Onboarding Stalls in Inboxes
I-9s, W-4s, policy acknowledgments and license copies chased one email at a time, with no one able to say what is outstanding.
Offer letter to first shift — One Tracked Flow
Stop Losing Weeks to Onboarding Paperwork.
PractiHR is the HR platform built for medical practices: hiring, onboarding, time and attendance, leave and compliance in one HIPAA-compliant system, backed by the PractiCons team that has run practice operations for decades.
Built by practice operators, not a generic HR vendor.
HIPAA-Compliant by Design
Shown with sample demonstration data — not real employee information.
One SystemHire, onboard, track, comply
HIPAA-CompliantEncrypted PHI and an audit trail
Every RoleClinical and administrative staff
DecadesBacked by PractiCons consultants
The Hidden Cost of DIY HR
Your Practice Is Absorbing HR Work It Never Budgeted For
Compliance Gaps Go Unnoticed
Expired licenses, lapsed certifications and unfinished annual training surface during an audit rather than before one.
Time and Attendance Guesswork
Paper punches and manual exception fixes turn every payroll close into a reconciliation exercise nobody trusts.
Leave Balances Nobody Trusts
Accruals kept in a spreadsheet produce a different answer than the employee's, and the dispute lands on a manager every cycle.
Employee PHI in the Wrong Places
Health records, immunization proof and fitness-for-duty notes sitting in shared drives and inboxes with no access control.
Our Approach
The Employee Lifecycle, End to End
From the first candidate search through every compliance deadline that follows — and the path back when performance needs work. PractiHR covers the whole span, with the PractiCons team behind it.
- Recruit. Candidate sourcing, resume review, AI screening, interview process.
- Hire & Onboard. Offer acceptance, document collection, orientation, initial training.
- Goal Setting. Define OKRs and KPIs, continuous tracking and check-ins.
- Performance Review. 30/60/90-day, mid-year and annual appraisals.
- Performance Decision. Evaluating performance against expectations. Data-driven assessment.
- Reward & Recognition. Merit increase, bonus allocation, promotion proposal.
- When a performance decision calls for improvement, the path continues: Improvement Required. Performance Improvement Plan set up, skill development modules assigned. Additional Training. Structured coaching and skill-building support. Re-evaluation. Assess progress against PIP milestones, 30 to 90 days. On a pass, the employee returns to Reward & Recognition. On a fail, the path leads to Offboarding: Exit processing, final check-out, contract ending. Cycle continues.
The PractiHR Difference
Generic HR Software Was Not Built for a Clinic
Most HR platforms treat a medical practice like any other small business. Healthcare has licenses, credentials, PHI and shift patterns that a generic tool has no concept of.
Generic HR Software
- No concept of a certification, its issuer or its expiration date
- Employee health records stored like any other attachment
- Shift, on-call and per-diem patterns bolted on awkwardly
- Compliance training tracked in a separate system, or not at all
- Audit trail thin enough to fail a real records request
- Support that has never staffed a clinic
PractiHR + PractiCons
- Licenses, certifications and expiration dates are first-class records
- PHI fields encrypted, with an audit trail on every read that matters
- Shift, on-call and per-diem handled as the normal case
- Training assignment and completion tracked against each role
- Tenant and organization isolation from the first table
- Practice consultants who have done this work for decades
Sneak Peek
See PractiHR in Action
A short look inside the platform as an Org Admin sees it: the dashboard, employee directory and schedule, the hiring board, training, performance reviews, salary benchmarking and the org chart.
Shown with sample demonstration data — not real employee information.
PractiHR Platform
One Secure System for Every Employee Record
Purpose-built for medical practices by people who run them — not a generic HR tool with a healthcare label on the box.
Recruitment and Onboarding
- Candidate pipeline with interviews and positions
- Scored interview criteria you configure per role
- New-employee onboarding with the forms it needs
- 30/60/90 onboarding feedback check-ins
Time and Attendance
- Punch in and out against an assigned shift and location
- Timecards and full punch history per employee
- Day-by-day attendance roster across the organization
- Exception handling for HR in one admin screen
Leave and Holidays
- Leave requests and approvals beside the attendance record
- Balances the employee can see for themselves
- Company holiday calendar per year
- One register, so leave and attendance never disagree
Employee Records and Documents
- One profile per employee with documents attached
- Certifications with issuing authority and expiration countdown
- Compensation, performance and employment history tabs
- A per-record audit tab, plus warning and wage notices
Training, Policies, and Compliance
- Training library with assignment and completion tracking
- Per-employee training records on the profile
- Company policies built from reusable templates
- A dedicated policy compliance view
Scheduling and Organizational Structure
- Shift definitions, fixed schedules and coverage
- Executive attendance dashboard for admins and HR
- Org chart for reporting lines across the practice
- Role-based access across tenant and organization
What's Inside
Every Module, One System
Every module PractiHR runs today, and what is still on the way, marked as such.
- Employee Records
- Certifications and Expiration
- Recruitment
- Onboarding
- Onboarding Feedback
- Time and Attendance
- Leave and Holidays
- Attendance Roster and Exceptions
- Shift Scheduling
- Training
- Policies
- Performance Reviews
- Compensation
- Org Chart
- Warning and Wage Notices
- Executive Dashboard
- PayrollComing soon
- BenefitsComing soon
- ReportsComing soon
- OffboardingComing soon
The Process
7 Steps from First Call to Steady State
A clear rollout designed to move your HR function onto PractiHR without a gap in coverage on any single day.
HR Discovery and Current-State Review
We review how your practice runs HR today — files, policies, time tracking, leave rules, and where the compliance exposure sits.
Configuration
PractiHR is configured to your organization: locations, roles, shift definitions, leave policies, and approval chains.
Employee Data Migration
Existing employee records, documents, certifications, and leave balances are migrated and reconciled against your originals.
Policy and Document Setup
Handbook, policies, onboarding checklists, and training assignments are loaded and mapped to the roles that need them.
Team Training and Rollout
Managers and administrators are trained on the workflows they own. Employees get a short, role-appropriate walkthrough.
Go-Live with a Parallel Run
The first cycle runs in parallel with your existing process, so nothing is trusted to the new system until it reconciles.
Ongoing Support and Compliance Watch
PractiCons stays on it — expiring certifications, training due, policy changes, and the deadlines that quietly arrive every year.
Practice Benefits
What Your Practice Actually Gets
Every benefit of moving HR onto one system with a team behind it.
Onboarding That Finishes
Offer to first shift in one tracked flow, with nothing left sitting in an inbox waiting on a reminder.
New Hires Productive Sooner
Forms, policies and training complete before day one, so a new employee starts working rather than filing.
Your Managers Get Time Back
No more chasing signatures, rebuilding timesheets or arbitrating leave balances from a spreadsheet.
Nothing Expires Unnoticed
Every certification carries its issuing authority and expiration date, with a countdown on the record before the deadline.
Time That Reconciles
Punches, timecards and leave sit in one register, so the month-end close stops being an investigation.
Employee PHI Handled Properly
Encrypted PHI fields, tenant and organization isolation, and an audit trail on every read that matters.
Audit-Ready at All Times
Files, acknowledgments and training evidence stored with controlled access and ready to produce on request.
Defensible Documentation
Reviews, corrective action and separations documented consistently, so a disputed decision has a real file behind it.
One System, Not Five
Hiring, records, time, leave, training and compliance stop living in separate tools that disagree with each other.
State Rules Kept Current
PractiCons tracks the employment-law changes that apply to your locations so your policies do not go stale.
Scales With the Practice
Adding a provider, a location or a whole clinic does not mean rebuilding how HR works.
A Team, Not Just a Login
PractiCons consultants do the HR work with you — the platform is how the work stays visible and evidenced.
Pricing
Priced Per Employee, Per Month
All Services are delivered remotely; on-site visits are not included. Practices with more than 25 employees are quoted separately.
How pricing works
- PEPM (Per Employee Per Month) and is charged for each employee paid or active in the HR platform during the month.
- Setup fees are due on signing and are non-refundable; the HR setup fee includes the branded HR manual.
- Recurring fees are invoiced on the first business day of each month, are due upon receipt, and are charged to the payment method on file.
- Payroll platform fees and third-party training vendor fees are not included and are billed to Client directly.
Solo
1 to 3 employees
$245 / month
+ $20 per employee / month
+ $750 one-time setup
Get Started- Hiring and termination support
- Job descriptions
- Branded HR manual
- Required HR documents
- Time and PTO tracking
- CalSavers setup
- Mandatory training tracking
- Practice advisor
Small
4 to 10 employees
$395 / month
+ $18 per employee / month
+ $1,250 one-time setup
Get Started- Hiring and termination support
- Job descriptions
- Branded HR manual
- Required HR documents
- Time and PTO tracking
- CalSavers setup
- Mandatory training tracking
- Practice advisor
Mid-Size
11 to 25 employees
$595 / month
+ $15 per employee / month
+ $2,000 one-time setup
Get Started- Hiring and termination support
- Job descriptions
- Branded HR manual
- Required HR documents
- Time and PTO tracking
- CalSavers setup
- Mandatory training tracking
- Practice advisor
All Fees
Setup / Monthly Base / PEPM. Both services, every tier.
| Tier | HR Services | Payroll Services |
|---|---|---|
| Solo (1–3 employees) | $750 / $245 per month / $20 | $150 / $65 per month / $14 |
| Small (4–10 employees) | $1,250 / $395 per month / $18 | $250 / $89 per month / $12 |
| Mid-Size (11–25 employees) | $2,000 / $595 per month / $15 | $400 / $115 per month / $10 |
| Bundle (HR + Payroll) | 10% off combined Monthly Base and PEPM fees | Setup fees not discounted |
Out-of-Scope Work
Billed at these rates when you need it.
Multi-site or multi-state policy projects$1,000–$2,500 per project
Investigations, disciplinary matters, and audit responses$225 per hour
Other consulting$185 per hour
Common Questions
Answers to What You're Thinking
The concerns practices raise most often before moving their HR function.
We already have payroll — is this the same thing?
No. A payroll provider pays people correctly; it does not recruit them, onboard them, track a certification expiration, assign training, or hold a defensible employee file. PractiHR does that work and keeps approved time and leave in one reconciled register. PractiHR's own payroll module is in progress — today it sits alongside the provider you already use.
We use a generic HR platform already — how does PractiHR differ?
Most practices do, and most find the same gaps: no first-class concept of a certification and its expiration, employee health records treated as ordinary attachments, and shift patterns that never quite fit. PractiHR starts from the clinical case rather than bolting it on.
Our office manager handles HR — why change it?
That works until it does not — usually at an audit, a claim, or the week two people resign. The question worth asking is how many hours a month it consumes, and whether the resulting file would hold up if a decision were challenged.
How is employee PHI protected?
Tenant and organization isolation from the first table, encrypted PHI fields kept separate from general employee data, role-based access, and an audit trail on every read that matters. It is the same posture the PractiCons product estate is built to.
We're a small practice — is this overkill?
Small practices carry the same compliance obligations as large ones with far less administrative cover, which is usually where the exposure is worst. The Solo tier, for practices with 1–3 employees, exists for exactly that case.
What does moving over actually involve?
Seven steps, detailed above. Your existing records are migrated and reconciled against the originals, and the first cycle runs in parallel with your current process — so nothing is trusted to the new system until it reconciles.
Ready to Get HR Off Your Manager's Desk?
HR problems compound quietly. Every month without proper records management is another month of exposure you cannot see yet. Tell us about your practice and we will take it from there.
Request a Demo
Tell us about your practice and someone from the PractiHR team will get back to you.
Free Consultation
Speak with a PractiCons HR consultant. We will review how your practice runs HR today, identify the gaps, and quote what it takes to close them — at no cost.
See the Platform
A walkthrough of recruitment and onboarding, employee records, certification expiration, time, leave and scheduling — and an honest look at what is still on the roadmap.
Already a Client?
Log in to PractiHR to manage your employee records, onboarding progress, time and leave, and upcoming compliance deadlines in real time.