Focus on your patients. Not HR headaches.
Most practice owners became the HR department by default — covering front-desk call-outs between patients, navigating terminations with no documentation, and watching great medical assistants walk out the door because the people systems just aren't there. HR Compass puts a SHRM-certified HR Director in your corner — starting at $500/month.
Fractional HR for medical & wellness practices is a monthly HR partnership designed for practices that don't have a dedicated HR person — or where that responsibility falls on the physician-owner, practice administrator, or office manager who's already stretched thin. A SHRM-certified HR Director becomes a working part of your team, available for real HR questions, healthcare-specific compliance issues, policy guidance, and the staff situations that don't have an easy answer.
Your patients are too important for HR to pull you off the floor.
By the time your practice has 10+ employees, HR stops being something an owner can handle between patients. And yet — that's exactly what most practice owners are doing. These are the conversations we hear from practice leaders every week.
"Our front desk turns over twice a year and every exit sets us back weeks."
Front-office and medical-assistant roles turn over at 25–40% a year in private practices. Every departure means re-hiring, re-training, schedule gaps, and patients who feel the difference — while the rest of your team absorbs the overflow and edges closer to burnout.
"I had to let someone go and realized we had nothing documented."
Performance problems, write-ups, terminations — without documented policies and a clear process, every difficult staff decision becomes legal exposure. In a small practice where everyone knows everyone, those conversations are even harder to get right.
"Two of my best nurses can't get along — and it's dragging the whole team down."
When a nurse and a front-desk lead clash, or two practitioners disagree on how the practice should run, the tension spreads fast in a small team — and patients can feel it. Without a neutral way to surface and resolve conflict, the owner ends up refereeing personality disputes instead of seeing patients.
Up and running
in two weeks.
No long onboardings, no committee meetings. Just a clear path from "we should probably get HR help" to "we have an HR Director."
Discovery Call
30 minutes on Zoom. We learn your staffing structure, clinical-vs-admin mix, scheduling pressures, and the HR situations keeping you up at night.
Plan & Match
We recommend a tier (Bronze / Silver / Gold) and pair you with the SHRM-certified Director who fits your firm best.
Onboard
Your Director reviews your current policies, HIPAA/OSHA posture, and any active people issues. Clear priorities, week one.
Run It
Monthly retainer hours, on-call guidance, manager training, quarterly reviews. Scale up or down as your practice grows.
The HR Director Team
We know the importance of great HR Directors with a small business background instead of a corporate one. We hand-select HR talent with over 20 years of experience. Here are two of our best.
Karen Moss
Karen has 30+ years of Human Resources experience, including her most recent position as the Director of People Operations at Epic, LLC. She developed and implemented HR programs, policies, and practices in talent management, employee engagement, benefits, and wellness.
Karen holds her certification as a Senior Professional in Human Resources and a SHRM Senior Certified Professional.
Amy Clark
Amy has over 25 years in HR. In her last role as Chief People Officer at a multi-site healthcare organization, she built the HR function from the ground up.
Her experience also includes HR leadership roles at ADP, EvoShield, and a multi-state law firm, where she focused on legal compliance, employee relations, benefits administration, and strategic workforce planning.
Real HR work — done by real HR Directors.
Every retainer covers strategic guidance and execution. We don't hand you templates and disappear; we do the work alongside you.
Handbook, HIPAA, OSHA, classifications.
The hard conversations, handled.
Hire, onboard, and keep great people.
A real HR voice in the room.
Pick the level of HR your firm actually needs.
Three tiers, transparent pricing, month-to-month. Move up or down as your firm grows.
- 3 hours dedicated HR Director time / month
- Handbook review & annual refresh
- Compliance check-ins (HIPAA, OSHA, FLSA)
- Email & phone advice as needed
- HR template library access
- 6 hours dedicated HR Director time / month
- On-call employee relations support
- Bi-annual manager training
- Quarterly business reviews
- Comp benchmarking (annual)
- 10+ hours dedicated HR Director time / month
- Embedded weekly office hours
- Performance & comp system rollout
- Investigations & complex cases
- Owner & leadership coaching
Your practice owner is managing HR alone. That's one job too many.
A full-time HR Director costs $90–120K loaded — a line item most practices this size can't justify. HR Compass delivers 20+ years of experience for a fraction, with no salary, no benefits, no overhead.
Stop drafting termination memos at 11 PM and carrying staff complaints around between patients. Your HR Director handles documentation, difficult calls, and follow-up — so you can get back to care.
In a small practice where everyone knows everyone, it's hard for anyone internally to push back on the owner. We can — and do. Objective HR guidance, free from office politics and personal history.
Real onboarding, real career paths, and managers who actually know how to manage. Less turnover at your front desk and in your clinical team, less re-hiring.
When you call at 4 PM on a Friday asking "can we let this person go?" — you get a real answer, not a Google search.
Most staff complaints trace back to management. Bi-annual training that turns your office manager and lead clinicians into managers who actually know how to manage.
I was the owner, the lead provider, and the HR department. HR Compass gave us a real expert on call — and gave me my time back with patients.
HR Compass Silver Member
What your practice looks like
90 days from now.
Most clients feel the difference in the first two weeks. Here's what the first three months could actually look like.
Foundation is set.
- HR policies reviewed — you know what's current, what's missing, what HIPAA and OSHA expect
- Staff roles, classifications, and credentials documented and defensible
- Active people issues have a plan — not just a worry
- You know exactly who to call when something comes up
Practice runs cleaner.
- Owners and managers are back with patients, not HR firefighting
- First manager training session complete
- Onboarding process documented — new hires land with clarity and ramp up faster
- Comp benchmarking underway — you know how you stack up for retention
HR is just handled.
- First quarterly review — you know exactly where your practice stands
- Staff issues are documented and handled — not absorbed into your culture silently
- HIPAA, OSHA, and credential requirements are current and organized
- Your practice is defensible — policies, docs, and processes that hold up
Everything you
want to know.
If you don't see your question here, we would love to do a 30-minute call. We're happy to talk through whether HR Compass is the right fit before you commit.
Ready to get your
practice's HR handled?
Tell us a bit about your practice and where things stand today. We'll help you figure out which plan makes sense. No pressure — just a real conversation.