You already have an HR function. The question is who's running it.
Experienced healthcare HR leadership for independent practices — without the cost of hiring a full-time HR director.
Serving independent practices with 10–100 employees
Most practices don't call until something has already gone wrong.
Hiring, terminations, complaints, policies, documentation — someone at your practice is already handling all of it. Usually the owner, the administrator, or the office manager, on top of the job they were actually hired to do.
That works until it doesn't. Check anything that sounds familiar.
Three ways to begin.
Most practices begin with an assessment — it costs less than a retainer and tells you what you're actually dealing with before you commit to anything ongoing.
HR Foundation Assessment
A structured review of how your practice currently handles HR, what's missing, and what to fix first.
- Review of policies and documentation
- Risk and gap identification
- Prioritized written action plan
- Findings presentation with leadership
HR Foundation Buildout
Build the infrastructure your practice should already have — then run it yourself or hand it back to us.
- Custom employee handbook
- Core policies and procedures
- Onboarding and offboarding framework
- Performance and corrective-action templates
- Manager training session
- 90-day improvement roadmap
Fractional HR Leadership
Senior HR leadership on retainer. You keep managing your team — you just stop doing it without backup.
- Employee relations and termination guidance
- Manager coaching and support
- Policy interpretation and maintenance
- Recruiting and retention strategy
- Compensation and workforce guidance
- Regular leadership meetings
- Response within 2–3 business hours
Other ways to work together
Not every practice fits the three above. These do the rest.
HR Advisory
Lighter-touch, on-call guidance for smaller practices. You handle the day to day and call when something needs a second opinion.
Schedule a callFractional HR Plus
Expanded hours, greater availability, and defined on-site support for larger or higher-touch organizations.
Schedule a callPractice Operations
Operational leadership beyond HR alone — staffing models, vendor oversight, scheduling, and workflow.
Schedule a callProjects & On-Site Work
Defined-scope projects or on-site support, billed hourly or as a fixed project fee agreed in advance.
Schedule a callThe alternative isn't doing nothing. It's a six-figure hire.
An experienced practice operations or HR manager doesn't cost you their salary — it costs you their salary plus payroll taxes, benefits, retirement, workers' compensation, and paid time off. Then add three to six months of recruiting, and the risk that the hire doesn't work out.
Four steps, and you can stop after any of them.
A 15-minute call
You describe how HR currently gets handled. No presentation, no pitch deck. If it isn't a fit, we'll say so on the call.
Assessment
A fixed-fee review of your policies, documentation, and processes, with a written plan you own whether or not you continue.
Build or retain
Either we build the infrastructure as a one-time project, or step in as ongoing HR leadership. Some practices do both.
Ongoing support
Scheduled leadership meetings, plus a real person to call before difficult decisions — not after.
Hospital-grade HR, built for practice-sized problems.
Med Core Consulting was built around a straightforward idea: the HR judgment that independent practices need already exists inside hospital systems, and there's no reason practices of any size shouldn't have access to it.
That's a different background from most HR consultants. It means the guidance you get comes from someone who has handled terminations, investigations, compensation structures, and staffing crises in a regulated clinical environment — not from a generalist applying corporate templates to a medical practice.
Med Core works exclusively with healthcare organizations. No other industries.
Before you call
Are you a law firm?
No. Med Core provides HR consulting, not legal advice. When a situation requires an attorney — and some do — we'll tell you plainly and help you get in front of employment counsel with your documentation organized. Many practices find that better preparation means fewer legal hours, not more.
How fast do you respond when something urgent comes up?
Retained clients get a response within two to three business hours. If you have a termination scheduled at one o'clock and questions at eleven, you'll hear back in time.
Do we have to sign a long-term contract?
Retainers begin with a three-month initial term, then continue month to month with 30 days' written notice to end. The initial term exists because the first 60 days involve real setup work. After that, staying is your choice every month.
What if we just need a handbook?
Then that's what you should buy. The Foundation Buildout is a one-time project with a defined deliverable, and plenty of practices stop there. There's no requirement to convert into a retainer.
Will you be on site?
Most work happens remotely — video meetings, phone calls, document review. On-site visits can be arranged as an add-on, or built into the Fractional HR Plus tier. For difficult conversations like terminations, we can participate by video when that's appropriate.
We're smaller than 10 employees. Is it worth it?
Sometimes. Very small practices are usually better served by a one-time assessment or handbook project than an ongoing retainer. Tell us your size on the call and we'll give you a straight answer, including if that answer is "not yet."
One short email a month.
Practical HR guidance for independent practices — documentation, compensation, turnover, and the mistakes that get expensive. No sales sequences. Unsubscribe anytime.
Schedule a 15-minute call.
No preparation needed. The call is a conversation about how HR currently gets handled at your practice — what's working, what keeps coming up, and whether outside help would actually be useful.
If it isn't a fit, we'll tell you on the call rather than sending a proposal.