For rural hospitals, outsourced HR is not necessarily about replacing an internal team. More often, it is about providing the right level of support at the right time. Whether an organization is navigating a leadership transition, evaluating compensation, improving onboarding, or strengthening retention efforts, outsourced HR can help move important initiatives forward while reducing the burden on internal staff.

When can Outsourced HR be helpful?

Outsourced HR is often most valuable when hospitals are experiencing change, filling critical gaps, or trying to advance workforce initiatives without adding immediate headcount.

During Leadership Transitions

Changes in executive leadership can create uncertainty and disrupt day-to-day operations. Important projects may stall while existing team members take on additional responsibilities. Outsourced HR can provide continuity during these periods by maintaining structure, supporting employees, and helping leadership keep priorities on track until a permanent solution is in place.

During Growth or Organizational Change

As hospitals expand services, introduce new programs, adjust staffing models, or respond to changing patient demands, workforce needs often become more complex. Outsourced HR support allows organizations to scale their HR capabilities without immediately committing to additional full-time hires, giving leadership greater flexibility during periods of transition.

When Internal Teams Need Additional Capacity & Expertise

Even experienced HR professionals can benefit from additional support. Rural hospitals often have small teams responsible for a wide range of responsibilities, from recruiting and onboarding to employee relations, compliance, benefits administration, and performance management. An outsourced HR partner can serve as an extension of the internal team, providing ongoing guidance, strategic perspective, and hands-on support to help keep priorities moving forward.

What Outsourced HR Looks Like in Practice

Client Example #1

For one rural hospital client, Lutz provided ongoing monthly HR strategy and support to leadership along with tactical support to the HR team. That included weekly check-ins as a sounding board for the internal team and hands-on work across several projects, including employee manual reviews, compensation benchmarking, job description alignment, and onboarding and orientation enhancements.

This type of model gives hospital leadership access to both strategic insight and hands-on execution. Instead of trying to solve every HR issue internally with limited bandwidth, the organization gains an experienced partner who can help guide priorities and keep work moving.

Client Example #2

In another case, a rural hospital used Lutz’s outsourced HR services during a period when broader operational support was needed. Alongside outsourced CFO and consulting services, outsourced HR helped fill an important gap until the organization was ready to hire internally. Once the hospital had built that internal capacity, it continued using advisory support in other ways.

These examples show how outsourced HR support for many rural hospitals can serve as a bridge, providing stability, structure, and momentum during a time of need.

Why the Connection Between HR & Finance Matters

In rural hospitals, people and financial strategy are closely connected. Staffing decisions, compensation structures, retention efforts, and onboarding processes all affect operational performance. That is why outsourced HR can be especially valuable when paired with outsourced CFO support.

Compensation review is a practical example. When hospitals are trying to stay competitive while managing tight financial constraints, benchmarking can help leadership understand how roles compare to the market, identify potential pay gaps, and make compensation decisions that support both recruiting and retention.

Lutz Can Help Align People & Financial Strategy

Workforce challenges rarely exist in isolation. Staffing shortages, compensation concerns, recruiting difficulties, and retention issues all have financial implications that affect the long-term sustainability of a hospital. That is why many rural hospitals benefit from an integrated approach.

By combining Lutz’s Outsourced HR support with Outsourced CFO services, organizations gain access to both workforce expertise and financial insight. Together, these services help hospital leaders make informed decisions about staffing, compensation, organizational structure, and long-term planning.

Whether your organization is navigating leadership transitions, evaluating compensation, strengthening retention efforts, or addressing broader operational challenges, Lutz can help. To start a conversation, please contact us.

• Positivity, Strategic, Ideation, Woo, Activator

Steph Hand

Chief Human Resources Officer/Shareholder

Steph Hand, Chief Human Resources Officer and Shareholder, began her career in 1998. After nearly two decades of building Lutz's internal HR function, she established and now leads the firm's Outsourced HR and Consulting services. Her vision and leadership have been instrumental in shaping both Lutz's award-winning culture and its comprehensive HR offerings.

Leveraging her background in communication and leadership development, she helps small and mid-sized businesses in all industries build thriving workplaces. She provides customized HR strategies that align with business goals while fostering strong, people-centric cultures. Steph values creating practical solutions that help organizations develop and retain talent while driving sustainable growth.

At Lutz, Steph puts people first through her positive, action-oriented leadership style. Her ability to activate new ideas while maintaining focus on employee well-being has established Lutz as a leader in workplace culture. As the architect of the firm's HR practices, she continues to shape how businesses approach their most valuable asset - their people.

Steph lives in Omaha, NE, with her husband and kids. Outside the office, she can be found spending time with family and friends and traveling to Arizona.

402.496.8800

shand@lutz.us

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• Achiever, Learner, Strategic, Context, Individualization

Julianne Kipple

Healthcare Shareholder

Julianne Kipple, Healthcare Shareholder, began her career in 2008. Over the years, she has built a strong expertise in healthcare accounting and consulting while driving the expansion of Lutz’s services for rural and critical access hospitals. She is actively involved in the healthcare department’s operations, focusing on strategic growth and team development.  

Leveraging her experience in healthcare finance, Julianne focuses on providing outsourced CFO services to healthcare facilities. She provides Medicare and Medicaid cost reporting, software conversion assistance, and comprehensive financial management solutions. Julianne values ensuring the sustainability of rural healthcare facilities, understanding their vital role in their communities. 

 

At Lutz, Julianne demonstrates what it means to serve beyond expectations by helping healthcare organizations facing complex challenges. Her genuine care for rural healthcare facilities shows in everything she does - from anticipating their needs to finding creative solutions that ensure their success. Through her thoughtful mentorship of her team, she's helped establish Lutz as a trusted partner in the healthcare sector. 

 

Julianne lives in Bennington, NE, with her husband and four children. Outside the office, she can be found attending her kids' sporting events, running, and cooking on the weekends. 

402.827.2075

jkipple@lutz.us

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