Senior Human Resources Business Partner - Providers- Full-Time | 40 hours per week.
- Monday-Friday | Hours will vary based on business need.
- Location: On-Site | Downers Grove, IL
Benefits:• Comprehensive medical, dental, and vision benefits that include healthcare navigation assistance.
• Access to a mental health benefit at no cost.
• Employer provided life and disability insurance.
• $5,250 Tuition Reimbursement per year.
• Immediate 401(k) match.
• 40 hours paid volunteer time off.
• A culture committed to community engagement and social impact.
• Up to 12 weeks parental leave at 100% pay and a financial benefit for adoption and surrogacy for non-physician team members once eligibility requirements are met.
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 Director 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.
KEY RESPONSIBILTIES: Provider Onboarding & Integration- 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.
Ramp to Full Productivity- 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.
Shareholder Pathway- 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.
Provider Relations & Strategic HR Partnership- 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 the onboarding and ramp period.
- Leads and supports change management initiatives related to onboarding and the provider experience, assessing organizational readiness and anticipating challenges.
HR Administration & Compliance- Performs HR administrative responsibilities related to provider services, including administering the FMLA process and ensuring performance reviews are completed timely and properly documented.
- Provides HR policy guidance and interpretation, ensuring compliance with applicable federal and state regulations.
- Oversees, recommends, and implements process improvements for continuous improvement within provider services.
- Assists with projects and reporting as assigned.
QUALIFICATIONS & EXPERIENCE:- Bachelor's degree required; Master's degree preferred, in Human Resources, Organization Development, Business, or a related field.
- 10-12 years of progressive Human Resources experience, including significant experience collaborating directly with physicians or other clinical staff in a healthcare environment.
- Demonstrated experience designing or managing onboarding, talent development, or employee lifecycle programs.
- Demonstrated experience in a fast-paced environment; consulting and/or healthcare industry experience strongly preferred.
- Prior people-leadership or supervisory experience preferred.
If you are committed to putting our patients first and helping shape the future of care, you belong at Duly.
The compensation for this role includes a base pay range of $99,845-149,770 with the actual pay determined by factors such as skills, experience, education, certifications, geographic location, and internal equity. Additional compensation may be available through shift differentials, bonuses, and other incentives. Base pay is only a portion of the total rewards package.
Artificial Intelligence DisclosureArtificial Intelligence (AI) tools may be used in some portions of the candidate review process for this position, however, all employment decisions will be made by a person.
