Clinical Workforce Partner- HR

Cardiovascular Physicians of Delaware

Position Title:

Clinical Workforce Partner

Location:

Hybrid (in office/ remote)- in office location could in Newark, Dover, or Lewes areas

Travel Required:

Between Practice Sites in Delaware

Schedule:

Monday
- Friday, dayshift

Who we are:

US Health Partners(“USHP”) seeks to redefine high-quality specialty care in the United States and establish a high-performing, technology-enabled care delivery platform. USHP is partnering with the country’s leading physicians to build a comprehensive, out-patient focused specialty care network targeting the nation’s cardiovascular concerns. Our physician-led organization is passionate about supporting exceptional care and enriching the lives of patients across the United States.

We envision the opportunity to create a scaled, cutting-edge, technology-enabled healthcare services platform that leverages a value-based delivery model.

Position Summary:

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.

Responsibilities may include:

Clinical Workforce Enablement

• 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 completed accurately and submitted in a timely manner.
• Monitor and track the progress of credentialing and enrollment processes, providing updates to relevant stakeholders as needed.
• Address 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.

Clinical Workforce Support

• 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…