5 Practical Tips for HR Leaders Navigating 340B

The 340B Drug Pricing Program has been a critical component of healthcare for decades, improving access to affordable medications for under-resourced populations.

However, recent shifts in policy, legislative developments, and advocacy efforts are reshaping the landscape in ways that healthcare HR leaders need to stay ahead of so they can help their organizations navigate a complex, evolving space.

The Role of HR Leaders in 340B

HR leaders sit at the unique intersection of operational management and workforce development. Their role extends beyond compliance and administration – they are instrumental in advocating for programs like 340B by highlighting their impact and educating both staff and the public.

By staying informed, advocating for the program, and preparing for potential changes, HR professionals can ensure their teams are equipped to handle whatever comes next.

RxBenefits draws on years of service to more than 200 hospitals and health service organizations to provide actionable 340B strategies. Our own Sarah Hearn, 340B ACE, MPH, recently joined Rhiannon Klein, National Director of Advocacy for Community Voices for 340B, and healthcare lobbyist Peggy Tighe, Principal at law firm Powers, Pyles, Sutter and Verville PC, as part of a podcast series from the American Society for Healthcare Human Resources Administration (ASHHRA) .

Those dynamic conversations revealed 5 reasons why the 340B program matters right now, as well as these top tips for HR leaders:

What HR Leaders Need to Know about 340B

1. Monitor Legislative Developments

Rather than get entangled in tracking all the legislative minutiae, focus your energy on tracking progress with high-impact proposals like the Sustain Act. Understanding which legislation is likely to be impactful and has momentum will help you anticipate potential impacts, allocate resources effectively, and prepare for any required compliance changes.

2. Prepare for Diverse Scenarios

Given the unpredictability surrounding the 340B program, HR leaders should prepare for various outcomes. Whether it’s a new proposed law, stalled regulations, or court rulings, having contingency plans ensures your organization remains compliant and continues delivering value through the program.

3. Stay Current with Reliable Sources

With so much misinformation circulating about the 340B program, it’s vital to rely on trustworthy sources. Tighe recommends resources like advocacy groups, podcasts, and action alerts from organizations such as Community Voices to stay informed.

Set up Google Alerts for 340B-related news and subscribe to newsletters from trusted industry advocates to receive timely updates. Having a clear understanding of upcoming legislation or regulatory changes will allow you to prepare your team effectively.

4. Build Advocacy Within Your Organization

HR professionals play a key role in fostering support for 340B. Share success stories internally to affirm the program’s value and align staff with its mission. This not only boosts morale but also prepares your team to discuss the program’s benefits with stakeholders, patients, and the broader community.

5. Engage in Professional Development

The complexities of 340B require specialized knowledge. Equip your staff with the necessary tools and training to adapt to changes in legislation or program requirements. Partner with organizations offering workshops, webinars, and certifications focused on 340B.

The future of the 340B program may feel uncertain, but one thing is clear – it remains a vital tool for improving healthcare equity.

Interested in learning more about the 340B program? Check out how RxBenefits’ 340B tools can help covered entities maximize their savings – and listen to the ASHHRA-RxBenefits podcasts today.