The ASHHRA Podcast

Robert "Bo" Brabo and Luke Carignan
  • 5.0 (4)
  • Careers
  • Updated Weekly

Healthcare runs on people. The ASHHRA Podcast is where the leaders responsible for those people come to think out loud.As the official podcast of ASHHRA (the American Society for Healthcare Human Resources Administration), this show has built a library of 250+ episodes for one audience: the CHROs, CPOs, VPs, and directors leading the healthcare workforce.Every week, hosts Bo Brabo and Luke Carignan sit down with the executives doing the hard work inside hospitals and health systems. Past guests include leaders from AdventHealth, Universal Health Services, Advocate Health, Johns Hopkins Medicine, and UC Health. These are unscripted, practitioner-to-practitioner conversations about what actually works, what didn't, and what they'd do differently.WHAT WE COVERWorkforce shortages and retention. Leader and caregiver burnout. Culture and identity. Labor relations. Total rewards and benefits strategy. AI and HR technology. Policy and regulatory shifts. The people decisions that shape patient care.TWO WAYS TO LISTENThe Weekly News Drop: the week's most important healthcare HR headlines, what they mean for your organization, and what to do about them on Monday morning.Guest Conversations: deep dives with the leaders solving real workforce problems right now.MEET YOUR HOSTSBo Brabo is Vice President of People Solutions (Healthcare) at Lockton and a retired U.S. Army Chief Warrant Officer who served as a Soldier for ten years at the White House, including as a Presidential Communications Officer for two Presidents. Luke Carignan is Strategic Director of Healthcare at Phenom and brings the story behind the strategy. Together they're optimistic but honest, and warm but never soft.If you lead HR for a health system, shape workforce strategy, or influence culture anywhere in healthcare, this is your briefing. No theory. No fluff. Just leaders in the arena, sharing what they've learned.Subscribe, share it with your team, and join the conversation at ashhra.org.

  1. 4d ago

    #256 - Yale Study: Ambient AI Cut Burnout 13 Points, Cleveland Clinic Apprentices Hit 95% Retention

    Luke Carignan runs this one solo and flips the format. No crisis, no warnings. Three healthcare workforce stories that went right, and three things healthcare HR can act on because of them. 🩺 Ambient AI Moved Burnout in 30 Days Yale researchers put an ambient AI scribe in front of 263 clinicians across six health systems. Burnout fell from 51.9% to 38.8% in a month. Cognitive load dropped, after-hours charting dropped, and clinicians reported more eye contact with patients. Action: Find out whether ambient scribing sits on your technology roadmap or in an IT queue as a physician preference item. The data makes it a workforce strategy. https://jamanetwork.com/journals/jamanetworkopen/fullarticle/2839542  🏆 165 Organizations Proved Culture Repeats Modern Healthcare's Best Places to Work list carried 165 honorees across every size and region. Guadalupe Regional Medical Center has made it eight years running, Peterson Health six, Unity Medical Center five. Employees have to say it in an independent survey. Key Takeaway: Community hospitals and specialty providers are on this list, so "we are too small" does not survive contact with the roster. https://www.beckershospitalreview.com/hospital-management-administration/165-top-places-to-work-in-healthcare-2026/  🔧 Cleveland Clinic Built the Pipeline Instead of Buying It Registered apprenticeships in pharmacy, EEG, ophthalmology and sleep medicine. Apprentice retention climbed from 75% to 95% in a single year, and the system beat its apprentice hiring goal by 50%. Healthcare apprenticeships are up 43% over five years, near 37,000 nationally. HR Risk: At roughly $60,000 to replace one bedside RN, every retention point you leave on the table is a budget line. https://consultqd.clevelandclinic.org/tips-to-bolster-apprenticeship-program-success 🔎 This Week's 3 Mission-Critical Moves Put ambient scribing into the roadmap conversation. Ask your people what they would actually say in that survey. Name one thin-pipeline specialty and price out an apprenticeship. Luke's challenge lands harder than any of it. Find one person this week and tell them out loud what they do well. Enjoying the show? Subscribe to The ASHHRA Podcast on your favorite podcast platform so you never miss an episode. AP3 Sponsor Read  This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program. Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise. Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare. No directories. No bidding wars. Just trusted partners proven to perform. Visit AP3.info to learn more and get connected with a partner. Take2 Sponsor Read This episode is brought to you by Take2 — the AI recruiting platform built specifically for healthcare. Hiring in healthcare is harder than ever — high-volume openings, hard-to-fill clinical roles, and recruiting teams stretched thin. Take2 changes that. Take2's AI agents automate the work that slows recruiters down — sourcing candidates, running outreach, screening and vetting applicants, scheduling interviews, and verifying licenses and certifications. It works around the clock, syncs directly into your ATS, and gives your recruiters hours back every week so they can focus on the people, not the process. From CNAs and EVS to RNs, APPs, and physicians, Take2 helps you hire faster across every role. Vetted through AP3. Built for healthcare. Proven to perform. Visit take2.ai/ashhra to learn more and get started. Support the show

    #256 - Yale Study: Ambient AI Cut Burnout 13 Points, Cleveland Clinic Apprentices Hit 95% Retention

  2. Sep 25

    #255 - OhioHealth Cut Time to Fill 42% in One Year: Noe Arceo's Four Knows of Healthcare Recruiting

    Featuring Noe Arceo, Vice President of Talent Acquisition & Workforce Development, OhioHealth Noe Arceo calls the team he joined at OhioHealth a good team with good bones. His first year went into the parts of the hiring process they could control, and time to fill came down 42%. The method behind it fits on a single sheet of paper he has carried since his Baylor Scott & White days. 🎯 The Four Knows Twenty years of healthcare recruiting compressed into four habits: know the business, know your pipeline, know the players, know your numbers. Miss one and you become an order taker. Run all four and you open the leader meeting with "we ran four interviews this week and three more are queued" instead of asking what's going on. Key Takeaway: The framework guides your style, it does not replace it. 🧬 Culture DNA at OhioHealth The strategy OhioHealth calls Mission Mountain points at one North Star: the most trusted, easiest to use health system in the country, grounded in safety. Arceo turns that into empowering staff as moment makers, the Nordstrom and Chick-fil-A standard applied to a patient who could get the same MRI anywhere. Action: Stop running belonging work off the side of someone's desk. His team launched a Hispanic and Latino business resource group that drew 100+ people to its first event, then hired a dedicated quarterback so the next one runs clean. 🌡️ The 212 Degree Rule Water at 211 degrees is hot. At 212 it boils. Arceo bought his whole team 212 The Extra Degree by Sam Parker and Mac Anderson because the ask is not more work, it is one more thing. One more candidate touchpoint builds trust. One written offer letter behind the verbal one keeps a start date from slipping. HR Risk: A candidate who starts late rarely finishes year one strong. Metrics create anxiety in a healthcare HR team before they create momentum. Arceo's answer borrows from Ted Lasso: staying stuck hurts more than blossoming does. *Enjoying the show? Subscribe to The ASHHRA Podcast on your favorite podcast platform so you never miss an episode. AP3 Sponsor Read  This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program. Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise. Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare. No directories. No bidding wars. Just trusted partners proven to perform. Visit AP3.info to learn more and get connected with a partner. Take2 Sponsor Read This episode is brought to you by Take2 — the AI recruiting platform built specifically for healthcare. Hiring in healthcare is harder than ever — high-volume openings, hard-to-fill clinical roles, and recruiting teams stretched thin. Take2 changes that. Take2's AI agents automate the work that slows recruiters down — sourcing candidates, running outreach, screening and vetting applicants, scheduling interviews, and verifying licenses and certifications. It works around the clock, syncs directly into your ATS, and gives your recruiters hours back every week so they can focus on the people, not the process. From CNAs and EVS to RNs, APPs, and physicians, Take2 helps you hire faster across every role. Vetted through AP3. Built for healthcare. Proven to perform. Visit take2.ai/ashhra to learn more and get started. Support the show

    #255 - OhioHealth Cut Time to Fill 42% in One Year: Noe Arceo's Four Knows of Healthcare Recruiting

  3. Sep 22

    #254 - Healthcare HR News, September 2026: NEJM on AI Jobs, 800 Facilities at Risk, 56 AI-Ready Workflows

    Eight hundred hospitals, nursing homes, maternal wards, and psychiatric centers have already closed, cut services, or landed at risk. Not projected. Already happened. Three stories this week, and every one of them lands on an HR desk. 🤖 NEJM: AI Grows the Clinical Workforce Dhruv Khullar of Weill Cornell Medicine published the counter-argument on September 12. Cheaper care means more care, not less work, and one critical failure at any stage still requires a human watching. If he is right, the shortage gets worse, not better. Action: build pipelines now, and stop assuming a four-year degree is the only on-ramp. https://www.nejm.org/doi/full/10.1056/NEJMp2607831  💸 800 Facilities and the Medicaid Math The One Big Beautiful Bill Act cut $625 billion from Medicaid over ten years, with 16 million projected to lose coverage. The hardest part has not landed yet. In December 2026, states must implement work requirements, verifying 80 hours a month of qualifying activity every six months. Somebody processes all that paperwork. HR Risk: making workforce decisions on a guess about coverage you cannot confirm. Jeremy's read is to hold steady until the financial hit is real rather than cut ahead of it. https://www.nbcnews.com/health/health-news/medicaid-cuts-threaten-hundreds-hospitals-new-report-finds-rcna265789  ⚙️ 56 Workflows Ready for Agentic AI Right Now The deployment story is administrative, not clinical. Patient verification, scheduling, prior authorization, documentation, coding, billing. AWS launched a platform aimed straight at them, and more than 80% of healthcare executives expect real value this fiscal year, not in five. Aultman Health System in Ohio moved IT staff into auditor and strategist roles instead of cutting them. Key Takeaway: the same claim-denial logic runs faster with agents, so decide now what empathy looks like in an automated process. https://www.lisatmiller.com/agentic-health/  🔎 This Week's 3 Mission-Critical Moves - Ask your team which manual task eats the most of their week. Eight hours is 20% of a job, so five people doing it costs you a full headcount. - Name your own 56. Find the workflows where the time is spent waiting, not working. - Decide where the human stays, on purpose, before the workflow decides for you. The clinical AI story is still coming. The operational one already arrived. Enjoying the show? Subscribe to The ASHHRA Podcast on your favorite podcast platform so you never miss an episode. AP3 Sponsor Read  This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program. Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise. Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare. No directories. No bidding wars. Just trusted partners proven to perform. Visit AP3.info to learn more and get connected with a partner. Take2 Sponsor Read This episode is brought to you by Take2 — the AI recruiting platform built specifically for healthcare. Hiring in healthcare is harder than ever — high-volume openings, hard-to-fill clinical roles, and recruiting teams stretched thin. Take2 changes that. Take2's AI agents automate the work that slows recruiters down — sourcing candidates, running outreach, screening and vetting applicants, scheduling interviews, and verifying licenses and certifications. It works around the clock, syncs directly into your ATS, and gives your recruiters hours back every week so they can focus on the people, not the process. From CNAs and EVS to RNs, APPs, and physicians, Take2 helps you hire faster across every role. Vetted through AP3. Built for healthcare. Proven to perform. Visit take2.ai/ashhra to learn more and get started. Support the show

    #254 - Healthcare HR News, September 2026: NEJM on AI Jobs, 800 Facilities at Risk, 56 AI-Ready Workflows

  4. Sep 21

    #253 - Healthcare M&A Is Up 33% in 2026: Franciscan Health's Kellie Woods on Building the Pipeline First

    Featuring Kellie Woods, Manager of Talent Acquisition, Franciscan Health Most people running talent acquisition at a large health system started at a large health system. Kellie Woods didn't. She spent years at two independent community hospitals in Northwest Indiana, watched both get absorbed, and now covers nursing, physician practices, home health and hospice across eleven hospitals with a team of seven. That path shows in how she reads what is coming. 🏥 A Hospital Is a Small Community The boiler tech, the cook, the housekeeper, all of them move patient outcomes. Talent acquisition sits in that same line. Without hiring, there is no hospital. Key Takeaway: recruiters are not back office, they are the front end of patient care. 🤝 Give the Hiring Manager Grace Kellie's team read Let Them together, and it changed how they handle slow approvals. The manager sitting on your interview guide may have just come off a code. Action: assume the best, then follow up anyway. Both things can be true. 📈 Growth Is Back, and This Time It Is a Choice Q2 2026 healthcare M&A is up 33 percent, and two of every three deals came from systems seeking partners rather than avoiding collapse. UHS paid $835 million for Talkspace. Freestanding EDs keep opening. HR Risk: TA hears about the strategy after the ink dries, then gets asked to staff it. Franciscan is building its own DO program in Crown Point to grow the physicians it cannot hire. 🔁 Never Leave a Candidate on the Table Twenty-three years in, her best tip is the plainest one. Circle back. Keep a list of the people for whom the timing was wrong. Remember one or two things about them. They remember that you remembered. The pipeline gets built before the deal is announced, or it does not get built at all. Enjoying the show? Subscribe to The ASHHRA Podcast on your favorite podcast platform so you never miss an episode . AP3 Sponsor Read  This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program. Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise. Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare. No directories. No bidding wars. Just trusted partners proven to perform. Visit AP3.info to learn more and get connected with a partner. Take2 Sponsor Read This episode is brought to you by Take2 — the AI recruiting platform built specifically for healthcare. Hiring in healthcare is harder than ever — high-volume openings, hard-to-fill clinical roles, and recruiting teams stretched thin. Take2 changes that. Take2's AI agents automate the work that slows recruiters down — sourcing candidates, running outreach, screening and vetting applicants, scheduling interviews, and verifying licenses and certifications. It works around the clock, syncs directly into your ATS, and gives your recruiters hours back every week so they can focus on the people, not the process. From CNAs and EVS to RNs, APPs, and physicians, Take2 helps you hire faster across every role. Vetted through AP3. Built for healthcare. Proven to perform. Visit take2.ai/ashhra to learn more and get started. Support the show

    #253 - Healthcare M&A Is Up 33% in 2026: Franciscan Health's Kellie Woods on Building the Pipeline First

  5. Sep 18

    #252 - Nurse Turnover Costs $61,000 per Replacement: Infirmary Health's Ivy Singley on Hiring in 2026

    Featuring Ivy Singley, Director of Employment Services and Workforce Development, Infirmary Health Replacing one bedside nurse ran just over $61,000 last year. Every single percentage point of RN turnover swings the average hospital's bottom line by roughly $290,000 a year. Treating that as a pipeline problem misses what happens inside the walls every day, and Ivy Singley has spent almost 30 years in those walls. 🚫 Retire the Word "Resilience" Naming resilience as a core trait tells candidates they will work in chaos. Boomers hear grit. This generation hears sunup to sundown and passes. HR Risk: your job postings may be screening out the people you most want. 🤖 AI Belongs on the Front End, Not the Final Call Ivy uses AI for screening, sourcing, and executive summaries that let HR hold its own in a strategy conversation. She draws the line at choosing. A resume written by AI reads beautifully until the candidate cannot explain the procedure they claimed. Key Takeaway: screen with the tool, decide with a human. ⏱️ 95% of the Recruiting Cycle Is Waiting Luke reverse-engineered a system hiring 10,000 people a year with 20 recruiters. Screening to pre-boarding averages 18 days industry-wide, and only about 5% of that is actual work. The rest is a nurse applying at 10pm Saturday and nobody touching it until Monday. Action: attack the queue, not the headcount. No number of recruiters closes that gap. 👥 Same-Day, Multi-Layer Interviews Infirmary Health interviews with the hiring manager, runs a tour, and puts the candidate in front of a peer panel, often in one day. Candidates behave for the manager and open up with peers, and the hire becomes a collective decision instead of one manager's guess. Careers: infirmaryhealth.org/careers You cannot hire your way out of a waiting problem, and you cannot automate your way out of a judgment one. Enjoying the show? Subscribe to The ASHHRA Podcast on your favorite podcast platform so you never miss an episode. AP3 Sponsor Read  This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program. Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise. Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare. No directories. No bidding wars. Just trusted partners proven to perform. Visit AP3.info to learn more and get connected with a partner. Take2 Sponsor Read This episode is brought to you by Take2 — the AI recruiting platform built specifically for healthcare. Hiring in healthcare is harder than ever — high-volume openings, hard-to-fill clinical roles, and recruiting teams stretched thin. Take2 changes that. Take2's AI agents automate the work that slows recruiters down — sourcing candidates, running outreach, screening and vetting applicants, scheduling interviews, and verifying licenses and certifications. It works around the clock, syncs directly into your ATS, and gives your recruiters hours back every week so they can focus on the people, not the process. From CNAs and EVS to RNs, APPs, and physicians, Take2 helps you hire faster across every role. Vetted through AP3. Built for healthcare. Proven to perform. Visit take2.ai/ashhra to learn more and get started. Support the show

    #252 - Nurse Turnover Costs $61,000 per Replacement: Infirmary Health's Ivy Singley on Hiring in 2026

  6. Sep 16

    #251 - Healthcare HR News, September 2026: ChatGPT in Epic, 40 Hospital Mergers, 92% Bracing for Strain

    ChatGPT Is Inside Epic, 40 Mergers in Six Months, and 92% Bracing for Strain Three stories, one direction. Technology is accelerating, consolidation is accelerating, and the people running health systems have stopped waiting to see how it shakes out. 🤖  ChatGPT Now Reads Epic Charts: 325 Million Patient Records and What Healthcare HR Does Next  On September 1, OpenAI launched ChatGPT for Healthcare with a direct Epic integration. Clinicians pull visit notes, labs, medications and specialist records into ChatGPT without leaving the workflow. Epic holds 325 million patient records across 1,000-plus US hospitals. UCSF Health is already piloting it. Read-only for now, plus a public data plugin wired to nine sources including PubMed and CMS coverage. HR Risk: once it works on the clinical side, the question becomes why it isn't in Workday, your ATS, and the rest of your HR stack. https://techcrunch.com/2026/09/01/chatgpt-health-adds-epic-integration-for-clinicians-to-import-patient-data/ 🏥  40 Hospital Mergers in Six Months: Why 2026 Consolidation Accelerated Past 2025  2025 saw 46 hospital mergers, the fewest in 15 years. The first half of 2026 already produced 40. WVU Health System is putting $800 million into acquiring Independence Health, five nonprofit hospitals in western Pennsylvania. Prisma and Erlanger, Sanford and North Memorial. Two of every three deals came from systems seeking partners, not systems bleeding out. Action: if you get absorbed, your hardest job is protecting community culture while payroll systems, retirement plans and physician contracts all get merged. https://medcitynews.com/2026/09/hospital-mergers-summer-2026/ 📉  FTI Consulting 2026 Survey: 92% of Hospital Leaders Expect a Decade of Financial Strain  FTI Consulting surveyed more than 200 hospital CEOs, CFOs and COOs. 92% expect major or moderate financial strain over the next decade. 86% named physician recruitment. And for the first time, workforce pressure outranked quality of care as the top clinical concern. Key Takeaway: payroll and benefits run 50 to 60 percent of the budget, so leadership is coming to HR first. https://fticommunications.com/2026-hospital-operations-outlook-survey-report/ 🔎  AI, Mergers, and Margin Pressure: The Three Forces Hitting Healthcare HR in 2026  - Ask your CMO or CIO whether your system has evaluated the Epic and ChatGPT integration. If they have not heard of it, you are the one bringing the signal. - Find a mentor who has run an integration, or be that mentor for someone who has not. - Put your biggest spend lines on the table before someone else does it for you. The leaders moving right now decided that waiting was the riskier option. AP3 Sponsor Read  This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program. Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise. Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare. No directories. No bidding wars. Just trusted partners proven to perform. Visit AP3.info to learn more and get connected with a partner. Take2 Sponsor Read This episode is brought to you by Take2 — the AI recruiting platform built specifically for healthcare. Hiring in healthcare is harder than ever — high-volume openings, hard-to-fill clinical roles, and recruiting teams stretched thin. Take2 changes that. Take2's AI agents automate the work that slows recruiters down — sourcing candidates, running outreach, screening and vetting applicants, scheduling interviews, and verifying licenses and certifications. It works around the clock, syncs directly into your ATS, and gives your recruiters hours back every week so they can focus on the people, not the process. From CNAs and EVS to RNs, APPs, and physicians, Take2 helps you hire faster across every role. Vetted through AP3. Built for healthcare. Proven to perform. Visit take2.ai/ashhra to learn more and get started. Support the show

    #251 - Healthcare HR News, September 2026: ChatGPT in Epic, 40 Hospital Mergers, 92% Bracing for Strain

  7. Sep 10

    #250 - Burl Stamp on What Makes a Better Healthcare Leader

    70% of Engagement Comes Down to One Thing. Your Boss. Featuring Burl Stamp, FACHE, President, Stamp and Chase | Author, Becoming a Better Boss Before we get started, sit with this number: 70%. That is how much of employee engagement is determined not by your comp structure, your benefits package, or your culture initiative. It comes down to one thing. The person they report to. Bo sits down with Burl Stamp, former hospital CEO, fellow of the American College of Healthcare Executives, and author of the most timely leadership book in healthcare this year. Burl has spent more than two decades studying what separates the leaders people want to follow from the ones they simply tolerate. 🧠 The Middle Manager Crisis Has a Second 70% Nobody Quotes Gallup's landmark research showed that 70% of employee engagement is determined by the manager. The second stat from that same study almost never gets cited: 70% of middle managers said they felt ill-prepared for the challenges they face. That was before the pandemic, in 2018. Today, with span of control reaching 60, 80, and even 100 direct reports in some nursing roles, the white flag is going up. 📋 The TEAM Framework: Four Levers That Actually Work Burl's framework built from the research: Teach, Empower, Align, Mentor. His top three practical tactics for any middle manager starting today: listen more than you speak in every team interaction, give small doses of immediate feedback consistently rather than saving it for annual reviews, and take care of yourself, because staff can tell when their manager is running on empty and when they are genuinely present. 🔍 Where Leadership Development Fails Organizations spend enormous energy on learning objectives and workshop design. Then the workshop ends. Burl's direct assessment: worry more about what happens after the workshop than before it. If behaviors are not changing and turnover is not moving, the workshop score does not matter. 📖 Resources Becoming a Better Boss by Burl Stamp: https://www.amazon.com/Becoming-Better-Boss-leader-tolerate/dp/1971718149/   Connect with Burl: https://www.linkedin.com/in/burlstamp | stampandchase.com Great leaders are, first and foremost, self-reflective. They are always asking how they lead and how they can lead better. Enjoying the show? Subscribe to The ASHHRA Podcast on your favorite podcast platform so you never miss an episode  AP3 Sponsor Read  This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program. Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise. Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare. No directories. No bidding wars. Just trusted partners proven to perform. Visit AP3.info to learn more and get connected with a partner. Take2 Sponsor Read This episode is brought to you by Take2 — the AI recruiting platform built specifically for healthcare. Hiring in healthcare is harder than ever — high-volume openings, hard-to-fill clinical roles, and recruiting teams stretched thin. Take2 changes that. Take2's AI agents automate the work that slows recruiters down — sourcing candidates, running outreach, screening and vetting applicants, scheduling interviews, and verifying licenses and certifications. It works around the clock, syncs directly into your ATS, and gives your recruiters hours back every week so they can focus on the people, not the process. From CNAs and EVS to RNs, APPs, and physicians, Take2 helps you hire faster across every role. Vetted through AP3. Built for healthcare. Proven to perform. Visit take2.ai/ashhra to learn more and get started. Support the show

    #250 - Burl Stamp on What Makes a Better Healthcare Leader

  8. Sep 4

    #249 - Healthcare HR Software Failure: It's Not the Technology

    Why Healthcare HR Tech Fails: It's Never the Software Featuring Stephanie Wright, Founder, Wright Talent Advisory Only 43% of HR professionals say their HR technology is effective. Fewer than half. These are organizations that ran vendor selection, sat through demos, built a business case, got budget approved, signed a contract, and went live. Then more than half of them looked at what they bought and said it was not working. Luke sits down with Stephanie Wright, a healthcare TA implementation specialist who has worked across Workday, Phenom, and other major platforms at health systems including Carilion Clinic. She launched Wright Talent Advisory in Dallas to do full-time what most HR leaders only do once in a career. 🗺️ Process Before Config. But You Can't Fully Avoid the Overlap. Stephanie's honest answer: organizations that do requirements work ahead of time still end up in design conversations where the configurator is explaining the system in technical jargon while the client tries to map it to their current workflow in real time. The process work helps. It does not eliminate the messy middle. Plan for both. 🔥 The Real Reason Implementations Underdeliver It is not technical blockers. It is change management treated as a checklist item rather than a work stream. A 30-minute Teams call and a PDF is not change management. Your project team members are your champions, if you actually organize and amplify them. Most organizations do not. 🧪 UAT Gets Compressed. That Is Where Things Break. User acceptance testing is almost always squeezed because design ran long and executives want to hit the go-live date. Stephanie's fix: get hiring managers into the sandbox early, run them through edge cases, and treat testing as a change management moment, not a technical exercise. 📋 Before You Sign Anything Know your internal resource gaps before a vendor ever walks in. Assume the projected timeline is optimistic by at least 25%. Ask the vendor what they will need from your team and where they see gaps. That conversation rarely happens, and it costs organizations every time. Connect with Stephanie: wrighttalentadvisory.com or LinkedIn. Enjoying the show? Subscribe to The ASHHRA Podcast on your favorite podcast platform so you never miss an episode.  AP3 Sponsor Read  This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program. Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise. Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare. No directories. No bidding wars. Just trusted partners proven to perform. Visit AP3.info to learn more and get connected with a partner. Take2 Sponsor Read This episode is brought to you by Take2 — the AI recruiting platform built specifically for healthcare. Hiring in healthcare is harder than ever — high-volume openings, hard-to-fill clinical roles, and recruiting teams stretched thin. Take2 changes that. Take2's AI agents automate the work that slows recruiters down — sourcing candidates, running outreach, screening and vetting applicants, scheduling interviews, and verifying licenses and certifications. It works around the clock, syncs directly into your ATS, and gives your recruiters hours back every week so they can focus on the people, not the process. From CNAs and EVS to RNs, APPs, and physicians, Take2 helps you hire faster across every role. Vetted through AP3. Built for healthcare. Proven to perform. Visit take2.ai/ashhra to learn more and get started. Support the show

    #249 - Healthcare HR Software Failure: It's Not the Technology
See All (256)

Ratings & Reviews

5
out of 5
4 Ratings

About

Healthcare runs on people. The ASHHRA Podcast is where the leaders responsible for those people come to think out loud.As the official podcast of ASHHRA (the American Society for Healthcare Human Resources Administration), this show has built a library of 250+ episodes for one audience: the CHROs, CPOs, VPs, and directors leading the healthcare workforce.Every week, hosts Bo Brabo and Luke Carignan sit down with the executives doing the hard work inside hospitals and health systems. Past guests include leaders from AdventHealth, Universal Health Services, Advocate Health, Johns Hopkins Medicine, and UC Health. These are unscripted, practitioner-to-practitioner conversations about what actually works, what didn't, and what they'd do differently.WHAT WE COVERWorkforce shortages and retention. Leader and caregiver burnout. Culture and identity. Labor relations. Total rewards and benefits strategy. AI and HR technology. Policy and regulatory shifts. The people decisions that shape patient care.TWO WAYS TO LISTENThe Weekly News Drop: the week's most important healthcare HR headlines, what they mean for your organization, and what to do about them on Monday morning.Guest Conversations: deep dives with the leaders solving real workforce problems right now.MEET YOUR HOSTSBo Brabo is Vice President of People Solutions (Healthcare) at Lockton and a retired U.S. Army Chief Warrant Officer who served as a Soldier for ten years at the White House, including as a Presidential Communications Officer for two Presidents. Luke Carignan is Strategic Director of Healthcare at Phenom and brings the story behind the strategy. Together they're optimistic but honest, and warm but never soft.If you lead HR for a health system, shape workforce strategy, or influence culture anywhere in healthcare, this is your briefing. No theory. No fluff. Just leaders in the arena, sharing what they've learned.Subscribe, share it with your team, and join the conversation at ashhra.org.

Information

  • Creator
    Robert "Bo" Brabo and Luke Carignan
  • Years Active
    2023 - 2026
  • Episodes
    256
  • Rating
    Clean
  • Copyright
    © 2026 The ASHHRA Podcast
  • Show Website
    The ASHHRA Podcast

You Might Also Like