HR Program Manager

SMG Brand; Knoxville (TN); On-site; USD 80,000 - 120,000; Full time

Job summary

SMG Brand is seeking an HR Program Manager to act as a trusted extension of the CHRO, coordinating complex HR initiatives and ensuring timely progress. The role focuses on physician onboarding, retirements, executive onboarding, and acquisitions, requiring strong planning, communication, and follow-through across stakeholders.

The ideal candidate excels at organizing complex workstreams, identifying barriers, and delivering practical recommendations to keep initiatives moving toward completion

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.

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:

• 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.
• Coordin...