ENJOY WHAT YOU DO

We enjoy what we do every day because we’re part of a team that collaborates and innovates to deliver the best clinical outcomes and patient experiences at hospitals, surgery centers, and medical offices. We share ideas to make healthcare better. We have true work-life balance because we care for our caregivers, too. Join our talented team! Love what you do!

 The Clinical HR Coordinator is responsible for developing and implementing comprehensive onboarding and orientation programs across 5 domains to ensure new anesthesia department employees have a positive and seamless transition into the organization. This role requires a detail-oriented and proactive individual with strong communication and organizational skills. The Clinical HR Coordinator will collaborate with various departments to deliver effective orientation sessions, provide ongoing support to new hires, and continuously enhance the onboarding experience.

This role requires onsite presence throughout the hospital network as well as remote work.

Responsibilities of the Clinical HR Coordinator:

Program Development and Implementation

• Design, develop, and implement onboarding and orientation programs [“Program”] tailored to different employee roles and levels within the organization. By way of example, clinicians (Anesthesiologists and CRNA) and non-clinicians (local, system, regional and national).
• Collaborate with key stakeholders, including department leadership (System Chair, Facility Chiefs, Section Heads, etc.) and System and Facility leaders to identify onboarding needs and establish Program objectives.
• Create engaging and informative onboarding materials, including welcome kits, training modules, and onboarding schedules.
• These materials should be prepared with contemporary approaches in mind such as Links, QR codes, YouTube or other SMP Integrations,
• Collaboration with Education Department and Integration into Learning Management System [“LMS”] when and where applicable

Orientation Delivery

• Facilitate orientation sessions for new employees, providing information on company policies, procedures, culture, and expectations.
• Coordinate with subject matter experts to deliver training sessions on specific job functions, tools, and systems, by way of example the IT Department at Somnia might be summoned to explain hardware and software systems as well as security considerations, while the IT Department at the System level might be asked to explain access to and use of the EMR.
• Ensure new hires receive necessary resources and support to navigate their first days and weeks in the organization. By way of example, an OD chart with contact info and roles, assignment of a “buddy” or the creation of a new hire hotline.

Process Improvement

• Continuously evaluate and refine the onboarding and orientation process to enhance efficiency, effectiveness, and employee satisfaction.
• Solicit feedback from new hires and stakeholders to identify areas for improvement and implement changes as needed.
• Stay current on best practices in onboarding and orientation to incorporate innovative approaches and tools such as through SHRM or other organizations.

Compliance Documentation

• Ensure compliance with policies of the 5 Domains, as well as legal and regulatory requirements, throughout the onboarding process.
• When there are incongruencies, and bearing in mind legal and regulatory requirements reign sovereign, seek guidance from superior.
• Maintain accurate records of onboarding activities, including completion of required forms, training sessions, and feedback surveys as well as meta data.
• Assist with the administration of background checks, drug screenings, and other pre-employment requirements.

New Hire Support

• Serve as a point of contact for new hires, addressing questions, concerns, and issues related to the onboarding process.
• Provide ongoing support and guidance to new employees, connecting them with resources and assisting with integration into the organization.
• Monitor new hire progress and performance during the onboarding period, identifying any challenges and offering solutions or additional support as needed.

Qualifications for the Clinical HR Coordinator:

• Minimum of 3 years of experience in human resources, training and development, or related field, with a focus on onboarding and orientation.
• Demonstrated ability to design and deliver effective onboarding programs in a corporate or organizational setting.  
• Excellent communication and interpersonal skills, with the ability to interact effectively with diverse stakeholders.

Job Type: Full-time

Compensation: $53,000 annually

Work Location: Memphis, TN onsite

Benefits for the Clinical HR Coordinator:

• Health | Dental | Vision | Life |  Disability
• 401K | Flexible Spending Accounts
• Paid Time Off