Top 7 HR Consultants for Medical Practices in 2026

For practice owners and managers. Updated October 2, 2026 · Prepared by Prospyr. Prospyr makes practice software, not HR services, and none of the companies below is a Prospyr product. Each summary reflects what the company publishes on its own website, checked October 2026. Prices, contract terms and what a plan includes change, so confirm everything in writing before you sign.

What does an HR consultant do for a medical practice?

An HR consultant keeps a practice's employment side compliant and calm: it writes or reviews the employee handbook, drafts job descriptions and personnel forms, tracks federal, state and local law changes, and gives a manager someone to call before a write-up, a termination or a pay change. For medical and aesthetic practices the useful ones also know provider roles, compensation models for injectors and coordinators, and how HIPAA and OSHA training fit into onboarding. The real differences are price model, who you actually talk to, and whether the handbook is kept current after it is delivered.

The 7 HR consultants at a glance

How we chose this list

We looked for companies that (1) write or maintain employee handbooks and policies, not just payroll, (2) name medical, dental or aesthetic practices as a market, or are a clear general option a small practice can use, (3) say on their own site who answers your questions, and (4) publish enough about pricing or scope that a manager can compare them before a sales call. Payroll companies and PEOs are covered in our separate list of payroll and PEO options for med spas, so they are left out here. The order is our editorial view, not a measure of results.

1. CEDR HR Solutions

CEDR HR Solutions, headquartered in Tucson, Arizona, works with independent healthcare practices and lists aesthetic medicine alongside dental, medical, veterinary, optometry, urgent care, physical therapy and others. It sells professionally customized employee handbooks, its backstageHR software for timekeeping, PTO and records, and a Premier Advisor membership with expert HR support.

What stands out:

• Healthcare only. CEDR states it has worked with practices since 2006 and reports 3,000+ practices across all 50 states.
• Published starting prices. Software alone starts at $120 a month and software with advisor support at $230 a month, both for up to five employees, as of October 2026.
• Handbook bundling. The handbook can be bought on its own; CEDR advertises a $600 saving when it is bundled with a membership.
• Optional payroll integration is offered if you want time and PTO data to flow to payroll.

Right for: a single-location med spa or small practice that wants a written handbook and a person to call, without hiring an HR manager. Ask: who writes the state-specific sections, how often the handbook is updated after delivery, and what the advisor line covers versus what it refers to an attorney.

2. HR for Health

HR for Health describes its product as HR software designed by a medical practitioner and an attorney for dental and medical practices, and it also serves veterinary, optometry and chiropractic practices. Plans combine an employee handbook, SHRM-certified HR advisors, document automation, time tools, performance management, hiring and onboarding, and, on higher tiers, payroll.

What stands out:

• Tiered pricing on the site. As of October 2026 its pricing page lists Basic at $179 a month (handbook plus 12 hours of HR advising a year), Essentials from $249, Plus from $348 with payroll and 36 advising hours, and Premium from $374 with unlimited advisor access. One-time setup fees of $1,200 to $2,000 apply to the upper tiers.
• Compliance updates. It advertises automatic updates when federal, state or local laws change.

Right for: practices that want handbook, HR advice and payroll under one subscription. Ask: how payroll is billed by headcount and location, and whether the hours of advising roll over.

3. Bent Ericksen & Associates

Bent Ericksen & Associates, based in Eugene, Oregon, calls itself an HR partner for dentists, physicians and veterinarians. Its flagship HR Director package includes a policy manual and employee handbook, customizable ADA-compliant job descriptions, a library of 75+ personnel forms with digital acknowledgment, automatic compliance updates, and access to HR specialists. It also sells personality assessments, a BonusPro compensation tool and policy manual reviews.

The firm reports serving 1,000 offices and creating 50,000 policy manuals. Its site leans toward dental practices, so check its medical and aesthetic experience.

Right for: practices that want a thorough written policy manual and forms set. Ask: pricing (not published), how many medical or aesthetic practices it supports, and how manual updates are delivered.

4. Shorr Solutions

Shorr Solutions, led by Jay Shorr in Coral Springs, Florida, is a business consulting firm for aesthetic practices: med spas, plastic surgery practices and dermatology clinics. HR is one part of a broader menu that lists HR crisis management, employee handbook development, recruiting and hiring support, compensation guidance and HIPAA, OSHA and workplace violence training, alongside sales training, financial analysis and practice valuations. The firm says its team includes first-hand experience owning an aesthetic practice.

Right for: an aesthetic practice whose HR questions are tangled up with compensation, staffing levels and profitability. Ask: whether HR work is sold on its own or as part of a coaching engagement, and who reviews the handbook for your state's employment law.

5. DoctorsManagement

DoctorsManagement, based in the Knoxville, Tennessee area, offers HR consulting to practices from small independents to integrated systems. Its HR consulting page lists compliance with ADA, FMLA, COBRA and FLSA, building or rebuilding an HR function, online manager training including sexual harassment courses, employee satisfaction programs, day-to-day personnel guidance, and recruiting for nurse practitioners, physician assistants and managers. It reports more than 25 years of healthcare experience.

Right for: a growing practice that needs an HR function built, or needs to hire NPs and PAs. Ask: pricing (not published), whether it has aesthetic practice references, and how recruiting fees are structured.

6. Bambee

Bambee sells a dedicated HR manager to small businesses and lists healthcare and medical among the industries it works with. Each plan includes a dedicated HR manager, core and custom HR policies, job descriptions, and chat, email and phone support. As of October 2026 its plans page lists $299 a month for 1 to 4 employees, $399 for 5 to 19, $499 for 20 to 49, $1,299 for 50 to 70, and custom pricing above that.

Right for: a small med spa that wants a named person for HR at a flat price. Ask: whether your HR manager has worked with medical practices, how many custom policies your handbook needs, and the cancellation terms.

7. AirMason

AirMason is employee handbook software for any employer, not a healthcare specialist. It offers a handbook builder, digital signatures, version history, automated policy updates and approval workflows. As of October 2026 its pricing page lists $999 a year for up to 99 employees (or $149 billed monthly) and $1,499 a year for 100 to 199 employees, and it mentions HIPAA-compliant deployment options for healthcare organizations.

Right for: a practice with an HR-savvy manager that wants to write and maintain its own handbook and track acknowledgments. Ask: which state law updates are included and whether an employment attorney reviews the template content.

Questions to ask any HR consultant

1. Who writes the state and local sections? Many practices sit in states or cities with their own leave, pay and scheduling rules. Ask who drafts them and how changes reach your handbook.
2. What happens after the handbook is delivered? Ask how often it is reviewed and whether updates cost extra.
3. Who answers when I call? Ask for credentials (SHRM, HRCI, attorney) and whether you get the same person each time.
4. Do you know provider roles? Ask how they handle injector commission or bonus plans, independent contractor versus employee status, and non-compete or non-solicit language in your state.
5. Where does employee data live? If the vendor stores personnel files or handles health information, ask about security and whether it will sign a business associate agreement (BAA) where one applies.
6. When do you send me to a lawyer? A good consultant knows its limit. For contract disputes or terminations with legal risk, see our list of med spa attorneys.
7. What is the term and exit? Confirm the minimum term, notice period and whether you keep the handbook and forms if you leave.

Where Prospyr fits

HR policies live with your HR vendor, but the work they describe happens in your practice system: provider schedules, who can see which records, and how staff performance is measured. Prospyr lets you set up online scheduling by provider and review team results in analytics, which gives a manager facts for a performance conversation. For record-keeping rules, see our guide to employment record requirements for med spas, or book a practice demo.

Frequently asked questions

Does a med spa need an employee handbook?

Most should have one. A written handbook gives staff one place for pay, leave, conduct and complaint procedures, and it helps show that rules were applied consistently. Some states require certain policies to be given to employees in writing, so ask your HR consultant or attorney what applies where you operate.

How much does an HR consultant cost for a small practice?

Published prices on this list run from about $1,000 a year for handbook software to $120 to $400 a month for handbook-plus-advisor subscriptions, and $299 to $1,299 a month for a dedicated HR manager, as of October 2026. Project-based consultants usually quote after a call.

Is an HR consultant the same as a PEO?

No. An HR consultant advises and writes policies while you stay the employer of record. A PEO co-employs your staff and usually runs payroll and benefits too. Compare both in our payroll and PEO list.

Can an HR consultant replace an employment attorney?

Not fully. Consultants handle policies, documentation and everyday questions, but they cannot give legal advice. Use an attorney for disputes, contract drafting and terminations with legal risk.

Want your company considered?

We review this list quarterly. Companies that serve medical and aesthetic practices can send their website and what they offer practices to info@prospyrmed.com. Inclusion is editorial and not paid.

Editorial scope

This list is based on each company's public website, checked October 2026 with AI-assisted research. Companies did not review this article before publication. It is not a guarantee of results or a substitute for checking references, credentials or legal advice. If your practice also needs help with phones or front desk coverage, see our list of medical answering services; for checking how calls are actually handled, see mystery shopper services for med spas. Read our methodology or report a correction.