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Recruitment & Provider Relations Coordinator

Job Number: HUMAN RES-613-01

Number of Hours: Full-time

Location: Open to either Gwinn or Calumet, MI

As a member of the Human Resource team, the Recruitment & Provider Relations Coordinator is the primary contact and liaison to employed and contracted medical, dental, and behavioral healthcare providers for questions related to contracts, incentive programs, and loan forgiveness programs. The Recruitment & Provider Relations Coordinator leads recruitment efforts of new providers and other key staff and will work closely with executive leadership to achieve organizational recruitment and provider satisfaction objectives.              


  1. Coordinates recruitment efforts, including external professional recruitment efforts with contracted vendors, for new providers, locum staff, and other key positions as requested.
  2. Communicates with providers and other key medical staff on matters related to employment including, but not limited to, incentive programs, contracts, loan forgiveness programs, CME reimbursements, provider/employee relations, benefits, and other HR issues.
  3. Coordinates provider communication, eligibility, and payment of incentives earned under the Clinical Measures and Organizational Measures program (CMOMs) working with the Quality and Finance teams.
  4. Coordinates, communicates, and assists eligible providers and staff with applications and follow-up requests for loan forgiveness programs.
  5. Develops relationships with colleges and universities with medical, dental, and behavioral health professional programs to strengthen recruitment opportunities and academic partnerships.
  6. Monitors recruitment budget and expenditures.
  7. Coordinates itineraries and travel for candidates invited to site visits.
  8. Prepares, monitors, and assists in negotiating provider contracts, including renewal and retention efforts, as directed by executive leadership.
  9. Assists with new provider and staff onboarding.
  10. Leads regular recruitment meetings with key management staff.
  11. Travel to and represent UGLFHC at career fairs, as needed.
  12. Recommends process improvements, procedures, policies and initiatives related to recruitment and retention of providers and staff in collaboration with HR Director and executive team.
  13. Assist with coordination of student externs and volunteers as assigned.
  14. Assist in credentialing and privileging as assigned.
  15. Assist HR team to coordinate or perform other HR related functions as needed
  16. Complies with UGLFHC policies, practices, federal and state law, and regulations
  17. Enhances professional growth and development through participation in educational programs, current literature, organizational communique, in-service meetings, and professional conferences.
  18. Attends and participates in meetings, in-services, and committees as required and/or assigned.
  19. Supports the UGLFHC mission by “providing exceptional health care services for all people in the Upper Great Lakes region regardless of their ability to pay”.
  20. Performs other related duties as assigned or requested.

Education, Training, Licensing and Credentialing


  • Bachelor’s degree in business, sales/marketing, management, human resource management, healthcare administration, or related field –or- an equivalent combination of education and experience in healthcare recruitment.



  • Professional certification as a Certified Medical Staff Recruiter (CMSR) or Professional in Human Resources (PHR).

Experience and Skills


    • Professional verbal and written communication skills.
    • Experience using Microsoft Office including Excel, Word, PowerPoint, and email
    • Knowledge of state and federal employment laws
  • Demonstrated ability to handle confidential information



  • Previous experience as a recruiter or as an HR professional with a focus in recruitment


Physical Demands, Working Conditions and Travel Requirements

Physical Demands:

  • Frequent sitting
  • Manual dexterity required to use computer, telephone, and general office equipment
  • Must be able to see at a near vision acuity level.
  • Must be able to hear speech and sounds
  • Must be able to speak

Working Conditions:

  • Works independently and in a group setting without direct supervision
  • May be exposed to patient or clinic elements
  • Subject to working non-traditional working hours and times
  • Subject to many interruptions
  • Occasional pressure due to multiple calls, inquiries, and priorities
  • Requires the ability to perform proper body mechanics in the course of lifting, transferring, and/or pushing/pulling of objects weighing up to 20 pounds; infrequent overhead lifting up to 10 pounds, occasional lifting and/or carrying of objects weighing 10 -20 pounds, and occasional lifting and/or carrying of objects weighing up to 10 pounds.

Travel Requirements

  • Occasional travel locally, regionally, and nationally

Mental and Environmental Requirements

  • Requires continuous performance of detailed tasks, interruptions, and changing work priorities.
  • Ability to work under stressful conditions.
  • Occasional pressure due to multiple calls, inquiries, and priorities
  • Exposed infrequently to electrical shock, vapor, fumes and gases, and hazardous chemicals.
  • Exposure to working with VDTs (Video Data Terminals).

Upper Great Lakes Family Health Center (UGL) is a Federally Qualified Health Center and is a Federal Tort Claims Act (FTCA) Deemed Facility.
UGL receives funding from The U.S. Department of Health and Human Services and has Federal Public Health Service deemed status with respect to certain health or health-related claims, including medical malpractice claims for itself and its covered individuals.
This project is/was supported by the Health Resources and Services Administration (HRSA) of the U.S. Department of Health and Human Services (HHS) under grant number H80CS26511 Health Center Cluster, total award amount of $1,839,050 with 89.9 % financed from nongovernmental sources. This information or content and conclusions are those of the author and should not be construed as the official position or policy of, nor should any endorsements be inferred by HRSA, HHS or the U.S. Government.