I've spent the majority of my career in workforce solutions, and if there's one thing I've learned, it's that change is constant. But in all my years, I cannot remember a single piece of legislation that has sparked as much conversation, anxiety, and frankly, uncertainty in healthcare as the One Big Beautiful Bill Act.

Over the last several weeks, I've been meeting with hospital executives, CHROs, and Talent Acquisition leaders. No matter where the conversation starts, it always circles back to the same topic: what does this bill mean for our people and our ability to deliver care?

One story stands out to me. I was talking with a CHRO from a regional health system who said, "I feel like I'm being asked to solve a puzzle where the picture on the box keeps changing." Her team had just started to stabilize after several tough years of travel nurse dependence, and now they were back at the drawing board, trying to figure out how shifting Medicaid requirements and funding cuts would affect their staffing models.

She is not alone. I'm hearing variations of that same story everywhere. Leaders are trying to balance financial strain with workforce stability. They're worried about potential hiring freezes in some areas, while at the same time bracing for increased demand in outpatient and community health roles. And almost every leader I meet with asks the same question: how do we prepare for something this big when we don't know exactly where it will land?

From a talent acquisition perspective, here's what I believe matters most right now:

• Be proactive, not reactive. Start building workforce scenarios now with your leadership teams. If you wait until funding changes hit, you'll be scrambling to adjust.
• Think about redeployment and reskilling. Hiring isn't the only answer. Sometimes the fastest way to meet new workforce needs is to retrain the people you already have.
• Invest in future pipelines. Outpatient, community, and preventive care roles are likely to grow. Building those pipelines now could be a competitive advantage later.

3 Things Every Healthcare TA Leader Should Do Now To Prepare for the One Big Beautiful Bill:

1. Audit your current workforce. Where are you most exposed if cuts or coverage shifts hit?
2. Pilot reskilling programs. Even small steps today can help you avoid bigger disruptions tomorrow.
3. Start conversations with partners. Whether it's RPO, technology, or workforce strategy, building relationships now will save you valuable time when changes accelerate.

Healthcare has always been about people, the patients served and the teams who care for them. The One Big Beautiful Bill is going to test both sides of that equation. But the organizations that lean into planning, agility, and collaboration will be the ones that weather the storm and come out stronger.

For me, the conversations with leaders over the past several weeks have been a reminder of why I've spent my career in this industry. It's not easy, but it's meaningful. And while none of us have all the answers yet, we're in this together.

If you'd like to compare notes or share how your organization is preparing, I'd welcome the conversation. Sometimes the best ideas come from simply talking it through. I can be reached at cmccann@psgglobal.com.