Clinical Workforce Partner

USHP•Newark, DE

1d•Hybrid

About The Position

The Clinical Workforce Partner is a critical member of the division operations team focused on enabling an effective and engaging employee life cycle. The ideal candidate will have strong organizational skills, exceptional communication abilities, and a keen understanding of the unique needs involved in supporting clinical and operational medical professionals.

Requirements

Bachelor’s degree in Business Administration or a related field.
Minimum of 2 years of experience in HR coordination or a similar role, with a focus on recruitment, onboarding, and credentialing.
Experience working in a healthcare or medical environment is highly desirable.
Strong organizational and multitasking skills, with the ability to manage multiple priorities effectively.
Excellent verbal and written communication skills, with a professional and approachable demeanor.
Proficiency in HR software and applicant tracking systems (ATS), with the ability to learn new systems quickly.
Knowledge of credentialing and enrollment processes, with attention to detail and a commitment to maintaining confidentiality.

Nice To Haves

Additional HR certifications (e.g., PHR, SHRM-CP) are a plus.

Responsibilities

Schedule and coordinate interviews between physician candidates and hiring managers, ensuring all logistical details are arranged and communicated effectively.
Prepare interview schedules, arrange travel and accommodations if needed, and provide candidates with necessary information and instructions.
Act as the primary point of contact for candidates throughout the interview process, addressing any questions or concerns promptly.
Actively recruit for practice support level roles through the management of job boards, applications, and hiring manager coordination.
Assist with the preparation of offer letters, employment contracts, and other hiring documentation.
Maintain accurate and up-to-date records of all hiring activities and candidate interactions in the HR system.
Oversee the onboarding process for new physician hires, ensuring a seamless and efficient integration into the organization.
Coordinate orientation sessions, including the preparation of onboarding materials and the scheduling of required training and introductions to key staff.
Facilitate the completion of necessary paperwork, credentialing, and compliance requirements, including licenses, certifications, and background checks.
Act as a conduit of information between new physicians and the credentialing and enrollment departments with hospitals.
Ensure that all credentialing and enrollment documentation is accurately completed and submitted in a timely manner.
Monitor and track the progress of credentialing and enrollment processes, providing updates to relevant stakeholders as needed.
Address and resolve any issues or discrepancies related to credentialing and enrollment, working with internal and external parties to resolve them efficiently.
Work closely with HR colleagues, hiring managers, and department heads to ensure alignment and effective coordination throughout the hiring and onboarding process.
Provide regular updates on the status of recruitment, credentialing, and onboarding activities to relevant stakeholders.
Address and resolve any issues or challenges that arise during the hiring, credentialing, and onboarding processes.
Partner with the division operations leader to consult and advise on ongoing employee relations needs.
Provide operational managers with support and resources to assist in managing the division workforce to ensure a compliant and engaging workplace.
Serve as a strategic advisor to operational leaders, aligning workforce needs with guidance and frameworks provided by Enterprise HR.
Provide day-to-day consultation to managers on performance management, employee relations, and policy interpretation, escalating to Enterprise HR as needed.
Translate Enterprise HR programs (talent cycles, engagement initiatives, workforce planning) into practical application within the division.
Use workforce data and insights from Enterprise HR to identify trends, flag risks, and recommend actions to managers.
Support compliance efforts by reinforcing company policies, coordinating with Enterprise HR on investigations, and ensuring consistent application of practices.
Advise managers on FMLA, ADA, and other leave/accommodation matters, partnering closely with Enterprise HR to ensure compliant handling and appropriate documentation.
Act as a liaison for payroll and benefits matters, helping managers and employees navigate processes and coordinating with Enterprise HR and vendors to resolve issues.