Private Practice Human Resources Specialist

Private Practice Human Resources Specialist

OT/PT/SLP or Relevant Clinical Private Practice Experience Essential

Wellness Works Management Partners | Remote W-2 | $25–$32/hr Starting

Florida residents only — Tampa Bay/St. Pete strongly preferred

Before You Read Further — Please Be Honest With Yourself

This role has three hard requirements. If all three do not describe you, we are genuinely not the right fit — and that is not a knock on your experience. It simply means we are looking for something very specific, and we would rather tell you that upfront than waste your time.

1. You have been directly employed by a small clinical private practice.

OT, PT, SLP, or ABA clinics are the closest match. Relevant clinical private practices — pediatric medicine, ENT, or similar small specialty practices — are also considered. What matters most: the practice was clinician-owned, privately operated, and under 25 employees. Not a hospital. Not a health system. Not a staffing agency that placed clinicians. Not a billing company or consulting firm that served practices from the outside. You were employed by the practice itself, doing HR and operations work from the inside. If that is not your background, we will not be a match.

2. You currently live in Florida.

Tampa Bay / St. Petersburg is strongly preferred. Outside Florida is not considered.

3. You have hands-on working fluency with at least one of the following platforms:

— Monday.com (boards, automations, workflows you built yourself)

— Trainual (SOPs, training tracks, staff onboarding)

— Mineral (HR compliance across multiple states)

Who We Are

Wellness Works Management Partners (WWMP) is a national boutique practice management company supporting OT, PT, and SLP private practices across 30+ states. We provide Revenue Cycle Management and Fractional HR — not as a vendor, but as a true extension of each practice’s leadership team.

We are a small, high-performing team. Our average employee tenure is over 8.5 years. We do not hire for volume. We hire for fit — and when we find the right person, they tend to stay, grow, and thrive here for a long time. That track record is something we are proud of, and it shapes how carefully we hire.

What This Role Is

This is a new position inside our Fractional HR division. You will work directly under our Chief HR Strategist as the dedicated HR Specialist serving our clients across the country.

The scope is intentional. This is a specialist role by design — deep, hands-on execution is the job. There is no team beneath you, no director trajectory built into this position, and no ambiguity about that. What there is: real work, real ownership, and real impact inside a small organization that genuinely cares about the practices it serves.

On any given week, you might be building an employee handbook from scratch, troubleshooting a payroll issue on a Monday morning, supporting a practice owner through a difficult employee situation, onboarding a new HR client, or managing compliance documentation across multiple states. Recruiting is part of the role — but it is not the primary function. The core of this job is HR and operations execution.

What You Will Own

— Employee handbook creation — building compliant, practice-specific handbooks from scratch across multiple states

— Policies and procedures — drafting and implementing HR policies tailored to each practice’s size and regulatory environment

— Onboarding and offboarding — documentation, compliance workflows, and culture integration for client hires and departures

— Payroll coordination — managing and troubleshooting payroll for clients on small business platforms

— HR compliance — multi-state employment law awareness applied in real time for real clients

— Performance management — corrective action documentation, PIPs, and supporting practice owners through difficult employee conversations alongside our Chief HR Strategist

— New client onboarding — supporting intake and setup as WWMP brings on new Fractional HR clients

— Day-to-day operations support — serving as a direct resource for OT/PT/SLP practice owners on the operational questions, people challenges, and workflow problems that come with running a small clinical practice

— Recruiting — writing job ads, sourcing candidates, screening, managing offers, and coaching practice owners through hiring decisions as needed

Who We Are Looking For

You have spent the majority of your HR and operations career employed directly by small clinical private practices — not supporting them from the outside, but working inside them. The practice was clinician-owned, under 25 employees, and you were the person who kept the whole operation running.

You have built handbooks from scratch. You have managed payroll on a Monday morning when something went wrong. You have sat across from a practice owner and helped them navigate their first termination. You understand what productivity standards mean in a clinical environment, what insurance and credentialing pressure feels like on a small team, and what it actually costs a practice when a key clinician gives two weeks’ notice.

Working for a company that served clinical practices — a billing service, a consulting firm, a staffing agency, a software vendor — is adjacent experience. It is not the same as being inside the practice. We are not looking for adjacent. We are looking for someone who has lived it from the inside. That is not something a certification replaces.

A note on working style:

If you are familiar with the Six Types of Working Genius framework by Patrick Lencioni, this role calls heavily for the genius of Tenacity — the ability to push through, finish what you start, and find deep satisfaction in execution and follow-through. If you are not familiar with the framework, it is worth a quick search. If Tenacity sounds like you — if finishing the work and doing it well is genuinely energizing to you, not draining — that is a strong signal this role may be your fit. We operate as a team oriented around all six genius types, and we have intentionally built our team with that framework in mind.

You are not looking to be an HR Director. You want to do good, meaningful, hands-on HR and operations work — as a specialist working directly alongside an experienced strategist — for small practices that genuinely need it. If deep execution and ownership of your craft sounds like exactly the kind of work you want to do every day, keep reading.

This Role Is Not The Right Fit If:

— Your HR or operations experience inside a small clinical private practice is limited or absent

— Your clinical industry experience is from hospitals, health systems, or staffing agencies — not clinician-owned private practices

— The practices you supported had more than 25 employees

— You are targeting above $32/hr — many applicants are absolutely worth that, and this role does not start or get there quickly in years 1–3

— You are looking for an HR Director track or a team to manage

— You want flexible or self-directed hours — this role runs Monday–Friday, 10 AM–6 PM Eastern with structured daily accountability

— You are outside Florida

— You are a staffing agency, recruiting firm, or independent contractor

We are not saying this to be discouraging. We are saying it so you do not waste your time.

Compensation — Fully Transparent

We pay for readiness, not potential. The more directly your background maps to small clinical private practice operations, the higher your starting rate.

Starting rate: $25–$32/hr — determined entirely by how directly your experience maps to this role. To be considered at $30/hr or above, you must have a minimum of 3 years of HR or operations experience working directly inside a small clinical private practice.

Year 2 potential: $30–$38/hr — if Fractional HR client output has grown 100% from your start date.

Year 3 potential: $35–$42/hr — if the division has grown 125% from your start date and you are operating with full independence.

Additional benefits:

— Health Reimbursement Arrangement (HRA): Up to $400/month toward individual health coverage

— Discretionary holiday bonuses: Up to 48 hours of bonus pay annually

— No additional benefits beyond what is listed above — no PTO, no 401K

If you are seeking compensation or benefits beyond what is described here, this is not the role for you. We are looking for candidates for whom this structure genuinely meets their needs — not a starting point for negotiation.

Our Values — These Are Non-Negotiable

Responsiveness. You respond. You acknowledge. You follow through. You do not let things go dark.

Integrity. You do what you say. You tell the truth when it would be easier not to. You do not cut corners on compliance, communication, or your own accountability.

Transparency. You surface problems early. You share information proactively. You communicate clearly — even when the message is not what someone wants to hear.

These are how we evaluate every person on this team. If you are still building toward these, this will not be the right environment. If this is already how you operate, you will feel at home here.

How To Apply

We hire through Indeed. A resume alone will not move your application forward.

Every application must include:

— A custom cover letter written specifically for this role. Tell us which clinical practices you were employed by, how large they were, what HR and operations functions you owned, and why this kind of work matters to you. Generic cover letters are declined immediately.

— Full answers to our Indeed screening questions. Treat each one like a first-round interview answer. Vague or one-sentence responses end candidacy.

— Your resume — it is the starting point, not the whole picture.

Responsiveness is a core value here, and the hiring process is where we see it first. If we reach out, respond within 48 hours. Do not contact us before we reach out.

We are not looking for the most credentialed applicant. We are looking for the right one.

Direct W-2 applicants only. Not accepting submissions from staffing agencies, recruiting firms, or independent contractors.

Pay: $25.00 - $32.00 per hour

Application Question(s):

• Question 1 — Your "Why" Behind This Search

What is driving your decision to explore new employment opportunities at this time? Be specific and honest — we are looking for the genuine reason, whether that is a job loss, a compensation gap, a culture misalignment, a career pivot, or something else entirely. Vague answers like "seeking growth" or "looking for new challenges" will not give us what we need. Tell us your real story.

• Question 3 — Employment Retention & Patterns

What has been your average employment retention per job over the last 5 years? For each role, briefly tell us what kept you or what caused you to leave. We are not looking for polished answers here — we are looking for self-awareness and honesty. Patterns tell us a lot about fit.

• Question 4 — Your Hands-On HR Experience

Describe your direct HR experience — including the size of the organizations you have supported, the specific HR functions you have owned (recruitment, payroll, compliance, handbooks, onboarding, employee relations, performance management, etc.), and any experience you have working with or recruiting for private practice healthcare settings, specifically Occupational Therapy, Physical Therapy, or Speech-Language Pathology practices. Do not put "see resume." We want to hear it in your own words.

• Question 5 — Demonstrating You Actually Read This Post

Based on our job post, answer the following three questions in your own words:
1. What is WWMP looking for in this hire — what kind of background and mindset fits, and what profile does NOT fit?
2. What does this role require in terms of schedule, location eligibility, and work structure?
3. What benefits does WWMP offer — and just as importantly, what benefits do we NOT offer?
This question is not a trick. It is a filter. We want to know that you are applying to THIS role with intention — not clicking apply on everything that shows up in your feed.

• Question 6 — Small Business Instinct Check

Tell us about a time you had to solve a real HR problem inside a small business — a situation where there was no large team to escalate to, no established playbook, and no one to hand it off to. What was the situation, what did you do, and what was the outcome?

• Question 7 - Please identify your location and reminder: role is remote but you must be resident and reside in preferably Florida but Idaho, Maryland, Virginia. if you reside outside those states, we are not able to employ you. (Hopefully, you caught that in the job post.)
• Utilize this section to showcase your coverletter if you did not upload one.
• If you indicated you have years of experience within an Occupational Therapy, Physical Therapy or Speech Therapy Private Practice, please indicate your direct work experience and functions in those unique industry specialties? (If you mark down years of experience on your application, this is where you need to indicate specifics as many people are not accurately portraying their experience in this specialty.)
• Question 2 — Your Compensation Goals (Own Them But Recognize This Role Is Not Aligned If You Are Seeking More Than Outlined In The Job Advertisement)

What are your hourly rate earning goals for Year 1, Year 2, and Year 3 of your next employment opportunity? Please provide a specific dollar figure for each year — not "negotiable," not "let's discuss," and not a range.

Education:

• Bachelor's (Preferred)

Experience:

• Private Practice Human Resources: 5 years (Preferred)
• Implementation & Management Of Monday.com Software: 3 years (Preferred)
• Implementation & Management Of Trainual Software: 3 years (Preferred)
• Direct Physical Therapy Operations Management: 5 years (Preferred)

Work Location: Hybrid remote in Largo, FL 33771