The ASHHRA Podcast

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

  The ASHHRA Podcast is the definitive audio briefing for healthcare HR leaders navigating what’s next.  Hosted by Bo Brabo and Luke Carignan, this weekly podcast explores the forces reshaping the healthcare workforce, from talent shortages and leadership burnout to data-driven HR strategy, labor relations, and policy shifts that impact care delivery.  Each episode features candid conversations with CHROs, senior executives, and industry change-makers who are solving real problems inside hospitals and health systems right now. No theory, no fluff, just practical insight from leaders in the arena.  Listeners gain clarity on complex workforce challenges, early signals on emerging trends, and grounded perspectives that help bridge strategy and people operations. Whether you lead HR for a health system, support workforce strategy, or influence organizational culture, this podcast equips you to make better decisions with confidence.  New episodes drop weekly, with timely news updates, deep-dive conversations, and forward-looking insights designed for healthcare HR leaders preparing for 2026 and beyond. 

  1. 1d ago

    #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 — a proud AP3 partner and 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

  2. 3d ago

    #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 — a proud AP3 partner and 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

  3. 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 — a proud AP3 partner and 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

  4. 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 — a proud AP3 partner and 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

  5. Sep 3

    #248 - Healthcare M&A Up 33%: Three Stories HR Leaders Must Know

    Hospital M&A Is Up 33%, CommonSpirit Has 250 AI Tools Running & UHS Just Bought a Mental Health App August 31st, 2026. Bo Brabo and Luke Carignan. Three stories, one theme: health systems are making big, deliberate moves. Merging before they have to, deploying AI at scale, and buying digital companies to own the front door to care. 🤝 The Consolidation Wave and Why This Time It's Different Hospital M&A is up 33% year-over-year in Q2 2026. Sixteen deals, $7.7 billion in total value. Atrium Health is taking control of WakeMed with a pledged $2 billion investment. MultiCare is affiliating with Samaritan Health for a $700 million 10-year commitment, creating an 18-hospital, 33,000-employee system. Chartis puts it plainly: two-thirds of 2026 transactions involve health systems proactively seeking partners before reaching a breaking point. These are not rescue deals. The logic has shifted from survival to strategic positioning. HR Action: If your board is in partnership discussions, HR should already be at the table. If consolidation arrives as a surprise, that is a different conversation to have with yourself. 🤖 Ambient AI Has Stopped Being a Pilot CommonSpirit Health now runs 250 active AI tools across 150 hospitals, up from 60 in 2023, generating more than $100 million in annual value. Kaiser Permanente has deployed AI scribes across 40 hospitals in eight states. One major health system reports physicians seeing 15% more patients per hour and spending two to three fewer hours per day on documentation. HR Action: Find out how many AI tools are actively running at your health system right now. Not piloting. Running. If nobody knows the number, that is your answer. It is also an opportunity. 📱 UHS Bought Talkspace for $835 Million Universal Health Services, one of the largest hospital operators in the US, acquired Talkspace, offering therapy and psychiatry by text, video, and async messaging. 160 million Americans live in areas with a mental health provider shortage. Mental health conditions account for 20% of all emergency department visits. The digital behavioral health market is projected to reach $17.5 billion by 2030. This is not a tech company buying a clinic. It is a traditional health system buying a digital front door to behavioral health at scale. HR Action: When your CEO acquires a company with tens of thousands of remote contract clinicians, HR cannot be the last to know. Be in the room before the deal closes. 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 — a proud AP3 partner and 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. NEWS LINKS Story 1 — Hospital M&A Wave 2026 Chief Healthcare Executive: More Hospital Mergers in First Half of 2026 Healthcare M&A Hit $7.7 Billion in Q2 2026 Chartis: Repositioning, Not Scale WRAL: Atrium to Take Control of WakeMed — $2B Investment Modern Healthcare: MultiCare and Samaritan to Combine Story 2 — Ambient AI at Scale Becker's: Health Systems Using AI — 50 Examples Becker's: From Ambient AI to Agentic Workflows — What's Ahead for Healthcare in 2026 Story 3 — UHS Acquires Talkspace Healthcare Dive / PwC: Health Services M&A Active in 2026 Xtalks: Healthcare M&A in 2026 — A Roundup of Deals Support the show

    #248 - Healthcare M&A Up 33%: Three Stories HR Leaders Must Know

  6. Aug 27

    #247 - Healthcare Recruiting Automation 2026: The Agentic Shift

    96% of Applicants Fall Into the Abyss. Take2 AI Is Pulling Them Back Out. Featuring Yaniv Shimoni, Co-Founder, Take2 AI | ASHHRA Podcast Sponsor The average hospital has 43 unfilled nursing positions. It takes up to 102 days to recruit an experienced RN. And your recruiting team is talking to three to four percent of the people who apply. The other 96%? They fall into the abyss. Yaniv Shimoni built a company to fix that — and healthcare was not the plan. The CHROs made it one. Bo sits down with Yaniv, co-founder of Take2 AI and Stanford GSB alum, to unpack what agentic AI actually means for healthcare talent acquisition and how health systems like CommonSpirit, Temple Health, and the VA are already using it. 🤖 Chatbot vs. Generative AI vs. Agentic AI — Know the Difference 60% of TA leaders can't explain it. Here is the short version: chatbots follow a script. Generative AI creates recommendations — but a human executes. Agentic AI executes on your behalf, end-to-end, while you sleep. Take2's system of agents — AI sourcer, AI interviewer, license verifier, reference checker, and onboarder — integrates bidirectionally with your existing ATS. The ATS stays the system of record. The agents amplify the team around it. ⚡ Five Seconds to First Touch When a candidate applies, Take2's agent texts them within five seconds — dynamic phone screen, license verification, and calendar scheduling — 24/7. Physicians, NPs, MAs, CNAs. No variance in completion rates between them. 78% of candidates in a University of Chicago study preferred talking to an AI interviewer because of flexibility — nights, weekends, and on their schedule. 🔐 On Candidate Fraud The fraud is real regardless of whether you adopt AI. What Take2 does: phone number verification, license checks against state boards, background check integration, and real-time photo matching across interview stages. The fight evolves constantly — but doing nothing is not a defense. 🔎 The Right Question Before You Buy Anything What is the pain I am trying to solve? Time to fill? Capacity? Budget? Define the problem first. Then ask: Is it truly autonomous? Is it trained for healthcare roles? Does it integrate with my ATS? Is it compliant? Learn more at take2.ai 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 — a proud AP3 partner and 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

    #247 - Healthcare Recruiting Automation 2026: The Agentic Shift

  7. Aug 25

    #246 - Healthcare Workforce Planning 2030: Three Things That Matter

    Four Years Left: The 2030 Staffing Cliff, APRN Expansion & Why 76% of Leaders Can't Execute August 24th, 2026. Bo Brabo, Luke Carignan, and ASHHRA Executive Director Jeremy Sadlier. Four years to 2030. Three stories. One question underneath all of them: what are you actually doing about it? 📉 The Shortage Isn't Leaving — Here's the Timeline AMN Healthcare's white paper layered five years of search data against BLS and CDC projections and landed where every independent source has: sustained staffing pressure through at least 2030 across nursing, allied health, physicians, and advanced practitioners. HRSA projects demand for 3.4 million RN equivalents against supply of just over 3 million. Three forces drive this and none resolve on their own — aging patient population, a boomer and early Gen X clinical workforce retiring simultaneously, and a pipeline that cannot outrun the retention leak. Action: The organizations that come out ahead are making investments now that feel inconvenient — extended orientation, APRN integration, AI-enabled recruiting. If it feels optional today, that is the warning sign. 🩺 27 States Plus DC Now Grant NPs Full Practice Authority Indiana became the latest, explicitly citing rural physician shortages. Wisconsin's law covering CNPs, CNSs, CNMs, and CRNAs takes effect next month. The NP workforce projects from 157,000 FTEs in 2016 to nearly 400,000 by 2030. Seven states have joined the APRN compact for cross-state practice on a single license. Action: Don't wait for your state's law to change. Build the care models, onboarding pathways, and integration structures now. Organizations that wait will be 18 months behind when the law does change. 🤖 The Execution Gap Is the Real AI Problem Incredible Health's executive report: 67% of leaders name retention their top concern. 76% say their organizations cannot implement AI at the required speed. 70% of frontline clinicians aren't using AI daily — while 80% want more training. Only 16% of healthcare recruiters use AI in their own work, managing 70 open roles with capacity to talk to just 10% of applicants. One in three healthcare employers is facing a nursing retirement cliff within five years — at the exact moment the 2030 shortage intensifies. Action: Pick one thing from this episode — AI in recruiting, APRN integration, orientation length, or nursing succession planning. Just one. Figure out who owns it. If nobody does, that's your answer. 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 — a proud AP3 partner and 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

    #246 - Healthcare Workforce Planning 2030: Three Things That Matter

  8. Aug 20

    #245 - Healthcare Culture Strategy: Start With Compassion

    Leadership Is a Verb, Not a Title — and New Hope Treatment Centers Is Proving It Featuring Tabitha Bramblett, Chief People Officer, New Hope Treatment Centers Most organizations promote their best performer into a leadership role and then wonder why everything falls apart. Tabitha decided to build the program that changes that — and she did it at a 500-person behavioral health organization serving kids and teens across four states. Luke and Bo sit down with Tabitha to talk about what leadership development actually looks like when you build it from scratch, why culture isn't a values poster, and what compassion has to do with your bottom line. 🏗️ Building Leaders Before They Have the Title New Hope launched a formal emerging leaders program in partnership with CoEffX — an application and nomination process that gives aspiring leaders a chance to learn what leadership is and isn't before they're ever promoted. Graduates move into structured leadership cohorts with peer surveys built in. The result: people who don't actually want to lead opt out early, before a mismatched promotion creates a broken team and a gilded cage no one asked for. Action: If you have no program at all, Tabitha's first two steps — hire a learning and development coordinator and find a program partner — are the place to start. You don't have to build it from scratch. CoEffX (coeff-ex.com) is worth a look. ❤️ Compassion as an Operational Strategy New Hope built its entire culture framework — EPIC values: Excellence, Professionalism, Integrity, Compassion — around a single question: what if we started every interaction, with residents and teammates alike, with compassion? They operationalized it with loving-kindness meditations at shift start and major meetings. Their CEO modeled it personally during Tabitha's health challenges. Tabitha's direct line: turnover, vacancy rates, and time-to-fill are all downstream of how people feel about each other at work. 🎯 The Recruiting Insight No One Talks About Tabitha still reads resumes intentionally — not because AI can't filter, but because people are more than buzzwords on a page. The interview isn't a checklist. It's a conversation. And the question isn't whether the candidate can do the job — it's whether they share the vision. 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 — a proud AP3 partner and 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

    #245 - Healthcare Culture Strategy: Start With Compassion
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About

  The ASHHRA Podcast is the definitive audio briefing for healthcare HR leaders navigating what’s next.  Hosted by Bo Brabo and Luke Carignan, this weekly podcast explores the forces reshaping the healthcare workforce, from talent shortages and leadership burnout to data-driven HR strategy, labor relations, and policy shifts that impact care delivery.  Each episode features candid conversations with CHROs, senior executives, and industry change-makers who are solving real problems inside hospitals and health systems right now. No theory, no fluff, just practical insight from leaders in the arena.  Listeners gain clarity on complex workforce challenges, early signals on emerging trends, and grounded perspectives that help bridge strategy and people operations. Whether you lead HR for a health system, support workforce strategy, or influence organizational culture, this podcast equips you to make better decisions with confidence.  New episodes drop weekly, with timely news updates, deep-dive conversations, and forward-looking insights designed for healthcare HR leaders preparing for 2026 and beyond. 

Information

  • Creator
    Robert "Bo" Brabo and Luke Carignan
  • Years Active
    2023 - 2026
  • Episodes
    252
  • Rating
    Clean
  • Copyright
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