. I have two very, very spoiled dogs right now. I don’t know if people would find this a fun fact, but I’ve also discovered running later in life and just completed my first half marathon. I also love being outdoors, which is one of the reasons I love living in Florida. There are so many opportunities to explore nature. I’m 10 minutes from the beach, and the cruise port and Cape Canaveral are in my backyard. I can watch rocket launches from my front yard.

11. What piece of advice would you give your younger self?

I’d tell my younger self to be less rigid and not approach situations in black and white terms. I’d advise embracing opportunities to partner with leaders and be involved in decision-making, rather than focusing on things having to be a certain way just because that’s what the policy says. Adopt flexibility, openness, and embrace the partnerships you can build.

12. List three adjectives that describe your personality.

I don’t take myself too seriously. I think humor is extremely important. I’m passionate—not just about what I do, but about several different things. I feel like I have a passionate personality. I also consider myself open, and I hope people find me approachable because that’s important to me.

13. What is one of your favorite travel destinations, or where do you hope to travel to in your lifetime?

One of my favorite places I’ve traveled to so far is Hawaii. As part of my job, I travel to different parts of the country, and I was there for the opening of our practice. It was gorgeous. I’m not a fan of the cold, but I’d love to visit Alaska or the Canadian Rockies—someplace completely different from where I live in Florida because I find that exciting.

14. Who is your hero?

One of my heroes is Abraham Lincoln. I’m a history buff, and I love history. I feel like what he accomplished, the risks he took during such a pivotal time in our country, and his decision to stand up for what he knew was right—despite it dividing the country significantly—took a lot of courage. The other hero is my dad. He’s always been there for me and supported me. He never tried to hold me back if he was concerned about my decisions, he always supported me.

15. If you had three wishes, what would they be?

I wish we had better—and more—ways to fight cancer. I wish our doctors and providers had even stronger resources in the fight our patients are going through. We’re very fortunate to participate in research and clinical trials, but I just wish those results would come to market faster. 