Easing the Burden: HealthPRO Heritage’s CHRO on Flex Staffing, Connected HR Tech, and Practical AI

Summary

In healthcare, you can’t Zoom in care, so how do you build flexibility, reduce admin burdens, and retain scarce clinicians?

Tommy Comer, Chief Human Resources Officer at HealthPRO Heritage, shares how his team supports therapists across 44 states by blending smart staffing models with a connected HR tech ecosystem.

With 15 years in healthcare HR, Tommy explains how the employee–employer compact has shifted especially for therapists with gig-like options and why leaders must design flexibility around settings and shifts, not location.

He details practical tech and AI use cases that actually give time back to caregivers: automated record audits (Dart AI) for accuracy and reimbursement, voice-to-text documentation, and an AI-powered HR “mascot” that answers policy questions 24/7 so HR can focus on complex issues.

Tommy also breaks down why comp is only one lever, how to link turnover, comp, and scheduling data to find true root causes, and the role HR must play in AI adoption being fluent, peeking around corners, and upskilling the human skills machines won’t replace.

Timestamps

[00:45] – HealthPRO Heritage overview: national footprint and therapy settings served

[01:11] – Tommy’s 15-year path in healthcare HR and why people strategy is different in care

[02:01] – The new employee–employer compact: loyalty, options, and a gig-like therapist market

[05:06] – Flex in healthcare: optimizing PRN talent, cross-setting staffing, and clear options

[07:18] – From silos to systems: connecting turnover, comp, and scheduling data by location

[10:45] – Frontline reality: admin burden vs. mission work—and where tech can relieve it

[11:50] – Practical AI that sticks: Dart AI for audits, voice-to-notes, and an HR “mascot” for policies

[16:02] – HR’s role in AI adoption: fluency, risk balance, human-skills development, and final advice

Takeaways

- Design flexibility around settings and shifts—build cross-setting PRN pools and let clinicians choose where they work.

- Connect people data across systems (turnover, comp, scheduling) to diagnose root causes by market and site.

- Deploy simple, high-impact AI: automated record audits, voice-to-text documentation, and 24/7 HR knowledge bots.

- Reduce administrative friction so clinicians can focus on care; standardize and streamline what you can.

- Treat pay as one lever—pair fair comp with recognition, strong supervisors, and predictable, transparent schedules.

- Make HR AI-fluent and lead adoption while upskilling the human skills (communication, leadership) AI won’t replace.
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