In recent years, MedHQ has been making significant strides toward digital transformation to drive success for healthcare clients. In a series of blog posts, we will outline some of the digital processes and systems we use to protect sensitive data and improve efficiency to benefit our clients.
Amy Horvat, Director – Human Resource, Client Services, and Sara Veitch, Director – Human Resource, Client Services, work with clients to handle all HR service deliverables, including employee experience, compliance guidance, staffing strategies, and ensuring all transactional deliverables are executed properly and successfully. They share how MedHQ is streamlining HR services to support clients in the areas that are most important to them.
“It goes beyond just technology,” said Veitch. “What makes MedHQ so innovative is our commitment to look at new technology and the affect it could have on streamlining client HR needs.”
“For the last two years, we have been identifying which system features and functionalities are most important to clients, and then rolling those out in a systematic way,” said Veitch. “I’ve been with MedHQ for a long time, and I’ve seen how digital systems make processes faster and more efficient. It wasn’t that long ago where clients had new employees complete paper forms that were scanned and saved electronically. Now we manage all onboarding for clients in PrismHR. Today, PrismHR houses the majority of our information and data, and is continually enhanced with new capabilities that help our team work more efficiently. This platform integrates seamlessly with many other vendors who are continuing to innovate and will allow more opportunities with other platforms in the future.”
Embracing digital transformation in HR services enables MedHQ to take on a less tactical and more strategic role for clients. Instead of solving small, day-to-day problems, MedHQ has more time to help clients prioritize big-picture goals, like how to attract the best talent or improve overall business processes.
“This transformation allows us to invest more time in relationships. For example, we are able to talk to employers about their plans for returning to the workplace during the current pandemic and are affectively setting up strategies to help them with that transition,” mentioned Horvat. “Most competitors focus on the legalities of each situation and getting things processed and completed, but here at MedHQ, we consider ourselves inside HR professionals. We get to know the people at the centers, we get to know the culture, and we form our plans and strategies around that. We like to think of ourselves as partners.”
“We no longer have to spend time on tasks now managed by the technology,” continued Horvat. “Digital systems allows our team to focus on more important matters to our clients, such as the invasive impact of COVID-19 on employees and company operations. The transition to a remote workforce was so seamless because of how digitally we’ve become as a company. This time away from the office has also helped us identify places where we still have an opportunity to continually go more digital.”
“We are such a high-touch model of service, and that is what sets us apart from our competitors. Where I see MedHQ going above and beyond, is the relationships we have with clients and employees, and our focus to become a partner. As a company, we are so customer service focused. We need the technology to be able to support that service model,” said Veitch.
Learn more about MedHQ’s HR services.
