Surgery Partners
HR Coordinator De Novos, Divestures & Integrations
Surgery Partners, Nashville, Tennessee, United States, 37201
HR Coordinator
De Novos, Divestures & Integrations
This role will be onsite at our corporate office in Brentwood, TN, Monday through Friday. Reports To: HR Integration Supervisor Job Summary: Surgery Partners (SP) is a dynamic and rapidly growing organization known for its innovation and excellence in the Healthcare sector. As an HR Coordinator for Acquisitions and Integration team, you will play a pivotal role in ensuring a seamless transition during our acquisition processes. You will partner closely with the HR team and various stakeholders to manage the HR-related aspects of potential acquisitions. Your expertise in HR, compliance, and project management will be vital to the success of these endeavors. The HR Coordinator
De Novos, Divestitures & Integration supports the successful transition and integration of healthcare facilities across Surgery Partners, including new builds (De Novos), divestitures and acquisitions. This role leads HR coordination during these phases and provides a seamless onboarding experience for new hires and leaders. The position requires excellent communication, organization, and project management skills to navigate evolving priorities in a fast-paced, high-growth environment. Essential Functions & Responsibilities: De Novo HR Support
Serve as the primary HR liaison for newly constructed and acquired facilities during pre-launch and early operations.
Participate in project planning meetings with recruiters, facility leaders, operations and development teams to align hiring and HR timelines.
Maintain and update the HR De Novo Playbook with staffing plans, checklists, and timelines.
Track milestones, manage risks, and escalate issues to ensure successful operational readiness.
Facilitate handoff to long-term regional HR teams once sites are stable, including documentation and knowledge transfer. New Hire Onboarding & Talent Support
Coordinating awareness of onboarding needs for colleagues at acquired facilities, providing back-up support for Talent Acquisition with onboarding for large volume acquisitions.
Work with Talent Acquisition, Onboarding Specialists, and Facility Administrators to coordinate job postings, offer letters, hiring sequences, and timelines.
Track completion of background checks, drug screenings, and onboarding requirements.
Conduct orientation and onboarding training for new facility leaders (e.g., hiring tools, UKG/HRIS usage, and time management).
Partner with IT, HRIS, and regional teams to coordinate system access, new hire setup, and timekeeping configurations. Integration Coordination
Collaborate with cross-functional teams (Operations, IT, HR, Development) throughout facility integration timelines.
Track and report on onboarding and integration progress, deliverables, and outstanding action items.
Prepare and schedule integration meetings with New Co, and decision-point discussions.
Provide updates regarding offboarding coordination and internal communication, to ensure a smooth HR exit process.
Support continuous improvement efforts by identifying lessons learned and refining processes for future integrations.
Participate in post-integration retrospectives and incorporate lessons learned into future processes. Divestitures
Collaborate with the HR Business Partners to receive and report on divested facilities
Ensure updates are communicated in a timely fashion to HR functional teams Cross-Training & Team Collaboration
Cross-train with other HR team members to provide backup coverage and share responsibilities during high-volume periods. This may include other areas in the Acquisition team, to include due diligence requests.
Contribute to special projects, meeting coverage, and follow-up tasks as needed across integration activities. Qualifications: Education & Experience:
5+ years of Human Resources experience preferred; this may include 3+ years of relevant experience within Surgery Partners in a corporate, operational, or clinical role.
Experience in onboarding, project coordination, or HR operations preferred. Healthcare industry is a plus.
Bachelor's degree in Human Resources, Business, or related field preferred (or equivalent work experience).
1+ years of experience using HRIS systems (preferably UKG/UltiPro).
HR certification (e.g., PHR, SHRM-CP) is a plus.
Experience with Smartsheet or other project management tools is a plus. Skills & Competencies:
Strong project management and organizational skills with a detail-oriented approach.
Excellent communicationwritten, verbal, and presentation.
High proficiency in Microsoft Office, especially Outlook, Excel, and PowerPoint.
Ability to manage shifting priorities and work independently in a dynamic environment.
Strong customer service mindset and ability to collaborate across teams.
Proactive problem-solver with follow-through and accountability. Success Factors:
Ensures all HR tasks and milestones are completed accurately and on time.
Builds strong relationships with stakeholders and contributes to a smooth operational launch or transition.
Communicates clearly, track details thoroughly, and remains flexible under changing conditions.
Enhances integration processes through reflection, improvement, and knowledge sharing. HR Department Core Competencies: Intellectual curiosity and empathy: HR Colleagues must have the desire to learn all aspects of the business and understand its goals. HRBP should view the attainment of these goals as a critical measure of his/her performance. Additionally, HR Colleagues must have deep care for the business workforce and be a proactive force behind workforce strategy.
Problem-solving: HR Colleagues must be comfortable working with business leaders and managers to address workforce challenges or issues. Rather than viewing problems as "yours," they should view them as "ours" and be an active part of the solution.
Risk-taking and courage: HR Colleagues must be comfortable saying "no" and offering alternative opinions or actions to business leaders.
Digital acumen: HR Colleagues must be able to analyze and interpret people related data, use it to help business leaders better understand workforce needs and incorporate results into workforce strategy and planning.
Business-language knowledge: HR Colleagues must speak "in business" and have strong business acumen. This comes with knowing the details of the business they are serving and understanding its jargon and acronyms.
Networking skills: "Knowing who knows" within the business, as well as externally, is hugely important, as is the ability to develop relationships with those with knowledge and decision-making responsibilities.
Change-management skills: HR Colleagues must have the ability to facilitate discussions around change and transformation. Additionally, they must be able to identify in advance where and when change management will be needed and proactively participate in developing plans.
Discretion: Business leaders need to trust their HR Colleagues with sensitive, "insider" information. A leader needs to know a conversation will be kept confidential. Benefits: Comprehensive health, dental, and vision insurance Health Savings Account with an employer contribution Life Insurance PTO 401(k) retirement plan with a company match and more! Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws.
De Novos, Divestures & Integrations
This role will be onsite at our corporate office in Brentwood, TN, Monday through Friday. Reports To: HR Integration Supervisor Job Summary: Surgery Partners (SP) is a dynamic and rapidly growing organization known for its innovation and excellence in the Healthcare sector. As an HR Coordinator for Acquisitions and Integration team, you will play a pivotal role in ensuring a seamless transition during our acquisition processes. You will partner closely with the HR team and various stakeholders to manage the HR-related aspects of potential acquisitions. Your expertise in HR, compliance, and project management will be vital to the success of these endeavors. The HR Coordinator
De Novos, Divestitures & Integration supports the successful transition and integration of healthcare facilities across Surgery Partners, including new builds (De Novos), divestitures and acquisitions. This role leads HR coordination during these phases and provides a seamless onboarding experience for new hires and leaders. The position requires excellent communication, organization, and project management skills to navigate evolving priorities in a fast-paced, high-growth environment. Essential Functions & Responsibilities: De Novo HR Support
Serve as the primary HR liaison for newly constructed and acquired facilities during pre-launch and early operations.
Participate in project planning meetings with recruiters, facility leaders, operations and development teams to align hiring and HR timelines.
Maintain and update the HR De Novo Playbook with staffing plans, checklists, and timelines.
Track milestones, manage risks, and escalate issues to ensure successful operational readiness.
Facilitate handoff to long-term regional HR teams once sites are stable, including documentation and knowledge transfer. New Hire Onboarding & Talent Support
Coordinating awareness of onboarding needs for colleagues at acquired facilities, providing back-up support for Talent Acquisition with onboarding for large volume acquisitions.
Work with Talent Acquisition, Onboarding Specialists, and Facility Administrators to coordinate job postings, offer letters, hiring sequences, and timelines.
Track completion of background checks, drug screenings, and onboarding requirements.
Conduct orientation and onboarding training for new facility leaders (e.g., hiring tools, UKG/HRIS usage, and time management).
Partner with IT, HRIS, and regional teams to coordinate system access, new hire setup, and timekeeping configurations. Integration Coordination
Collaborate with cross-functional teams (Operations, IT, HR, Development) throughout facility integration timelines.
Track and report on onboarding and integration progress, deliverables, and outstanding action items.
Prepare and schedule integration meetings with New Co, and decision-point discussions.
Provide updates regarding offboarding coordination and internal communication, to ensure a smooth HR exit process.
Support continuous improvement efforts by identifying lessons learned and refining processes for future integrations.
Participate in post-integration retrospectives and incorporate lessons learned into future processes. Divestitures
Collaborate with the HR Business Partners to receive and report on divested facilities
Ensure updates are communicated in a timely fashion to HR functional teams Cross-Training & Team Collaboration
Cross-train with other HR team members to provide backup coverage and share responsibilities during high-volume periods. This may include other areas in the Acquisition team, to include due diligence requests.
Contribute to special projects, meeting coverage, and follow-up tasks as needed across integration activities. Qualifications: Education & Experience:
5+ years of Human Resources experience preferred; this may include 3+ years of relevant experience within Surgery Partners in a corporate, operational, or clinical role.
Experience in onboarding, project coordination, or HR operations preferred. Healthcare industry is a plus.
Bachelor's degree in Human Resources, Business, or related field preferred (or equivalent work experience).
1+ years of experience using HRIS systems (preferably UKG/UltiPro).
HR certification (e.g., PHR, SHRM-CP) is a plus.
Experience with Smartsheet or other project management tools is a plus. Skills & Competencies:
Strong project management and organizational skills with a detail-oriented approach.
Excellent communicationwritten, verbal, and presentation.
High proficiency in Microsoft Office, especially Outlook, Excel, and PowerPoint.
Ability to manage shifting priorities and work independently in a dynamic environment.
Strong customer service mindset and ability to collaborate across teams.
Proactive problem-solver with follow-through and accountability. Success Factors:
Ensures all HR tasks and milestones are completed accurately and on time.
Builds strong relationships with stakeholders and contributes to a smooth operational launch or transition.
Communicates clearly, track details thoroughly, and remains flexible under changing conditions.
Enhances integration processes through reflection, improvement, and knowledge sharing. HR Department Core Competencies: Intellectual curiosity and empathy: HR Colleagues must have the desire to learn all aspects of the business and understand its goals. HRBP should view the attainment of these goals as a critical measure of his/her performance. Additionally, HR Colleagues must have deep care for the business workforce and be a proactive force behind workforce strategy.
Problem-solving: HR Colleagues must be comfortable working with business leaders and managers to address workforce challenges or issues. Rather than viewing problems as "yours," they should view them as "ours" and be an active part of the solution.
Risk-taking and courage: HR Colleagues must be comfortable saying "no" and offering alternative opinions or actions to business leaders.
Digital acumen: HR Colleagues must be able to analyze and interpret people related data, use it to help business leaders better understand workforce needs and incorporate results into workforce strategy and planning.
Business-language knowledge: HR Colleagues must speak "in business" and have strong business acumen. This comes with knowing the details of the business they are serving and understanding its jargon and acronyms.
Networking skills: "Knowing who knows" within the business, as well as externally, is hugely important, as is the ability to develop relationships with those with knowledge and decision-making responsibilities.
Change-management skills: HR Colleagues must have the ability to facilitate discussions around change and transformation. Additionally, they must be able to identify in advance where and when change management will be needed and proactively participate in developing plans.
Discretion: Business leaders need to trust their HR Colleagues with sensitive, "insider" information. A leader needs to know a conversation will be kept confidential. Benefits: Comprehensive health, dental, and vision insurance Health Savings Account with an employer contribution Life Insurance PTO 401(k) retirement plan with a company match and more! Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws.