RSi, a national revenue cycle management company, is widely known for its award-winning culture, innovative engagement strategies, and commitment to excellence have set the brand apart as a leader in Revenue Cycle Management (RCM). We asked RSi’s Vice President of Human Resources, Lorie Bush, to discuss the value proposition from a recruitment position in a highly competitive jobs marketplace.
RSi is recognized as a Top Workplace. What do these accolades really signify?
Yes, RSi has been repeatedly recognized as a “Top Workplace” employer earning accolades for our exceptional employee engagement, leadership, and workplace culture. In fact, earlier this year, RSi was recognized as a “Top 100” company by the “USA Today Top Workplaces” national program based solely on anonymous feedback from our employees. These awards reflect our commitment to fostering an environment where our employees thrive. For example, our inclusion in “Top Workplaces USA” and recognition showcases our ability to compete on a national level, while our regional honors for “Best Places to Work” highlight our dedication to the communities where we operate.
Through the lens of a client, these examples should signal to clients that they are partnering with a company that prioritizes people, innovation, and quality. Our culture is not solely about recognition—it is about results. We know that a happy, engaged workforce drives client success, and our awards validate the strength of this connection. These recognitions underscore our belief that when we take care of our people, they take care of our clients.
What makes RSi’s approach to employee engagement unique?
Our commitment to employee engagement begins with listening to our people. During the pandemic, as many transitioned to remote work, we heard concerns about isolation and anxiety. In response, we developed a comprehensive strategy combining wellness initiatives, fun activities, and professional growth. Engaged, healthy employees are more productive and innovative, leading to fewer errors and faster results for clients.
Some unique initiatives include:
- Monthly All-Employee Live Staff Meeting: A talk-show-style meeting with trivia, prizes, leadership updates, and transparent business discussions, fostering connection.
- “Start, Stop, Continue” (SSCs): Leadership gathers confidential feedback to drive continuous improvement and enhance operations and client outcomes.
- Monthly Wellness Seminars: Virtual sessions on mental health topics like stress reduction, promoting a motivated workforce.
- RSi Cares: Volunteer initiatives like food drives and paid time off for volunteering, reflecting our compassionate community spirit, with support for eight nonprofits last holiday season.
How does RSi recruit and retain top talent? What is your secret recipe?
Candidly, there is no secret. Recruitment and retention are the top priority for every HR and operational leader in every company. The employment marketplace is a labyrinth of tests and models to figure out what works best in a given culture, and we learn from our mistakes every day.
RSi’s approach to engaging with prospective clients is notably different from most competitors. We first assess whether they are a good fit for us, instead of rushing to close a sale with clients that may be better served elsewhere. Similarly, our recruitment process is deliberate and rigorous, ensuring we attract individuals who exceed expectations, bring innovation, and align with our Purpose and Core Values. We focus on candidates with the skills, drive, and attitude to thrive at RSi.
Retention is equally crucial. We offer competitive compensation, health and wellness benefits, and retirement plans. Beyond these essentials, we set ourselves apart with initiatives like remote work flexibility, robust engagement programs, and professional development opportunities, including our Mentoring program. Recognition is key at RSi, with events like the Employee Recognition Awards and our monthly employee awards programs fostering a fun and engaging environment. These benefits, alongside our commitment to growth and recognition, ensure our team feels valued, driving both workforce strength and client continuity.
Can you provide an example of how RSi’s employee-focused culture has impacted client success?
Revenue Cycle Management is a high-pressure field, and many vendors struggle with turnover and disengagement, which can disrupt client operations. At RSi, our low turnover rates compared to industry standards within our competitive landscape and engaged workforce means clients benefit from stable teams that understand their unique needs.
How does RSi’s Mentoring program support employee growth?
Our mentoring program connects employees with experienced leaders who provide guidance, feedback, and support. We launched the program as a pilot, starting with executive leaders mentoring directors and gradually expanding it to include supervisors and non-leadership employees.
This program has been incredibly successful in preparing employees for leadership roles, fostering a culture of continuous learning, and ensuring that institutional knowledge is shared across the organization.
What advice would you give to other companies looking to enhance employee engagement?
Start by listening to your employees. Engagement is not one-size-fits-all; It requires understanding what your team needs and finding ways to meet those needs.
At RSi, we have learned that small, consistent actions—like sharing inspirational messages in our HR app or organizing virtual happy hours—can make an enormous difference. But engagement also requires leadership buy-in. Leaders set the tone, and their active involvement is key to building a culture where employees feel valued and supported.
From an HR perspective, why should healthcare systems choose RSi as their RCM service provider?
Engaged, motivated employees deliver better results, improving accuracy and enhancing the patient financial experience. At RSi, we stand behind the phrase “Your Goals. Our People.” By allowing us to manage key people aspects of your revenue cycle, your healthcare system gains access to a stable, high-performing team that prioritizes success. We optimize your revenue cycle, ensuring timely reimbursements, reduced denials, and improved cash flow. Our client-centric approach, culture, and proven record make us a trusted partner for healthcare systems nationwide. Talent drives stable, scalable workforces, continuous improvement, and tailored solutions.
What mix of opportunities does RSi offer to prospective employees who may be at varying levels of experience, from fresh out of school to seasoned veterans?
RSi is always looking for talented individuals to join our team. Whether you are a seasoned professional or just starting your career, we offer roles in areas like billing, collections, customer service, and project management. Beyond the job itself, RSi provides a supportive environment where employees can grow, thrive, and make a difference.
How should prospective employees and healthcare systems connect with RSi?
For job seekers, visit rsircm.com/careers to explore and apply for open positions and learn more about what it is like to work at RSi.
For healthcare system leaders, visit rsircm.com/rsiroi to discover how our people-driven approach can transform your revenue cycle management. And these discovery meetings aren’t conducted in a conference call. We believe you deserve a face-to-face, in person discovery meeting – whether you are in Alaska, Florida, California, Nebraska, etc.
Closing Comments?
At RSi, we know that success begins with people. No amount of technology, automation, artificial intelligence, or “magic” can mitigate the costs of high turnover, low productivity, and a nasty work environment. Whether you seek a rewarding career or a trusted RCM partner, we are here to help you achieve our goals and YOURS!
About the Author:
Lorie Bush is the Vice President of Human Resources at RSi, where she has been a key HR leader since 2019. With a background in talent acquisition, employee engagement, and leadership development, she aligns HR strategies with RSi’s business objectives. Lorie’s leadership fosters a people-focused culture, contributing to RSi’s recognition as a 2023 and 2024 “Top Workplace.” She holds a BA in English from Francis Marion University and is Six Sigma Certified.
