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- Corporate Functions leads the planning, development, implementation and administration of HR services for Medline's Legal, Finance, Quality, IT, Facilities/Procurement, and HR groups.
This individual serves as the strategic business partner for respective executive leadership teams.
In addition, the VP identifies, develops, and implements key HR strategies and solutions that maximize return on investment, revenue, profit, and organizational effectiveness.
Job Description CORE JOB RESPONSIBILITIES Establish and/or implement the vision for HR initiatives and build buy-in from stakeholders.
Formulate objectives and priorities, drive informed decision-making using data to identify trends, determine root causes of issues, and develop and implement effective solutions consistent with the long-term strategy/opportunities of the organization.
Advise leadership on change management considerations in support of key business initiatives.
Drive best practices related to selection and retention of talent and develop action plans to respond to staffing issues and support business growth.
In partnership with Talent Acquisition, support the recruitment and selection of candidates, analyze projected and current staffing needs, and participate in the interview process as needed.
Foster a culture of positive employee relations by counseling and assisting leaders to maintain, identify, and implement actions that improve or maintain a positive employee relations environment.
Identify any internal and external factors that may affect employee retention; address these issues by working in concert with leadership and other areas of HR as needed (Compensation, Benefits, Legal, OD, TA) to develop proactive strategies to meet or exceed turnover goals.
Assess and designs processes and programs.
Evaluate the effectiveness of current programs and identify opportunities for improvement.
In partnership with other areas of HR, ensure processes and programs advance and support key business objectives and initiatives.
Influence the design and deployment of existing and new programs that address the organization’s emerging business needs.
Identify legal requirements and government reporting regulations affecting the function and ensure policies, procedures, and reporting are in compliance.
Comprehensively evaluate the business organization relative to such things as business and HR structure, talent, distribution of workload, prioritization of work, headcount, processes, and morale and make adjustment and changes that best optimize the effectiveness of the overall organization.
Influence the current mindsets of executive leaders to gain buy in for organizational change across senior leadership.
Encourage leadership to support activities that drive and foster our desired culture.
Challenge assumptions and take appropriate risks to influence the organization.
Work on the assessment of organizational talent.
Identify opportunities and risks related to the workforce (e.g., talent gaps, retention, and turnover) and recommend preventative measures or contingency plans.
Partner with leaders to align structure, roles, and processes to organizational objectives.
Effectively drive strong partnerships with other areas of HR to assure collaboration in proactively working with executives and management to deliver value added service and workforce strategies and programs to meet current and future business objectives of the organization.
Management responsibilities include: Typically, manages through Directors and Managers; Provides leadership and management to one or more major departments of an operating unit or to a department that has system-wide accountability; Strategic, tactical and operational planning (24 + months) for the function or department; Direct budgetary responsibility for one or more departments, functions or major projects/programs; Interpret and execute policies for departments/projects and develops; Recommend and implement new policies or modifications to existing policies; Hiring staff, recommending pay increases, performing performance reviews, training and development of staff, estimating personnel needs, assigning work, meeting completion dates, interpreting and ensuring consistent application of organizational policies.
MINIMUM QUALIFICATIONS Education Bachelor’s Degree.
Relevant Work Experience At least 5 years of experience managing people.
At least 10 years of human resources or related experience.
Experience in highly matrixed complex environments and demonstrated ability to drive transformation, innovation and improvements in operational efficiencies across multiple interconnected businesses and teams.
Experience demonstrating advanced analytical ability and business, industry and financial acumen; understands the role employees and leaders play in driving financial performance.
Experience demonstrating initiative to identify and anticipate client needs and effectively manage multiple conflicting priorities and deadlines.
Experience demonstrating expert knowledge in the use of data, evidence based research, benchmarks, HR and business metrics to make critical decisions.
Experience demonstrating In-depth knowledge of Human Resources-related laws, regulations and policy as well as experience advanced human resources-related programs and initiatives; able to navigate global labor laws/issues, leveraging local partners/resources.
Additional Ability to build constructive & effective relationships, develop networks and successful alliances in support of business initiatives.
Demonstrated advanced consulting skills and ability to effectively develops, implements and apply organizational strategies to address complex business challenges including change/succession management, workforce planning, leadership development and organization design.
Demonstrated advanced knowledge and expertise of multiple human resource disciplines and business practices including compensation practices, organizational diagnosis, employee/union relations, diversity, performance management, and regulatory compliance and employment laws.
Demonstrated leadership and excellent communication, presentation and interpersonal skills.
Ability to build/foster strong trusting relationships, influence leaders, use negotiation skills and develop solutions to achieve results.
Ability to advise leaders on leading people through change management.
Position may require travel for business purposes (US and/or Global).
PREFERRED QUALIFICATIONS Master's degree SPHR, SPHRi Medline Industries, LP, and its subsidiaries, offer a competitive total rewards package, continuing education & training, and tremendous potential with a growing worldwide organization.
The anticipated salary range for this position: $234,000.00
- $351,000.00 Annual The actual salary will vary based on applicant’s location, education, experience, skills, and abilities.
This role is bonus and/or incentive eligible.
Medline will not pay less than the applicable minimum wage or salary threshold.
Our benefit package includes health insurance, life and disability, 401(k) contributions, paid time off, etc., for employees working 30 or more hours per week on average.
For a more comprehensive list of our benefits please click here .
For roles where employees work less than 30 hours per week, benefits include 401(k) contributions as well as access to the Employee Assistance Program, Employee Resource Groups and the Employee Service Corp.
We’re dedicated to creating a Medline where everyone feels they belong and can grow their career.
We strive to do this by seeking diversity in all forms, acting inclusively, and ensuring that people have tools and resources to perform at their best.
Explore our Belonging page here .
Medline Industries, LP is an equal opportunity employer.
Medline evaluates qualified individuals without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, age, disability, neurodivergence, protected veteran status, marital or family status, caregiver responsibilities, genetic information, or any other characteristic protected by applicable federal, state, or local laws.
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value‐added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition
Education, License & Cert:
Bachelors Degree Non Nursing PHR, SPHR, SHRM‐CP or SHRM‐SCP preferred.
Experience:
• Minimum of 5years of experience resolving complex employee relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
Essential Functions:
• Strategic Alignment ‐ Partner with clients to understand and assess business direction based on the local Guthrie Clinic’s Strategic Plan. Create specific business plans in support of HR‐related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
• Performance and Leadership Coaching ‐ Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, employee retention, performance management, employee relations, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focus on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.
• Data Analysis ‐ Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Employee Relations ‐ Partner with the Employee Relations Center of Excellence (CoE)and serve as a resource to employees, management, and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage, and facilitate the equitable resolution of job‐related complaints and concerns as directed by the Employee Relations CoE.
• Labor Relations ‐ Under the direction of the Employee Relations CoE the HR Business Partner provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
Other Duties:
• Creates a culture of accountability and expectations of excellence for themselves and others. Ensures timely feedback is provided regarding team and individual progress on projects/goals. Takes responsibility for decisions that impact performance and outcomes. Consistently follows through on commitments and delivers on promises.
• Takes personal ownership and is a champion for leading change within the organization. Creates the business case, obtains sponsorship, removes barriers and enlists resources to achieve established goals.
• Demonstrates a deep trust and respect for others, maintains confidentiality. Ensures decisions are ethical and align with our mission, vision and values. Serves as a trusted advisor to leadership and staff.
• Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides direct honest feedback, even when difficult.
• Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees. Maintains current knowledge of relevant State and Federal laws, legal rulings and regulations. Consults counsel from our legal partners when necessary.
• Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/market/division being served. Uses analytics to become an evidence based strategic business partner.
• Performs other related duties as assigned.
Pay range min $34.89/hr max $54.46/hr
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value‐added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition
Education, License & Cert:
Bachelors Degree Non Nursing PHR, SPHR, SHRM‐CP or SHRM‐SCP preferred.
Experience:
• Minimum of 5years of experience resolving complex employee relations issues. • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
Essential Functions:
• Strategic Alignment ‐ Partner with clients to understand and assess business direction based on the local Guthrie Clinic’s Strategic Plan. Create specific business plans in support of HR‐related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
• Performance and Leadership Coaching ‐ Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, employee retention, performance management, employee relations, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focus on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.
• Data Analysis ‐ Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Employee Relations ‐ Partner with the Employee Relations Center of Excellence (CoE)and serve as a resource to employees, management, and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage, and facilitate the equitable resolution of job‐related complaints and concerns as directed by the Employee Relations CoE.
• Labor Relations ‐ Under the direction of the Employee Relations CoE the HR Business Partner provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
Other Duties:
• Creates a culture of accountability and expectations of excellence for themselves and others. Ensures timely feedback is provided regarding team and individual progress on projects/goals. Takes responsibility for decisions that impact performance and outcomes. Consistently follows through on commitments and delivers on promises. • Takes personal ownership and is a champion for leading change within the organization. Creates the business case, obtains sponsorship, removes barriers and enlists resources to achieve established goals.
• Demonstrates a deep trust and respect for others, maintains confidentiality. Ensures decisions are ethical and align with our mission, vision and values. Serves as a trusted advisor to leadership and staff. • Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides direct honest feedback, even when difficult
. • Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees. Maintains current knowledge of relevant State and Federal laws, legal rulings and regulations. Consults counsel from our legal partners when necessary.
• Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/market/division being served. Uses analytics to become an evidence based strategic business partner.
• Performs other related duties as assigned.
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Participants are needed on a wide range of topics such as:
- Health Issues (Research for cures and new medications to treat ailments)
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- Internet Usage (How you use the internet)
- Vehicles (recreational vehicles and automobiles)
- Employment (Various types of jobs or career fields)
- Food & Beverages (the consumption of various foods and beverages)
- Entertainment (About TV, movies or video games)
- Social Media (the use of different social media platforms)
- Financial (Banking and investing)
- Retirement (Planning what, when and how)
- Gender (studies based on your gender)
- Housing (Renters or Homeowners)
Compensation:
- Earn up to $250+ in Just ONE Hour! (Focus Group Session)
- Earn up to $3,000+ (Multi-Session Studies)
Benefits:
- Flexibility to take part in discussions online or in-person.
- No commute needed if you choose to work from home.
- No minimum hours. You can do this part-time or full-time
- Enjoy free samples from our sponsors and partners in exchange for your honest feedback of their products.
- You get to review and use new products or services before they are launched to the public.
Qualifications:
- Speak and/or read English
- Must be 18yrs old or older
- Must have either a phone, computer or tablet with internet connection
Experience:
- Start Immediately - No Experience Needed! Anyone Can Participate!
Education:
- Open to all education levels - Your opinion matters!
Remote working/work at home options are available for this role.
Position Summary
The HR Operations Specialist is responsible for maintaining the smooth day-to-day operations of the office, supporting the finance department, to include weekly payroll processing, administrative tasks, and providing HR support as needed under the guidance of the Chief People Officer. This position requires attention to detail, confidentiality, and strong organizational skills to ensure accuracy and consistency in office and payroll operations.
Key Responsibilities
Office Administration
- Serve as the first point of contact for incoming calls and visitors.
- Maintain office and kitchen supplies; track inventory and reorder as needed.
- Coordinate incoming and outgoing mail, deliveries, and courier services.
- Manage copier meter readings, toner inventory, and vendor communication.
- Organize company files, forms, and records (both paper and electronic).
- Maintain office supplies, equipment, and vendor relationships; track inventory and reorder as needed.
- Ensure meeting spaces are prepared and equipped for internal and external meetings.
Payroll Administration
- Collect, verify, and enter weekly employee hours into the payroll system.
- Process weekly payroll accurately and on schedule.
- Maintain payroll files, employee pay rate lists, and other related documentation.
- Prepare certified payroll reports for applicable projects.
- Assist with payroll-related reporting such as union reports, deductions, and garnishments.
- Maintain confidentiality of all payroll and employee information.
HR Support
- Assist with new hire onboarding paperwork (W-4, I-9, direct deposit, etc.).
- Maintain employee files and ensure documentation is complete and organized.
- Update employee lists and organizational data as directed.
- Support benefits enrollment or changes under guidance from the Chief People Officer.
- Assist with compliance tracking (certifications, training records, etc.) as assigned.
- Assist with filling HR documents and work closely with HR on daily operations and provide additional HR support as needed.
General Support
- Assist with invoicing or accounts payable data entry as needed.
- Coordinate communication between departments when requested.
- Be available to support the team with unexpected, time-sensitive tasks and initiatives that arise outside of standard operation.
Qualifications
- 3+ years of office administration experience; experience in payroll preferred.
- Basic understanding of HR functions and confidentiality standards.
- Proficiency in Microsoft Office and QuickBooks (or similar accounting software).
- Strong organizational and communication skills.
- Ability to prioritize and manage multiple tasks in a fast-paced environment.
Reporting Structure
Reports directly to the Controller. Works closely with the Chief People Officer for HR-related tasks and supports the Finance department as needed.
Position: Legal HR & Attorney Transitions Manager (Global Law Firm)
Location: New York, NY (Hybrid)
Company: Globally Recognized AM100 Law Firm
Comp Package: Base salary up to 200k, Bonus, Full Benefits, 401(k), etc.
Summary for Legal HR & Attorney Transitions Manager:
Serve as a trusted advisor at one of the world's most elite law firms, playing a central role in guiding attorneys through critical career moments with discretion and sound judgment. This highly visible role partners closely with Firm leadership and senior stakeholders to lead attorney transitions across domestic and international offices, shaping high-touch processes that reflect the Firm's standards and values. Ideal for a seasoned legal talent professional with a Juris Doctor, this position blends strategic influence, people leadership, and hands-on execution in a high-expectations environment.
Responsibilities for Legal HR & Attorney Transitions Manager:
- Lead and oversee attorney status changes and transitions across New York, London, and Washington, D.C., serving as a primary point of contact on sensitive matters.
- Manage attorney transitions including alternative work arrangements, leaves of absence, departures, promotions, partner retirements, and office transfers.
- Partner closely with Benefits, Firm leadership, and administrative stakeholders to deliver clear, consistent, and supportive communication throughout life-event and employment changes.
- Ensure Firm policies related to attorney employment are applied thoughtfully and consistently, exercising sound judgment in nuanced situations.
- Drive alignment and consistency of attorney transition processes across offices, including documentation, tracking, and internal communications.
- Manage and mentor two direct reports, setting clear goals, providing ongoing feedback, and supporting professional development.
- Assess, refine, and help implement policies, procedures, and best practices related to attorney talent and employment transitions.
Requirements for Legal HR & Attorney Transitions Manager:
- Bachelor's degree required and 8+ years of legal talent, attorney development, or related experience within a law firm or professional services environment
- Prior people management experience with a hands-on, mentorship-oriented leadership style
- Exceptional judgment, discretion, and emotional intelligence when handling confidential and sensitive matters
- Strong client-service mindset with the ability to advise and partner effectively with senior attorneys and Firm leadership
- Proficiency in Microsoft Office (Word, Excel, Outlook, PowerPoint) and comfort learning internal legal talent systems
Job Description
Provide Organizational Guidance and Support in building and sustaining a high-performance culture by reviewing and recommending policies and procedures designed to attract and retain people committed to increasing the Productivity, Profitability, Market Share, and mutually beneficial relationship enjoyed by The Krumland Auto Group.
Pay:
Pay will be based on experience.
Qualifications Education
College diploma or the equivalent
As required by Roswell Toyota
Licenses
Driver's License
Other
Ability to read and comprehend instructions and information.
Professional personal appearance.
Excellent communication skills.
Ability to meet company's production and quality standards.
Physical Requirements Surroundings
spend time indoors in air-conditioned areas.
Sitting
on a regular basis
Standing
on a regular basis
Walking
on a regular basis
Bending, twisting and/or stooping
infrequently
Kneeling and/or Squatting
infrequently
Lifting
Less than 10 lbs
infrequently
Reaching and/or lifting overhead
infrequently
Climbing
stairs
Repetitive hand/finger movement
on a regular basis
Grasping/grabbing with hands
infrequently
Pushing and Pulling
infrequently
Expectations General Expectations
Devote himself/herself to ensuring satisfaction to employees.
Communicating and Marketing the KAG philosophy to the staff and perspective employees.
Build a staff that is developing a culture of continued improvement through recruiting and retention of high performers throughout the organization.
Maintain a Project Management System that is time sensitive with goal oriented.
Establish personal performance goals that are consistent with company standards of productivity and devise a strategy to meet those goals.
Review and analyze actions at the end of each day, week, month, and year to determine how to better utilize time and plans more effectively.
Review and keep the KAG Handbook current and consistent with Federal and State Laws.
.
Job-Specific Expectations
Take charge of new employee orientation and training to make sure that all new employees are introduced to all departments within the dealership.
Utilize available recruitment resources and devise advertising strategies to create processes that will provide for legal, fair, and efficient hiring. Be in charge of the recruitment and hiring process.
Provide for constant improvement of recruitment and the hiring process.
Provide for employee development by coordinating with managers and assisting them in the creation and management of developmental strategies for the employees in their departments. Discern the level of employee job satisfaction and morale through periodic assessments and opportunities for feedback.
Provide for and oversee all departmental and individual training. Arrange for availability of appropriate facilities and resources to aid in trainings.
Assist the General Manager and Owners to devise and apply effective strategies for developing and increasing employee loyalty and commitment.
Act as intermediary between the benefits company and the dealership in all instances regarding the employee benefit package.
Assist the General Manager and Owner in maintaining a competitive compensation plan and benefits package that will attract qualified employees and at the same time has an appropriate cost structure for the dealership. Plan strategies for rewarding high performance through appropriate pay plans and incentives.
Provide for development and training processes that support the performance management process.
Facilitate productive interaction between employees and managers when assisting with behavioral or performance improvement plans and conflict resolution.
Facilitate the implementation of a consistent and effective employee performance management process in all departments consisting of individual performance goals, year-end performance reviews as well as periodic reviews.
Assist managers and owners to understand how to maintain high job satisfaction and performance in a professional yet amiable environment.
Manage and supervise all workman compensation claims as well as all records relating to all OSHA requirements and work injury claims.
Facilitate and take responsibility for the application of pro-active safety practices throughout the entire dealership, ensuring that all health and safety processes are in compliance with the appropriate organization's specific objectives and regulations.
Keep all required employee records in a secure location meeting compliance regulations.
Update the employee handbook as needed to provide a current outline of procedures, policies, and benefits available to all employees and offers a framework for the resolution of employment situations in a reasonable and consistent manner.
Provide an appropriate and centralized location for all job descriptions, organization charts and standard operating procedures.
Maintain current employee rosters and directories.
Support the dealership's customer service philosophy by ensuring that New Hire training addresses and clearly presents the dealership's expectations.
Be polite and friendly and greet customers promptly Company Description
Thomas Krumland, owner and founder of Krumland Auto Group, started his vision for the group when he purchased the Roswell Toyota dealership in August of 1997. Since then, Krumland has built and rebuilt seven (7) state-of-the-art dealership facilities in Roswell and Carlsbad. Those dealerships include Roswell Toyota, Roswell Honda, Roswell Nissan, Roswell Hyundai and Roswell Ford. In Carlsbad, located in southeastern New Mexico, there is Carlsbad Ford-Lincoln and Carlsbad Chevrolet. Each of these dealerships features a lounge for customers, free Wi-Fi, coffee & snack area, including a charging station for electric cars.
The Krumland Auto Group sells approximately 650 vehicles per month through these seven dealerships.
It is the mission of the Krumland Auto Group to constantly improve their processes to provide customers with a level of quality service and goods, respect for their customers' time and money, and a helpful environment and attitude while maintaining strong ethics for integrity, honesty and r
Company Description
Thomas Krumland, owner and founder of Krumland Auto Group, started his vision for the group when he purchased the Roswell Toyota dealership in August of 1997. Since then, Krumland has built and rebuilt seven (7) state-of-the-art dealership facilities in Roswell and Carlsbad. Those dealerships include Roswell Toyota, Roswell Honda, Roswell Nissan, Roswell Hyundai and Roswell Ford. In Carlsbad, located in southeastern New Mexico, there is Carlsbad Ford-Lincoln and Carlsbad Chevrolet. Each of these dealerships features a lounge for customers, free Wi-Fi, coffee & snack area, including a charging station for electric cars.\r
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The Krumland Auto Group sells approximately 650 vehicles per month through these seven dealerships. \r
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It is the mission of the Krumland Auto Group to constantly improve their processes to provide customers with a level of quality service and goods, respect for their customers' time and money, and a helpful environment and attitude while maintaining strong ethics for integrity, honesty and r
A Veterans Administration outpatient clinic an hr South of Waco, Texas has a great opportunity for a Clinic Staff Physician.
Community-Based Outpatient Clinics (CBOCs) are an integral part of the Department of Veterans Affairs (VA) healthcare delivery system and offer primary care services, such as lab work, administrative support, and behavioral healthcare, as well as a variety of specialty care services provided both in clinic and remotely, utilizing the latest telemedicine technology.
CBOCs are staffed by a team of medical professionals, including Physicians, NPs, PAs, RNs, LPNs, telehealth technicians, pharmacists, social workers, medical assistants, and administrators, who work together to provide complete medical care to veterans and assist them in navigating the VA and understanding all the benefits they may have earned through their service. Each CBOC implements the Patient Aligned Care Team (PACT) model of care, which enhances the patient experience and ensures continuity of healthcare
- Clinic hours are M-F 8 am to 4:30 pm.
- No evenings, holidays, on-call, weekend shifts.·
- Examine the patient/client and determine the best course of action while documenting in our paperless health program ? The VA?s VISTA/CPRS electronic patient record system.
- Develop and implement patient management plans, communicating with Patient Aligned Care Team (PACT) to ensure appropriate standards of care.
- Discuss patient outcomes, policies, procedures, and records with PACT Providers.
- Completes all clinical reminders to keep each patient up to date in the system.
JOB REQUIREMENTS:
- Doctor of Medicine or Osteopathic Medicine Degree
- Board Certified in Internal Medicine or Family Medicine
- 2 years of clinical medical practice
- Active, unrestricted license in the state of desired employment
- Current, unrestricted Drug Enforcement Administration (DEA) registration
- Current certification in Basic Cardiac Life Support (to be renewed annually)
BENEFITS SUMMARY:
- Medical Malpractice Coverage
- CME Allowance
- 401(k)
- Medical/Vision/Prescription/Dental Plans
- Life Insurance/Disability
- Paid Time Off/Federal Holidays
- Colleague Referral Bonus Program
As a Clinic Physician you'll have the opportunity to serve our nation's Veterans with the same exceptional level of care our Veterans have shown while serving our country. We are seeking healthcare professionals who are driven and committed to ensuring the health and well-being of our nation's Veterans. New opportunity, inquire today.
Recruiting & Hiring Support
- Manage full-cycle hiring including job postings, application review, interviews, offers, and onboarding coordination
- Maintain active candidate and support community recruiting efforts
- Ensure all hiring documentation and onboarding is completed accurately
Onboarding & Orientation
- Lead new hire orientation and ensure a strong, consistent first impression
- Support leaders during onboarding & communication with the team.
Team Member Support & Retention
- Serve as a dependable point of contact for the team to address questions.
- Conduct check-ins to support company values and escalate concerns adequately.
Compliance
- Manage & maintain organized digital employee files and HR systems
- Assist with employee relations conversations through professionalism and discretion
- Maintain labor law postings, minor work waivers, incident reports, and compliance documentation
Required qualifications:
- Legally authorized to work in the United States
Preferred qualifications:
- 18 years or older
Sarasota Memorial First Physicians Group is hiring Gastroenterologists to join their growing employed physician group in Venice and North Port, Florida . We are looking for Fellowship-Trained physicians in General GI, Interventional Endoscopy and GI Hepatology.
The Gastroenterology practice was developed in 2020 and has expanded to 13 Board-Certified Gastroenterologists and 15 Advanced Practice Providers along with a dedicated team of clinical and administrative staff at each location.
The group currently has two practice locations in Sarasota and Venice, and the Sarasota location includes a state-of-the-art ambulatory surgery center and an outpatient clinic. The Venice office is located in the Medical Office Building on the campus of SMH-Venice hospital, and we are opening a $12 million Endoscopy and Digestive Health Outpatient Center in January 2028. The new 17,000 sq. ft endoscopy center will include 24 exam rooms, four (4) procedural suites and pre-and post procedural spaces with the latest endoscopic technology.
Additionally, we will be opening a new 100+ bed acute-care hospital in North Port in 2028 with the ability to quickly grow to 200+ beds.
The size and diversity of each campus, as well as tremendous inpatient and outpatient volume, offers opportunity for recruitment of Gastroenterologists of all skill sets and interests. The Gastroenterology Division is comprised of an Interventional Endoscopy Section as well as a section of General Gastroenterology and presents an opportunity for academic affiliation and/or appointment from Florida State University College of Medicine.
Highlights of the positions:
· Opportunity for dedicated inpatient , outpatient or hybrid employment positions.
· High volume and efficiently run inpatient and outpatient endoscopy units.
· State-of-the-art equipment and generous budget for fostering new technologies and equipment.
· Procedures currently performed by group include: EGD, Colonoscopy, Diagnostic and Interventional EUS and ERCP, Balloon Enteroscopy, Endoscopic Resection, Ablation of Barrett Esophagus, Trans-oral Incisionless Fundoplication, Capsule Endoscopy, FibroScan and High Resolution Esophageal and Rectal Manometry.
· Academic appointment and education of Florida State University Medical Students and Sarasota Memorial Hospital IM and ER Residents is available if interested in teaching.
· Through the Kolschowsky Research and Education Institute , we offer state-of-the-art simulation labs, hands-on training programs, medical research and clinical studies.
Additional Information:
· This position includes a highly competitive base salary with wRVU productivity bonuses , quality metric incentive bonus and a full array of benefits – Health, Dental, Vision, Life Insurance, Short/Long Term Disability, 403B Retirement Plan, CME, PTO, and much more.
· Relocation allowance and a Commencement bonus will be provided.
· As an employee of a public, State of Florida organization, physicians are entitled to sovereign immunity .
· Sarasota Memorial and First Physicians Group are not-for-profit organizations. Physicians can participate in the Public Service Loan Forgiveness (PSLF) program if employed by First Physicians Group.
· No State income tax in Florida.
Please contact or 941-685-4231 for more information.
Sarasota Memorial is consistently recognized for its delivery of quality care and best patient experience in the nation.
Sarasota Memorial was recognized by U.S. News in 2025-2026 for being in the Top 10% in the nation as High Performing for Gastroenterology & Gastrointestinal Surgery.
SMH-Sarasota has been recognized with a 5-star rating from the U.S. Centers for Medicare & Medicaid Services ( CMS ) 10 years in a row! We are the only hospital in Florida – and among fewer than 20 nationwide – to receive continuous 5-star ratings since CMS began the ranking program in 2016.
Recognized in the U.S. News’ 50 “Best Hospitals” list in 2025-2026 .
Earned straight “A” Grades for Patient Safety from Leapfrog since 2016 .
Sarasota Memorial is a 4-time winner of Gallup’s award and one of only 62 organizations worldwide to win the “ Exceptional Workplace Award ” for engagement in 2025.
Named among the World’s Best Hospitals for a 7th year in a row by Newsweek, 2025 .
Earned Magnet Nursing Recognition five times from the American Nurses Credentialing Center (ANCC) since 2003. Sarasota Memorial has remained the only hospital in the region with Magnet recognition for the past 20 years.
Sarasota Memorial First Physicians Group is one of the Gulf Coast’s largest primary and specialty care groups. The group is comprised of 700+ Physicians and Advanced Practice Providers covering 50+ specialties in 72 practice locations throughout Sarasota and Manatee Counties. FPG has been delivering excellent care for the past 32 years, and it is backed by the tradition and strength of Sarasota Memorial Health Care System.
Joelle Hennesey, MHA, CPRP
Director, Physician & APP Recruitment
T: 941-917-2818 | C: 941-685-4231
