HR for the hospital where every department is its own practice.

Brilliant clinicians get promoted into managing people. Nobody teaches them the employment part.

In a referral setting the line manager is usually a senior clinician chosen for clinical excellence, now responsible for rotas, absence conversations, performance issues and grievances in a team of specialists. The clinical hierarchy is clear; the employment hierarchy often is not.

We put structure underneath them: department rotas that interlock across the hospital, clean escalation paths so people problems reach the right person early, and contracts that state expensive commitments like CPD funding and notice properly.

White-labelled systems, mapped to your kind of practice.

Every system carries your practice's name and branding, not ours. These are the ones that matter most here.

• Rota system: Department rotas in one system: each service runs its own, the hospital sees the whole picture, ward cover included.
• Employment contracts: Senior clinical contracts with CPD funding, study leave and notice written precisely, reviewed role by role.
• Policy library: One current policy set across departments, acknowledged individually, so every service works to the same rules.
• See It Report It: Structured incident and near-miss reporting across wards and theatres, with an audit trail that stands up to scrutiny.