Staffing Account Manager

Manage temporary clinician staffing: Take ownership of communications with temporary clinicians to fill schedule gaps, confirm shifts, and prepare and issue shift confirmation detail letters.

Source and qualify clinicians: Coordinate temporary labor sourcing, review clinician qualifications, and partner with recruiters to identify incoming clinicians and maintain relationships with active temporary staff.

Coordinate onboarding and scheduling: Serve as the liaison for temporary clinician orientations and clinical shifts, supporting hospital teams in building and maintaining staffing schedules.

Maintain clinician rosters and availability: Forecast, evaluate, and manage clinician rosters and bench capacity. Maintain an active roster at a ratio of four clinicians for every open full-time equivalent (FTE), and one clinician per FTE in the staffing model.

Ensure scheduling data accuracy: Maintain accurate Available to Schedule Dates (ASDs) for managed clinicians and review contractual W-2 shift obligations monthly.

Manage staffing costs and budgets: Partner with field operations to control temporary labor costs, maintain knowledge of temporary labor budgets, and conduct biweekly reviews of the BTR tool to inform staffing forecasts and decisions.

Monitor performance and mitigate risk: Audit staffing success, key performance indicators (KPIs), and operational results; identify concerns, escalate risks, and implement appropriate mitigation measures.

Oversee payroll and timekeeping: Verify the accuracy of temporary clinician payroll information and timesheets.

Manage external staffing vendors: Maintain and coordinate third-party vendor relationships, including relevant staffing terms, non-starts, and deactivations.

Support practice leadership: Train and maintain a dotted-line relationship with Practice Coordinators and Practice Managers on staffing processes, scheduling practices, and operational expectations.

Provide operational continuity: Help maintain site scheduling requirements during periods of Practice Coordinator or Practice Manager attrition and educate new practice leaders on temporary labor processes.

Promote process compliance: Monitor whether Practice Managers follow established procedures, guide them through scheduling best practices, and escalate systemic process breakdowns to the Director of Operations or noncompliance to the Medical Director/Regional Medical Director (RMD).

Serve as a process and technology resource: Act as a subject matter expert in temporary labor processes and related systems, including Shift Admin and Salesforce.

Represent the staffing function: Participate in local and regional calls, communicate professionally with stakeholders, and collaborate across the organization to achieve customer objectives.

Provide consultative support: Identify barriers, recommend solutions, and build productive relationships with clinicians and internal and external stakeholders.

Respond to urgent staffing needs: Provide after-hours on-call support for staffing emergencies to the best of their ability.