Abstarct: Background and Objective: Occupational safety is one of the essential aspects of productivity in human resource management of any organization, and if organizations can reduce the rate of occupational accidents and undesirable stress, the performance of the workforce will be more effective. Meanwhile, job rotation can lead to increased productivity as much as a good rest. The purpose of this study is to design an appropriate job rotation system in order to reduce job hazards baxsed on the ergonomic risk of jobs. Methodology: This study, with a mathematical modeling approach, seeks to design a job rotation system that, in addition to meeting the needs of employers, reduces the ergonomic risk of jobs. The research method in this study is of an applied type in terms of purpose and a mathematical descxriptive type in terms of method, including the following steps: (1) problem extraction, (2) modeling, (1) model solution, (4) model validation, and (5) model implementation. The goal is to allocate the Rijt hazard set to n workforce members in such a way that the maximum hazard of the workforce members is minimized (problem extraction). Corresponding to the conditions and constraints of the job system, the problem is mathematically modeled in the form of a linear programming model. The components of this mathematical modeling include the objective function of minimizing the maximum hazard of the workforce, the structural constraints of the problem (each job in each time period must be assigned to one worker and also each worker in each time period must be engaged in performing only one job). Findings: The proposed job rotation model was examined in a public hospital where nurses' dissatisfaction due to ergonomic problems has been reported, and mathematical modeling was performed for the nurses in question (model implementation). This linear mathematical model was constructed including 142 decision variables and a target function. The model was implemented by GAMS software. The results provide an optimal sequence of job allocation and rotation of the workforce, which if the job allocation is done in this order, the workforce is in the most balanced job risk state and the job risk is divided among all in a reasonable proportion. Also, the optimal job allocation to individuals indicates a reduction in the job risk of all individuals (the value calculated for the optimal objective function). Conclusion: The main output of this research is an optimal program for job allocation in a hospital work schedule that not only takes into account job considerations but also minimizes the ergonomic risk of jobs and leads to job satisfaction resulting from job risk adjustment. The results indicate the significant effect of job rotation on adjusting job risk among the workforce at an appropriate level and improving job satisfaction.