HR COMPLIANCE FOR SMALL HEALTHCARE PRACTICES

Find Your HR Gaps. Fix Them With Someone Who Does the Work.

Healthcare practices with 1 to 50 employees come to ACE HR Consulting when hiring, onboarding, policies, and employee records have outgrown informal habits. We find the gaps, set the priorities, and build the systems alongside you.

Take the Free HR Assessment

12 questions · About 3 minutes · Name and email required to receive your results

Founded by Christine Cunningham·Over 20 years of HR and operations leadership·Serving practices with 1 to 50 employees
HR Triage Assessment™. Know your risk. Start here.

THE PROBLEM

Healthcare Practices Are Navigating Two Compliance Worlds at Once.

You already manage clinical compliance: licenses, accreditation, patient safety. You are also an employer, subject to wage and hour rules, HIPAA workforce requirements, I-9 documentation, ADA, FMLA, and your state's employment laws. We call this the Double Diagnosis. The clinical side usually has a system. The employer side usually runs on habit.

It may be time to look closer if:

  • New hires get a different onboarding depending on who trains them.
  • Training records and employee files are hard to find when you need them.
  • Your handbook no longer matches how your practice actually runs.
  • Your office manager is handling HR without written procedures.
⚖

Employment Law Exposure

Worker misclassification, unpaid overtime, and I-9 errors can lead to back pay, penalties, and audits.

🏥

Healthcare Workforce Risk

HIPAA workforce training gaps, improper onboarding, and undocumented disciplinary records create compounding liability.

📋

No HR Infrastructure

Many small practices have no dedicated HR support, so gaps build quietly until an audit, complaint, or claim brings them to light.

OUR METHODOLOGY

The ACE Framework: How We Work

Every engagement follows the same three-phase system, built specifically for healthcare practices that don't have time for guesswork.

A

Assess

We start with your free HR Triage Assessment, then go deeper in your HR Workup™: a working session that maps how your practice actually handles classification, documentation, onboarding, handbook, and compliance across 12 areas.

C

Customize

We build a Workforce Care Plan™ specific to your practice size, state, patient population, and team structure. No off-the-shelf policies. Every tool is adapted to how your practice actually operates.

E

Execute

We implement, alongside you or for you, building the policies, documentation, onboarding systems, and HR infrastructure your practice needs to run without you managing every detail.

"The result: a practice that is documented, practical, and running."

HOW IT WORKS

Two Free Steps. One Clear Plan.

HR Triage Assessment™
1

FREE · ABOUT 3 MINUTES

HR Triage Assessment™

Answer 12 questions and get an instant preliminary score across the HR areas that create the most exposure for healthcare practices.

Practice Pulse Call™
2

FREE · 30 MINUTES

Practice Pulse Call™

Christine reviews your results and your biggest HR concern, and gives you a practical starting point. No obligation.

HR Workup™ and Workforce Care Plan™
3

PAID ENGAGEMENT · FEE AGREED BEFORE WE BEGIN

HR Workup™ and Workforce Care Plan™

A two-hour mapping session of your practice, followed by a written Workforce Care Plan™: your priorities, how to fix each gap, and what it will take.

What happens after your plan? If you want help putting it into action, we build the agreed policies, documentation, and workflows alongside your team or as a defined project. Scope, timing, and fees are agreed before that work begins.

Take the Free HR Assessment
Christine, founder and principal consultant of ACE HR Consulting

ABOUT YOUR CONSULTANT

Over 20 Years of HR Leadership. Now Applied Hands-On to Your Practice.

I spent more than two decades leading HR and operations in high-growth environments, including Fortune 50 organizations like Comcast. My background includes leading HR operations supporting 7,000+ employees, directing a 17-person cross-functional HR team, and reducing attrition by 10% in a high-growth sales environment.

The same pattern shows up at every size: growth outpaces the HR systems meant to support it. The stakes are different at a 12-person home care agency than at a 7,000-person enterprise, but the blind spot is the same, and most practice owners can't see it until it costs them.

This is not advisory work. I don't diagnose and disappear. I assess, design, and build the policies and processes with you, so your team can run them without you managing every detail.

CREDENTIALS & CERTIFICATIONS

✓ Prosci Certified, Change Management✓ Maxwell Leadership Certified Coach✓ Former SHRM Certification Instructor✓ Over 20 Years Corporate HR Experience✓ Artificial Intelligence (AI) Consultant

WHO THIS IS FOR

Every Healthcare Vertical Has Its Own Compliance Profile.

From home health to wellness, see where your practice fits.

🏠

Home Health Agencies

Workforce compliance for Medicare and Medicaid personnel requirements: employee records, background screening, training documentation, and staff qualifications.

🤝

Home Care Companies

Companion and personal care aide classification, state-specific wage requirements, documentation.

🦷

Dental Practices

OSHA compliance overlap, front-office employment documentation, and handbook requirements.

🏥

Private Medical Practices

Physician employer obligations, exempt/non-exempt classification, performance documentation.

🧠

Behavioral Health Practices

Contractor vs. employee classification, telehealth workforce compliance, and maintaining personnel records that document licensure and required training.

💆

Wellness Businesses

Independent contractor risk, offer letter compliance, and compensation structure documentation.

FREQUENTLY ASKED QUESTIONS

Answers Before You Ask.

The questions healthcare practices ask us most, answered plainly.

We focus on healthcare practices with 1 to 50 W-2 employees. That range is where HR risk compounds fastest: too big to run on informal habits, too small to justify a full internal HR department. If you're outside that range, book a Practice Pulse Call and we'll tell you honestly whether we're the right fit.

A PEO co-employs your team and bundles payroll, benefits, and generic HR. We do not co-employ anyone and we do not sell benefits. We build the documented HR infrastructure your practice actually owns: policies, handbooks, classification, onboarding, and compliance systems tailored to healthcare. Many of our clients use a PEO for payroll and use us for the HR system underneath it.

Usually yes, and your office manager will thank you. Office managers are typically running HR on top of a full operational role, without formal HR training and without the documentation a healthcare practice needs if it gets audited or sued. Our work gives your office manager a real system to run, not one more thing to invent from scratch.

The HR Triage Assessment takes about 3 minutes. The Practice Pulse Call is 30 minutes. If we work together, the HR Workup™ is a two-hour mapping session followed by your written Workforce Care Plan™. Implementation timelines depend on what your plan calls for, and we set them together.

You keep everything. Every policy, template, and process document is yours to own and update. If you want ongoing support after implementation, we can talk about what that looks like.

Yes. We're based in Florida and work with healthcare practices nationwide. Federal requirements apply everywhere, and we adapt state-specific items such as wage rules, leave laws, and required postings to the state where your practice operates.

Start With a 3-Minute Look at Your HR.

Take the free assessment, or book a free 30-minute call with Christine to talk through your biggest HR concern.

Take the Free HR Assessment