1 00:00:00,080 --> 00:00:02,720 Hello, everyone. I'm Peter Schmidt from Workday. Thank 2 00:00:02,720 --> 00:00:04,580 you for joining us for this podcast. 3 00:00:05,359 --> 00:00:07,040 We are thrilled to be joined today by 4 00:00:07,040 --> 00:00:10,559 Karen Downs, senior director, HR, technology, and operation 5 00:00:10,559 --> 00:00:11,699 at Prime Therapeutics. 6 00:00:12,794 --> 00:00:14,394 Karen, thank you so much for being here 7 00:00:14,394 --> 00:00:16,554 today. Happy to be here. Thanks for having 8 00:00:16,554 --> 00:00:20,175 me. Great. Today, we're gonna discuss human resources 9 00:00:20,394 --> 00:00:22,574 and Prime Therapeutics' use of Workday. 10 00:00:23,274 --> 00:00:25,935 With that, let's dive right into our conversation. 11 00:00:26,489 --> 00:00:27,629 So the first question, 12 00:00:27,929 --> 00:00:31,210 today, Karen, is can you tell everyone about 13 00:00:31,210 --> 00:00:33,049 yourself and a little bit about your professional 14 00:00:33,049 --> 00:00:33,549 experience? 15 00:00:34,009 --> 00:00:36,729 Sure. Happy to. So, as you said, Peter, 16 00:00:36,729 --> 00:00:38,429 so I'm currently at Prime Therapeutics, 17 00:00:39,265 --> 00:00:41,905 in the capacity of senior director, overseeing the 18 00:00:41,905 --> 00:00:45,524 HR technology and operations teams that also comprises 19 00:00:45,664 --> 00:00:47,125 payroll and HR compliance. 20 00:00:47,585 --> 00:00:50,225 So I've been at Prime since February of 21 00:00:50,225 --> 00:00:50,965 this year. 22 00:00:51,940 --> 00:00:54,100 Prior to that, though, I have been in 23 00:00:54,100 --> 00:00:56,440 the work deal, the HR technology space 24 00:00:56,980 --> 00:00:59,800 for around about 6 years. My my background 25 00:00:59,940 --> 00:01:02,659 has really spanned, you know, project management, product 26 00:01:02,659 --> 00:01:04,120 management, program management 27 00:01:04,954 --> 00:01:06,254 Early on in my career, 28 00:01:07,034 --> 00:01:08,894 that led me to some technology 29 00:01:09,435 --> 00:01:11,215 software as a service organizations 30 00:01:12,474 --> 00:01:15,435 and then on to talent acquisition. I led 31 00:01:15,435 --> 00:01:16,814 talent acquisition teams 32 00:01:17,370 --> 00:01:19,870 at a large global supply chain organization. 33 00:01:20,890 --> 00:01:22,969 And while I was in that role, I 34 00:01:22,969 --> 00:01:25,629 found my way to Workday, Cornerstone, 35 00:01:25,930 --> 00:01:26,430 ServiceNow, 36 00:01:27,450 --> 00:01:30,250 really supporting the HR technology roadmap and have 37 00:01:30,250 --> 00:01:31,790 stayed in that space since. 38 00:01:32,614 --> 00:01:34,075 Great. So Prime Therapeutics 39 00:01:34,454 --> 00:01:36,234 might not be familiar to 40 00:01:36,534 --> 00:01:39,575 everybody turning in tuning into the podcast today. 41 00:01:39,575 --> 00:01:40,055 Can you, 42 00:01:40,935 --> 00:01:43,435 explain a little bit about what Prime does? 43 00:01:43,655 --> 00:01:45,329 Absolutely. Yep. So Prime Therapeutics 44 00:01:47,090 --> 00:01:47,590 Diversified 45 00:01:48,049 --> 00:01:49,030 Pharmacy Solutions 46 00:01:49,329 --> 00:01:49,829 Organization, 47 00:01:50,130 --> 00:01:52,230 really in that pharmacy benefits management 48 00:01:52,930 --> 00:01:55,909 space offering innovative solutions around specialty 49 00:01:56,450 --> 00:01:59,354 and medical drug management and, and more recently, 50 00:01:59,354 --> 00:02:02,094 state government solutions. So really servicing 51 00:02:02,394 --> 00:02:05,114 millions of people across the country. A key 52 00:02:05,114 --> 00:02:07,454 component of our mission and positioning 53 00:02:07,994 --> 00:02:10,014 is that we're endeavoring to reimagine 54 00:02:10,394 --> 00:02:12,955 pharmacy solutions to provide the care we'd want 55 00:02:12,955 --> 00:02:15,389 for our own loved ones in what is 56 00:02:15,389 --> 00:02:18,610 typically, you know, very complex and stressful situations. 57 00:02:19,150 --> 00:02:21,389 So looking to challenge the way that things 58 00:02:21,389 --> 00:02:23,310 have always been done in this in this 59 00:02:23,310 --> 00:02:26,530 space, challenging that status quo, to develop intelligently 60 00:02:26,909 --> 00:02:27,969 designed solutions 61 00:02:28,544 --> 00:02:30,884 that focus more so on savings, simplicity, 62 00:02:31,344 --> 00:02:34,164 and support to help people achieve better health. 63 00:02:35,104 --> 00:02:36,564 Great. Well, that that certainly, 64 00:02:36,944 --> 00:02:39,344 helps a lot of us understand what Prime 65 00:02:39,344 --> 00:02:39,844 does. 66 00:02:40,544 --> 00:02:42,580 So back to the my first question and 67 00:02:42,580 --> 00:02:45,219 and your tremendous amount of experience with HR 68 00:02:45,219 --> 00:02:45,719 transformations, 69 00:02:46,900 --> 00:02:48,900 can you share some of the highlights of 70 00:02:48,900 --> 00:02:50,120 your, your history, 71 00:02:50,580 --> 00:02:52,039 doing these sorts of transformations? 72 00:02:52,580 --> 00:02:54,465 Yeah. Yeah. I, personally, I feel really, really 73 00:02:54,465 --> 00:02:57,284 fortunate to have had the experience I've had, 74 00:02:57,905 --> 00:02:59,584 especially over the past 6 years since I've 75 00:02:59,584 --> 00:03:00,645 been in that HR, 76 00:03:01,425 --> 00:03:03,344 technology space. And I would say even for 77 00:03:03,344 --> 00:03:05,680 a couple of years prior to that, being 78 00:03:05,680 --> 00:03:07,060 involved in HR transformations, 79 00:03:07,520 --> 00:03:10,240 it's, it's been fantastic to have, you know, 80 00:03:10,240 --> 00:03:12,400 a a front row seats and oftentimes even 81 00:03:12,400 --> 00:03:13,539 a seat at the table, 82 00:03:14,080 --> 00:03:16,560 to where business and HR strategy is being 83 00:03:16,560 --> 00:03:17,060 defined 84 00:03:17,360 --> 00:03:20,134 and then supporting the enablement of that and 85 00:03:20,134 --> 00:03:22,534 and really being able to be involved in 86 00:03:22,534 --> 00:03:24,955 and influence that end to end employee lifecycle 87 00:03:25,094 --> 00:03:26,875 from that point of candidate attraction 88 00:03:27,334 --> 00:03:29,114 all the way through to, you know, retirement 89 00:03:29,254 --> 00:03:29,995 or termination. 90 00:03:30,614 --> 00:03:31,894 So for me, I would say some of 91 00:03:31,894 --> 00:03:33,574 the highlights have been that, you know, I've 92 00:03:33,574 --> 00:03:34,875 done 2 implementations 93 00:03:36,030 --> 00:03:36,770 of of Workday 94 00:03:37,469 --> 00:03:39,490 and ServiceNow and one of UKG 95 00:03:40,110 --> 00:03:42,510 thus far. And both of those implementations have 96 00:03:42,510 --> 00:03:44,430 really been complex in their in their own 97 00:03:44,430 --> 00:03:44,930 ways. 98 00:03:45,870 --> 00:03:48,590 One was a global implementation. You know, as 99 00:03:48,590 --> 00:03:51,069 we went live in 36 countries and we 100 00:03:51,069 --> 00:03:52,444 were bringing together 101 00:03:52,985 --> 00:03:56,185 various different approaches to HR. Some were some 102 00:03:56,185 --> 00:03:58,664 countries were still working from whiteboards and and, 103 00:03:58,664 --> 00:04:00,905 you know, Excel spreadsheets, and others were on 104 00:04:00,905 --> 00:04:01,644 more legacy 105 00:04:02,104 --> 00:04:02,604 systems. 106 00:04:03,144 --> 00:04:04,949 And then my second implementation 107 00:04:05,330 --> 00:04:06,790 was only in 108 00:04:07,250 --> 00:04:08,449 in the US, but it was in a 109 00:04:08,449 --> 00:04:09,590 very, very regulated 110 00:04:10,449 --> 00:04:10,949 unionized 111 00:04:11,250 --> 00:04:13,010 environment. And so that brought with it its 112 00:04:13,010 --> 00:04:13,830 own inherent 113 00:04:14,449 --> 00:04:16,310 challenges. So they've both been fascinating 114 00:04:17,125 --> 00:04:19,925 implementations of of work data work on. The 115 00:04:19,925 --> 00:04:21,845 companies I've worked through have been going through 116 00:04:21,845 --> 00:04:24,004 rapid change, and that's, you know, either been 117 00:04:24,004 --> 00:04:25,464 caused by growth 118 00:04:26,245 --> 00:04:28,345 into new markets, new geographies, 119 00:04:28,964 --> 00:04:29,464 acquisitions, 120 00:04:30,324 --> 00:04:32,639 or maybe it's, you know, changed due to 121 00:04:32,639 --> 00:04:33,139 technology 122 00:04:34,080 --> 00:04:36,080 that's changing either at the business or the 123 00:04:36,080 --> 00:04:36,980 HR level. 124 00:04:37,360 --> 00:04:40,980 The transformations have also been hinging upon cultural 125 00:04:41,920 --> 00:04:43,699 evolutions going on at the various 126 00:04:44,080 --> 00:04:46,535 companies as well. So just made for really 127 00:04:46,595 --> 00:04:47,095 interesting 128 00:04:47,794 --> 00:04:49,095 and complex work. 129 00:04:49,555 --> 00:04:50,615 Beyond those implementations, 130 00:04:50,995 --> 00:04:53,735 very, very grateful for opportunities to work on 131 00:04:53,875 --> 00:04:56,294 dynamic roadmaps. You know, I love post production 132 00:04:56,914 --> 00:04:58,774 work where we're really able to 133 00:04:59,120 --> 00:05:02,019 leverage the technology that we've implemented to further 134 00:05:02,479 --> 00:05:04,979 HR and business strategy. And that has 135 00:05:05,519 --> 00:05:07,060 been a wonderful experience 136 00:05:07,439 --> 00:05:08,959 to be able to work on that across 137 00:05:08,959 --> 00:05:11,685 the gamut of, you know, payroll benefits, talent 138 00:05:12,225 --> 00:05:14,245 recruiting, it's, you know, compensation 139 00:05:14,625 --> 00:05:15,285 and such. 140 00:05:15,665 --> 00:05:17,185 And I would say the last thing I'd 141 00:05:17,185 --> 00:05:19,024 mentioned here in terms of some, you know, 142 00:05:19,024 --> 00:05:21,345 one of my key highlights is that service 143 00:05:21,345 --> 00:05:24,384 delivery model. I get really energized by models 144 00:05:24,384 --> 00:05:26,639 and putting models in place that 145 00:05:27,120 --> 00:05:28,900 that leverage strong governance, 146 00:05:29,600 --> 00:05:32,580 and effective frameworks and really effective partnerships 147 00:05:33,120 --> 00:05:36,240 upstream and downstream internally. So whether that's partnerships 148 00:05:36,240 --> 00:05:38,340 with IT and finance, audit, 149 00:05:38,800 --> 00:05:41,379 external vendors, bringing all of that together 150 00:05:42,214 --> 00:05:45,014 to create those effective frameworks have have certainly 151 00:05:45,014 --> 00:05:47,514 fallen into that highlight category for me. 152 00:05:48,615 --> 00:05:50,954 Great. Sounds like an incredible history, Karen. 153 00:05:51,415 --> 00:05:53,834 So looking at at Prime and and 154 00:05:54,310 --> 00:05:57,350 especially recently, the Magellan acquisition seems like a 155 00:05:57,350 --> 00:05:59,050 a pivotal moment for Prime. 156 00:05:59,509 --> 00:06:01,029 So is this gonna be a new business 157 00:06:01,029 --> 00:06:01,529 model, 158 00:06:01,990 --> 00:06:02,729 for Prime? 159 00:06:03,829 --> 00:06:05,509 Yes. Absolutely. Yeah. We've, 160 00:06:06,245 --> 00:06:08,564 we we acquired Magellan. Sometimes you'll hear us 161 00:06:08,564 --> 00:06:10,504 call referred to as MRX, 162 00:06:11,045 --> 00:06:13,305 but we acquired them in in December of 163 00:06:13,365 --> 00:06:13,865 2022. 164 00:06:14,964 --> 00:06:16,485 And so since then, we've been in this 165 00:06:16,485 --> 00:06:17,305 post acquisition 166 00:06:18,085 --> 00:06:20,910 landscape of really working to understand how do 167 00:06:20,910 --> 00:06:23,550 we bring together that legacy Prime and legacy 168 00:06:23,550 --> 00:06:24,050 MRX 169 00:06:24,430 --> 00:06:26,430 and really work together in more of that 170 00:06:26,430 --> 00:06:27,089 new Prime 171 00:06:27,629 --> 00:06:28,129 capacity. 172 00:06:29,550 --> 00:06:30,750 So it sounds like there are a lot 173 00:06:30,750 --> 00:06:32,849 of changes in the organizational structure. 174 00:06:33,254 --> 00:06:34,935 So how did how did you manage the 175 00:06:34,935 --> 00:06:36,875 acquisition? How did Prime make that happen? 176 00:06:37,254 --> 00:06:38,615 Yeah. So I would say that, you know, 177 00:06:38,615 --> 00:06:40,855 as is really typical with any of that 178 00:06:40,855 --> 00:06:43,334 m and a activity, it happened very quickly. 179 00:06:43,334 --> 00:06:45,334 There's never enough time, right, to be as 180 00:06:45,334 --> 00:06:45,834 thoughtful 181 00:06:46,289 --> 00:06:47,810 and as planful as you as you would 182 00:06:47,810 --> 00:06:48,629 want to be. 183 00:06:48,930 --> 00:06:50,849 I'll break my answer down into into 2 184 00:06:50,849 --> 00:06:52,849 sections. The first is from more of that 185 00:06:52,849 --> 00:06:53,349 technology 186 00:06:54,050 --> 00:06:55,990 and worker data standpoint. 187 00:06:56,370 --> 00:06:59,110 We engaged Accenture to to support the acquisition. 188 00:07:00,129 --> 00:07:02,404 What helped us in many ways is that 189 00:07:02,404 --> 00:07:04,665 Magellan was also a Workday customer. 190 00:07:05,125 --> 00:07:07,444 So that's that's simplified thing here, less to 191 00:07:07,444 --> 00:07:09,625 do in terms of, you know, data mapping 192 00:07:09,845 --> 00:07:10,504 and such. 193 00:07:11,125 --> 00:07:13,285 So that was certainly going in our in 194 00:07:13,285 --> 00:07:14,189 our favor there. 195 00:07:14,670 --> 00:07:16,990 We didn't actually harmonize any data at the 196 00:07:16,990 --> 00:07:19,069 point of that initial acquisition. So we kind 197 00:07:19,069 --> 00:07:21,709 of brought over Magellan as it was in 198 00:07:21,709 --> 00:07:23,410 its own workday environment. 199 00:07:23,949 --> 00:07:24,930 And then harmonizing 200 00:07:25,389 --> 00:07:26,370 of that data 201 00:07:27,205 --> 00:07:28,805 has really been more of a focus in 202 00:07:28,805 --> 00:07:31,365 that post acquisition landscape the past couple of 203 00:07:31,365 --> 00:07:31,865 years. 204 00:07:32,485 --> 00:07:33,944 Culturally and strategically, 205 00:07:34,644 --> 00:07:36,504 it was framed as a as a collaborative 206 00:07:36,884 --> 00:07:39,464 merger, really intended to be a happy marriage 207 00:07:39,524 --> 00:07:42,060 and a mutually beneficial, I would say, to 208 00:07:42,060 --> 00:07:44,060 to the goals and the strengths of both 209 00:07:44,060 --> 00:07:44,560 companies. 210 00:07:45,100 --> 00:07:47,100 But as you mentioned, it's certainly a new 211 00:07:47,100 --> 00:07:49,839 business model and once that's going through definition 212 00:07:49,980 --> 00:07:51,040 and now socialization. 213 00:07:52,139 --> 00:07:53,439 Internally, it's absolutely, 214 00:07:53,899 --> 00:07:55,740 I would say, a priority to move into 215 00:07:55,740 --> 00:07:57,360 that new prime phase and 216 00:07:57,725 --> 00:08:00,685 also away from those legacy references and and 217 00:08:00,685 --> 00:08:01,665 really look ahead, 218 00:08:02,285 --> 00:08:04,925 to how we reap the rewards of of 219 00:08:04,925 --> 00:08:07,824 what has been a very strong collaborative merger. 220 00:08:09,084 --> 00:08:10,519 Great. I I think one of the things 221 00:08:10,519 --> 00:08:12,939 that always fascinates me is the talent transformation 222 00:08:13,319 --> 00:08:15,579 aspect of this, and it's an important, 223 00:08:16,040 --> 00:08:17,660 part of any company merger. 224 00:08:18,120 --> 00:08:21,399 How did Prime, leverage Workday to help navigate 225 00:08:21,399 --> 00:08:22,139 this issue? 226 00:08:22,785 --> 00:08:24,384 Yeah. I think there's there's actually quite a 227 00:08:24,384 --> 00:08:26,564 few layers, to this question. 228 00:08:27,664 --> 00:08:30,865 Because post acquisition or those merger activities go 229 00:08:30,865 --> 00:08:33,664 through multiple phases, often over multiple years, and 230 00:08:33,664 --> 00:08:35,700 Prime's no exception to that. 231 00:08:36,179 --> 00:08:38,740 So the first stage is really understanding who 232 00:08:38,740 --> 00:08:41,000 our company is now from that talent 233 00:08:41,460 --> 00:08:44,419 perspective, and we really need worker data and 234 00:08:44,419 --> 00:08:44,919 accurate 235 00:08:45,460 --> 00:08:47,860 worker data for that. So, you know, as 236 00:08:47,860 --> 00:08:50,865 I mentioned, we did bring over Magellan structures 237 00:08:51,004 --> 00:08:54,044 and hierarchies and job profiles and such. And 238 00:08:54,044 --> 00:08:56,284 at the start of this year, we began 239 00:08:56,284 --> 00:08:58,144 down more of that aggressive harmonization 240 00:08:58,764 --> 00:09:01,644 path, harmonize working with finance, I should say, 241 00:09:01,644 --> 00:09:04,384 to harmonize cost centers and supervisory 242 00:09:04,684 --> 00:09:05,159 orgs. 243 00:09:05,639 --> 00:09:08,279 And then for the past 2 years, we've 244 00:09:08,279 --> 00:09:10,139 been working on a on a harmonization 245 00:09:10,600 --> 00:09:11,100 initiative 246 00:09:11,559 --> 00:09:14,279 for job and compensation frameworks that will go 247 00:09:14,279 --> 00:09:16,440 live at the end of this year. That's 248 00:09:16,440 --> 00:09:18,519 then really going to pave the way for 249 00:09:18,519 --> 00:09:20,620 a further phase of career frameworks, 250 00:09:21,004 --> 00:09:22,144 skills and competencies 251 00:09:22,445 --> 00:09:23,345 that will reflect 252 00:09:23,884 --> 00:09:24,625 new prime. 253 00:09:25,004 --> 00:09:27,725 And I think that second phase, which will 254 00:09:27,725 --> 00:09:30,605 likely run over 25, 26, will see us 255 00:09:30,605 --> 00:09:34,205 leveraging more of Workday's talent capabilities, both from 256 00:09:34,205 --> 00:09:34,945 a functionality 257 00:09:35,829 --> 00:09:38,250 perspective and then also from an analytics perspective. 258 00:09:39,829 --> 00:09:42,169 Great. So going back to technology, 259 00:09:42,789 --> 00:09:45,110 one of the things that comes out whenever 260 00:09:45,110 --> 00:09:46,409 you talk about Prime 261 00:09:46,789 --> 00:09:49,509 is that, you know, modern technology, and it's 262 00:09:49,509 --> 00:09:52,175 a key focus for Prime. Can you tell 263 00:09:52,175 --> 00:09:53,235 us a little bit about 264 00:09:53,774 --> 00:09:56,654 about that and what types of strategic or 265 00:09:56,654 --> 00:09:57,634 customer objectives 266 00:09:58,095 --> 00:10:01,235 are tied into that move to modern technology? 267 00:10:01,934 --> 00:10:03,795 Yeah, sure. So I would say 268 00:10:04,254 --> 00:10:06,959 I can talk at length about this topic 269 00:10:06,959 --> 00:10:08,720 of, you know, modern technology. It really is 270 00:10:08,720 --> 00:10:11,039 a passion area of mine because, you know, 271 00:10:11,039 --> 00:10:12,899 people have come to expect intuitive, 272 00:10:13,679 --> 00:10:16,500 user friendly, seamless interactions with companies. 273 00:10:16,879 --> 00:10:18,399 If you think about how easy it is 274 00:10:18,399 --> 00:10:20,399 to buy something online or really do anything 275 00:10:20,399 --> 00:10:21,764 in your personal life 276 00:10:22,085 --> 00:10:24,184 through your phone, whatever device you have. 277 00:10:24,884 --> 00:10:26,665 It's that very, very much that 278 00:10:27,285 --> 00:10:27,785 self-service 279 00:10:28,245 --> 00:10:28,745 mindset 280 00:10:29,605 --> 00:10:32,485 that is inherent throughout our society now. And 281 00:10:32,485 --> 00:10:35,045 in some ways, the health care industry has 282 00:10:35,045 --> 00:10:37,779 struggled to keep up with that progress. 283 00:10:38,240 --> 00:10:40,559 In some cases, we're using technology that's, you 284 00:10:40,559 --> 00:10:43,539 know, decades old, which can create barriers and 285 00:10:43,759 --> 00:10:45,919 require a bunch of workarounds that can make 286 00:10:45,919 --> 00:10:46,628 our work harder and in turn can then 287 00:10:46,628 --> 00:10:47,039 cause friction and frustration for members and prescribers. 288 00:10:47,039 --> 00:10:47,539 So 289 00:10:48,320 --> 00:10:51,149 for frustration for members and prescribers. So the 290 00:10:51,149 --> 00:10:52,105 prime uplifting our technology is a top priority, 291 00:10:52,105 --> 00:10:52,884 and we are making progress in that regard. 292 00:10:53,024 --> 00:10:55,304 For example, you know, technology is enabling us 293 00:10:55,304 --> 00:10:56,245 to complete more 294 00:10:56,625 --> 00:10:58,804 prior authorizations automatically, which means 295 00:11:04,139 --> 00:11:07,660 prescribers can receive real time clinical reviews and 296 00:11:07,660 --> 00:11:08,160 responses. 297 00:11:08,620 --> 00:11:11,120 And members can then get their prescriptions without 298 00:11:11,180 --> 00:11:13,360 surprises when they actually get to the pharmacy. 299 00:11:13,820 --> 00:11:15,580 And I would say another example is our 300 00:11:15,580 --> 00:11:19,105 pharmacy match products. So Prime is conflict free, 301 00:11:19,325 --> 00:11:22,545 and doesn't direct patients to our owned pharmacies. 302 00:11:23,245 --> 00:11:26,045 So what pharmacy match does is it's a 303 00:11:26,045 --> 00:11:27,184 cloud based solution 304 00:11:27,884 --> 00:11:30,793 to help ensure members specialty medications prescription process 305 00:11:30,793 --> 00:11:31,950 between our clients and members 306 00:11:45,554 --> 00:11:46,054 easier, 307 00:11:46,595 --> 00:11:47,975 faster, and more intuitive. 308 00:11:48,754 --> 00:11:50,194 But what I'd also say is this, you 309 00:11:50,194 --> 00:11:51,894 know, concept of modern technology 310 00:11:52,514 --> 00:11:55,875 absolutely extends to our HR solutions. I I 311 00:11:55,875 --> 00:11:58,129 have this little joke of, you know, we 312 00:11:58,129 --> 00:12:00,209 live in the 21st century until we come 313 00:12:00,209 --> 00:12:02,289 to work. And that is one of my 314 00:12:02,289 --> 00:12:05,570 own motivators to work in HR technology because 315 00:12:05,570 --> 00:12:06,309 of the opportunity 316 00:12:06,690 --> 00:12:09,490 to work on solutions that that bridge that 317 00:12:09,490 --> 00:12:11,985 divide between personal and work life. 318 00:12:12,464 --> 00:12:13,745 And I would say one example is that 319 00:12:13,745 --> 00:12:14,804 we recently implemented 320 00:12:15,345 --> 00:12:17,745 Workday help as a means of providing our 321 00:12:17,745 --> 00:12:20,804 employees a more modern, personalized, and and self-service 322 00:12:21,024 --> 00:12:24,065 driven model with which to engage with with 323 00:12:24,065 --> 00:12:24,565 HR. 324 00:12:25,870 --> 00:12:27,709 Great. I I mean, it sounds like a 325 00:12:27,709 --> 00:12:30,190 phenomenal thing for for members to be able 326 00:12:30,190 --> 00:12:32,690 to, to to especially around specialty 327 00:12:33,309 --> 00:12:35,149 drugs, to be able to to find the 328 00:12:35,149 --> 00:12:37,649 the optimal situation for them. So, 329 00:12:38,125 --> 00:12:40,845 obviously, transparency is important to to Prime, 330 00:12:41,404 --> 00:12:42,545 conflicts of interest. 331 00:12:43,325 --> 00:12:45,165 You wanna mitigate those. And, 332 00:12:45,884 --> 00:12:48,205 and and I think another interesting fact is 333 00:12:48,205 --> 00:12:50,925 is that, you know, Prime talks about, going 334 00:12:50,925 --> 00:12:51,985 beyond profits. 335 00:12:52,929 --> 00:12:55,429 So, you know, how do these, company values 336 00:12:55,490 --> 00:12:57,730 show up in your operations and in business 337 00:12:57,730 --> 00:12:58,230 practices, 338 00:12:59,490 --> 00:13:02,610 you know, particularly particularly in in in human 339 00:13:02,610 --> 00:13:04,529 resources? Are are there other things that you're 340 00:13:04,529 --> 00:13:05,669 endeavoring to do? 341 00:13:06,524 --> 00:13:08,764 Yeah, I would say so from a business 342 00:13:08,764 --> 00:13:10,684 standpoint, first, you know, at Prime, we really 343 00:13:10,684 --> 00:13:13,245 are focused on doing what's right for those 344 00:13:13,245 --> 00:13:15,264 we serve and helping our customers 345 00:13:15,725 --> 00:13:17,884 choose the best and most affordable path for 346 00:13:17,884 --> 00:13:19,105 their for their members 347 00:13:19,419 --> 00:13:21,519 to get the medicine they need prioritizing 348 00:13:22,059 --> 00:13:23,440 more so of that seamless 349 00:13:23,899 --> 00:13:26,779 integration into the health care journey. Because as 350 00:13:26,779 --> 00:13:28,460 I mentioned earlier, that's what we would want 351 00:13:28,460 --> 00:13:30,379 for our loved ones. You know, so we're 352 00:13:30,379 --> 00:13:32,059 not looking to steer people to our own 353 00:13:32,059 --> 00:13:34,860 pharmacies or pursue the highest margins and instead 354 00:13:34,860 --> 00:13:35,235 prime 355 00:13:36,115 --> 00:13:38,454 focuses on demonstrating true transparency 356 00:13:39,315 --> 00:13:41,154 to do what's right for its customers and 357 00:13:41,154 --> 00:13:41,815 their members, 358 00:13:42,195 --> 00:13:45,095 passing value back to those that it serves. 359 00:13:45,475 --> 00:13:47,414 From an HR standpoint, similarly, 360 00:13:47,730 --> 00:13:48,709 I think that transparency 361 00:13:49,329 --> 00:13:52,449 is important and more really focusing on what 362 00:13:52,449 --> 00:13:53,909 do our employees need 363 00:13:54,370 --> 00:13:57,589 to not just do their work at Prime 364 00:13:58,049 --> 00:14:00,449 in an efficient in a productive way and 365 00:14:00,449 --> 00:14:02,684 breaking down some of those barriers and and, 366 00:14:02,684 --> 00:14:05,404 you know, mitigating some of the inefficiencies that 367 00:14:05,404 --> 00:14:06,705 can exist with the 368 00:14:07,085 --> 00:14:09,164 with the systems that employees have to have 369 00:14:09,164 --> 00:14:11,004 to navigate. But then also for them as 370 00:14:11,004 --> 00:14:13,245 an employee itself, you know, they look to 371 00:14:13,245 --> 00:14:14,945 work day, they look to h. R. 372 00:14:15,485 --> 00:14:17,345 To support them as an employee 373 00:14:18,049 --> 00:14:20,470 around, you know, whether it's pay and benefits, 374 00:14:20,610 --> 00:14:21,110 etcetera. 375 00:14:21,649 --> 00:14:22,149 So 376 00:14:23,089 --> 00:14:25,730 I would say a focus for our strategy 377 00:14:25,730 --> 00:14:28,209 and our roadmap going forward is really on 378 00:14:28,209 --> 00:14:29,589 promoting that positive 379 00:14:30,370 --> 00:14:30,870 employee 380 00:14:31,304 --> 00:14:34,105 experience, empowering our employees to be effective and 381 00:14:34,105 --> 00:14:36,825 productive employees, but then also taking care of 382 00:14:36,825 --> 00:14:37,565 the human 383 00:14:37,945 --> 00:14:41,304 first as well through their interactions with HR. 384 00:14:41,304 --> 00:14:44,345 So exciting milestone for us to introduce Workday 385 00:14:44,345 --> 00:14:46,699 help and, and have that be 386 00:14:47,399 --> 00:14:49,639 an example of how we're able to be 387 00:14:49,639 --> 00:14:50,139 transparent 388 00:14:50,839 --> 00:14:54,600 around HR policies, processes, putting information at our 389 00:14:54,600 --> 00:14:55,579 employees fingertips, 390 00:14:56,279 --> 00:14:57,339 and then providing 391 00:14:58,199 --> 00:15:00,299 a high level of care to our employees, 392 00:15:00,735 --> 00:15:03,214 as they are engaging with HR moving away 393 00:15:03,214 --> 00:15:05,855 from some of those legacy mailboxes moving to 394 00:15:05,855 --> 00:15:07,315 more of that modern experience, 395 00:15:07,774 --> 00:15:10,894 but making sure that our HR teams as 396 00:15:10,894 --> 00:15:12,195 they engage with employees 397 00:15:12,889 --> 00:15:16,330 through, through Workday help case management, that they 398 00:15:16,330 --> 00:15:19,149 are committed and still continue to provide 399 00:15:19,769 --> 00:15:22,590 those superior levels of customer service. 400 00:15:23,610 --> 00:15:25,954 Thanks for sharing that. Really appreciate, 401 00:15:26,654 --> 00:15:28,334 the the commitment that that, 402 00:15:28,815 --> 00:15:30,355 Prime has on these topics. 403 00:15:31,134 --> 00:15:31,634 So 404 00:15:32,174 --> 00:15:34,414 can't have a can't have a a podcast 405 00:15:34,414 --> 00:15:37,214 discussion without talking about AI. Mhmm. So can 406 00:15:37,214 --> 00:15:39,169 you talk a little bit about what Prime, 407 00:15:39,649 --> 00:15:41,429 what the plans are for AI 408 00:15:41,809 --> 00:15:44,289 and how that might, you know, affect what 409 00:15:44,289 --> 00:15:45,269 you're working on? 410 00:15:45,570 --> 00:15:48,690 Yeah. Yeah. So Prime is exploring options to 411 00:15:48,690 --> 00:15:51,190 harness AI to make our work stronger, 412 00:15:51,570 --> 00:15:53,985 more engaging, and more valuable to our clients 413 00:15:53,985 --> 00:15:54,725 and members. 414 00:15:55,264 --> 00:15:57,424 But it is important to note that with 415 00:15:57,424 --> 00:15:58,965 any option that we're pursuing, 416 00:15:59,585 --> 00:16:00,404 strong security 417 00:16:00,785 --> 00:16:02,884 has to be a top priority for us. 418 00:16:03,264 --> 00:16:05,264 Our clients and our members trust us to 419 00:16:05,264 --> 00:16:07,949 be good stewards of their data when we're 420 00:16:07,949 --> 00:16:10,990 dealing with PII, PHI, etcetera. And so we 421 00:16:10,990 --> 00:16:12,350 have to make sure that we ensure the 422 00:16:12,350 --> 00:16:14,529 proper policies, guardrails and governance 423 00:16:15,069 --> 00:16:18,209 exist in order to do exactly that. Naturally, 424 00:16:18,589 --> 00:16:21,789 AI solutions to enhance and enable HR strategy 425 00:16:21,789 --> 00:16:22,529 and processes 426 00:16:23,084 --> 00:16:25,245 is certainly in scope for this discovery work. 427 00:16:25,245 --> 00:16:27,884 And I would say that, in general, there's 428 00:16:27,884 --> 00:16:30,064 a strong appetite and a desire 429 00:16:30,684 --> 00:16:33,884 to explore what AI can do for Prime 430 00:16:33,884 --> 00:16:36,044 and what AI can then in turn do 431 00:16:36,044 --> 00:16:37,904 for our members now, our employees. 432 00:16:38,399 --> 00:16:40,639 But we are really balancing that out with 433 00:16:40,639 --> 00:16:41,860 strong due diligence, 434 00:16:42,720 --> 00:16:43,539 around security, 435 00:16:43,919 --> 00:16:45,459 especially for for data. 436 00:16:46,959 --> 00:16:47,779 Great. So, 437 00:16:48,159 --> 00:16:50,399 obviously, you know, you've got a tremendous amount 438 00:16:50,399 --> 00:16:52,019 of experience with Workday. 439 00:16:52,995 --> 00:16:55,575 Specific to Prime, you know, how has Workday 440 00:16:56,195 --> 00:16:59,475 helped Prime reach their corporate goals? Mhmm. I 441 00:16:59,475 --> 00:17:01,154 think in a in a couple of ways. 442 00:17:01,154 --> 00:17:03,955 You know, first, Workday itself is a company 443 00:17:03,955 --> 00:17:05,400 in in growth mode. 444 00:17:05,720 --> 00:17:08,279 When choosing vendors, I personally am always looking 445 00:17:08,279 --> 00:17:10,700 for vendors who can scale and diversify 446 00:17:11,160 --> 00:17:13,320 with us. That to me feels a far 447 00:17:13,320 --> 00:17:14,460 better scenario 448 00:17:14,920 --> 00:17:17,799 for simplifying a technology footprint versus needing to 449 00:17:17,799 --> 00:17:20,200 find alternate vendors for more of those bolt 450 00:17:20,200 --> 00:17:21,845 on custom solutions. 451 00:17:22,384 --> 00:17:24,625 So with Workday's approach to R and D 452 00:17:24,625 --> 00:17:26,565 and continually expanding capabilities 453 00:17:26,865 --> 00:17:30,484 and its own acquisition strategy, there are increasingly 454 00:17:31,025 --> 00:17:33,365 fewer, if I can say that increasingly fewer 455 00:17:33,585 --> 00:17:35,910 needs that Workday can't meet. 456 00:17:36,470 --> 00:17:39,269 The second, I think, is is influence and 457 00:17:39,269 --> 00:17:41,750 enablement. You know, the Workday community is so 458 00:17:41,750 --> 00:17:43,750 strong and it has such a it's such 459 00:17:43,750 --> 00:17:45,670 an advantage to be able to network and 460 00:17:45,670 --> 00:17:46,730 align with companies 461 00:17:47,029 --> 00:17:49,750 who forged a similar path and have tackled 462 00:17:49,750 --> 00:17:50,964 like challenges. 463 00:17:51,505 --> 00:17:53,505 So there's a lot of inspiration, a lot 464 00:17:53,505 --> 00:17:55,984 of assurance and solutions in being part of 465 00:17:55,984 --> 00:17:57,125 the Workday ecosystem. 466 00:17:57,825 --> 00:18:00,325 You know, we also get visibility into industry 467 00:18:00,384 --> 00:18:03,779 trends to validate or influence our goals. And 468 00:18:03,940 --> 00:18:05,859 I think especially from an HR standpoint, to 469 00:18:05,859 --> 00:18:07,940 help us feel confident that we're working on 470 00:18:07,940 --> 00:18:08,759 the right things. 471 00:18:09,779 --> 00:18:11,700 Thank you. So we do have a couple 472 00:18:11,700 --> 00:18:15,000 of, final questions for you here, Karen. 473 00:18:15,539 --> 00:18:18,660 And, you know, contingent workforce is is really 474 00:18:18,660 --> 00:18:19,320 an important 475 00:18:19,855 --> 00:18:22,575 part of the strategy for for most health 476 00:18:22,575 --> 00:18:23,394 care organizations. 477 00:18:24,575 --> 00:18:26,835 Does Prime leverage contingent workers? 478 00:18:27,375 --> 00:18:29,875 Yep. We absolutely do. Yeah. We have both 479 00:18:30,255 --> 00:18:30,755 staff 480 00:18:31,615 --> 00:18:32,115 augmentation 481 00:18:32,654 --> 00:18:33,181 vendors, and then we have more of the 482 00:18:33,181 --> 00:18:33,875 professional consulting, contingent workers. So we 483 00:18:40,829 --> 00:18:43,549 the different contingent worker populations in a couple 484 00:18:43,549 --> 00:18:45,329 of different ways. The first is 485 00:18:45,710 --> 00:18:46,609 staff augmentation, 486 00:18:47,305 --> 00:18:49,705 We manage through a third party through through 487 00:18:49,705 --> 00:18:52,445 Fieldglass that integrates into into Workday. 488 00:18:53,305 --> 00:18:55,085 More of our professional consulting 489 00:18:55,785 --> 00:18:59,164 contingent workers, we process them via ServiceNow. 490 00:18:59,785 --> 00:19:01,244 IT is on ServiceNow 491 00:19:02,029 --> 00:19:04,529 And then we add them manually into Workday. 492 00:19:05,630 --> 00:19:08,190 So relative to Workday, do you have plans 493 00:19:08,190 --> 00:19:09,329 to increase 494 00:19:09,789 --> 00:19:12,369 how you manage those workers with Workday? 495 00:19:12,750 --> 00:19:14,924 I don't think it's necessarily a matter of 496 00:19:14,924 --> 00:19:15,424 increasing 497 00:19:16,365 --> 00:19:17,184 how we 498 00:19:17,644 --> 00:19:20,605 our view of contingent workers. But as with 499 00:19:20,605 --> 00:19:22,605 anything else, you know, on our roadmap is 500 00:19:22,605 --> 00:19:24,765 making sure that we are looking to leverage 501 00:19:24,765 --> 00:19:27,424 technology in the most appropriate way 502 00:19:27,929 --> 00:19:28,589 that we, 503 00:19:28,970 --> 00:19:30,669 that we automate, that we simplify, 504 00:19:31,529 --> 00:19:33,849 and that we ensure that we've got access 505 00:19:33,849 --> 00:19:35,789 to the to the data that we need 506 00:19:36,169 --> 00:19:36,669 around, 507 00:19:37,130 --> 00:19:39,149 this important worker population. 508 00:19:40,525 --> 00:19:41,585 Great. Well, Karen, 509 00:19:42,444 --> 00:19:43,345 really appreciate, 510 00:19:43,644 --> 00:19:44,625 your time today. 511 00:19:45,404 --> 00:19:46,865 Thank you so much for joining, 512 00:19:47,404 --> 00:19:49,805 the discussion. It's been a pleasure speaking with 513 00:19:49,805 --> 00:19:52,920 you. I'd also like to thank, Workday for 514 00:19:52,920 --> 00:19:54,539 making this podcast available. 515 00:19:55,000 --> 00:19:56,840 And you could turn into more podcasts and 516 00:19:56,840 --> 00:20:00,059 virtual events from Becker's Healthcare by visiting, beckershospitalreview.com.