Sr. HRBP - Providers

The Sr. Human Resources Business Partner leads Duly Health & Care's strategy for onboarding, integrating, and developing newly hired physicians and advanced practice providers, guiding them from their first day through their ramp to full clinical and financial productivity and ultimately to attainment of shareholder status after two years. This role serves as a trusted advisor and primary point of continuity for providers during this critical transition period, and as a link between provider leadership, Human Resources, and the business.

The Sr. HRBP partners with physician and clinical leadership to design and manage a structured onboarding and ramp-up experience, monitors provider progress against productivity and integration milestones, and oversees the administrative process leading to shareholder eligibility. Success in this role requires a strong executive presence, sound business and HR acumen, and the ability to build and sustain credible, trusted relationships with providers, physician leaders, and executives.

• Designs, manages, and continuously improves a comprehensive onboarding program for newly hired physicians and advanced practice providers, from offer acceptance through their first year.
• Facilitates orientation and coordinates the logistics of onboarding, including introductions to clinical leadership, staff, systems, and site operations.
• Provides continued assistance to new providers as they acclimate to the organization and, where applicable, the community during their transition or relocation.
• Conducts structured check-ins with new providers (e.g., at 30, 60, and 90 days, and at regular intervals through year two) to assess satisfaction, identify barriers, and surface opportunities for process improvement.
• Serves as point of contact for new providers during onboarding and ramp-up, resolving issues quickly and escalating as needed.

• Partners with physician and practice leadership to establish clear productivity milestones and timelines for each new provider's ramp period.
• Monitors individual provider progress against productivity, panel-building, and integration targets; identifies providers who are trending behind and coordinates support to get them back on track.
• Works with clinical and operational leadership to remove barriers to productivity, such as scheduling, staffing, credentialing, or workflow issues.
• Provides regular reporting to leadership on onboarding and ramp progress across the provider population.
• Identifies trends across the provider population and recommends improvements to onboarding, training, or support processes to accelerate time to full productivity.

• Owns and administers the end-to-end process by which providers progress toward and attain shareholder status after two years, ensuring milestones, documentation, and communications are managed accurately and on schedule.
• Serves as the primary resource to providers on shareholder eligibility requirements, timelines, and next steps, in partnership with Physician Leadership and Legal/Finance as needed.
• Coordinates with cross-functional partners to ensure all administrative, financial, and governance steps required for shareholder transition are completed in a timely manner.
• Tracks and reports on the pipeline of providers approaching shareholder eligibility.

• Builds and sustains trusted relationships with physicians, clinical leadership, and clinical staff; serves as a credible advisor able to influence and support business unit strategy.
• Partners with senior management and physician leadership on provider relations issues, developments, and events, ensuring appropriate resources are engaged and risks are fully assessed and mitigated.
• Provides guidance on staff concerns, performance issues, interpersonal conflict, and terminations; works in partnership with physicians and HR leadership to improve provider communication and engagement.
• Works closely with physician leadership to communicate organizational policies, procedures, and standards of conduct.
• Rounds regularly at clinical sites to maintain visibility and strengthen relationships with providers and staff.
• Coaches and develops leaders within the provider organization, helping to build the next generation of clinical and departmental leadership.
• Identifies trends in early-tenure provider turnover and proposes data-informed solutions to improve retention through…