Case Study: Transforming HR Operations at a Physician-Owned Hospital

Overview

When physician-owned Orthopaedic Hospital of Wisconsin (OHOW) began looking for a new Human Resources (HR) partner, they wanted someone who understood the unique needs of surgical facilities and they needed a nimble, responsive, and high-quality provider network to support their HR, recruiting, and operational demands.  

“Getting HR right is critical for our partners and the 325 dedicated team members who make OHOW great,” said OHOW CEO Brandon Goldbeck. “We were looking for a best-of-both-worlds solution – the best benefits and the speed that comes with a specialist provider that understands surgical hospitals.” 

What Prompted the Search

OHOW faced several challenges, including: 

• Staffing shortages and recruitment issues 
• Inefficient workflows and excessive documentation 
• Limited flexibility in pay practices and back-office support 
• A cumbersome HR process that caused delays in hiring and onboarding 

“As a specialized, physician-owned hospital, we are agile and move quickly. We have fewer administrative hurdles and can bypass the lengthy approval processes that often slow down traditional hospital operations. As such we needed a partner who understood that and could address our specific needs, provide flexibility in pay practices, and support our recruiting efforts. We needed speed and efficient back-office support.”  

OHOW had more than 12 positions open for more than a year and onboarding took more than six weeks, making it almost impossible to recruit, hire, and bring on new talent to accelerate growth. Current team members had concerns about the benefits package and limited access to providers.  

Finding the Solution

Goldbeck talked to peers and healthcare leaders who suggested he contact MedHQ, an organization that understands the unique needs of physician-owned hospitals and surgical facilities.  Its leadership team brings decades of experience in healthcare management and provides: 

1. Responsiveness and Adaptability: Quickly responding to demand and changing needs. 
2. Premier Provider Network: Ensuring high-quality services through a top-tier network. 
3. Physician-Led Strategy: Offering credibility and understanding of physician-owned hospital operations. 

“MedHQ brought immediate credibility to the decision-making process because their team had been in my shoes and understood the unique needs of OHOW,” added Goldbeck. “MedHQ moved at the speed of our business and put a team in place to oversee our transition, beginning with an aggressive 60-day plan.”  

Implementation and Transition

The transition to MHQ began with an initial conversation and quickly progressed to action: 

• Planning and Transition: A 60-day transition plan was developed and approved, addressing staff concerns and ensuring continuity of benefits. 
• Recruitment: MHQ took over recruiting, hiring four surgical techs within the first two weeks, addressing long-standing vacancies. More than 75 job descriptions were all created from scratch. 
• HR Flexibility: The hospital gained approval to bring an HR professional in-house, legitimizing the HR services and allowing for exploration of new pay practices and performance bonuses. 
• Operational Efficiency: Payroll, timekeeping, and benefits were streamlined, resolving initial issues and improving overall efficiency. 
• Staff Concerns: It was essential to address the concerns of staff, especially those dependent on health insurance. MHQ ensured that the transition would not disrupt health benefits, providing reassurance to the 175 employees who relied on these services. This included expanding health insurance options, allowing staff to access a wider range of providers in the area, which significantly alleviated anxiety about the changeover. 

Results

Six months into the partnership, OHOW experienced significant improvements: 

• Recruitment and Retention: Successfully recruited and retained key staff, addressing long-standing vacancies. 
• Operational Efficiency: Streamlined payroll, timekeeping, and benefits, ensuring smooth transitions. 
• Cost Structure: Delivered on cost model projections.  
• Staff Satisfaction: More options for health insurance and better support for staff, leading to increased job satisfaction. 
• Operational Control: Greater control over HR and operational decisions, meeting the hospital’s specific needs. 

“MedHQ made promises and they delivered,” added Goldbeck. “The upside of having an agile and responsive partner cannot be overstated.”  

To discover how MedHQ’s HR services can help enhance efficiency, improve staff satisfaction, and streamline operations for your surgical facility, please contact us here.