Healthcare ✦ Practice admin ✦ Dedicated
Practice
administrator
Accreditation evidence assembled, practitioner registrations and insurances tracked, rosters built, suppliers managed and the practice numbers reported weekly — the operational spine of a clinic.
Looking for this kind of work yourself? Apply at staffingsolutions.ph — this page is written for businesses hiring.
$14/hrFrom, + GST · full-time
Up to 70%Vs. a local hire
AccreditationEvidence kept current
~2 wksBrief → first day
Practice management is the job nobody was hired to do
In most clinics the practice manager is also the senior receptionist, the HR department, the accreditation coordinator and the person who orders the consumables. When the clinic is busy, everything except the immediate patient-facing work slides.
Accreditation is the visible symptom: a scramble every cycle to assemble evidence that should have been accumulating all along.
An offshore practice administrator takes the operational half — records, credentialling, rosters, suppliers, reporting — leaving your practice manager to run the floor and the people.
What they administer
- Accreditation records — Evidence gathered and indexed continuously against the standards, so the cycle is a review rather than a scramble.
- Practitioner credentialling — AHPRA registration, indemnity insurance, CPD records and police checks tracked with rolling expiry alerts.
- Rostering — Practitioner and staff rosters built against availability and clinic demand, with changes processed and gaps flagged.
- Supplier and consumables — Ordering, invoice matching, contract renewal dates tracked, and price changes surfaced.
- Policy and document control — Policies, procedures and forms versioned and current, with review dates tracked.
- Practice reporting — Utilisation, billings by practitioner, no-show rate, referral sources — assembled weekly rather than annually.
- Staff onboarding admin — Contracts, inductions, system access and training records prepared and tracked.
What stays with your practice principal
Administration and record-keeping travel. Clinical governance, employment decisions and anything requiring registration stay in the practice.
- Clinical governanceClinical policy decisions, incident reviews and quality outcomes stay with your clinical lead.
- Employment decisionsHiring, performance and disciplinary decisions are yours. They prepare paperwork.
- Verifying registration statusThey track and evidence AHPRA registration; assessing whether someone may practise is the practice's responsibility.
- Patient complaintsLogged and tracked administratively; responded to by the practice principal.
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Questions
Frequently asked
Can they help us prepare for accreditation?
Yes, and it is one of the clearest wins — most of accreditation is evidence assembly against known standards, which is exactly what a dedicated administrator does well. The clinical and governance responses stay with your practice principal.
Do they understand Australian healthcare compliance?
We screen for Australian practice experience where it exists. AHPRA, indemnity and accreditation frameworks are learnable and rule-bound, but expect a few weeks of ramp-up and give them your existing documentation to work from.
Can they manage our local staff?
No — and be wary of anyone who says otherwise. They administer rosters, records and onboarding paperwork. Managing people who work in your building needs someone in your building.
How much does it cost?
From $14/hr + GST full-time — up to 70% less than a local hire, with no placement fee. Run your numbers →
Full-time, part-time or fewer hours?
Forty hours a week is our standard engagement and twenty is common. Below that we look at fifteen, ten or even five hours to get a role started, priced accordingly — a smaller engagement costs a little more per hour because the recruiting and management effort is the same. Plenty of clients begin at ten hours and grow the role once they see what comes off their desk.
Is there a minimum term?
Three months, then month to month. It's the same runway you'd give a new local hire to learn your systems, your clients and your standards — and the team members who get a fair run are the ones who stay for years. There are no exit penalties at any point, and if the issue is the person rather than the role, the first-week refund and free replacement cover that separately.
How do you handle confidentiality?
The same way you'd treat any remote team member. Every placement signs an NDA and a confidentiality clause before day one, and they work inside your systems — your email, your CRM, your file storage — so you control what they can see and can revoke access instantly. No client data is stored on our side.