You can’t hire your way out of a talent shortage.
But co-sourcing can help you close the gap.
Health care compensation teams are running lean, facing hiring freezes, and competing for a shrinking pool of specialized talent. The work keeps growing, but the headcount doesn’t.
It’s not about adding another FTE.
It’s about getting the right expertise, exactly when you need it.
In this video, SullivanCotter’s Christina Miller shares how co-sourcing provides compensation teams with dedicated, health care-specific expertise without the recruiting cycle or permanent headcount.
Watch now to learn how health systems like yours can leverage SullivanCotter’s expertise when compensation complexity outpaces your team’s capacity.
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See how we can help >VIDEO TRANSCRIPT
Hi, I’m Christina Miller, a Principal in SullivanCotter’s Employee Workforce Practice, where I lead our co-sourcing services.
Before I joined SullivanCotter, I spent more than a decade leading corporate compensation teams. And no matter how well-run the team was, I kept running into the same wall: my team was expected to take on more work, but I didn’t have the budget, the headcount, or sometimes even the talent pool to add the support we needed. Attempting to fill a compensation team vacancy was something I dreaded because finding the talent I needed was always such a challenge.
But my experience isn’t unique. It’s the reality most compensation teams in health care are living right now.
Here’s why. First, there’s a real talent supply shortage. Compensation is a specialized skill set, and there just aren’t enough experienced professionals to go around. Second, a lot of teams are running lean on expertise. You might have good people, but they’re newer to the field, without the depth these programs really require. And third, even when the need is obvious, hiring freezes take hiring off the table entirely. Leaders are being asked to solve a growing problem with a headcount that isn’t moving.
So if you can’t just hire your way out of it, what do you do?
This is exactly the gap SullivanCotter’s co-sourcing model was built to close. Instead of adding an FTE, you get dedicated SullivanCotter resources who plug directly into your team, without the recruiting cycle, the ramp-up time, or the permanent addition to your org chart.
Our consultants bring project management discipline, so work keeps moving even during your busiest cycles, like annual increases or incentive payouts. They bring deep, specialized compensation expertise, the kind that usually takes years to develop. And they bring health care industry knowledge from day one, so you’re not spending months getting them oriented to your business.
The result is real capacity and real expertise, scaled to exactly what you need, when you need it, without expanding your headcount.
Resource constraints aren’t going away for compensation teams anytime soon. But they don’t have to mean stalled projects or a burned-out staff. Co-sourcing is one way to build in the capacity and expertise your team needs, without adding to your org chart.
If you’re weighing your options, I’m always glad to share what’s working for other teams facing the same pressure.
