Deborah Yount’s Career Transition to Human Resources

From Finance to Human Resources

After spending years in the finance sector and serving as the comptroller for a staffing agency, Deborah Yount recognized the need for a career change. In an era before individual development programs were established, she took an innovative step by approaching the company’s CEO to explore how she could add value in a different role. The CEO suggested that she formalize the company’s HR and learning and development function. “To be honest, I didn’t know what that meant,” Yount admitted. “But I was up to the challenge.”

To facilitate this transition, Yount pursued a master’s degree in human resources and organizational development, which paved the way for her first Chief Human Resources Officer (CHRO) position and ultimately led her to her current role as senior vice president and CHRO of Sutter Health, a California-based health system.

Focus on Burnout and Employee Engagement

Addressing Burnout in Healthcare

Yount joined Sutter Health’s executive team in January and has since focused on combating burnout among healthcare workers while enhancing retention and managerial support. In an interview with HR Dive, she discussed the multifaceted nature of burnout, which stems from issues like staffing shortages, turnover, and low employee engagement.

“We strive to make Sutter Health a place where employees feel like there’s purpose, and more importantly, where they feel valued and can make a difference every day,” Yount noted. Grounding their work in the mission of prioritizing patients and people, Yount emphasized the importance of reducing turnover. Currently, Sutter Health’s attrition rate stands at approximately 9%, significantly lower than the industry standard of 15% to 16%.

Developing the Workforce of Tomorrow

Yount highlighted efforts to nurture the next generation of the workforce, noting that in the current year, 16,000 employees have engaged with the organization’s virtual learning programs. “We’ve created this ‘development for all’ strategy where opportunities are available for every employee to continue to grow and complement their skills. We’re finding that it increases their engagement and reduces burnout,” she explained.

Insights on HR Trends and Employee Experience

Opportunities for Simplification

As the year progresses toward 2025, Yount shared her observations on HR trends. She noted the need for simplification in the employee experience, emphasizing the importance of access to the right resources and technology, including artificial intelligence, to alleviate burnout.

Additionally, Yount acknowledged the critical need to invest in people managers, stating that Sutter Health is establishing a new certification program aimed at developing exemplary leaders. “We’re creating a platform where leaders can consistently hear the same information, which drives organizational alignment and clarifies our goals and objectives,” she added.

Supporting People Managers

Upon joining Sutter, Yount identified the necessity for a deliberate development program for managers. The program consists of eight modules covering essential topics such as financials, operations, performance management, and effective communication.

Yount expressed her appreciation for the initiative termed the “power of one,” which ensures that leaders receive consistent information to help achieve organizational alignment. The approach also includes offering access to sponsorship and mentorship programs, equipping managers with the necessary tools to navigate complex roles effectively.

Advice for New HR Professionals

Yount shared valuable advice for newcomers to the HR industry and aspiring HR executives. “Be curious. Believe in what’s possible. Be intentional about your focus and what you need to do to be successful in your role,” she advised. Surrounding oneself with knowledgeable mentors and finding passion and purpose in the work are also crucial for achieving success in the field.