Vice President of Human Resources
The Rottman Group has been retained by Platinum Dermatology to find a Vice President of Human Resources. Platinum Dermatology is a leader in the dermatological practice management sector. They are a solid organization in regard to their executive leadership, profitability, and ongoing outlook for continued success.
Corporately based in Dallas, Platinum Dermatology (www.platinumderm.com) was formed in 2016 with the
backing of Sterling Partners, a private equity firm with strong healthcare services experience. Since that
time, Platinum Dermatology has developed into an amalgamation of 14 practices with a total of 90 providers.
They started in Texas and in 2018 expanded their operations to Arizona. From their inception, they have
grown from 90 to 560 employees in the last 36 months.
Platinum Dermatology is well lead by Greg DeAtkine, CEO, who is very highly regarded, very collaborative
leader with an extensive and well accomplished background in leading physician organizations.
(www.platinumderm.com/team/greg-deatkine/). This person will report to Greg.
The opportunity is available due to Jill Cole, the incumbent, (who has been here since 2016), being recently recruited to a much larger organization and great professional opportunity for her. She has done a good job of growing and developing a professional human resources function during the rapid growth of Platinum Dermatology.
They use Paycom as an HRIS platform.
Aside from the vice president, there is a human resources director, a generalist, and a benefit manager. Payroll currently reports to finance with a dotted line to human resources.
There are several initiatives for this person to lead:
Platinum Dermatology is in process of reviewing and renegotiating their benefit plan, currently using United Healthcare. This person would be instrumental in leading that process.
There are a total of 90 providers. On average there are 2 Medical Assistants per provider (almost 200 within the organization). Recruitment and retention of this group has historically been a challenge and one opportunity to improve. While it is a competitive market for the skillset, there is an opportunity to do a better job with the recruitment and onboarding process.
Given expense controls, they eliminated the matching component of the 401K program for 2020. They will be reinstating that as well.
From a human resources perspective, much of the last couple of years has been creating an overall human resources infrastructure. There is an opportunity to enhance the relationship with physicians and how they see and experience the human resources as a valued support to the organization. In part, this can be done by being visible in the practices and interacting with the physicians.
Solid experience in a generalist human resources leadership position
Experience working with physician driven environments
Comprehensive understanding of local, state, and federal employment laws
Exceptional interpersonal communication and relationship-building skills
Strong understanding of HR software preferred
Thorough knowledge of human resource-related issues. Basic understanding and ability to interpret and apply Federal/State employment laws.
General leadership skills. Unyielding integrity. Maintains strict confidentiality.
Excellent communication skills both written and oral: Ability to communicate effectively with all levels of organization
Analytical skills including ability to prepare financial and/or statistical analysis reports
PC literacy including: HRIS systems familiarity, and Microsoft Applications
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