Supporting health care M&A
Posted by Peggy Chin on October 25, 2016.
Leaders in HRIS and benefits at Rochester Regional Health recently presented their experiences at Workday Rising in Chicago. The health system serves the greater Rochester and Finger Lakes region of New York and, like many others in its industry, has been growing steadily by merger and acquisition. The reasons Rochester chose Workday and the benefits that decision has enabled make an interesting case in point for organizations in any industry looking to move HR systems to the cloud or better manage the talent aspects of M&A activity.
Rochester Regional Health is the product of a July 2014 merger between Rochester General Health System and Unity Health System. Both had recently adopted new HR systems of record (Rochester General had chosen Workday), and the combined organization had to choose a single path forward. After considering the whole system’s needs and the functionality requirements, the team ultimately chose Workday for three primary reasons:
- Speed—Converting Unity to Workday would require only 6 months as opposed to 12–18 months to convert Rochester General if Unity’s legacy system had been chosen. Note on the timeline below that another M&A of Clifton Springs Hospital & Clinic was also on the horizon and recently completed in July 2016.
- Business process standardization—Workday offered desirable flexibility to standardize business processes based on leading practices and tailor them to suit, both initially during setup and down the road if needs change. Further, the ability to adopt manager and employee self-service also enabled HR to move away from transactional activity and toward more strategic pursuits.
- Overall functionality—Workday offers Rochester an array of features and functionality to enhance not only day-to-day activities but also enable the ongoing transformation of HR to provide strategic support to the organization. For example, to facilitate ongoing regulatory compliance requirements, Rochester can now easily track employees’ flu vaccinations and health screens, required certifications and licenses, ACA-related data, and onboarding and termination procedures, such as I-9 verification and COBRA notifications. At a strategic level, HR has gained tremendous visibility into its workforce to enable data-informed talent management and succession planning.
The combination of these operational and strategic capabilities can make Workday a valuable tool for managing the people side of M&As across industries. Being able to leverage a structured approach and repeatable processes makes it easier to bring new organizations into the fold and scale effectively to meet the needs of a larger organization overall.
You can learn more about Rochester Regional’s Workday-enabled M&A experiences in this case study. It’s a rich story, and I hope you’ll take a few minutes to read it and take away some insights for your own HR transformation or M&A journey.
As used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting.