Practice Administrator

Gmgma; Gainesville (GA); On-site; USD 90,000 - 125,000; Full time

Job summary

Pediatric Associates in Gainesville and Braselton, Georgia, seeks a Practice Administrator to lead HR, operations, and strategic planning for two offices. The role requires hands-on HR expertise, strong business judgment, and a track record of delivering results in a multi-site healthcare setting.

The administrator will oversee a three-person leadership team, coordinate with clinical and billing managers, manage policies and compliance, and drive improvements in EMR, scheduling, and staffing.

Qualifications

• Five or more years in progressive healthcare practice or outpatient leadership.
• Substantial direct HR experience incl. employee relations, hiring/terminations, performance management.
• Hands-on EMR and practice-management system experience; improve workflows and use data.
• Ability to develop strategic plans and present recommendations with measurable results.

Responsibilities

• Own HR functions across two offices with hiring/firing authority.
• Coach managers; set expectations; address concerns promptly and fairly.
• Develop 1-, 3-, and 5-year workforce plans; anticipate risks and opportunities.
• Improve workflows; oversee facilities, vendors, HIPAA compliance, and training.

Skills

HR leadership

People management

Communication

EMR systems

Education

Healthcare administration degree

HR certification

Tools

EMR software

Practice management

Payroll software

Job description

Practice Administrator

Pediatric Associates | Gainesville and Braselton, Georgia | Full time and on site

Lead our people, strengthen our systems, and help shape the future of our two-office pediatric practice. We seek a proactive leader with substantial hands-on HR experience, sound business judgment, and a record of turning plans into results.

Reporting to all physician partners, the administrator leads a three-person leadership team with the clinical manager and billing manager. All practice staff, including executive-level managers, department managers, and leads, report directly or through this structure. Weekly on-site presence at both locations is required.

Human resources and workplace culture

• Own all HR functions with hiring and firing authority: recruiting, onboarding, training, employee relations, retention, performance reviews, discipline, and terminations.
• Coach managers, set clear expectations, and address employee concerns promptly and fairly. Protect confidentiality, document decisions, apply policies consistently, and use outside HR or legal support when needed.
• Build an inclusive, respectful culture where employees feel heard and valued. Listen with empathy, recognize contributions, address disrespect, and balance individual needs with consistent accountability.
• Manage personnel records, attendance, leave, policies, benefits renewals and enrollment, and staff compensation recommendations within approved budgets. Coordinate administrative compliance and training with clinical leaders and advisors.

Strategic management and forward planning

• Develop and maintain 1-, 3-, and 5-year plans addressing workforce and succession needs, patient demand, capacity, technology, facilities, and growth.
• Anticipate risks and opportunities by monitoring practice performance and external changes. Recommend preventive actions and contingency plans before problems disrupt the practice.
• Bring proposals to all partners for discussion and approval, presenting evidence, options, costs, benefits, resource needs, and tradeoffs. Collaborate with financial, billing, and clinical leaders to support well-informed business decisions.
• Turn approved plans into projects with owners, milestones, deadlines, and measures of success. Review progress with the partners and adjust plans as conditions change.

Operational efficiency and EMR systems

• Improve workflows across both sites by reducing bottlenecks, duplicate work, and unnecessary manual steps. Use hands-on EMR and practice-management system experience to improve task routing, reporting, and handoffs; coordinate testing and staff training.
• Work closely with the clinical manager on staffing coverage, patient access, flow, and service. Clinical decisions remain with clinical leadership; physician scheduling is outside this role.
• Oversee facilities, purchasing, vendors, technology support, HIPAA compliance, and administrative processes. Use data and staff and patient feedback to measure and sustain improvements.

Communication and project follow-through

• Keep all providers and staff informed across both sites, including those absent from meetings. Communicate clearly, listen respectfully, and protect confidential information.
• Prepare meeting agendas, document decisions and action items, and promptly distribute summaries with owners and deadlines. Confirm information reaches the right people and is understood.
• Maintain a current project and action list. Share progress, flag delays early, communicate changes, and follow commitments through to completion. Keep all partners informed of risks and decisions requiring approval.

Ownership and management partnerships

• Take initiative: identify needs, propose solutions, and act within established authority without waiting for assignments. Own implementation and results, seeking partner approval when needed.
• Own payroll administration, employee inputs, timekeeping, leave, authorized changes, and deadlines. The PT financial manager helps prepare and reviews payroll before submission; resolve discrepancies together.
• Partner with the PT financial manager, who retains financial analysis and most accounting. Use financial and operational information together to evaluate options and inform partner decisions.
• Lead the three-person team in close partnership with the clinical manager and billing manager. Both managers report to the administrator and bring essential expertise: the clinical manager leads clinical operations, and the billing manager leads billing execution. Set shared priorities, coordinate decisions and communication, solve problems together, and support each manager’s success.

Required qualifications

• Five or more years of progressive healthcare practice or comparable outpatient leadership experience, including supervision of managers or leads.
• Substantial direct HR experience, including employee relations, hiring and terminations, performance management, manager coaching, benefits, and payroll administration.
• Hands-on EMR and practice-management system experience, with demonstrated success improving workflows and using operational data.
• Experience developing strategic plans, presenting recommendations to decision-makers, and delivering measurable results. Strong written and verbal communication, judgment, discretion, organization, and follow-through.

Preferred: Pediatric or private physician practice experience; a relevant degree or equivalent experience; HR or practice management certification.