Download the decision framework built for senior living operators who are running out of answers with the model they have.
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In-House vs. Outsourced HR?
Senior living HR runs on a permanent deficit: the volume of daily administration leaves no room for the workforce strategy that would actually reduce overtime, agency spend, and 90-day turnover.
Most operators have a capable team working hard inside that structure, but the problem is the structure. This guide helps you evaluate whether it’s time to change it.
What’s included:
- The reason in-house HR hits a ceiling in senior living
- A side-by-side comparison of both HR models
- The five specific points where in-house HR breaks down
- What a workforce strategy partner actually owns versus what stays with your team
- Eight criteria for evaluating an HR partner before you sign anything
- A self-assessment to benchmark your current state honestly
Get the Guide
Download the decision framework built for senior living operators who are looking for a better way to manage HR.
“You can’t be an effective COO and spend all your time in HR."
“You need resources, but you can’t afford all that expertise under one roof. It’s just too costly and there are too many laws that interplay. I’m not someone who typically outsources because I want control, but Procare was one of the best decisions we’ve ever made. We couldn’t have grown our portfolio without Procare.”
– Denise Juday Barnett, COO, SilverCrest Properties, LLC
96%
of senior living operators reported staffing cost increases
52%
increase in overtime above pre-pandemic levels
67%
rate in CNA turnover for senior living operators