Physician Integration Specialist

Advocate Health•Rome, GA

27d•$38 - $57•Hybrid

About The Position

The Physician Integration Specialist serves as a primary site liaison throughout physician recruitment, onboarding, and early employment. The role provides consultation and education to candidates and their families, shares facility and community information, coordinates contact with physician leaders, and works with recruitment colleagues to ensure an effective candidate experience. The specialist develops and coordinates interview and site-visit itineraries, accompanies candidates during visits, and gathers feedback from candidates and leaders to assess visit effectiveness and cultural and skills fit. The position works with local administration, operations, and medical group leadership to shape practice descriptions, identify workforce concerns, and present Advocate Health and its services consistently to candidates. After hire, the specialist maintains contact with clinicians for their first year to support a smooth transition, resolve questions and issues, and obtain feedback. The role also conducts clinician exit interviews and reports trends to senior leadership. The specialist monitors credentialing, privileging, and licensing after offers are accepted, helps address delays, and oversees onboarding in collaboration with colleagues, site leadership, and new hires. Onboarding support includes coordinating house-hunting activities and assisting with clinical, site, and hospital orientation. The position is full-time, 40 hours per week, Monday through Friday, 8 a.m. to 5 p.m. It is hybrid, with some remote work but primarily in person, and requires travel to locations within the Northwest Georgia Atrium/Advocate Market area.

Requirements

Bachelor's degree in Health Care Administration, Human Resources, or a related field.
Typically five years of experience in human resources, marketing, medical group operations, or communications, including experience developing relationships with providers, educating providers about services and programs, and facilitating processes across multiple teams.
Strong understanding of recruitment strategies, retention practices, business development, and market development.
Ability to evaluate, address, and resolve complex issues and challenges; recognize potentially problematic issues, understand their ramifications, and solve problems effectively.
Knowledge of the geographic area served to guide physicians and their families regarding the community and surrounding areas.
Advanced knowledge of state and federal employment laws and regulations affecting recruitment and human resources, and their implications for the organization.
Excellent interpersonal, verbal, and written communication skills, with experience building working relationships with physicians and leaders at all levels.
Excellent negotiation, organization, and prioritization skills.
Experience leading or coordinating projects, including timeline development, implementation, and evaluation; exceptional and timely follow-through.
Ability to serve as a resource and guide others, and to build relationships based on expertise and trust.
Proficiency with Microsoft Office and system applications.
Functional sight, speech, and hearing; ability to operate all equipment necessary to perform the job.

Responsibilities

Serve as the primary site liaison during pre-interviewing, answering candidate questions, providing facility and community information, and facilitating contact with physician leaders in collaboration with recruitment colleagues.
Communicate updates on candidates, itineraries, market conditions, and recruitment plans; identify and monitor issues and develop problem-solving plans with sites.
Identify physician candidates’ family needs, research resources as needed, provide community tours, and educate families about the area.
Develop, coordinate, and schedule site visits, itineraries, and interviews; accompany candidates during interviews and gather candidate and leader feedback afterward.
Work with operational and medical leadership to assess physician candidates’ cultural and skills fit.
Collaborate with local administration to provide input on practice descriptions, information about current physicians, and community information; work with operations and medical group leaders to identify pending workforce concerns.
Promote Advocate Aurora as an organization and present its services and programs consistently to candidates.
Maintain contact with clinicians for their first year after hire to support transition, answer questions, resolve issues, address clinician and family needs, facilitate communications, and solicit scheduled feedback.
Conduct exit interviews with departing clinicians, including retirees, and prepare reports for senior leadership to track and report trends.
Monitor credentialing, privileging, and licensing with internal and external partners after offers are made or accepted; identify process gaps and facilitate solutions.
Oversee onboarding with departmental colleagues, site leadership, and new hires, including coordinating house-hunting activities.
Assist site and market operations and medical group leadership with clinical, site, and hospital orientation, and obtain feedback on the process.