February 6, 2025
Through The Eyes Of A Graduate Student
A Day at the HR Solutions in Healthcare Conference
by Victoria Babysheva, PhD Public Health Sciences candidate, Master of Health Evaluation, School of Public Health Sciences at the University of Waterloo
Attending the HR Solutions in Healthcare Conference as a graduate student researching retention strategies for mid-career nurses offered valuable insights into the evolving landscape of workforce sustainability in healthcare. The first day of the conference was filled with insightful discussions, thought-provoking presentations, and valuable interactions with healthcare leaders, all reinforcing the idea that while technology is advancing rapidly, the heart of healthcare remains the people who provide care.
The Power of Discussion: Beyond the Speaker’s Podium
One of the key takeaways from the day was that the real value of conferences lies not just in the presentations but in the discussions that follow. The Q&A sessions became the most engaging moments, where attendees shared experiences, asked pressing questions, and challenged each other to think beyond existing frameworks.
These conversations emphasized that retention is not just about policies or pay—it’s about creating environments where healthcare workers feel valued, supported, and connected.
Scaling Support and Elevating the Provider Experience
A central theme of the conference was how to scale support for healthcare providers so they, in turn, can provide exceptional care to patients. Innovations in HR technology were showcased, yet speakers continually reinforced that automation and AI, while useful, cannot replace the human connection that defines nursing. Instead, the focus was on how technology can enhance the nursing experience—from improved scheduling systems to AI-driven administrative support—so that nurses can concentrate on what matters most: patient care.
Insights from Industry Leaders: Rowing Together
Tracey DasGupta, the Director of Interprofessional Practice at Sunnybrook Hospital, highlighted the complexity of healthcare systems—how different elements continuously shift and impact one another. Her talk emphasized that healthcare teams need to think as a system, adapt, and support one another across organizations.
The phrase “rowing together” captured the essence of collective effort in implementing effective models of care.
Mentorship, Education, and Career Pathways
Several sessions focused on the role of mentorship in retention, particularly for nurses in transition—whether new graduates experiencing first-year transition shock or Internationally Educated Nurses (IENs) adjusting to new systems. Mentorship programs, peer support networks, and structured career pathways were all discussed as essential components of fostering long-term engagement in nursing.
Final Thoughts: Connection, Collaboration, and the Path Forward
Beyond the formal sessions, the energy in the room was incredible—table-hopping discussions, reconnecting with past colleagues, and forming new collaborations.
As I reflect on the day, one thing stands out: retention strategies cannot be one-size-fits-all.
Whether through mentorship, flexible scheduling, or leadership support, the key to retention lies in understanding the needs of nurses at different career stages and creating an environment where they feel valued, empowered, and supported.
As someone researching effective retention strategies for mid-career nurses, I left the conference with a renewed perspective. It is not just about data, policies, or technology—it is about people.
“Retention is not just about keeping nurses in the workforce—it’s about creating places where they want to stay.”
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