Tuesday October 21, 2025
Sessions/Program
The ASHHRA26 annual conference and exposition offers carefully curated healthcare-focused learning sessions tailored to healthcare HR professionals.
Educational sessions cover topics such as talent acquisition strategies, leadership development, workforce resilience, and diversity and inclusion. Gain insights into innovative practices, collaborate with peers, and explore solutions to current HR challenges in the healthcare sector. The sessions are designed to provide practical knowledge and tools to help you advance your career and improve your organizations. You can also earn continuing education credit hours towards a CHHR, SHRM, HRCI and ACHE recertification.
SUNDAY, MAY 17
10:00 a.m. – 5:00 p.m.
Registration
Pick up your conference badge at the registration counters at the ACC. Badges must be worn and visible at all times while in the conference areas. Below are the registration hours:
- Sunday, May 17: 10:00 a.m. – 5:00 p.m.
- Monday, May 18: 7:00 a.m. – 5:00 p.m.
- Tuesday, May 19: 7:00 a.m. – 12:00 p.m.
Mobile App Desk
The mobile app allows you to have portable access to conference activities, right at your fingertips. The week prior to the conference, all registrants will receive an email with instructions to download the app. Check your junk/spam folder if you don’t see the email in your inbox or stop by the Mobile App Desk near registration during conference hours.
12:00 – 1:00 p.m.
Building Tomorrow’s Healthcare Workforce Today
Building Tomorrow’s Healthcare Workforce Today
As healthcare organizations across the country face persistent workforce shortages, apprenticeship and work-based learning programs have emerged as powerful, scalable solutions. This panel brings together leaders from diverse healthcare systems and educational institutions to explore how national models of apprenticeship are transforming talent pipelines, improving retention, and advancing equity in healthcare careers.
Panelists from Baylor Scott & White, Southeast Primary Care Partners, Uvalde Memorial Health, and Vail Health will share real-world strategies for launching and sustaining apprenticeship programs in clinical and non-clinical roles. Attendees will gain insights into funding mechanisms, employer-educator partnerships, and the policy landscape that supports national expansion. Moderated by Amy Mackenroth of Dallas College, this session will offer practical guidance and inspiration for HR professionals seeking to future-proof their workforce through innovative, work-based learning models.
OBJECTIVES
- Identify key components of successful healthcare apprenticeship and work-based learning programs.
- Explore national strategies and partnerships that support scalable workforce development.
- Apply lessons learned from diverse healthcare systems to implement or expand apprenticeship models locally.
PRESENTERS
- Amy Mackenroth, MA
Associate Deputy Chancellor, National Partnerships & Innovation Strategy
Dallas College - Mark Sherry
VP, HR
Baylor Scott & White - Alex Hayman
Chief People Officer
Southeast Primary Care Partners - Charla Garcia
Chief Human Resources Officer
Uvalde Memorial Hospital
Investing Early in Frontline Leaders: Hillcrest Medical Center's Metrics Success Story
Investing Early in Frontline Leaders: Hillcrest Medical Center’s Metrics Success Story
Staff shortages are taking a toll on charge nurses. Often, organizations must fill this vital role with young, inexperienced nurses who have few preceptors to support them and no formal leadership training. This harms morale, patient experience, and talent retention.
Hillcrest Medical Center in Tulsa, Oklahoma, has a solution. They created the Nurse Practice Council to train frontline nurses in vital leadership skills before they’re ready for a formal leadership role. Also, they’ve implemented a series of “frontline leader development” sessions each quarter focused on specific skill building for charge nurses. The result is better engagement, fewer falls, improved operational metrics (like ALOS), improved patient experience (HCAHPS), and reduced turnover. In fact, Hillcrest’s turnover for charge nurses for the past 12 months is at 1.1%. No surprise, given that research shows today’s talent wants meaningful career and professional development.
Dan Collard, cofounder of Healthcare Plus Solutions Group® and coauthor with Quint Studer of Rewiring Excellence: Hardwired to Rewired, joins Hillcrest’s Carla Yost (chief nursing officer) to share this story. Attendees will leave with practical, actionable tips designed to help them replicate Hillcrest’s success in their own organization as they build resilient teams and keep providing safe, reliable care.
OBJECTIVES
- Explore research findings on staff nurses’ desire for meaningful training and development.
- Learn how Hillcrest’s frontline leadership development program led to measurable improvements across a wide range of metrics, and how it frees up senior leaders to focus more on strategy.
- Discover a step-by-step system for investing early in frontline nurses at your organization.
PRESENTERS
- Dan Collard
Co-Founder; Partner
Healthcare Plus Solutions Group - Carla Yost, RN, BSN, MHA, FACHE, CPHQ
Chief Nursing Officer
Hillcrest Medical Center
Breaking In, Standing Out: Launching Your Talent Acquisition Career as a Next-Gen HR Leader
Breaking In, Standing Out: Launching Your Talent Acquisition Career as a Next-Gen HR Leader
Starting a career in HR can feel like stepping into an ever-evolving maze of policy, people and potential. This session is designed to empower early-career professionals looking to carve out a path in Talent Acquisition and Management. Attendees will explore how to translate passion for people into strategic recruiting practices, align with organizational goals, and build credibility early in their careers.
Through real-world insights and actionable takeaways, participants will learn how to navigate the unique challenges of entering a new field, build their personal brand, and develop the confidence to contribute meaningfully in healthcare HR environments. Whether you’re seeking to break into the field or level up your impact, this session will equip you with tools, stories, and strategies to thrive as the next generation of HR talent leaders.
OBJECTIVES
- Gain practical strategies for entering and advancing in the Talent Acquisition field as a young HR professional
- Learn how to build credibility and a personal brand within healthcare HR teams.
- Understand key trends and challenges shaping the future of talent management in healthcare organizations.
PRESENTERS
- Ryon Stubblefield, MHA
Talent Acquisition Manager
Trinity Health - Carla Yost, RN, BSN, MHA, FACHE, CPHQ
Chief Nursing Officer
Hillcrest Medical Center
HR's Strategic Edge in Advancing Workforce Effectiveness
HR’s Strategic Edge in Advancing Workforce Effectiveness
Participate in engaging, small group roundtable discussions focused on HR’s critical role in optimizing workforce effectiveness. Guided by experts from UKG and Great Place to Work, this session will feature thought-provoking questions and dedicated time for participants to share perspectives and collaborate. Following the discussions, each group will present their key insights. UKG and Great Place to Work will then provide commentary and introduce best practices, leveraging their deep methodology and insights into industry trends to enhance collective learning.
OBJECTIVES
- Identify and articulate actionable strategies for HR’s contribution to workforce cost management and operational efficiency.
- Exchange and evaluate peer data-driven best practices for enhancing employee retention and engagement, leading to a more stable and productive workforce.
- Develop tactics for breaking down organizational silos and fostering cross-functional collaboration to improve adaptability in response to evolving priorities.
PRESENTERS
- Fayth Jones
Healthcare Solution Advisor
UKG - Julian Lute
Innovation and Insights Strategist
Great Place to Work
1:10 – 2:10 p.m.
Cincinnati Children's Hospital Success with Total Rewards and Care Navigation
Cincinnati Children’s Hospital Success with Total Rewards and Care Navigation
Cincinnati Children’s Hospital is the top-rated children’s hospital in the U.S. according to U.S. News and World Report. Greater Cincinnati is a competitive market for healthcare talent. The Total Rewards team believes in a team approach, both in caring for patients and their families and in advancing science and discovery. Attracting, engaging and retaining top talent is key to the success of this world-class organization. The total rewards value proposition includes a comprehensive approach to compensation, benefits, care navigation and workforce wellness.
OBJECTIVES
- Learn about the total reward strategy of Cincinnati Children’s Hospital.
- Learn about the workforce wellness plan.
- Learn how care navigation is an extension of caring for the caregiver.
PRESENTERS
- Amanda Lord, MBA
Vice President, Total Rewards
Cincinnati Children’s - Eric Parmenter, Ph.D., SPHR, CEBS, MBA
Vice President of Hospitals and Health Systems
Quantum Health
Atlantic Health System Influencer Program
Atlantic Health System Influencer Program
An AHS Influencer is a beacon of positivity, kindness, and trustworthiness, inspiring others and fostering communication to ensure AHS remains a Great Place to Work. This dynamic group collaborates closely with Human Resources and other Centers of Excellence to share information, offer valuable feedback, and dive into fun and engaging activities. AHS Influencers serve as a direct line between leadership and frontline teams. They share timely organizational updates, promote key initiatives and source valuable insights through feedback loops. The goal of our program is to build a lasting community, educate our team and elevate by fostering a sense of belongs and ownership. By collaborating with human resources and internal experts, influencers help scale programs, increase participation and support the roll out new initiatives more effectively. If you’re looking to elevate engagement, strengthen internal communication, and build a workplace culture that inspires—the AHS Influencer Program is the answer. Let’s unlock the benefits that other organizations can gain from this program.
OBJECTIVES
- Identify strategies for sharing information, providing feedback, and supporting organizational initiatives through active collaboration with internal experts.
- Implement community-building and communication practices that elevate team ownership, increase participation, and promote a sense of belonging across the organization.
- Foster positivity, trust, and communication between leadership and frontline teams.
PRESENTER
- Claudia Cotarelo
Senior HR Business Partner
Atlantic Health
AI Created This Session
AI Created This Session
Artificial Intelligence is rapidly reshaping the healthcare workforce and transforming the role of HR professionals. This session will explore how AI is being leveraged in talent acquisition, workforce planning, training, and employee engagement—offering opportunities for greater efficiency, predictive insights, and personalized support for staff. Yet these benefits come with significant challenges. We’ll examine emerging risks, including bias in AI-driven hiring tools, data privacy concerns, cybersecurity threats, and the potential for reduced human connection in HR processes. Additionally, we’ll discuss how over-reliance on technology may impact employee trust, morale, and patient care indirectly through workforce dynamics. Join us to gain practical insights on balancing innovation with ethical and compliance considerations.
OBJECTIVES
- Identify key applications of AI in healthcare HR, including recruitment, workforce planning and employee engagement.
- Recognize potential risks associated with AI in HR, such as bias, privacy concerns, and its impact on workplace culture.
- Develop strategies for responsible AI integration, balancing technological innovation with ethical practices and a human-centered approach to care.
PRESENTERS
- Jennifer Griveas, Esq., LNHA, CEAL, CEHCH, CHC
Vice President & Chief Legal Officer
Eliza Jennings Senior Care Network - Michael Gray, CISSP, HCISSP, HIT
VP, Information Technology and Compliance Officer
Eliza Jennings Senior Care Network
2:20 – 3:20 p.m.
Stop the Bleed: Whole-Person Care for Health System Workforces
Stop the Bleed: Whole-Person Care for Health System Workforces
Health systems are at a critical breaking point. Burnout is pushing clinical staff out of the workforce and leave of absence claims are escalating. Adding to this strain, many healthcare workers are navigating their own complex challenges, from chronic illness and neurodiversity to significant caregiving responsibilities often without adequate support due to fragmented care models.
Drawing on key findings from Lyra’s annual State of Workforce Mental Health Report for Health Systems and direct insights from leading health systems, this session will illustrate the real impact of integrated, whole-person support models. We’ll specifically highlight how these models better support high-acuity populations whose complex needs can strain existing systems and contribute to rising costs when left unaddressed.
Attendees will leave with a clear understanding of whole-person care in practice, gaining actionable insights on how to build integrated care models that genuinely reduce staff strain, enhance care delivery, and foster a sustainable health care workforce.
OBJECTIVES
- Learn how integrated care strategies reduce leave of absence claims, accelerate recovery for clinical staff, and relieve pressure on overstretched teams.
- Understand the connection between untreated mental health conditions and rising costs tied to chronic illness, disability, and disrupted care delivery.
- Gain a clear, actionable framework for building scalable, whole-person care models that improve outcomes and create a more sustainable health care workforce.
PRESENTERS
- Carrie Bergen, LCSW
Head of Benefits Strategy
Lyra Health - Sheena Singh
SVP, Health Solutions
Aon - Nicole Schell-Dreyer, MBA, FACHE, CHHR, PHR, SHRM-CP
VP, Total Rewards
UCHealth
Accommodation How-To: Granting, Denying and Documenting Employee Accommodation Requests
Accommodation How-To: Granting, Denying and Documenting Employee Accommodation Requests
Accommodation requests based on an employee’s disability, pregnancy, or religion can be tricky and denials may lead to litigation. Learn from a seasoned employment attorney how to spot legitimate accommodation requests and the legal constraints HR has when considering whether to grant or deny an employee’s request. Understand how to deny requests when the burden to comply is simply too much and how to document the steps taken to limit liability. Get practical advice and real-life examples on the changes in law affecting accommodation decisions, what red flags HR should notice, and how to deal with the fallout from denials.
OBJECTIVES
- Understand when employees have legitimate accommodation requests and when they do not.
- Get practical advice on dealing with poor performers who want accommodation, interplay with healthcare facilities, and remote work requests.
- Learn why timing and documentation are so important in the world of accommodations.
PRESENTER
- Mikaela Masoudpour, J.D.
Shareholder
Greenberg Traurig, LLP
One Minute Name Memory – How to Remember Every Name, Every Time, Forever!
One Minute Name Memory – How to Remember Every Name, Every Time, Forever!
At the heart of every meaningful interaction is the power of connection. By remembering names, we foster conversations, the essential art that enriches our lives, deepens relationships, improves the patient experience, and strengthens communities. When you use a person’s name, you automatically create a relationship. It says ‘you are important to me’. This is how to use the two most powerful words in the human vocabulary, their name. This presentation increases self-confidence and self-esteem, and more importantly, helps you avoid the embarrassment of not remembering names.
This helps you overcome self-limiting believes about why you can’t remember names, or special events you committed to.
The One Minute Name System is six easy to use steps, called “L.I.S.T.E.N.” which are key to remembering names and improving future communication with that person. You will increase your memory power with the principle of spaced repetition. As has been famously said, “If you don’t use it, you lose it.
OBJECTIVES
- When you utilize the two most powerful words in the human vocabulary, you will earn immediate respect and attention at the beginning of every conversation by effective listening techniques, how to engage people, get them talking, and remember you.
- This will dramatically increase your ability to achieve a breakthrough to more profoundly connect with patients and co-workers.
- When you adopt the L.I.S.T.E.N. formula of name memory recall, you will make a greater impact om everyone – especially yourself as your scope of contacts and recognition expands.
PRESENTER
- Brian Lee
Founder, CEO
Custom Learning Systems Group Ltd.
Scaling Change: An OCM Tiered Strategy for Organizational Readiness
Scaling Change: An OCM Tiered Strategy for Organizational Readiness
Healthcare systems are navigating unprecedented levels of change—from digital transformation to clinical workflow shifts—yet many lack a scalable, right-sized approach to change management. This session introduces a practical, tiered Organizational Change Management (OCM) strategy that aligns support levels to the scope and impact of each initiative.
Attendees will explore how a structured intake process, impact-based triage model, and modular toolkits allow organizations to allocate resources efficiently while enabling leaders and teams at every level to navigate change more effectively. The session highlights lessons learned from rolling out a three-tier OCM model across a complex health system and offers real-world examples of how frontline coaching, leader enablement, and enterprise-wide adoption strategies can be aligned to project complexity.
Key takeaways include a replicable tiering framework, sample tools for stakeholder engagement and readiness planning, and guidance on how to build internal change capabilities—ultimately helping attendees accelerate adoption, reduce resistance, and demonstrate measurable value from their OCM programs.
OBJECTIVES
- Identify a scalable, tiered OCM framework that aligns change management support to initiative size, scope and impact.
- Apply intake and triage tools to determine appropriate change management support levels for technology, process and cultural initiatives.
- Design a change champion network that builds internal capability and accelerates adoption across diverse healthcare settings.
PRESENTERS
- Michael Collins, MBA
Director, Organization Development
Wellstar Health System - Erin Garland, MOD, SHRM-SCP
Assistant VP, Talent Management
Wellstar Health System
MONDAY, MAY 18
7:00 a.m. – 5:00 p.m.
Registration
Pick up your conference badge at the registration counters at the ACC. Badges must be worn and visible at all times while in the conference areas. Below are the registration hours:
- Sunday, May 17: 10:00 a.m. – 5:00 p.m.
- Monday, May 18: 7:00 a.m. – 5:00 p.m.
- Tuesday, May 19: 7:00 a.m. – 12:00 p.m.
Mobile App Desk
The mobile app allows you to have portable access to conference activities, right at your fingertips. The week prior to the conference, all registrants will receive an email with instructions to download the app. Check your junk/spam folder if you don’t see the email in your inbox or stop by the Mobile App Desk near registration during conference hours.
8:30 – 9:50 a.m.
Opening Ceremony and Keynote
Opening Ceremony and Keynote
Details coming soon.10:00 a.m. – 12:30 p.m.
Expo Hall | Lunch | Rapid Fire Sessions
Expo Hall | Lunch | Rapid Fire Sessions
The Exposition in the exhibit hall is one of the highlights of the conference. With more than a hundred prominent companies in healthcare HR offering innovative solutions and forward-thinking strategies, you will walk away with the information and strategies that will be useful to you once you return to your office.
The exhibitors and sponsors are critical to the success of the conference so be sure to thank them by visiting their booths and learning how they can help make your job easier. And while doing so, make sure you’re completing your Search for Solutions form so you can win some amazing prizes!
- Lunch will be served from 11:30 a.m. to 12:30 p.m.
- Rapid Fire sessions will be held in the education theatre
12:40 – 1:40 p.m.
From Investigations to Culture: Building a Trauma-Informed Workplace in Healthcare
From Investigations to Culture: Building a Trauma-Informed Workplace in Healthcare
This session explores the critical nuances of conducting trauma-informed investigations in healthcare settings. Participants will gain insight into the “why” behind trauma-informed approaches, understand types of traumas relevant to healthcare environments, and learn core principles of trauma-informed interviewing. The session is led by Atlantic Health System’s Director of Workforce Relations and will focus on sensitive issues such as harassment, workplace violence, and patient abuse, with potential expansion into broader investigative interviewing concerns.
OBJECTIVES
- Understand what trauma is and why a trauma-informed approach matters in healthcare.
- Recognize different types of trauma that healthcare professionals may encounter.
- Use key trauma-informed interviewing techniques to help patients feel safe and respected.
PRESENTERS
- George Liothake, CHHR, SCP, SPHR, CCP, CBP, SHRM-SCP
Director, Workforce Relations
Atlantic Health System - Connie Werner-Hopkins, MBA
Regional Director of Workforce Experience
Atlantic Health System
Community Recruitment: Leveraging Talent in Your Own Backyard
Community Recruitment: Leveraging Talent in Your Own Backyard
In today’s competitive healthcare labor market, traditional recruitment methods often fall short. At Eskenazi Health, we’ve adopted a community recruitment strategy that prioritizes hiring individuals who live in the same township/community as their workplace. This approach not only strengthens community ties but also improves employee engagement and retention.
In this session, we’ll share how we use data to identify local talent pools, build partnerships with community organizations, and track recruitment outcomes. Attendees will learn how to launch similar initiatives using existing data and resources, and how to create feedback loops that keep community partners engaged. This model is scalable, sustainable, and deeply aligned with diversity and health equity goals.
OBJECTIVES
- Define community recruitment and understand its strategic value in healthcare.
- Analyze workforce and applicant data to identify local talent pools and set measurable goals that monitor progress using simple metrics.
- Build and maintain effective partnerships with community organizations to strengthen community trust and candidate engagement.
PRESENTERS
- Nicole Russell, SHRM-CP
Director of Talent Acquisition Strategies and Diversity
Eskenazi Health - Jarrin Harvey
Sr. Talent Operations Partner
Eskenazi Health
Transforming HR: Centralizing Services and Driving Impact with ServiceNow
Transforming HR: Centralizing Services and Driving Impact with ServiceNow
This session will explore the multi-year transformation of our HR function into a centralized HR Service Center model. We’ll share how we consolidated decentralized HR operations, implemented streamlined service delivery, and leveraged data and reporting to drive continuous improvement. Attendees will gain insights into the strategic decisions, change management efforts, and measurable outcomes that have shaped our journey. This session is ideal for HR leaders looking to modernize operations and elevate employee experience through technology and process redesign.
OBJECTIVES
- Understand the key steps and challenges in transitioning to a centralized HR Service Center.
- Learn how to enable scalable service delivery and improve employee experience.
- Explore metrics and reporting strategies that demonstrate HR’s value and drive accountability.
PRESENTER
- Jennifer Brown, SPHR, SHRM-SCP, MBA
Executive Director, HR Operations and Service Delivery
ECU Health
1:50 – 2:50 p.m.
Transformative Global Recruitment: Building an Inclusive, Future-Ready Workforce at OhioHealth
Transformative Global Recruitment: Building an Inclusive, Future-Ready Workforce at OhioHealth
OhioHealth is reshaping the future of its workforce through a transformative, inclusive approach to international recruitment. After previously using international staffing with limited success, the organization has developed a dynamic and sustainable framework that centers on recruiting from highly curated talent pool and meaningful community integration. This renewed focus has not only addressed critical workforce shortages but also redefined what success looks like—moving from a transactional process to one that builds long-term value for the health system, the clinician and their families.
A key driver of OhioHealth’s success has been its intentional shift toward recruiting highly qualified clinicians through the H-1B visa program—enabling the accelerated placement of talented, bachelor’s degree-prepared professionals. While virtual interviews are used when necessary, OhioHealth places strong emphasis on in-person recruitment events to foster genuine connection to each clinician. This approach has already yielded tangible results: following a major recruitment event in July, the first internationally hired clinician arrived by December. With 199 job offers extended and plans to hire 200 more international clinicians, OhioHealth is making a profound and lasting impact—providing life-changing opportunities for global healthcare professionals while cultivating a diverse and inclusive workforce that reflects their communities.
This session will explore how OhioHealth’s model blends strategic workforce planning, intentional recruitment and cultural responsiveness to create a future-ready talent pipeline. Attendees will walk away with actionable insights on designing inclusive recruitment strategies that not only fill roles—but also empower people and communities.
OBJECTIVES
- Develop a strategic international recruitment framework that prioritizes diversity and inclusion while securing highly qualified clinicians with diverse, multi-country experience.
- Implement recruitment practices that foster trust and meaningful connection, highlighting the importance of in-person engagement and strong health system–wide commitment to support clinician success from recruitment through long-term integration.
- Recognize the role of community integration and organizational support in sustaining long-term success—ensuring international hires feel welcomed, valued, and equipped to thrive in both professional and personal settings.
PRESENTERS
- David Rutherford, MSN, RN
Senior Advisor, HR Transformation
OhioHealth - Melissa Nicholson
Division VP, Program Management & International Solutions
Aya Healthcare - Christine Coriell, MHA, BSN, RN, NE-BC
Senior Director, Capacity Management Operations
OhioHealth
Optimizing Maternity Health: Pioneering Approaches for Cost Efficiency and Improved Patient Outcomes
Optimizing Maternity Health: Pioneering Approaches for Cost Efficiency and Improved Patient Outcomes
In this session, attendees will explore groundbreaking strategies for optimizing maternity health benefits that have led to substantial cost savings and improved patient outcomes within healthcare systems. The presentation will delve into innovative approaches that have been successfully implemented, highlighting a case study at Atlantic Health System. Participants will gain insights into how these strategies can be adapted and applied to their own organizations, ultimately enhancing the quality of care for expectant mothers while maintaining financial sustainability.
OBJECTIVES
- Learn about cutting-edge approaches to optimizing maternity health benefits, focusing on methods that have proven to reduce costs while enhancing patient care.
- Gain insights into how these innovative strategies can be adapted and implemented within their own health systems, with a focus on practical application and scalability.
- Provide evidence-based examples of how optimized maternity health benefits can lead to better health outcomes for mothers and infants while achieving higher satisfaction for their employees.
PRESENTERS
- Sheena Singh
SVP, Health Solutions
Aon - Nikki Sumpter, MHRD
Chief Administrative Officer
Atlantic Health System - Mary Clark, J.D.
SVP
Aon
The Relationship Between Registered Nurse Burnout, Organizational Engagement, and Quality Outcomes in Acute Care Hospitals
The Relationship Between Registered Nurse Burnout, Organizational Engagement, and Quality Outcomes in Acute Care Hospitals
Nurse burnout remains a critical issue in acute care hospitals, jeopardizing healthcare quality, workforce well-being, and patient outcomes. Despite extensive research, few studies have holistically examined burnout through theoretical, organizational, and patient care lenses using large-scale national data. This dissertation addresses that gap by applying the Theory of Reasoned Action (TRA) to explore how RN burnout impacts organizational engagement and healthcare quality outcomes. Using a sample of over 49,000 registered nurses, the study employs validated instruments—including the Maslach Burnout Inventory and the Utrecht Work Engagement Scale—to measure burnout and engagement. Clinical error rates and adherence to evidence-based care practices, such as infection control protocols, serve as indicators of healthcare quality. The study identifies key organizational mediators such as leadership, staffing adequacy, and psychological safety that influence burnout’s effects. By offering an integrated, evidence-based framework, the research equips healthcare leaders and HR executives with actionable strategies to reduce burnout, improve engagement, and advance patient care. Ultimately, this study contributes to workforce sustainability by clarifying how attitudes and organizational conditions shape RN behavior and quality outcomes in acute care settings.
OBJECTIVES
- Understand how RN burnout—driven by emotional exhaustion and disengagement—impacts retention, morale, and care quality.
- Assess your organization’s performance in engagement and burnout, guiding more informed workforce strategies.
- Gain actionable strategies to reduce burnout and boost engagement. Key approaches include improving staffing adequacy, fostering psychological safety, and enhancing leadership support—factors proven to impact both workforce well-being and patient outcomes.
PRESENTER
- Jamie Parsons, CHHR, SHRM-SCP, FACHE
VP/CHRO, Human Resources
UK King’s Daughters
Reframing and Addressing Conflicts Between Older and Younger Team Members
Reframing and Addressing Conflicts Between Older and Younger Team Members
Dissonance between older and younger team members is an age-old problem that has been addressed in different ways over time, often raising awareness of preferences, tendencies, and nuances of team members born in diverse generations like Gen Z, Millennial, Gen X, or Baby Boomer. This approach helps us better understand and explore similarities and differences. While intentions are good, more damaging are the unintentional impacts of age-related stereotypes and implied age bias when we label team members by a generation. This presentation explores tactics to address conflict between old-young team members, including reframing how we identify team members to avoid age bias.
OBJECTIVES
- Examine the history of generational divides and define age bias.
- Reframe how we identify team members.
- Describe proven tactics to address team conflict.
PRESENTER
- Marjorie Hackbarth, MBA, CCM
Senior Organization Development Partner
Marshfield Clinic Health System, affiliated with Sanford Health
3:00 – 4:00 p.m.
The New HR-Marketing Alliance: AI, Upskilling, and Culture as Strategic Levers
The New HR-Marketing Alliance: AI, Upskilling, and Culture as Strategic Levers
In this session, attendees will explore how Intermountain Health broke traditional silos between HR and Marketing to lead a cross-functional, AI-powered workforce transformation. With a focus on culture, collaboration, and technology, the HR Workforce Transformation team partnered with Digital Marketing to design an agile, people-centered model for upskilling, employee engagement, and brand alignment.
Through the use of conversational AI, automated workflows, and digital storytelling, Intermountain accelerated reskilling efforts, empowered emerging leaders, and improved both employee and patient experience. The session will also share insights from Lance Bradshaw’s doctoral research on impostor syndrome and confidence-building through AI-enabled leadership development.
Attendees will walk away with practical tools for implementing scalable AI initiatives, a framework for aligning HR strategy with consumer engagement efforts, and a roadmap for building workforce resilience in a rapidly evolving healthcare landscape.
OBJECTIVES
- Describe how AI can be integrated into HR strategy to build confidence and upskill the healthcare workforce.
- Identify opportunities for cross-functional alignment between HR, Marketing, and Operations to accelerate transformation.
- List practical tools and leadership behaviors that support culture, adoption, and collaboration at scale.
PRESENTERS
- Lance Bradshaw, MBA, MHA
Director, HR Workforce Transformation
Intermountain Health - Andy Miller, MBA
Director of Digital Marketing
Intermountain Health
Aligning Human Resources and Nursing for a Better Employee Experience
Aligning Human Resources and Nursing for a Better Employee Experience
Often, in healthcare, Nursing Leadership and HR Leadership are not fully aligned, which causes misunderstanding and (potentially) a culture of blame rather than collaboration. Stuart Downs (System CNE) and Diane Poirot (CHRO) from Northeast Georgia Health System discuss strategies to align and unite as the “People People” for the organization.
OBJECTIVES
- Gain knowledge on proven strategies to align HR with Operations (including Nursing).
- Hear about real outcomes achieved by aligning HR and Nursing.
- Leave inspired to further align HR with the Operational side of the organization.
PRESENTERS
- Diane Poirot, SPHR, SHRM-SCP/RN
CHRO
Northeast Georgia Health System - Stuart Downs, RN
Chief Nurse Executive
Northeast Georgia Health System
Healthcare Labor Activity Update, Spring 2026
Healthcare Labor Activity Update, Spring 2026
In 2026, hospitals and health systems face growing fiscal and operational challenges, compounding problems resulting from continued high turnover and vacancy rates, persistent staffing shortages, and rising labor costs. Adding to these headaches, healthcare leaders also face escalating unionization efforts among physicians and other professional providers in addition to traditional organizing campaigns aimed at nurses and other healthcare workers.
Unionization across myriad roles in healthcare has grown significantly since 2023. And, despite political obstacles currently impacting functionality of government agencies who administer U.S. labor law, union organizers are undeterred. In fact, unions are enjoying ever-increasing success in organizing healthcare professionals previously thought to be “safe from” or “uninterested in” union representation.
During this presentation, healthcare leaders will learn the latest developments at the National Labor Relations Board, how healthcare union organizing is affected, and the tactics unions use to gain the upper hand against employers.
Now more than ever, healthcare leaders need to know how current union organizing trends can impact hospitals and health systems and what leaders should do now to prepare.
OBJECTIVES
- Develop deeper understanding of how current workforce challenges increase vulnerability to union organizing.
- Learn about recent developments at the National Labor Relations Board (NLRB) could influence union organizing.
- Discover new strategies to increase employee engagement and how leaders can leverage these strategies to mitigate vulnerability to union organizing.
PRESENTER
- Chris Cimino, B.A., MSIR
President and CEO
Chessboard Consulting
Redefining Talent Attraction: The Power of Social Influencer Campaigns
Redefining Talent Attraction: The Power of Social Influencer Campaigns
In an increasingly competitive labor market, health systems must think beyond traditional recruitment tactics. This dynamic session will walk attendees through how one organization successfully launched a social influencer campaign to amplify talent brand awareness, energize internal teams, and drive real recruitment outcomes.
Participants will learn how to identify and engage internal “campaign champions”—authentic, mission-driven employees who become powerful storytellers. We’ll explore how to co-create content that resonates, select the right platforms, and develop a sustainable cross-channel strategy.
Beyond branding, this session will focus on turning digital engagement into real-world results: building candidate pipelines, shortening time-to-fill, and increasing employee engagement along the way. We’ll share practical tools, lessons learned, and impact metrics from an actual campaign to show how influence can inspire action.
Attendees will leave with a step-by-step framework to launch or refine their own influencer campaigns—no celebrity endorsements required.
OBJECTIVES
- Learn how to identify and activate internal campaign champions to authentically represent your employer brand.
- Gain a step-by-step framework for developing and executing a cross-platform social influencer campaign.
- Understand how to measure campaign impact on talent pipeline growth, employee engagement, and recruitment outcomes.
PRESENTERS
- Gareth Holdstock, MAHR
VP, Talent Acquisition
Acadia Healthcare - Megan Giannini
Director, Talent Acquisition
Acadia Healthcare
TUESDAY, MAY 19
7:00 a.m. – 12:00 p.m.
Registration
Pick up your conference badge at the registration counters at the ACC. Badges must be worn and visible at all times while in the conference areas. Below are the registration hours:
- Sunday, May 17: 10:00 a.m. – 5:00 p.m.
- Monday, May 18: 7:00 a.m. – 5:00 p.m.
- Tuesday, May 19: 7:00 a.m. – 12:00 p.m.
Mobile App Desk
The mobile app allows you to have portable access to conference activities, right at your fingertips. The week prior to the conference, all registrants will receive an email with instructions to download the app. Check your junk/spam folder if you don’t see the email in your inbox or stop by the Mobile App Desk near registration during conference hours.
8:40 – 9:40 a.m.
Playing the Long Game: Scaling Internal Talent Pipelines and Cultivating a Culture of Mobility
Playing the Long Game: Scaling Internal Talent Pipelines and Cultivating a Culture of Mobility
The real workforce challenge in healthcare isn’t a shortage of talent: it’s a disconnect between fast-changing business needs and how we grow, mobilize, and invest in our people. This workshop explores how health systems can bridge that gap by aligning talent development with future demand and building cultures of internal mobility—with measurable impact and ROI.
The session opens with a moderated panel featuring senior HR leaders from major healthcare systems. Panelists will share their journey of building a future-ready workforce strategy with internal mobility at the core. Expect candid discussion of what it takes to shift culture, rethink legacy systems, and drive real behavior change. The second half invites participants into a hands-on, lightly facilitated workshop. Attendees will engage in peer discussions, apply panel insights, and use a practical planning canvas to uplevel their own workforce strategies and cultures of mobility.
Attendees will walk away with actionable ideas for activating internal mobility and aligning workforce investments with future demand. This highly practical, peer-driven session is designed to spark fresh thinking, accelerate strategy, and forge connections between peers.
OBJECTIVES
- Learn best practices from leading healthcare organizations with successful mobility and workforce development frameworks, including impact measurement and ROI.
- Identify critical elements required to build and sustain a robust internal mobility culture.
- Explore practical strategies for embedding continuous workforce development and talent mobility into organizational practices.
PRESENTER
- Hanna Patterson, MBA
SVP, Healthcare & Applied Learning
Guild
Shifting Mindsets
Shifting Mindsets
What’s the mark of a successful workplace benefits and savings program?
Employee engagement—for all employees.
We’ll discuss how hyper-personalized employee benefits and savings experience can help support a diverse and multigenerational workforce.
Using behavioral finance principles, we’ll show you how the best employers are working with partners to provide holistic decision support during enrollment and savings guidance throughout the year and deliver an experience that can meet the unique needs of each individual in an employee population meeting each generation of employees where they are with life events and milestones from saving for college, adding to your family and preparing for retirement.
OBJECTIVES
- What employee’s attitudes are towards their benefits and what they want from employer benefit programs
- What approaches are working to engage employees in the use of benefits technology.
- How Voya is using technology to create a connected benefits experience and help drive organizational goals
PRESENTER
- Bob Blumberg
Strategic Solutions Consultant
Voya Financial
From Divergent Data to Strategic Clarity: The Department Stability Index
From Divergent Data to Strategic Clarity: The Department Stability Index
In this session, participants will learn how the Department Stability Index (DSI) helps leaders spot early signs of department challenges by combining HR, operational, and organizational data into one easy-to-use dashboard. Instead of looking at separate metrics, the DSI brings together 10 key indicators, such as turnover, vacancy rates, patient experience, etc., to give a full picture of department health.
Each metric is scored on a scale from 1 to 5, with 1 indicating low risk and 5 indicating significant risk. The dashboard allows users to filter data by location, department, leader, and date range. It provides an overview of the DSI by location and trend analysis to help identify patterns and areas needing attention.
Join us to explore how the DSI can transform data into proactive decisions and stronger teams.
OBJECTIVES
- Understand how integrated metrics provide deeper insights into department health by combining HR, operations, and experience data.
- Explain how proactive use of dashboards can help leaders detect early warning signs and address challenges before they escalate.
- Demonstrate how to turn data into actionable strategies that align operations and culture with organizational goals.
PRESENTER
- Vickie Williford, MSHR
Director, HR Strategic Operations
ECU Health
Managing Leave and Accommodation Challenges in Healthcare’s Unique Work Environment
Managing Leave and Accommodation Challenges in Healthcare’s Unique Work Environment
This presentation will discuss current applicable leave and accommodation laws and regulations, and identify strategies for compliance with requests seen frequently by employers. The interactive discussion will explore how to manage risk associated with these requests in light of the unique challenges posed in a healthcare environment.
OBJECTIVES
- Recognize common legal issues that may arise in the workplace.
- Apply practical solutions to address complex HR and legal challenges.
- Use checklists of key questions to guide decision-making when legal concerns emerge.
PRESENTER
- Kristina Vaquera, Esq.
Office Managing Principal and Office Litigation Manager
Jackson Lewis PC
9:50 – 10:50 a.m.
OFCCP Audits are Gone but EEO Compliance Obligations Remain – Are You Ready?
OFCCP Audits are Gone but EEO Compliance Obligations Remain – Are You Ready?
Executive Order 11246 Affirmative Action Plan (AAP) obligations and OFCCP audits may be gone—but that doesn’t mean EEO analyses or compliance are relics of the past. The compliance landscape is simply evolving. Title VII of the Civil Rights Act remains, as do various state and local AAP obligations. Notably, the Title VII legal theory of “disparate impact” still applies and requires centralized analyses of personnel practices for adverse impact by race/ethnicity or gender—including whites and males.
Equally important, if the EEO Certification requirement of Executive Order 14173 survives (which appears likely), healthcare employers face a shifting compliance landscape that still demands centralized attention to equity, data integrity, and legal risk from both HR and Legal.
We’ll explain what’s changing, what’s staying, and how healthcare HR leaders can effectively adapt. Attendees will learn the latest updates on federal and state mandates, how EEO Certification is expected to function, and what hospitals and healthcare systems should do to remain compliant and mitigate exposure.
We’ll walk through practical, data-driven strategies for maintaining defensible decisions across the employee lifecycle. Whether you work in compliance, compensation, or DEI, this session will help you understand what’s next—and how to stay ahead of it.
OBJECTIVES
- Learn how the EEO landscape is changing for healthcare providers in response to the administration’s Executive Orders impacting affirmative action and “illegal DEI.”
- Understand how to prepare for evolving federal and state-level reporting requirements—without a formal Affirmative Action Plan.
- Gain practical, data-driven strategies for making and defending employment decisions across the healthcare workforce.
PRESENTERS
- Chris Chrisbens, Esq.
Principal Attorney
Silberman Law PC - Krystal Welland, MS
Lead Statistician
Silberman Law PC
Redesigning Leadership Development to Better Support Women in Healthcare
Redesigning Leadership Development to Better Support Women in Healthcare
Why do so many high-achieving women hesitate to pursue (or continue in) leadership in healthcare, even when they desire impact? This session explores the disconnect between traditional leadership development models and conflicting messages about identity, capability, organizational fit, and systemic barriers that leave women feeling unsupported or misaligned.
Drawing from coaching research, healthcare leadership experience, and expert interviews, the presenter will reveal how gendered expectations and identity conflicts contribute to leadership ambivalence. Attendees will gain practical research-informed strategies to support women at the individual and organizational level through redesigning leadership development coaching and training programs.
Through case studies, self-assessment polls, interactive dialogue, and practical examples from healthcare settings, attendees will learn five evidence-based adjustments to leadership programming that promote inclusivity and retention. This session equips HR and talent development leaders with actionable tools to build more equitable, relevant, and resonant leadership pathways—especially for those historically underrepresented in healthcare leadership.
OBJECTIVES
- Identify how traditional leadership programs reinforce gendered biases in healthcare organizations.
- Recognize how identity-related barriers contribute to women’s ambivalence about leadership.
- Apply inclusive design principles to leadership development programs to better support diverse talent in healthcare.
PRESENTER
- Mira Brancu, Ph.D.
Founder and CEO, Towerscope
Associate Professor, Duke University
Coaching and Consulting Psychologist, Dept. of Veterans Affairs
Strategic Workforce Planning to Strengthen Retention, Skill Mix, and Team Alignment
Strategic Workforce Planning to Strengthen Retention, Skill Mix, and Team Alignment
With higher retirement rates and increased turnover, healthcare organizations face mounting pressure to rethink how they build and sustain clinical teams. HR leaders are at the forefront of these challenges, tasked with driving strategies that balance quality care, workforce resilience, and cost management.
Join HR and Healthcare leaders from LifeBridge Health, SSM Health, Duke Health, and PRS Global for this session, which will explore how leading systems are addressing these pressures through integrated, data-driven workforce planning. Learn how these organizations are analyzing skill mix and internal data to redesign staffing models, investing in orientation units, and enhanced nurse residency programs to reduce early turnover. In addition, they will discuss building robust float pools to create flexibility and decrease reliance on contract labor. The discussion will also highlight how targeted international hiring and restructured compensation strategies can close persistent gaps and stabilize staffing.
Participants will see how connecting HR, talent acquisition, and nursing leadership creates a shared roadmap for addressing workforce risks and identifying new opportunities to elevate teams. Attendees will leave with practical insights to strengthen internal partnerships, improve operational efficiency, and position their organizations to meet current demands while building a foundation for future growth.
OBJECTIVES
- Discover how to align HR, talent acquisition, and clinical leadership to build comprehensive workforce plans that drive retention and long-term stability.
- Learn how to use data to adjust staffing models, create effective float pools, and design programs that support new nurses and reduce turnover.
- Explore practical approaches to integrate compensation strategies and international hiring as part of a proactive plan to close skill gaps and prepare for future needs.
PRESENTERS
- Jason Hatter, BS, MBA
VP, HR Shared Services
Lifebridge Health - Caitlyn Obrock, RN, MBA
System Director RN Talent Acquisition
SSM Health - Sarah Haithcock, MSN, RN, CNML
Director, Nurse and Patient Care Retention & International Nurse Program
Duke Health
11:00 a.m. – 1:30 p.m.
Expo Hall | Lunch | Rapid Fire Sessions
Here’s your last chance to connect with your valued sponsors and exhibitors. Not only do they have a variety of innovative products and services to share with you, their presence helps ASHHRA offer many great options for learning and networking. Our partnerships are critical as we continue our efforts to meet your membership needs.
- Lunch will be served from 12:00 to 1:30 p.m.
- Rapid Fire sessions will be held in the education theatre
Don’t forget to drop off your completed Search for Solutions form before 1:15 p.m. at the Center for Excellence raffle drum so you can qualify for the drawing!
1:40 – 2:40 p.m.
The Best Time Was Yesterday: “Why” Building Your Talent Pipeline Can't Wait
The Best Time Was Yesterday: “Why” Building Your Talent Pipeline Can’t Wait
The healthcare workforce crisis didn’t emerge overnight, nor will it be solved by quick fixes. While we can’t go back in time to plant the seeds of leadership and clinical depth we need today, we can act now to grow a resilient, loyal and skilled workforce from within.
In this high-energy, interactive conference workshop, veteran facilitators Kris Baird and Bo Brabo will guide attendees through the foundational steps of designing and implementing an internal talent development strategy—regardless of organization size or maturity. Attendees will leave with actionable insights, practical tools, and a renewed sense of urgency to become proactive cultivators of healthcare’s future leaders.
OBJECTIVES
- Conduct a rapid audit of your organization’s current talent development infrastructure.
- Identify internal and external challenges to talent cultivation and develop mitigation strategies.
- Create a draft career pathing strategy for a key role or department. Gain tools and frameworks to advocate for long-term investment in internal development programs.
PRESENTERS
- Bo Brabo, SPHR, PMP
VP, People Solutions (Healthcare)
Lockton Companies - Kristin Baird, MHA, BSN, RN
President & CEO
Baird Group
From Bottlenecks to Breakthroughs: How CentraCare Transformed Rural Recruiting
From Bottlenecks to Breakthroughs: How CentraCare Transformed Rural Recruiting
Recruiting in rural healthcare brings unique challenges: limited talent pools, long hiring timelines, and difficulty attracting candidates to smaller communities. CentraCare, a health system serving central Minnesota, faced these obstacles head-on in 2024, and achieved measurable results by implementing three high-impact strategies.
This session will highlight CentraCare’s practical solutions and the measurable improvements they generated:
– Stuck Candidate Management – Using candidate movement data, 85% of all applicants now advance in the process within 14 days.
– Nursing Assistant Panel Interviews – A one-interview model for Nursing Assistants slashed time-to-fill by 22 days and elevated performance into the Top 10th percentile of RogueHire’s national benchmark study.
– Candidate Rediscovery – Recruiters now actively reassign candidates to new openings, with 9% of hires coming from re-purposed applicants.
Attendees will leave with replicable processes, data-driven insights, and tools to accelerate hiring outcomes in their own organizations. Whether you manage recruitment in a rural setting or simply want to optimize efficiency, these case studies provide proven models that drive results.
OBJECTIVES
- Reframe rural recruiting challenges as opportunities for innovation.
- Learn how to standardize interviews to improve speed and candidate experience.
- Build a candidate rediscovery process to maximize every applicant’s value.
PRESENTER
- Heidi Blommel, RACR, RACL, SHRM
Recruitment Manager
CentraCare - Matt Rimer
Co-Founder/COO
RogueHire
Emotional Labor in HR: A Workshop for Healing, Resilience and Renewal
Emotional Labor in HR: A Workshop for Healing, Resilience and Renewal
Human Resource professionals are often the unseen emotional first responders within organizations. They are tasked with delivering life-altering news, navigating layoffs, supporting grieving employees, being an anchor through constant change and holding space for others’ hardships while rarely receiving the same support themselves. While much attention is given to the well-being of clinical and frontline staff, HR teams are also deeply impacted by the emotional intensity of their roles and are worthy of meaningful support.
This interactive workshop invites participants to explore the often-unspoken grief and emotional labor embedded in human resource work, especially in healthcare settings. Through reflective exercises, case discussions, and practical strategies, we will open a dialogue about the cumulative toll of holding space for others and identify ways to cultivate resilience, build internal peer support, and advocate for systemic care within HR departments.
Participants will leave with a renewed understanding of their own emotional needs, a toolkit for sustainable support, and a shared language to foster a culture that honors human resource professionals not only as organizational leaders, but as whole, human beings. By practicing caring for our whole self, we can better integrate and honor the delicate balance between our personal and professional selves.
OBJECTIVES
- Identify the unique forms of emotional labor and grief experienced by HR professionals, including the cumulative impact of supporting employees through crisis, loss and organizational change.
- Explore practical strategies to support HR staff well-being, including peer support, reflective practice.
- Develop a framework for fostering a workplace culture that recognizes HR as emotional caregivers and prioritizes their psychological safety and resilience.
PRESENTERS
- Jill Kottmeier, RN, FT
Director of Wellbeing & Bereavement Services
Endeavor Health - Lindsay Fazio, Ph.D.
System Director of Wellbeing & Vitality
Endeavor Health
2:50 – 3:50 p.m.
Addressing Turnover Challenges at CommonSpirit Health by Developing Leaders: An 18-Month ROI Study
Addressing Turnover Challenges at CommonSpirit Health by Developing Leaders: An 18-Month ROI Study
To tackle the pervasive issue of high turnover, particularly among nurses and clinical support roles, a unique leadership development program was designed and delivered to 100 clinical leaders. The program included a robust assessment methodology, feedback, coaching, and support toolkits (e.g., stay interview toolkit).
Eighteen months of ROI data (including control group comparisons) showed a 37% reduction in turnover with $13.9 million in savings. Every $1 invested in the program returned $46.50, even after controlling other factors such as market conditions. Furthermore, the reductions in turnover were sustained over the 18-month measurement period post intervention, showing real change in the participating leaders.
This presentation will provide a detailed overview of the program’s goals, design, and outcomes. Furthermore, examples of the tools utilized in the program (e.g., best practice study from high performing leaders, stay-interview tools), will be shared with attendees, along with details regarding the business case and ROI achieved.
OBJECTIVES
- Understand the key design principles and components of the leadership development program to reduce clinical turnover.
- Explore the initial business case and 18-month ROI study to justify similar types of leader programs and investments.
- Share program specifics regarding tools and practical tips (e.g., assessment tools, stay interviews, best practice tools).
PRESENTERS
- Brad W. Pope, MS, SPHR, SHRM-SCP
CHRO, South Region
CommonSpirit Health - Autumn Bhushan, MBA, PHR, SHRM-CP
Manager, HR Operations
CommonSpirit Health
Organizational Anomie: The Silent Drift Undermining Culture and Commitment
Organizational Anomie: The Silent Drift Undermining Culture and Commitment
In today’s healthcare landscape, performance metrics are tracked, values are printed, and recognition programs are branded—yet many employees report a growing sense of disconnection, distrust and burnout. This phenomenon is a sign of organizational anomie—a breakdown in shared norms, meaning, and purpose that affects the entire workforce.
In this dynamic session, Tamarah Brownlee—an experienced healthcare HR executive, researcher, and two-time ASHHRA presenter—will introduce participants to the concept of organizational anomie, explore how it evolves within mission-driven environments, and share strategies for restoring cultural alignment through evidence-based practices. Drawing on research from organizational psychology, sociology, organizational leadership, Gallup analytics, and other real-world examples, attendees will walk away with a diagnostic toolkit and a roadmap for re-engagement.
Whether your organization is navigating post-pandemic fatigue, recognition fatigue, or leadership transition, this session offers clear, strategic direction to reignite purpose, increase belonging, and reduce costly disengagement in a time when organizational commitment matters most.
OBJECTIVES
- Define organizational anomie and describe how it manifests in healthcare environments through cultural misalignment, organizational transitions, toxic leadership and disengagement.
- Identify key drivers and indicators of anomie using HR metrics, engagement data, and leadership behaviors.
- Apply a practical, evidence-based framework to re-norm culture, rebuild trust, and re-engage the workforce with measurable impact.
PRESENTER
- Tamarah Danielle Brownlee, BA, MPH
CEO
The TrueVine Practice Group
Beyond ‘Do No Harm’: How Healthcare Leaders Drive Lasting Change for Patient Safety, Quality and Service
Beyond ‘Do No Harm’: How Healthcare Leaders Drive Lasting Change for Patient Safety, Quality and Service
Change is essential for growth. In healthcare, if we’re not growing, we’re putting patients at risk. Despite our commitment to “first, do no harm,” patient harm occurs every day due to gaps in systems, processes, and human factors. But it doesn’t have to be that way.
In this dynamic session, I will share a compelling real-life story of patient harm—highlighting the emotions felt by the patient’s family and the healthcare professionals involved. I will peel back the layers to reveal how flawed processes and cultural barriers contributed to that harm.
Most importantly, I’ll show how lasting change can—and must—happen. Over the past decade, I have developed a proven Arias 3-Keys to Success methodology for transforming healthcare organizations. Attendees will leave this session equipped with practical tools to identify root causes, drive engagement, and implement sustainable solutions, whether addressing patient safety, quality outcomes, staff well-being, or customer service excellence.
OBJECTIVES
- Articulate why change is non-negotiable in modern healthcare.
- Apply a structured approach to diagnose and solve performance issues.
- Lead change effectively—even in large, complex healthcare settings.
PRESENTERS
- Aaron Arias, RN, BSN, MSN
Chief Nursing Officer
Elitecare Emergency Hospital
2:50 – 3:50 p.m.
Addressing Turnover Challenges at CommonSpirit Health by Developing Leaders: An 18-Month ROI Study
Addressing Turnover Challenges at CommonSpirit Health by Developing Leaders: An 18-Month ROI Study
To tackle the pervasive issue of high turnover, particularly among nurses and clinical support roles, a unique leadership development program was designed and delivered to 100 clinical leaders. The program included a robust assessment methodology, feedback, coaching, and support toolkits (e.g., stay interview toolkit).
Eighteen months of ROI data (including control group comparisons) showed a 37% reduction in turnover with $13.9 million in savings. Every $1 invested in the program returned $46.50, even after controlling other factors such as market conditions. Furthermore, the reductions in turnover were sustained over the 18-month measurement period post intervention, showing real change in the participating leaders.
This presentation will provide a detailed overview of the program’s goals, design, and outcomes. Furthermore, examples of the tools utilized in the program (e.g., best practice study from high performing leaders, stay-interview tools), will be shared with attendees, along with details regarding the business case and ROI achieved.
OBJECTIVES
- Understand the key design principles and components of the leadership development program to reduce clinical turnover.
- Explore the initial business case and 18-month ROI study to justify similar types of leader programs and investments.
- Share program specifics regarding tools and practical tips (e.g., assessment tools, stay interviews, best practice tools).
PRESENTERS
- Brad W. Pope, MS, SPHR, SHRM-SCP
CHRO, South Region
CommonSpirit Health - Autumn Bhushan, MBA, PHR, SHRM-CP
Manager, HR Operations
CommonSpirit Health
Organizational Anomie: The Silent Drift Undermining Culture and Commitment
Organizational Anomie: The Silent Drift Undermining Culture and Commitment
In today’s healthcare landscape, performance metrics are tracked, values are printed, and recognition programs are branded—yet many employees report a growing sense of disconnection, distrust and burnout. This phenomenon is a sign of organizational anomie—a breakdown in shared norms, meaning, and purpose that affects the entire workforce.
In this dynamic session, Tamarah Brownlee—an experienced healthcare HR executive, researcher, and two-time ASHHRA presenter—will introduce participants to the concept of organizational anomie, explore how it evolves within mission-driven environments, and share strategies for restoring cultural alignment through evidence-based practices. Drawing on research from organizational psychology, sociology, organizational leadership, Gallup analytics, and other real-world examples, attendees will walk away with a diagnostic toolkit and a roadmap for re-engagement.
Whether your organization is navigating post-pandemic fatigue, recognition fatigue, or leadership transition, this session offers clear, strategic direction to reignite purpose, increase belonging, and reduce costly disengagement in a time when organizational commitment matters most.
OBJECTIVES
- Define organizational anomie and describe how it manifests in healthcare environments through cultural misalignment, organizational transitions, toxic leadership and disengagement.
- Identify key drivers and indicators of anomie using HR metrics, engagement data, and leadership behaviors.
- Apply a practical, evidence-based framework to re-norm culture, rebuild trust, and re-engage the workforce with measurable impact.
PRESENTER
- Tamarah Danielle Brownlee, BA, MPH
CEO
The TrueVine Practice Group
Beyond ‘Do No Harm’: How Healthcare Leaders Drive Lasting Change for Patient Safety, Quality and Service
Beyond ‘Do No Harm’: How Healthcare Leaders Drive Lasting Change for Patient Safety, Quality and Service
Change is essential for growth. In healthcare, if we’re not growing, we’re putting patients at risk. Despite our commitment to “first, do no harm,” patient harm occurs every day due to gaps in systems, processes, and human factors. But it doesn’t have to be that way.
In this dynamic session, I will share a compelling real-life story of patient harm—highlighting the emotions felt by the patient’s family and the healthcare professionals involved. I will peel back the layers to reveal how flawed processes and cultural barriers contributed to that harm.
Most importantly, I’ll show how lasting change can—and must—happen. Over the past decade, I have developed a proven Arias 3-Keys to Success methodology for transforming healthcare organizations. Attendees will leave this session equipped with practical tools to identify root causes, drive engagement, and implement sustainable solutions, whether addressing patient safety, quality outcomes, staff well-being, or customer service excellence.
OBJECTIVES
- Articulate why change is non-negotiable in modern healthcare.
- Apply a structured approach to diagnose and solve performance issues.
- Lead change effectively—even in large, complex healthcare settings.
PRESENTERS
- Aaron Arias, RN, BSN, MSN
Chief Nursing Officer
Elitecare Emergency Hospital
Need assistance? Contact the Customer Service Center: 972-349-7679 | ashhra@mcievents.com
