Recorded live at AdventHealth, this episode explores what it truly means to operationalize employee wellbeing at scale — and why it cannot live inside a single benefits line item.

Kristin Duquaine, Executive Director of Employee Wellbeing, and Sarah Hawkins, Senior Manager of Employee Wellbeing, share how AdventHealth embedded wellbeing into its brand promise of “Feel Whole,” translating it into strategy, structure, and measurable impact.

Wellbeing Is Not a Program — It’s a System

In many healthcare organizations, wellbeing is folded into an EAP or buried in the health plan. At AdventHealth, it has dedicated leadership, executive visibility, and cross-functional integration.

Kristin, a nurse with nearly three decades at AdventHealth, explains how her clinical experience shaped her belief that holistic wellbeing — mind, body, and spirit — drives long-term outcomes. That philosophy now informs systemwide workforce strategy.

Measuring What Matters

Wellbeing ROI rarely shows up in Year 1.

The team is building a centralized data strategy to evaluate engagement, health risk movement, chronic condition outcomes, mental health impact, and differences across workforce segments. The goal is not participation alone — it is bending long-term workforce stability curves.

The Health Champion Multiplier

A cornerstone of the strategy is the Health Champion Network: 2,800 volunteer team members advocating for wellbeing within their departments.

Key insight: volunteers, not “voluntold.”

Champions are culture carriers and influencers. Departments with champions show significantly higher engagement in wellbeing programs.

For smaller hospitals without dedicated FTEs, this offers a scalable model: build a grassroots network, equip them with tools, and multiply impact without adding headcount.

Advice for Smaller HR Teams

If you only have a few hours a week:

• Make communication consistent, not episodic.
• Tap natural influencers inside departments.
• Integrate wellbeing into daily leader messaging.

Wellbeing is not about marathons or meal plans. It is about helping people see themselves in the solution.

This episode proves scale and humanity can coexist — when leadership commits to both.

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HealthCare Associates Credit Union partners with healthcare organizations to offer a no-cost financial wellness benefit for employees. Built specifically for healthcare professionals, HACU provides everyday banking, loans, mortgages, and financial education - all with no added administrative burden for HR teams. 

Learn more at HACU's Human Resource Benefit or email directly at [email protected] and we are happy to take you through the process whether it's opening a membership for yourself or bringing us on as your employee benefits partner. 

HealthCare Associates Credit Union — a healthier benefit for healthcare HR leaders and their teams. 

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In this episode, we track three major developments shaping healthcare HR strategy right now: a catastrophic escalation in the Kaiser strike, a growing middle management collapse, and a new IRS benefit that could fast-track your workforce into the AI era.

🔥 Segment 1: The Engine Room Walkout

Kaiser Permanente’s strike has entered week four — and it just escalated again.

More than 500 licensed operating engineers have joined the 31,000 nurses already on the picket line. These are not bedside roles. These are the professionals who run high-pressure boilers, electrical grids for life support, and HVAC systems that keep surgical suites sterile.

Travel nurses can backfill clinical gaps.
You cannot easily replace licensed engineers.

Many require state-specific credentials, meaning you cannot simply “fly someone in.” When facilities teams walk out, hospitals face an operational single point of failure.

HR takeaway:
Go to the basement. Meet your facilities leaders. Ensure wages are competitive. Build relationships before leverage shifts.

⚠️ Segment 2: The Middle Management Vacuum

A new report highlights an alarming trend: nurse managers, directors, and VPs are resigning at unprecedented rates.

Some nurse managers are carrying 200+ direct reports. That is not leadership — that is survival mode.

At the same time, younger generations are signaling less interest in traditional leadership roles. Organizations face a critical question:

Do we defend outdated management structures — or reimagine them?

AI may remove administrative burden. But span-of-control audits and leadership redesign must happen now.

HR takeaway:
Pull a report this week. Identify your most overburdened managers. Schedule 15-minute check-ins. Rebalance before collapse forces your hand.

🤖 Segment 3: The IRS AI Subsidy

Here’s the quiet headline of the week: the IRS just expanded guidance allowing employer-provided AI literacy and skill development to qualify as tax-free working condition fringe benefits (Publication 15-B).

Translation:
You may be able to subsidize AI training for your workforce — tax-advantaged.

In a world where payers are deploying AI to accelerate claim reviews and denials, providers must move just as fast.

HR takeaway:
Audit your tuition and fringe benefit programs. Explore AI skill development as both a retention tool and recruitment differentiator.

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HealthCare Associates Credit Union partners with healthcare organizations to offer a no-cost financial wellness benefit for employees. Built specifically for healthcare professionals, HACU provides everyday banking, loans, mortgages, and financial education - all with no added administrative burden for HR teams. 

Learn more at HACU's Human Resource Benefit or email directly at [email protected] and we are happy to take you through the process whether it's opening a membership for yourself or bringing us on as your employee benefits partner. 

HealthCare Associates Credit Union — a healthier benefit for healthcare HR leaders and their teams. 

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Building Your Personal Brand Without Losing Your Professional Edge, featuring Susie Jamerson, Chief People Officer of Corporate Services, AdventHealth

Recorded live in Altamonte Springs, Florida, this episode brings real energy, real conversation, and real leadership insight.

Susie Jamerson returns to the podcast, and this time, the conversation goes deep into something every healthcare leader is navigating right now:

How do you show up authentically online without compromising your professional brand?

🌟 Authenticity vs. Professionalism – Is It Really a Debate?

Social media has evolved. LinkedIn is no longer just a digital résumé. It’s becoming a conversation, a window into values, motivation, and leadership style.

Susie shares how she intentionally built a public-facing social presence rooted in growth, inspiration, and positivity—while staying mindful of her executive role. Her guiding principle?

Show your whole self. Just do it with intention.

She opens up about:

• Balancing personal expression with career responsibility
• Letting team members choose whether to connect on social media
• Why authenticity builds trust instead of eroding authority
• How leaders can reduce generational anxiety by being more human

🔥 Why This Matters for Healthcare Leaders

Healthcare HR professionals often carry the reputation of being “stuffy” or rule-driven. Susie challenges that narrative.

By allowing people to see the human behind the title, leaders can:

• Build deeper trust with teams
• Strengthen psychological safety
• Improve connection across five workforce generations
• Enhance engagement without sacrificing professionalism

Luke adds a powerful perspective from talent acquisition: Younger generations do not separate personal and professional identity the same way previous generations did. Trying to force that separation can create unnecessary tension and anxiety.

💡 Final Reflection

If you want to grow as a leader in today’s healthcare environment, consider this:

• What is your creative outlet?
• What consistent thread defines your brand?
• Are you showing up the same way everywhere—or hiding parts of yourself?

Authenticity, when done intentionally, strengthens leadership. It does not weaken it.

Recorded live. Real conversation. Real leadership.

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HealthCare Associates Credit Union partners with healthcare organizations to offer a no-cost financial wellness benefit for employees. Built specifically for healthcare professionals, HACU provides everyday banking, loans, mortgages, and financial education - all with no added administrative burden for HR teams. 

Learn more at HACU's Human Resource Benefit or email directly at [email protected] and we are happy to take you through the process whether it's opening a membership for yourself or bringing us on as your employee benefits partner. 

HealthCare Associates Credit Union — a healthier benefit for healthcare HR leaders and their teams. 

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This Monday News Drop covers three developments that should be squarely on every healthcare HR leader’s radar.

📉 Segment 1: NCLEX Pass Rates Dip

The 2025 NCLEX pass rate dropped to 69.1%, down from 69.7% in 2024. On paper, that’s a 0.6% decline.

In reality? Nearly 100,000 nursing graduates did not pass.

In a nation already facing a nursing shortage, even fractional declines matter. The exam is the entry gate into practice. Fewer passes = fewer nurses entering the workforce pipeline.

Additional concerns:

• First-time pass rate: 86%
• Repeat pass rate: 52%
• International repeat pass rate: 30%

The question isn’t whether the test should be rigorous. It should. The question is how we support those who fall short and how we preserve the pipeline.

HR takeaway: Monitor your license-pending hires closely. Retesting timelines matter. Retention of near-pass candidates matters even more.

✊ Segment 2: Kaiser Strike Expands

Over 3,000 pharmacy techs and clinical lab scientists have joined the 31,000 nurses already on strike.

Hospitals can run painfully with travel nurses. They cannot function without pharmacy and lab.

This expansion underscores a core truth: every role in healthcare is part of the same operational chain. Break one link, the whole system strains.

HR takeaway:
Don’t ignore ancillary departments. Schedule listening sessions with lab and pharmacy leaders. Engagement in those groups may be the difference between stability and operational gridlock.

⚖️ Segment 3: Scope Snapback & Payer Pressure

New Jersey’s pandemic-era practice flexibilities for APNs and PAs have expired.

Advanced practice clinicians must now return to formal collaborative agreements with supervising physicians. Autonomy walked forward during COVID. It just walked backward.

Simultaneously, Cigna announced 2,000 global layoffs, while PeaceHealth cut hospice nurses and clinical staff.

🚨 This Week’s Three Priorities

1. Ancillary Check-In: Visit lab and pharmacy teams. Listen early.
2. Scope Audit: Verify collaborative agreements and compliance.
3. Denial Prep: Prepare billing teams for potential payer shifts.

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HealthCare Associates Credit Union partners with healthcare organizations to offer a no-cost financial wellness benefit for employees. Built specifically for healthcare professionals, HACU provides everyday banking, loans, mortgages, and financial education - all with no added administrative burden for HR teams. 

Learn more at HACU's Human Resource Benefit or email directly at [email protected] and we are happy to take you through the process whether it's opening a membership for yourself or bringing us on as your employee benefits partner. 

HealthCare Associates Credit Union — a healthier benefit for healthcare HR leaders and their teams. 

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In this episode, Luke Carignan sits down with Kelly Trummer, AVP of Talent Acquisition at Wellstar Health System, to unpack what’s next for healthcare recruiting in a rapidly evolving workforce landscape. 

With prior experience at Yale New Haven Health and Southcoast Health, she brings a national perspective on what’s changing—and what must change—inside healthcare TA. 

For Kelly, talent acquisition in healthcare is about direct impact. Every hire affects patient care. That purpose continues to fuel her work and leadership approach. 

The Post-Pandemic Reality 

The workforce challenge has shifted. We are no longer hiring our way out of shortages in nursing, imaging, and therapeutic roles. Instead, organizations must rethink strategy: 

• Develop internal pipelines
• Engage future talent earlier
• Reduce friction in recruiting processes
• Compete in an increasingly tight labor market 

AI Is Not Replacing Recruiters 

One of the most powerful themes of the conversation: AI is not eliminating recruiters—it is elevating them. 

By removing administrative burdens, automation allows recruiters to focus on what matters most: relationship building, intentional conversations, and strategic workforce planning. 

However, adoption requires balance. Healthcare organizations must bridge generational divides in comfort with AI while ensuring candidate experiences remain human-centered and frictionless. 

The recruiter of the future? Agile, relationship-driven, and technologically fluent. 

Differentiation in a Crowded Market 

For Wellstar, competitive advantage comes down to how the organization treats its people. Total rewards, wellbeing programs, and individualized career paths are not just benefits—they are differentiators. 

Kelly reinforces that talent acquisition leaders must invest in their own teams and build peer networks across the industry. Collaboration, not isolation, will define success in the years ahead. 

Final Advice for TA Leaders 

• Plug into your national healthcare TA network
 • Invest in your people
 • Build internal pipelines early
 • Stay agile
 • Embrace change proactively 

The future of healthcare talent acquisition will belong to leaders who move early, think long-term, and bring others with them. 

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HealthCare Associates Credit Union partners with healthcare organizations to offer a no-cost financial wellness benefit for employees. Built specifically for healthcare professionals, HACU provides everyday banking, loans, mortgages, and financial education - all with no added administrative burden for HR teams. 

Learn more at HACU's Human Resource Benefit or email directly at [email protected] and we are happy to take you through the process whether it's opening a membership for yourself or bringing us on as your employee benefits partner. 

HealthCare Associates Credit Union — a healthier benefit for healthcare HR leaders and their teams. 

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Healthcare HR leaders finally get a moment to exhale, but the work is far from over. In this week’s Monday News Drop, Bo Brabo, Luke Carignan, and ASHHRA President & CEO Jeremy Sadlier break down three critical developments shaping workforce strategy, compliance, and recruiting right now. 

Segment 1: The 11th-Hour Telehealth Save
Congress narrowly avoided the telehealth cliff. The Healthcare Access and Modernization Act of 2026 has been signed, extending Medicare telehealth flexibilities through December 31, 2027. Patients can continue receiving care from home, but new guardrails are in place. Starting in Q2, CMS will conduct quarterly audits of providers billing more than 50% of visits via telehealth.
HR takeaway: Release February 1 claims, but immediately flag high-volume telehealth providers and refresh documentation protocols to prepare for increased scrutiny. 

Segment 2: Kaiser Strike Enters Week Two
The Kaiser Permanente labor dispute continues to escalate. With more than 2,000 travel nurses deployed to maintain operations, unions have filed unfair labor practice charges, arguing replacement workers are being paid double what staff nurses requested. Tensions are rising, and public perception is becoming a key pressure point.
HR reality check: The hardest work comes after the strike ends. Rebuilding trust, preventing “us vs. them” culture, and aligning leadership, HR, and labor relations will define long-term outcomes. 

Segment 3: The Visa Surprise
The State Department’s February 2026 Visa Bulletin delivered unexpected good news. EB-3 priority dates for nurses from the Philippines and India advanced nearly nine months, opening a rare window to accelerate international hiring.
Strategic guidance: Speed matters, but ethics matter more. Vet international recruitment partners carefully, ensure compliance with ethical standards, and invest in structured onboarding and community integration to support long-term retention. 

This Week’s Priorities:
• Green-light telehealth billing while preparing for CMS audits
• Monitor labor activity and cultural risk inside union environments
• Accelerate international nurse pipelines with integrity and structure 

Healthcare HR is no longer reacting to disruption. It is shaping what comes next. 

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HealthCare Associates Credit Union partners with healthcare organizations to offer a no-cost financial wellness benefit for employees. Built specifically for healthcare professionals, HACU provides everyday banking, loans, mortgages, and financial education - all with no added administrative burden for HR teams. 

Learn more at HACU's Human Resource Benefit or email directly at [email protected] and we are happy to take you through the process whether it's opening a membership for yourself or bringing us on as your employee benefits partner. 

HealthCare Associates Credit Union — a healthier benefit for healthcare HR leaders and their teams. 

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Healthcare HR leaders are heading into one of the most consequential weeks of the year. In this episode of the ASHHRA Monday News Drop, Luke Carignan, Bo Brabo, and ASHHRA President & CEO Jeremy Sadlier unpack three fast-moving developments that demand immediate attention from HR, finance, and executive teams. 

Segment 1: A Tale of Two Coasts
While New York nurses return to work after securing historic staffing protections, the West Coast is waking up to a massive escalation. More than 31,000 healthcare workers across California and Hawaii, including nurses, pharmacists, and imaging professionals, have launched an open-ended strike over staffing ratios and wages tied to inflation.
HR reality check: The contagion effect is real. Enforceable staffing guarantees are now the most powerful organizing and recruiting tool in healthcare. Union or not, organizations that fail to visibly address staffing risk becoming the next target. 

Segment 2: The Telehealth Hail Mary
With just days remaining before the January 30 deadline, the House has passed a two-year extension of Medicare telehealth flexibilities. The Senate still must act. A lapse, even for 48 hours, could trigger denied claims and major revenue disruption.
Actionable guidance: Do not dismantle telehealth infrastructure. Instruct revenue cycle teams to hold telehealth claims from February 1–3 until Senate confirmation is secured. This single step could prevent a costly billing crisis. 

Segment 3: The “Great Healthcare Plan” and PBM Reform
The White House has released a new healthcare framework emphasizing aggressive PBM reform and price transparency, while notably stepping away from enhanced ACA subsidies. Premium pressure for employees is likely to persist.
HR opportunity: PBM reform is not just a finance issue. Use this moment to demand transparency from your benefits partners, audit rebate structures, and identify savings that can help offset rising employee costs. 

This Week’s Focus:
• Monitor West Coast labor activity and prepare for patient surges
• Protect telehealth revenue during legislative uncertainty
• Reassess staffing strategy, benefits cost exposure, and PBM risk 

Healthcare HR is no longer adjacent to strategy. It is central to it. 

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Healthcare HR is entering a pressure point week. In this Monday News Drop, Bo Brabo, Luke Carignan, and Jeremy Sadlier break down three converging forces that are already reshaping labor strategy, care delivery, and executive decision making. 

Segment 1: The “Peace Treaty” Hangover
The New York City nurses strike has officially ended at NewYork-Presbyterian and Mount Sinai, but the real impact is just beginning. The tentative agreement sets a national precedent: a 19% wage increase over three years paired with an ironclad staffing enforcement clause. If staffing ratios are missed, nurses receive automatic premium pay with no arbitration and no delay.

HR takeaway: This is not just a labor story. It is an operational and financial risk signal. HR leaders should immediately calculate their staffing miss rate and model what automatic penalties would have cost last month. If you wait for the union to raise this, you are already behind. 

Segment 2: The Telehealth Countdown
Extended Medicare telehealth flexibilities expire in 11 days, on January 30, 2026. Without Congressional action, the geographic originating site rule snaps back on February 1, limiting reimbursement for home based telehealth visits outside rural areas.
 

HR takeaway: Do you know which providers in your system would be out of compliance on February 1? If not, why not? This is a data and workforce planning problem, not just a policy issue. Patient access, provider schedules, and employee time off will all be affected if telehealth abruptly contracts. 

Segment 3: The Efficiency Wave Moves West
Following Alameda Health, Providence announced cuts of approximately 450 non clinical roles across Washington and Oregon, while CVS Health and its subsidiary Oak Street Health are closing clinics and reducing headcount. Growth at all costs is giving way to margin preservation.
 

HR takeaway: This is not panic. It is a phase change. Expect continued role consolidation, automation, and redeployment. The best organizations will reskill and redeploy talent with integrity, transparency, and real choice, not force disguised as opportunity. 

The Bigger Picture
Labor contracts, care delivery models, and financial discipline are converging fast. If you are in healthcare HR and still see yourself as adjacent to strategy, it is time to step forward. The teams who engage now will be shaping enterprise decisions a year from today. 

🎧 Listen in, get ahead, and lead from the center. 

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In this week’s Monday News Drop, hosts Bo Brabo, Luke Carignan, and Jeremy Sadlier unpack the critical workforce, policy, and compensation trends shaping healthcare HR as we move deeper into 2026. From labor risk to pay strategy to the expiration of ACA subsidies, this episode delivers practical insight leaders can act on immediately.

Key Topics Covered:

Nurse Strike Risk & Staffing Ratios
With New York City facing potential large-scale nursing strikes, the conversation highlights how staffing ratios are shifting from policy language to enforceable labor contract terms. The takeaway for HR leaders is clear: transparency, staffing communication, and proactive workforce planning can reduce strike risk faster than wages alone.

Medicaid Cuts & ACA Subsidy Expiration
The team explores the real-world impact of Medicaid funding reductions and the expiration of ACA premium subsidies. Hospitals are already seeing layoffs, rising uncompensated care, and growing emergency department utilization. HR leaders are urged to prepare for budget volatility, workforce redeployment, and increased pressure on frontline staffing.

Workforce Redeployment Over Layoffs
Rather than defaulting to layoffs, this episode reinforces the case for redeploying and upskilling existing employees. From patient access to revenue cycle roles, proactive retraining can stabilize operations while preserving institutional knowledge and morale.

2026 Pay Strategy Reality Check
National merit increases have stabilized around 3–3.5%, but healthcare remains an outlier with sustained wage pressure. The hosts discuss why across-the-board increases no longer work and why differentiated pay strategies are essential to retain top clinical talent and manage wage compression.

The HR Imperative
This episode reinforces a core message: workforce shortages are now structural, not cyclical. Burnout is an organizational risk, not an individual failure. And HR leaders play a central role in navigating labor relations, compensation strategy, and policy-driven disruption.

Actionable Takeaways for This Week:
• Run a strike-risk audit with nurse leaders
• Audit per diem and part-time coverage options
• Review telehealth compliance timelines
• Identify redeployment and upskilling opportunities

🎧 Listen now to stay ahead of the workforce, policy, and compensation shifts redefining healthcare HR in 2026.

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We made it to Episode 200, and this milestone edition of The ASHHRA Podcast could not be more timely.

Kicking off 2026, co-hosts Bo Brabo and Luke Carignan are joined by Jeremy Sadlier for a wide-ranging Monday News Drop that examines the forces reshaping healthcare HR, workforce strategy, and hospital operations right now—and what leaders must prepare for next.

What’s Inside Episode 200:

Workforce Shortages Are Structural, Not Cyclical
The conversation opens with a hard truth: healthcare workforce shortages are no longer temporary. Leaders must move beyond short-term hiring fixes and focus on long-term workforce redesign, redeployment, and internal talent mobility.

Burnout Is an Organizational Risk
Burnout is no longer framed as an individual resilience issue. The team discusses why burnout is increasingly viewed as a system failure—one that impacts safety, engagement, retention, and financial performance across health systems.

Upskilling Is the New Retention Strategy
Degree pathways, certifications, and employer-funded education are emerging as the most powerful retention tools. Developing internal talent is no longer optional—it’s essential to sustainability.

AI in Healthcare HR Is Moving Faster Than Governance
From recruiting and scheduling to workforce analytics and productivity modeling, AI adoption is accelerating. The challenge? Governance, bias controls, and leadership readiness are lagging behind the technology.

The Expiration of ACA Subsidies and Its Ripple Effects
One of the most urgent discussions centers on the recent expiration of ACA subsidies. The group breaks down what this means for hospital finances, emergency department utilization, workforce planning, and HR budgets in 2026 and beyond.

Why This Episode Matters

This isn’t just a look back—it’s a clear-eyed look forward. Episode 200 challenges healthcare HR leaders to think systemically, plan strategically, and step confidently into their role as operational leaders during a time of unprecedented change.

Whether you’re focused on workforce planning, employee engagement, AI strategy, or healthcare policy impacts, this episode delivers perspective you can use immediately. 

From Our Sponsor(s)...

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