Healthcare HR Software

Healthcare HR software centralizes hiring, credentialing, scheduling, time tracking, and payroll for clinical and support staff working around the clock. For healthcare specifically, it also handles shift differentials, on-call and per diem pay, float staff working across departments at different rates, license and certification tracking, and Affordable Care Act (ACA) eligibility and reporting, which general-purpose HR tools handle poorly. Buyers in regulated care settings also weigh how a platform stores employee records and controls access to them, including anything touching the Health Insurance Portability and Accountability Act (HIPAA).

Würk allows employers to configure pay rules based on specific shifts, schedules, or working conditions. Differential rates can be applied for evenings, nights, weekends, holidays, or other qualifying shifts. As time is captured, the appropriate differential is applied to those hours, which helps organizations meet policy or contract requirements while giving employees and payroll teams clear visibility into earnings.

Yes. Employers can configure pay rules for on-call shifts, including flat rates, hourly premiums, or additional earnings when a worker is called in. Per diem employees can be set up with flexible schedules and pay types that reflect their as-needed arrangements, and those earnings flow through payroll for wage calculation, tax withholding, and reporting.

Yes. Employees can be associated with multiple departments, roles, or positions, each with its own wage rate, so hours worked in different departments during the same pay period are paid at the correct rate. That lets multi-department organizations staff dynamically while keeping pay aligned to where and how the work was performed.

Yes. Würk’s learning management tools track and store completion of required licenses and certifications, send notifications for expiring certifications, and securely store documents, training, and employee records in one place, so credential status is visible before it becomes a coverage problem.

Würk enables organizations to monitor employee hours, identify ACA eligibility for full-time and variable-hour employees, and apply measurement and stability periods as needed. Würk also supports preparation of ACA reporting data for Forms 1094-C and 1095-C, helping ensure required information is captured accurately and consistently.

Würk provides visibility into workforce data and labor allocation, which helps organizations monitor staffing levels against internal policies and regulatory requirements. Employers can track hours worked, roles, departments, and locations in near real time, and use reports and dashboards to spot coverage gaps before they become problems.

Würk supports recruiting, onboarding, and retention with anytime, anywhere recruitment tools, self-service and mobile access for employees, and dashboards for HR teams. The pressure is not easing: BLS projects health care and social assistance will add more than 2.2 million jobs from 2025 to 2035, roughly 37% of all new jobs in the economy. Quit rates have actually cooled, averaging 2.0% in health care and social assistance in 2025 versus 2.6% in 2022 according to BLS, so for most organizations the binding constraint is filling roles rather than losing people.