Rapidly growing behavioral health practice experiencing high turnover, low staff satisfaction, inconsistent application of HR policies and procedures

High staff attrition and absenteeism rates meant inconsistent quality of service and higher cost of staff training and retention

Untrained and junior HR staff meant a growing backlog of staff issues left unanswered

Impact of low clinical staff satisfaction on patient service quality and organizational image

Current, future state analysis to identify gaps and align to corporate goals

Prioritize and organize tasks with a focus on Return on Investment (value for money)

Solution design creation incorporating:

• Policies and procedure
• HR best practices for healthcare in alignment with local labor laws
• Org. structure to align with corp. objectives
• Process optimization and efficiency
• Training and development
• Continuous improvement and support
• Impact and performance reporting

Change management planning for effective adoption

Phased solution implementation considering adoption and high impact areas

HR and staff training development and delivery

HR team staff ongoing support

Reduced patient complaints from 30% to 13% (related to staff service quality)

Improved patient engagement by support staff meant greater patient satisfaction (4.5 stars)

Increased support staff productivity by 40% (measured by number of patient calls tracking on RingCentral call management system)

Improved admin. staff retention reducing turnover from 6/quarter to 1/quarter

Improved staff satisfaction from 6/10 to 8/10 for (annual staff satisfaction survey)

Reduced cost of absenteeism by 30% across the organization (sick and personal days)

Focused business development and structured growth strategies

Custom library of HR templates, policies, procedures aligned to local labor laws