This article is a summary of the HR Solutions in Healthcare Conference, Session 1, Decentralized Models for HHR in a Hospital Setting.

Cameron Love, President and CEO of the Ottawa Hospital, is not your typical healthcare leader. Steering one of Canada’s top academic health science centres, Love has brought an innovative and people-first approach to a sector grappling with unprecedented challenges. From pandemic-induced staffing shortages to generational workforce shifts, his strategy is reshaping how the Ottawa Hospital addresses its people, operations, and social responsibilities. 

Here’s how Love’s forward-thinking leadership is lighting the path for healthcare organizations everywhere.

Breaking Down Silos: A Bold Approach to Accountability

When faced with recruitment and retention hurdles, Love recognized a critical flaw in the traditional organizational structure—misaligned accountability. Multiple leaders overseeing different aspects of HR resulted in inefficiencies and unclear responsibilities. His solution? Embed HR functions like recruitment and payroll directly into operational teams. 

This structural shift isn’t just about reorganizing departments; it’s about empowering managers to take full ownership of their teams. Under Love’s leadership, operational managers are now key drivers of workforce planning, equipped with clear accountability for metrics like turnover rates and engagement levels.

Pro Tip for Organizations: Consider decentralizing HR tasks to streamline processes and foster accountability within operational units.

Wellness Redefined: Flexibility as the New Norm

Love’s vision extends beyond the conventional perks of employee wellness programs. The Ottawa Hospital’s revamped wellness strategy includes mental health support, new scheduling flexibility, and even a dedicated wellness centre offering family medicine and psychology services. 

Recognizing that the modern workforce demands more adaptability, Love has prioritized policies that accommodate the diverse needs of employees, whether they are new hires or seasoned veterans nearing retirement. Flexible scheduling systems, now rebuilt from the ground up, empower staff to achieve better work-life balance without compromising patient care.

Did You Know? The Canadian Mental Health Association found that 57% of healthcare workers experienced burnout post-pandemic. Love’s wellness initiatives aim to combat this head-on.

Building Bridges with Equity and Inclusion

Love’s approach to leadership includes a deep commitment to Equity, Diversity, and Inclusion (EDI). Recognizing the importance of engaging underrepresented communities, the Ottawa Hospital has established an Indigenous People’s Advisory Circle to guide efforts in inclusivity. Beyond that, Love has championed initiatives to support marginalized populations both within the workforce and the broader community.  

By embedding EDI into its strategic framework, the Ottawa Hospital is creating a culture that values diverse perspectives while addressing systemic barriers to healthcare access.

Action Step: Launch advisory panels and focus groups to engage diverse communities in shaping your organization’s strategies.

Cameron Love’s approach offers actionable insights for organizations looking to thrive in challenging times. By rethinking traditional HR structures and embedding key functions within operational teams, he has improved decision-making and efficiency. His commitment to wellness goes beyond surface-level perks, offering flexible scheduling and comprehensive mental health resources. Furthermore, Love embraces EDI as a core value, building advisory groups to guide inclusivity efforts and ensuring strategies address the unique needs of diverse populations.