Clinical Onboarding Partner
About the role
The Onboarding Partner is a strategic, relationship-focused role responsible for leading the end-to-end onboarding experience for clinical hires from signed agreement through Week 1 transition into operations.
Responsibilities
Lead the end-to-end onboarding experience for clinical hires from signed agreement through Week 1, ensuring continuity across onboarding milestones, clinician engagement, and transition into practice operations.
Serve as the central onboarding partner for clinicians, integrating onboarding communications, credentialing milestones, readiness planning, and transition activities across a complex clinical onboarding journey.
Develop and deliver a tailored onboarding support and engagement plan based on clinician experience, specialty, onboarding complexity, timeline, and identified risk indicators.
Conduct onboarding kickoff meetings to assess support needs, identify potential rescind-risk indicators, and set clear expectations for onboarding milestones, required actions, key contacts, and transition into practice operations.
Lead cross-functional resolution of onboarding barriers, competing priorities, and operational dependencies that may impact clinician engagement, start readiness, or transition into practice.
Guide clinicians through required onboarding actions across systems and workflows while assessing, resolving, or escalating completion issues, delays, and barriers that may affect onboarding progress or start readiness.
Develop and maintain clinician biography and profile information used in patient-facing and operational systems to support scheduling readiness and transition into practice operations.
Develop and manage engagement plans for clinicians with extended onboarding timelines to maintain connection, support continuity, and reduce rescind risk.
Assess, synthesize, and communicate clinician readiness, engagement signals, support needs, and operational considerations to practice operations leaders through onboarding transition updates that support workforce planning, onboarding continuity, and clinician ramp readiness.
Develop and maintain an active rescind-risk profile for each clinician by synthesizing profile information, onboarding discussions, and ongoing engagement insights to assess risk indicators, support needs, and changes in readiness throughout onboarding.
Use clinician listening tools, follow-up outreach, and onboarding discussions to monitor engagement, surface concerns, and identify emerging rescind-risk indicators, onboarding barriers, and disengagement signals.
Document, track, and escalate rescind-risk indicators, onboarding delays, operational barriers, and clinician disengagement concerns within established workflows to enable timely intervention, informed decision-making, and onboarding continuity.
Partner with clinical leaders, operational leaders, credentialing team members, and internal stakeholders to coordinate mitigation strategies, remove barriers, and protect clinician engagement and start readiness throughout onboarding.
Lead compliance activities and required onboarding steps for assigned clinicians across multiple states, specialties, and onboarding pathways, ensuring alignment to pre-start requirements and organizational standards.
Coverage of required pre-start activities, including background checks, state-specific requirements, fingerprinting, acknowledgements, employment documentation, and other readiness tasks.
Review background check results and compliance-related findings, assess issues against adjudication criteria and onboarding requirements, escalate concerns to the designated decision committee in alignment with organizational protocols, and manage related communication, documentation, and next steps based on adjudication outcomes.
Maintain compliance with employment and licensure requirements, onboarding procedures, organizational controls, and established standards.
Coordinate readiness planning with Credentialing and operational partners to resolve delays, missing documentation, state-specific requirements, and other barriers that may impact clinician start timelines or transition into practice.
Prepare, consolidate, and present onboarding updates for clinical operations leadership, including pipeline activity, upcoming starts, readiness status, operational risks, and rescind-risk indicators to support workforce planning and transition readiness.
Cook orientation entry, Day 1 readiness activities, and first-week transition planning to support a smooth handoff into practice operations and clinician ramp.
Maintain accurate progress tracking, reporting, workflow documentation, and quality review practices to provide operational visibility, support leadership decision-making, and reinforce process consistency.
Balance onboarding priorities across a high-volume caseload by assessing clinician readiness, timeline demands, onboarding complexity, and operational impact.
Provide backup coverage across regions, specialties, and onboarding assignments as needed to maintain continuity and support evolving business priorities.
Identify workflow inefficiencies, delays, operational gaps, and continuity risks and contribute to process improvements, workflow changes, listening enhancements, technology updates, pilots, and other operational initiatives as assigned.
Qualifications
Minimum of 3 years of experience in clinical onboarding, provider onboarding, healthcare operations, credentialing coordination, talent operations, or related healthcare workforce functions.
Experience managing complex, high-volume workflows in a healthcare, multi-site, or similarly fast-paced environment with competing priorities and multiple operational dependencies.
Experience coordinating onboarding across multiple stakeholders, operational teams, systems, and onboarding stages, with sound judgment in identifying risks, barriers, and escalation needs.
Experience navigating HRIS, ATS, CRM, or onboarding workflow systems.
Demonstrated experience organizing, analyzing, and communicating onboarding data, readiness updates, and operational risks to support reporting, workforce visibility, and leadership decision-making.
Demonstrated experience managing multiple timelines, competing priorities, and operational demands while maintaining accuracy and consistency in a fast-paced environment.
Strong written and verbal communication skills with the ability to communicate clearly with clinicians, operational leaders, and internal stakeholders.
Preferred Qualifications
Bachelor’s degree in Human Resources, Healthcare Administration, Business Administration, or related field, or equivalent experience.
Demonstrated experience with healthcare onboarding workflows, licensure processes, background check requirements, onboarding compliance requirements, and operational onboarding practices.
Experience working in a large, multi-state healthcare or behavioral health organization.
Experience with Workday and Salesforce strongly preferred.
Physical Requirements
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit, stand, bend, talk and hear. The employee is frequently required to walk. The employee must be able to lift and/or move objects up to 25 pounds.
Compensation
$53,000 - $63,000/annually in addition to a competitive bonus plan
Benefits
As a full-time employee of LifeStance Health, the following benefits are offered: medical, dental, vision, AD&D, short and long-term disability, and life insurance. Additional benefits include a 401k retirement savings with employer match, paid parental leave, paid time off, holiday pay and an Employee Assistance Program.