HR Advisor — Behavioral Health Remote

Now open in Atlanta, GA, and serving Georgia statewide for telehealth.

Remote / Any Contract

Serve as RRCS's fractional HR expert, building compliant multi-state HR infrastructure - policies, credentialing workflows, and people practices - for a growing behavioral health organization. Remote, as-needed 1099 consulting engagement.

Radiant Recovery and Counseling Services (RRCS) is seeking a seasoned HR Advisor to serve as a fractional, on-demand human resources expert supporting the executive team. This is a builder role, not an administrative role - you will design, strengthen, and professionalize RRCS's HR infrastructure so the organization can scale across states while remaining audit-ready and legally sound.

The Advisor operates as an independent consultant, engaged on an as-needed basis for defined projects and standing advisory support. The ideal candidate has deep HR leadership experience within healthcare - preferably outpatient behavioral health - and understands the intersection of employment law, clinical licensure and credentialing, state licensing standards, and workforce operations in a multi-state environment.

RRCS is a growing multi-state outpatient behavioral health organization providing mental health and substance use disorder services in Minnesota and Georgia. Guided by our mission - A Sound Mind, An Abundant Life, NOW! - we deliver client-centered, culturally responsive care while building the operational, compliance, and workforce infrastructure of a scalable, multi-state healthcare enterprise. RRCS operates in a highly regulated environment, including Minnesota DHS licensing standards, Georgia behavioral health regulations, and federal requirements such as HIPAA and 42 CFR Part 2.

• Assess current HR practices and deliver a prioritized HR infrastructure roadmap with milestones and deliverables.
• Develop, update, and maintain a compliant multi-state employee handbook covering Minnesota and Georgia employment law, with state-specific addenda.
• Build core HR policy architecture: hiring and onboarding, background study workflows, code of conduct, disciplinary and corrective action, leave administration, remote/hybrid work, confidentiality, and separation procedures.
• Design job description libraries, compensation structures, and role-leveling frameworks for clinical and administrative positions.
• Recommend, configure, and document HRIS, payroll, and onboarding workflows within RRCS's Microsoft 365-centered technology environment.
• Align HR practices with behavioral health regulatory requirements, including Minnesota DHS licensing standards (e.g., 245G/245I personnel file, training, and background study requirements) and applicable Georgia behavioral health rules.
• Establish audit-ready personnel file standards: required documentation, credentials and licensure verification, training records, supervision documentation, and retention schedules.
• Build workflows for background studies, exclusion screening (OIG/SAM), and license/certification expiration monitoring for clinical staff.
• Advise on HIPAA and 42 CFR Part 2 workforce obligations, including confidentiality agreements, workforce training requirements, and sanctions policies.
• Support survey, audit, and licensing-review readiness from an HR documentation standpoint.

• Advise leadership on Minnesota and Georgia employment law, including wage and hour compliance, paid leave requirements, classification, and termination risk.
• Provide guidance on employee vs. independent contractor classification for clinical and administrative roles, including 1099 clinician arrangements.
• Advise on complex or sensitive matters: investigations, accommodations (ADA), FMLA and state leave interplay, performance escalations, and separations - with documented, defensible processes.
• Identify HR-related legal exposure and recommend practical safeguards, escalating to employment counsel when matters exceed advisory scope.

• Design structured recruiting, interviewing, and selection processes for licensed clinicians and support staff, including compliant offer letters and pre-employment checks.
• Build onboarding and 90-day integration programs that satisfy regulatory training requirements and accelerate productivity.
• Develop performance management tools: evaluation templates, supervision-aligned performance standards, and corrective action frameworks.
• Advise on retention, engagement, and workforce planning strategies suited to a distributed, multi-state clinical workforce.
• Coach and upskill internal staff so day-to-day HR execution can be handled in-house over time.

• Serve as the CEO's on-demand HR thought partner for organizational design, leadership transitions, and sensitive personnel decisions.
• Respond to time-sensitive HR questions within agreed service levels (target: initial…