The challenge in migrating to Workday was real and immediate. Hümi processes over 1,700 ACHs every payroll cycle. They manage unconventional compensation structures across a healthcare workforce. There are Relative Value Units (RVUs) that their medical assistants rely on for compensation, hearing-aid commissions for audiologists, and off-cycle bonuses for physicians.
These compensation structures were anything but simple. Jonathan knew that healthcare workforce management required flexibility, visibility, and the ability to handle exceptions without depending on external systems to catch every edge case.
When Hümi evaluated healthcare payroll software options, including ADP, they kept returning to one criterion: ownership of their workflow. In-tenant payroll meant they could see everything happening inside Workday, adjust as needed, and maintain control over timing and settlements. Traditional feed-based payroll processing companies, by contrast, operate entirely outside HRIS systems. If something broke, they couldn’t fix it themselves.
The decision shaped how Hümi works today. But the story of why one feature matters more than price, reputation, or feature lists reveals something about healthcare payroll that most vendors don’t talk about. Watch to hear Jonathan explain the choice in his own words.
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