Nursing turnover is burning your operating margin.
The numbers are not subtle. Hospital RN turnover sits in the high teens annually for most US health systems. Each replacement costs roughly the equivalent of an experienced RN's salary by the time you account for travel staffing, training, lost productivity, and recruiting fees. NP turnover is harder to measure but tracks similar patterns.
The gap between offering a tuition program and getting retention value out of it is enormous. The benefits handbook says the program exists. The portal exists. The reimbursement caps and service-commitment terms exist. But your floor RN who is mid-shift, three months into a relationship with a recruiter dangling a $20,000 sign-on bonus from a competitor, has no time and no clear way to evaluate whether your tuition program meaningfully changes her financial picture over the next four years.
If she cannot answer that quickly, she leaves. If she can, she often stays, and then she stays longer because the service commitment lock-in starts working in your favor. Education is the most under-leveraged retention lever in healthcare HR. The fix is not a more generous program. The fix is making your existing program legible.
Free education, actually used.
All of our tools and content are free for any nurse to use, anywhere. What we add for employer partners is integration with your specific program details, branded delivery, and analytics on engagement.
Tuition reimbursement calculator
Staff plug in your specific reimbursement caps, service commitment, and tax handling. We show their personalized net cost of NP school over four years.
Funding stack walkthrough
How to layer tuition reimbursement, federal aid, scholarships, and private loans optimally. Tells your staff why they should max your program before borrowing privately.
Should I go to NP school now?
Multi-step decision aid that surfaces whether their financial situation, life stage, and your benefits make this the right time.
7-day funding email course
One short email per day. Anonymous to us, brandable for you. Covers FAFSA through refinance.
PSLF and Nurse Corps eligibility
If you are a 501(c)(3), your employees may qualify for federal forgiveness on top of your benefit. We help them find out and stay enrolled.
Salary calculator and job offer comparator
For staff weighing post-NP-school career moves. Encourages them to think about your offer terms before going to market.
Three tiers. You pick the lift.
All tiers include unlimited staff access to NP Financial. The differences are how visible the partnership is and how much custom work we do for your specific program.
Content licensing
- Use our articles, glossary, and tools as resources in your benefits portal
- Standard "powered by NP Financial" attribution
- No customization, no branded materials
- Sample staff communication templates
- Goes live in under one week
Branded portal
- Microsite at /partners/yoursystem with your branding and colors
- Tools pre-configured with your tuition program parameters
- Quarterly engagement analytics, fully de-identified
- Custom content addressing your specific PSLF status, service commitment, and reimbursement structure
- Co-branded launch campaign for benefits enrollment
- Goes live in 30 to 45 days
Custom advisory
- Everything in branded portal
- Quarterly office hours sessions for staff considering NP school
- Annual strategic review of your tuition program design vs. industry benchmarks
- Direct access to a dedicated partnerships lead
- Custom written content for your internal newsletter or LMS
- Goes live in 60 days
Pricing intentionally not on the page. We size annual fees to system size and the depth of customization. Most branded portal partnerships start in the low five figures annually. Custom advisory engagements are five figures higher. The math typically pencils against retaining one RN.
What happens after you reach out.
- 30-minute discovery callWe learn how your tuition program is structured, what retention numbers you are working against, and which roles are most affected. We tell you which tier likely fits and roughly what it costs.
- Custom proposal in 5 business daysYou get a written proposal with deliverables, timeline, and a fixed annual price. No professional services hourly billing surprises.
- Vendor review and security questionnaireWe respond to your standard healthcare-vendor security questionnaire within one week. We do not handle PHI, do not require system integration, and do not need access to your HRIS.
- Launch campaignFor branded portal and custom advisory tiers, we co-author the internal announcement and the first three months of communication touchpoints with your benefits team.
- Quarterly check-insDe-identified engagement data, content updates, and a discussion of what is working. Renewal conversations happen 90 days before contract end.
Real outcomes, coming soon.
Mid-Atlantic regional health system, 4,200-bed multi-hospital
Branded portal launched Q1 2026. Initial six-month metrics on tuition program enrollment, NP school applications among RN staff, and retention among program-enrolled staff will be published Q3 2026.
If your team would benefit from being one of our launch partners and would consider being featured in a future case study, we discount aggressively. Mention it in your form submission.
Education without information.
Most healthcare HR teams have spent the last decade improving their tuition reimbursement programs. The percentage of hospital systems offering some form of tuition support is now north of 80 percent. The dollar caps have crept up. The eligibility rules have loosened. The service commitments have shortened. All of this is good. None of it has moved the needle on usage as much as expected.
The reason is information friction. Your tuition program is sitting next to thirty other benefits in your portal, written in benefits-team language, and surrounded by enrollment processes that look intimidating to a busy floor nurse. The program itself is fine. The path from "I am thinking about NP school" to "I have a complete funding plan that uses the employer benefit optimally" takes ten hours of unguided research. Most of your staff will not invest those hours.
NP Financial compresses those ten hours into about ninety minutes of self-paced reading and tool use. We do the part your benefits team should not have to do, which is help your staff understand the entire funding landscape outside your specific program. Then we route them back to your specific program because, in most cases, your specific program is the most valuable thing they have access to. Your benefit becomes legible. Your enrollment goes up. Your retention follows.
What we are not. We are not a benefits broker, a wellness vendor, or a third-party administrator. We do not process reimbursement claims, we do not connect to your HRIS, and we do not handle any individual financial data on your staff. We are content, tools, and a partnership wrapper. Boring on purpose.
Open a partnership conversation.
Tell us a bit about your system and we will reply within 48 hours with a recommended tier, sample materials, and a proposed timeline.
Or email Jesse Dyer directly at jesse@np.financial. Replies typically within 48 hours, Monday through Friday.