As hospital and health system chief human resources officers plan for 2026, they are doubling down on workforce investments to improve recruitment and retention — and exploring emerging areas such as artificial intelligence to support engagement.
Becker’s connected with four HR executives to learn which workforce investments are nonnegotiable for 2026 and which focus areas they believe will be the biggest drivers of workforce strength.
At Tulsa, Okla.-based Saint Francis Health System, investment in frontline leader capability is paramount in 2026, according to Chief Human Resources Officer Jamie Payne.
“Leaders directly shape the employee experience, engagement and retention, and without equipping them with strong operational, financial and people leadership skills, no workforce strategy is sustainable,” Ms. Payne said.
For Springfield, Mass.-based Baystate Health, investing in its people and communities is the top priority, according to Chief People Officer Melonie Jackson. The system is reinvesting $8.9 million in employee benefits as part of its total rewards package so team members do not absorb rising healthcare costs.
“We want people to choose Baystate as their preferred destination to work and practice and that begins with showing real support for our workforce,” Ms. Jackson said. “This investment reinforces our role as an economic and health pillar of the region, and it helps us deliver compassionate, high-quality, and accessible care while working to improve health for everyone in our communities.”
At Joplin, Mo.-based Freeman Health System, building readiness for change and maintaining investment in its people remain a top focus, said Chief Human Resources Officer Kristan Eaton.
“Guided by our strategic plan’s ‘people first’ point of purpose, we’re prioritizing skill-based hiring, flexible staffing models, advancing our technology, and leadership development,” Ms. Eaton said. “Workforce adaptability and growth will drive recruitment, retention, and strategic success.”
Toledo, Ohio-based ProMedica’s top workforce investment for 2026 is strengthening recruitment and retention, according to Chief Human Resources Officer Floyd Chasse.
“With projections continuing to show a significant gap between the supply and demand for healthcare staff, it is essential that we invest in the technology and processes needed to address this issue effectively,” Mr. Chasse said. “Our efforts include expanding the use of a newly implemented enterprise human capital management platform to streamline the recruitment process.”
Additionally, the system is investing time and effort into exploring nontraditional talent acquisition opportunities, including high school workforce pipelines and partnerships with colleges and universities.
To improve retention, leaders are spending more time fostering open communication, including several feedback channels such as rounding, surveys and leadership-employee meetings, he said.
Emerging foci for 2026
Leaders also pointed to emerging areas they believe will most significantly impact recruitment and retention in the year ahead.
Talent pipeline development stands out for Saint Francis Health System.
“Strong partnerships with schools, internal career pathways, and upskilling opportunities create stability, loyalty and sustainable workforce in an increasingly competitive labor market,” Ms. Payne said.
Mr. Chasse said artificial intelligence is poised to have the greatest impact in 2026 by automating tasks, personalizing experiences and predicting needs.
“We are currently experiencing this as we continue to expand the use of our newly implemented enterprise human capital management platform and explore agentic AI that would connect it with other enterprise systems,” he said. “That integration would enhance employee satisfaction by making it easier for staff to directly manage HR and financial tasks in a timely manner.”
Additionally, AI technology is expected to improve clinicians’ satisfaction by reducing administrative burdens, such as scribing — freeing up provider time for patient care, Mr. Chasse said.
Ms. Jackson said leveraging predictive analytics to redesign how work is done will be among the most significant changes.
“At Baystate Health, we’re prioritizing data and advanced workforce analytics to anticipate future needs, strengthen critical pipelines, and proactively address retention risks before they become vacancies,” she said. Just as important, we’re using culture and engagement metrics to understand what truly drives people to choose Baystate as we continue to be the preferred destination to work and practice in Western Massachusetts.”
At the Becker's 11th Annual IT + Revenue Cycle Conference: The Future of AI & Digital Health, taking place September 14–17 in Chicago, healthcare executives and digital leaders from across the country will come together to explore how AI, interoperability, cybersecurity, and revenue cycle innovation are transforming care delivery, strengthening financial performance, and driving the next era of digital health. Apply for complimentary registration now.
