Carolyn Schneider, Chief Human Resources Officer, Ardent Health, shared valuable perspectives on leadership, inclusion, and the challenges of balancing career and personal life in the fast-paced healthcare environment.

A key theme in her story was resilience—shaped by early experiences that taught her confidence and the importance of standing strong in the face of adversity. This resilience laid a strong foundation for her career and leadership style.

When asked how this strength and confidence translated to her leadership role, Carolyn noted that while the healthcare landscape is shifting, her core values remain unchanged. "Whether you call it DE&I, inclusion, or something else, the label doesn’t matter as much as the work itself—what matters is creating an environment where everyone feels they belong and can contribute. That’s always been my focus, and it still is" she shared. For Carolyn, inclusion isn’t a buzzword but a genuine effort to include all people, regardless of background or identity, and she has led with this ethos throughout her career.

"Whether you call it DE&I, inclusion, or something else, the label doesn’t matter as much as the work itself—what matters is creating an environment where everyone feels they belong and can contribute. That’s always been my focus, and it still is" - Carolyn Schneider, Chief Human Resources Officer, Ardent Health

Leadership’s Role in Mitigating Challenges: Systems, Burnout, and Wellbeing

A big part of Carolyn's discussion centered on the challenges that leaders face in navigating complex systems, particularly in behavioral health. Many healthcare workers, especially those in entry-level roles, face systemic issues such as low pay and burnout. "In behavioral health, the shortage of providers is a major issue," Carolyn pointed out. "In some areas, there’s not a single provider for mental health services. Until we address this stigma and recognize the value of mental health support, these challenges will persist."

However, Carolyn emphasized that leaders must also prioritize the wellbeing of their teams. "We can't solve everything, but we can provide support," she said. She advocates for peer groups and mentorship, drawing from her own experience in a CHRO Mastermind group. "Having a group of peers to talk to in a psychologically-safe environment is crucial. It helps you build the resilience needed to lead effectively, especially when dealing with the complexities of healthcare systems."

Combating Burnout with Innovation

During and after the pandemic, caregiver burnout spiked. To help address this, Ardent introduced virtual nursing beginning in 2022. Through monitors in patient rooms, remote nurses can make virtual visits—offering patient support while relieving bedside nurses of certain tasks so they can practice at the top of their license.

In an early use case, a patient’s oxygen saturation was falling, and a virtual nurse visited the room and noticed that the patient’s oxygen tubing had come loose from the wall. The vRN was able to call the team to reposition it for the patient. The platform helps reduce tasks that can lead to caregiver burnout, such as registration and discharge instructions and some clinical components and has also improved patient experience in the hospital.

And with new hybrid models, nurses can work two 12-hour shifts onsite and one as a virtual nurse, offering flexibility that’s both attractive and sustainable.

Ardent is has also implemented the BioButton – a wearable device that tracks continually vital signs, like heart rate and respiratory rate, 1,440 times a day (compared to the traditional four to eight). That device enables early detection and intervention when needed, leading to higher quality care and improved caregiver experience.

Building Culture, Using Innovation, and Predicting the Future

Schneider knows that keeping talent isn’t just about compensation. “Some individuals would leave for small compensation increases and just go across the parking lot,” she said. “Part of our ability to keep them is because our culture is strong.”

Retention, she explained, is rooted in culture. While sign-on bonuses may get a foot in the door, it’s meaningful work and long-term growth that keep team members. That’s why her team is focused on journey mapping—a way to create clear tracks for individuals to see their future in the organization, whether they're in nursing, food services, or environmental services. “Some people are satisfied where they are, and they’re great at what they do. We want to keep that talent, too.”

Leading with Purpose: The Key to Sustainable Engagement

Ultimately, Carolyn stressed the importance of purpose in leadership. Leaders must communicate why their work matters to truly engage their teams. "People leave their leaders, not the work," she explained, reinforcing a common HR belief that engagement hinges on strong leadership. When employees understand the purpose behind their work, they are more likely to feel fulfilled and committed.

Carolyn's approach to leadership is deeply rooted in authenticity, vulnerability, and trust. By creating an environment where people feel supported and understood, she fosters a culture of collaboration and resilience. In healthcare, where challenges can seem insurmountable, her leadership style offers a beacon of hope—showing that with the right foundation of values, support, and purpose, leaders can navigate any storm.

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