Title: Manager, HR Physician Services

Location: Fountain Valley, Predominantly On-Site

Department: Human Resources

Status: Full Time

Shift: Exempt

Pay Range*: $115,169.60 - $172,723.20/annually

MemorialCare is a nonprofit integrated health system that includes four leading hospitals, award-winning medical groups – consisting of over 200 sites of care, and more than 2,000 physicians throughout Orange and Los Angeles Counties. We are committed to increasing access to patient-centric, affordable, and high-quality healthcare; your personal contributions are integral to MemorialCare's recognition as a market leader and innovator in value-based and other care models.

Across our family of medical centers, we support each one of our bright, talented employees in reaching the highest levels of professional development, contribution, collaboration, and accountability. Whatever your role and whatever expertise you bring, we are dedicated to helping you achieve your full potential in an environment of respect, innovation, and teamwork.

Position Summary

The Manager, HR Physician Services serves as the primary liaison for all human resources-related matters concerning both employed physicians and independent contractors. This role is pivotal in fostering a positive and compliant work environment by leading employee relations efforts, conducting investigations, resolving conflicts, and implementing corrective action plans. In partnership with the Director of Physician Compensation, the Manager addresses compensation-related inquiries, ensuring alignment with internal policies, Professional Services Agreements (PSAs), and employment contracts.

This position provides comprehensive HR support, including guidance on benefits, paid time off (PTO), leaves of absence, workplace accommodations, 401(k) plans, and training initiatives. The Manager ensures organizational policies and procedures are up-to-date and compliant with state and federal regulations.

A key focus of this role is physician retention and engagement. The Manager monitors and analyzes turnover data to identify trends and develop targeted retention strategies. They conduct exit interviews to gather actionable feedback and collaborate with senior medical leadership—including the Senior Medical Director, Facility Medical Directors (FMDs), and Regional Medical Directors (RMDs)—to implement improvements based on engagement survey results.

Additionally, the Manager leads the physician succession planning process and partners with FMDs and RMDs to support physician leadership development, ensuring a strong pipeline of future leaders within the organization.

Essential Functions and Responsibilities of the Job

• Oversee the development, implementation, and enforcement of HR policies and procedures, ensuring compliance with all applicable state and federal regulations.
• Serve as the primary HR contact for employed physicians and independent contractors, addressing inquiries related to policies, benefits, and employment matters.
• Lead employee relations efforts, including investigations, conflict resolution, and the development and implementation of corrective action plans.
• Develop and implement physician retention strategies aimed at enhancing satisfaction and reducing turnover.
• Support performance management processes, including feedback, coaching, and performance improvement plans.
• Foster and maintain positive working relationships across the physician workforce.
• Collaborate with the Director, Physician Compensation to address and resolve compensation-related inquiries, ensuring compliance with internal policies, Professional Services Agreements (PSAs), and employment contracts.
• Provide day-to-day HR support in areas such as benefits administration, paid time off (PTO), leaves of absence, workplace accommodations, 401(k) plans, and employee training.
• Monitor and analyze physician turnover data to identify trends and recommend strategies for improvement.
• Conduct exit interviews to gather feedback and identify opportunities for organizational improvement.
• Collaborate with the Senior Medical Director, Facility Medical Directors (FMDs), and Regional Medical Directors (RMDs) to implement action plans based on physician engagement survey results.
• Lead the physician succession planning process and partner with FMDs and RMDs to support physician leadership development initiatives.
• Builds and maintains effective relationships with MCMF Executives and senior leadership, MCMG Medical Directors, internal department leaders, as well as hospital Administration and leadership.
• Ability to function independently yet also work effectively as a member of the management team; demonstrate excellent interpersonal skills with the ability to effectively communicate with a diverse group of physicians, staff members, and senior management to develop positive relationships.

*Placement in the pay range is based on multiple factors including, but not limited to, relevant years of experience and qualifications. In addition to base pay, there may be additional compensation available for this role, including but not limited to, shift differentials, extra shift incentives, and bonus opportunities. Health and wellness is our passion at MemorialCare—that includes taking good care of employees and their dependents. We offer high quality health insurance plan options, so you can select the best choice for your family. And there’s more...Check out our MemorialCare Benefits for more information about our Benefits and Rewards.

Minimum Requirements

Qualifications/Work Experience:

• Minimum of 5 plus years of progressive HR experience in a leadership role, with at least 3 years in a healthcare setting supporting physicians or clinical staff.
• Demonstrated experience in employee relations, HR compliance, and physician engagement.
• Experience working with both employed and contracted physicians is highly desirable.
• Familiarity with physician compensation models, employment agreements, and healthcare regulatory requirements.
• Strong understanding of federal and state employment laws, including FMLA, ADA, and wage and hour regulations.
• Knowledge of healthcare-specific regulations such as Stark Law, Anti-Kickback Statute, and HIPAA.
• Excellent interpersonal and communication skills, with the ability to build trust and credibility with physicians and leadership.
• Strong analytical and problem-solving skills; ability to interpret data and make strategic recommendations.
• Proficiency in HRIS systems and Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).
• Ability to manage sensitive and confidential information with discretion and professionalism.
• Demonstrated ability to lead projects, manage competing priorities, and work collaboratively in a matrixed environment.

Education/Licensure/Certification:

• Bachelor’s degree in Human Resources, Healthcare Administration, Business Administration, or a related field required.
• Master’s degree (e.g., MHA, MBA, MPH) preferred.
• Professional HR certification preferred (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR).
• Certification in healthcare compliance or physician compensation is a plus.