HR Program Manager

Summit Medical Group; Knoxville (AL); On-site; USD 90,000 - 120,000; Full time

Job summary

Summit Medical Group seeks an experienced HR Program Manager to drive high-impact HR initiatives, including physician onboarding, retirements, and executive transitions, while coordinating acquisitions and cross-functional projects. The role emphasizes planning, communication, and relentless follow-through across stakeholders.

Ideal candidates bring 3–5 years coordinating complex projects in HR or healthcare operations, with strong organizational and relationship-building skills, and proficiency

Qualifications

• Three to five years of experience coordinating projects, programs, operations, or cross-functional initiatives.
• Experience in Human Resources, Healthcare Administration, Operations, Project Coordination, Business Administration, or a related field preferred.
• Demonstrated ability to manage multiple priorities, deadlines, and stakeholders simultaneously.
• Proven ability to build relationships, influence others, and drive accountability without direct authority.
• Strong organizational, project coordination, problem-solving, and follow-through skills.
• Excellent verbal, written, and interpersonal communication skills.
• Demonstrated ability to facilitate meetings, track commitments, and ensure completion of deliverables.
• Ability to identify challenges, anticipate needs, and develop practical solutions.
• Strong attention to detail and ability to manage complex projects with multiple stakeholders.
• Experience utilizing Microsoft Office Suite, including Excel, Word, PowerPoint, Outlook, and Teams.
• Experience working with project management, tracking, or workflow tools preferred.
• Healthcare experience preferred.

Responsibilities

• Manages physician onboarding activities from accepted offer through successful transition into practice by partnering with Credentialing, Operations, Information Technology, Marketing, Finance, Human Resources, and other stakeholders.
• Manages physician retirement processes and transition activities, ensuring key milestones, communications, and departmental responsibilities are completed on time.
• Manages executive onboarding activities by developing onboarding plans, scheduling key meetings and introductions, tracking onboarding milestones, and ensuring leaders have the resources, information, and support needed for a successful transition into the organization.
• Maintains physician onboarding, physician retirement, and executive onboarding trackers and proactively follows up with stakeholders to ensure deadlines are met.
• Serves as the Human Resources project lead for acquisitions and integrations by managing workplans, coordinating activities, tracking deliverables, and ensuring readiness across Human Resources functions.
• Partners with organizational leaders and the Enterprise PMO to support implementation of acquisition-related Human Resources initiatives.
• Maintains a centralized inventory of Human Resources initiatives, projects, and departmental priorities.
• Develops project plans, timelines, meeting agendas, status updates, and action-item trackers.
• Facilitates project meetings, follows up on commitments, and ensures projects continue moving forward.
• Identifies barriers, competing priorities, and missed deadlines and works with stakeholders to develop solutions.
• Monitors progress on Human Resources initiatives and proactively follows up with project owners regarding commitments and deliverables.
• Escalates risks, delays, and barriers appropriately while providing recommendations to keep projects on track.
• Keeps Human Resources leadership informed of project status, upcoming deadlines, and implementation challenges.
• Coordinates implementation of Human Resources programs, process improvements, organizational initiatives, system enhancements, vendor implementations, and other department priorities.
• Supports Human Resources leadership with special projects, executive requests, and cross-functional initiatives as assigned.
• Identifies opportunities to improve workflows, communication, and coordination across Human Resources functions.
• Coordinates employee communication, engagement, recognition, and leadership development initiatives by managing timelines, stakeholders, logistics, materials, and follow-up activities.
• Performs other related duties as assigned.

Skills

Project coordination

Communication

Organization

Relationship building

Influence without authority

Education

Bachelor's degree in Human Resources

Bachelor's degree in Business Administration

Bachelor's degree in Healthcare Administration

Bachelor's degree in Project Management

Bachelor's degree in Organizational Leadership

Tools

Microsoft Office Suite

Excel

Word

PowerPoint

Outlook

Teams

Job description

Serving as a trusted extension of the CHRO, the HR Program Manager helps keep Human Resources priorities moving by connecting the right people, clarifying next steps, tracking commitments, and ensuring important work gets completed.

This position supports highly visible HR work, including physician onboarding, physician retirements, executive onboarding, acquisitions and integrations, and other organizational projects that require strong planning, communication, and follow-through. The HR Program Manager does not replace the leaders who own each functional area. Instead, this role connects the right people, keeps the work organized, tracks commitments, identifies barriers, and ensures projects continue moving toward completion.

Success in this role requires exceptional organization, strong communication skills, sound judgment, and the ability to build relationships while driving accountability. The ideal candidate thinks several steps ahead, notices when something is slipping, and brings recommendations and solutions rather than simply reporting problems.

This is a high-trust, high-impact role for someone who enjoys making order out of complexity, keeping people aligned, and helping meaningful work get done.

Key Responsibilities:

Physician & Executive Transition Programs

• Manages physician onboarding activities from accepted offer through successful transition into practice by partnering with Credentialing, Operations, Information Technology, Marketing, Finance, Human Resources, and other stakeholders.
• Manages physician retirement processes and transition activities, ensuring key milestones, communications, and departmental responsibilities are completed on time.
• Manages executive onboarding activities by developing onboarding plans, scheduling key meetings and introductions, tracking onboarding milestones, and ensuring leaders have the resources, information, and support needed for a successful transition into the organization.
• Maintains physician onboarding, physician retirement, and executive onboarding trackers and proactively follows up with stakeholders to ensure deadlines are met.

Acquisitions & Growth Initiatives

• Serves as the Human Resources project lead for acquisitions and integrations by managing workplans, coordinating activities, tracking deliverables, and ensuring readiness across Human Resources functions.
• Partners with organizational leaders and the Enterprise PMO to support implementation of acquisition-related Human Resources initiatives.

Project Management & Coordination

• Maintains a centralized inventory of Human Resources initiatives, projects, and departmental priorities.
• Develops project plans, timelines, meeting agendas, status updates, and action-item trackers.
• Facilitates project meetings, follows up on commitments, and ensures projects continue moving forward.
• Identifies barriers, competing priorities, and missed deadlines and works with stakeholders to develop solutions.

Accountability & Follow-Through

• Monitors progress on Human Resources initiatives and proactively follows up with project owners regarding commitments and deliverables.
• Escalates risks, delays, and barriers appropriately while providing recommendations to keep projects on track.
• Keeps Human Resources leadership informed of project status, upcoming deadlines, and implementation challenges.

Operational & Strategic Initiatives

• Coordinates implementation of Human Resources programs, process improvements, organizational initiatives, system enhancements, vendor implementations, and other department priorities.
• Supports Human Resources leadership with special projects, executive requests, and cross-functional initiatives as assigned.
• Identifies opportunities to improve workflows, communication, and coordination across Human Resources functions.

• Coordinates employee communication, engagement, recognition, and leadership development initiatives by managing timelines, stakeholders, logistics, materials, and follow-up activities.

• Performs other related duties as assigned.

Experience & Qualifications:

• Three (3) to five (5) years of experience coordinating projects, programs, operations, or cross-functional initiatives required.
• Experience in Human Resources, Healthcare Administration, Operations, Project Coordination, Business Administration, or a related field preferred.
• Demonstrated ability to manage multiple priorities, deadlines, and stakeholders simultaneously.
• Proven ability to build relationships, influence others, and drive accountability without direct authority.
• Strong organizational, project coordination, problem-solving, and follow-through skills.
• Excellent verbal, written, and interpersonal communication skills.
• Demonstrated ability to facilitate meetings, track commitments, and ensure completion of deliverables.
• Ability to identify challenges, anticipate needs, and develop practical solutions.
• Strong attention to detail and ability to manage complex projects with multiple stakeholders.
• Experience utilizing Microsoft Office Suite, including Excel, Word, PowerPoint, Outlook, and Teams.
• Experience working with project management, tracking, or workflow tools preferred.
• Healthcare experience preferred.

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Project Management, Organizational Leadership, or a related field preferred.
• Equivalent combination of education and experience may be considered.