Ronald Heller

SHRM-Atlanta Workshop on Conducting Effective Investigations: I had such an incredible time at SHRM-Atlanta last month teaching how to conduct effective HR investigations of discrimination, harassment, and retaliation complaints. These investigations are a crucial responsibility for HR professionals, requiring substantive knowledge of the issues and impartiality to ensure fair outcomes. I was grateful for the opportunity to share best practices and practical approaches with such a dedicated group. SHRM-Atlanta

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Hospitals are unique organizations. At their heart, they’re about saving lives—a deeply clinical mission. Yet, many leadership roles today are held by non-clinicians. While this brings valuable operational expertise, it raises a crucial question: Are we fully leveraging the insights of those who understand patient care at its core? I believe clinicians, especially doctors, can bring a transformative perspective to leadership roles. Their ability to bridge clinical excellence with organizational performance makes them uniquely suited for these positions. 𝟏. 𝐂𝐥𝐢𝐧𝐢𝐜𝐢𝐚𝐧𝐬 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐏𝐚𝐭𝐢𝐞𝐧𝐭-𝐂𝐞𝐧𝐭𝐫𝐢𝐜 𝐂𝐚𝐫𝐞 Doctors have firsthand experience on the frontlines of care. They don’t just manage—they advocate for patient safety and quality outcomes. Their ability to align priorities with real-world challenges makes them invaluable in decision-making roles. 𝟐. 𝐓𝐡𝐞𝐲 𝐅𝐨𝐬𝐭𝐞𝐫 𝐚 𝐁𝐞𝐭𝐭𝐞𝐫 𝐖𝐨𝐫𝐤 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭 Doctors in leadership roles can connect deeply with medical teams. They recognize clinical contributions, set achievable goals, and create policies that prioritize both staff well-being and patient outcomes. 𝟑. 𝐁𝐫𝐢𝐝𝐠𝐢𝐧𝐠 𝐂𝐥𝐢𝐧𝐢𝐜𝐚𝐥 𝐚𝐧𝐝 𝐎𝐩𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐆𝐨𝐚𝐥𝐬 Roles like Chief Medical Officer or Clinical Director exemplify this balance. By blending their clinical expertise with operational insight, doctors can align hospital strategies with the realities of patient care. I think, stepping into leadership is not without its challenges. Clinicians often lack formal management training, and balancing care delivery with administrative duties can be tough. That’s why healthcare organizations must encourage and support clinicians in leadership development—through mentorship, formal training, and structured opportunities to transition into management roles. Hospitals thrive when leadership reflects a balance of operational acumen and clinical insight. Encouraging clinicians to step into these roles can strengthen this balance, ensuring hospitals deliver not just care, but exceptional outcomes. Are we doing enough to empower clinicians to lead? Let’s discuss how we can bridge this gap. #leadership #healthcare #chro

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HR is expected to: De-escalate conflict Support legal compliance Protect culture Lead people strategy Deliver DEI, retention, performance, pay equity, and more But too often? HR is the last team to get resources. The last to be staffed. The last to be taken seriously until something breaks. Then suddenly: “Where was HR?” Here’s the hard truth: You can’t ask HR to be a fire department when you never built the infrastructure to prevent the blaze. We don’t need reactive HR. We need strategic, empowered, well-resourced HR from day one. 💬 If you’re a founder or exec, ask yourself: “Have I built HR to lead — or just to clean up?” #StrategicHR #FoundersAndPeopleOps #PeopleFirst #TheHRInnovatorGroup

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Attn: NY EMPLOYERS Due to a recent court decision and new changes to employment law effective in 2025, it is crucial for all employers in New York to update their employee handbooks. Handbooks written prior to 2025 must now include the following: Reproductive Health Notices: Ensure your employees are informed about their rights and available resources regarding reproductive health. Prenatal Leave Policy: Clearly outline the leave entitlements and support available for employees during pregnancy. Lactation Breaks: Include verbiage that details the provision of adequate breaks and facilities for lactating employees. These updates are essential to comply with the latest legal requirements and to support the well-being of your workforce. Make sure to review and revise your handbooks promptly to stay compliant and foster a supportive work environment. If your handbook needs revision, please contact My HR Department www.myhrd.biz #employeehandbook #employmentlaw #compliance #2025changes Eric Sarver, Esq. Keith J. Frank Tricia M. Taitt John Gover Benjamin Markan Benjamin Horowitz Simone Sloan, Rph , MBA Boris Onefater Michael Oberther Christopher Salem Mary Jo Jacobs

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