The healthcare supply chain landscape is undergoing transformative shifts, shaped by pressing challenges and unprecedented opportunities. At the heart of this evolution lies three pivotal changes: the pandemic-driven focus on supply chain resiliency, the migration of Enterprise Resource Planning (ERP) systems to the cloud, and the broader effort to integrate cutting-edge technology into healthcare supply chain operations. Amidst these shifts, the ability to find, retain, and develop in-house supply chain talent has emerged as one of the most significant obstacles—and opportunities—for healthcare systems.
The Talent Challenge in Healthcare Supply Chains
Historically, the industry was (and much of it still is) dependent on third-party providers like Group Purchasing Organizations (GPOs) and distributors. While these entities provided convenience and cost-saving measures, they also left healthcare organizations without in-house expertise in key areas such as strategic sourcing, inventory management, and distribution. As healthcare systems combined individual hospitals to create today’s large-scale operations—some akin to Fortune 500 companies—the need for internal talent capable of managing complex supply chain functions has grown exponentially.
This dependency has been compounded by the broader talent crisis in supply chain management. The pandemic underscored supply chain vulnerabilities, making the field a competitive market for talent across all industries. Healthcare systems now face stiff competition from tech, retail giants and innovative startups, which often offer more enticing career paths for top candidates. Additionally, the retirement of seasoned supply chain leaders—accelerated by the aging workforce—leaves healthcare systems scrambling to fill critical gaps.
Rethinking Talent: A Strategic Imperative
For healthcare organizations, the current moment presents an urgent call to rethink how talent is sourced, developed, and deployed. Success in this area requires a proactive approach:
- Assessing Current Capabilities: Healthcare systems must first understand their current talent landscape by conducting thorough assessments of existing skills, gaps, and processes. This includes evaluating technology proficiency, operational expertise, and strategic capabilities. (Shameless plug: we’ve helped some of the biggest health systems do just that. Want to get going on your assessment? Talk to us.)
- Building Future-Ready Talent Models: Healthcare supply chains need talent that bridges operational knowledge and technical expertise. This means creating roles that align with future needs—such as sourcing directors and distribution managers—and equipping employees with the skills and acumen to manage advanced technologies and processes.
- Creating Career Pathways: Supply chain roles often require hands-on learning and operational experience, which can be seen as unglamorous. Healthcare systems must craft clear career paths that illustrate the potential for growth and leadership, inspiring both current employees and new recruits to invest in their supply chain careers.
The Role of RiseTalent in Closing the Gap
RiseNow’s RiseTalent program offers a compelling solution to these challenges. By focusing on the development of the top 1% of talent, RiseTalent bridges the gap between operational needs and technical proficiency, enabling healthcare organizations to meet their evolving demands. Here’s how:
- Apprenticeship Model: Unlike traditional mentoring programs, RiseTalent operates as an apprenticeship, equipping participants with the equivalent of 18-24 months of hands-on experience from day one. This approach ensures they are "job-ready" while addressing the acute talent shortages healthcare systems face.
- Comprehensive Training: Participants are trained to navigate complex supply chain functions, from strategic sourcing to WMS and point-of-use implementation and system administration. By mastering both the operational and technical aspects, they are prepared to tackle disruptions, drive efficiency, and implement leading practices.
- Deployment and Transfer: RiseTalent not only recruits and trains talent but also embeds them within healthcare organizations. After a two- to three-year period, the talent can be transitioned to the healthcare system, creating a sustainable pipeline of supply chain leaders.
Outcomes That Drive Transformation
The impact of the RiseTalent model is both immediate and long-term:
- Enhanced Operational Efficiency: By embedding talent with deep technical and operational expertise, healthcare systems can streamline processes, reduce dependencies on third parties, and unlock cost savings.
- Future-Proofing Leadership: With a focus on developing future leaders, RiseTalent helps healthcare systems build a bench of talent capable of navigating the rapidly evolving healthcare landscape.
- Closing the Talent Gap: By creating new talent pools and focusing on the "right who"—individuals with the values, grit, and adaptability to succeed—RiseTalent addresses the chronic shortage of supply chain expertise in healthcare.
Building the Supply Chain of Tomorrow
The future of healthcare supply chains depends on a fundamental shift in how talent is viewed and nurtured. Organizations must move beyond a reactive approach to talent acquisition, embracing proactive strategies that align with their broader operational and strategic goals. RiseTalent offers a pathway to achieve this transformation, equipping healthcare systems with the tools, talent, and vision needed to thrive in the 21st century.
By investing in talent today, healthcare organizations can secure their supply chain’s resilience, adaptability, and effectiveness for decades to come—ensuring they are ready to meet the challenges and opportunities of a rapidly changing world.
