Director of Operations

About the Role

We are seeking a Director of Operations to serve as a cornerstone of our leadership team and the owner of our operations department. As we navigate a pivotal stage of growth from 100 to 200 employees, we are looking for a leader who can transform our current momentum into a world-class operational engine.

Reporting directly to the CEO, you will be the bridge between high-level strategy and daily execution. You will serve as the operational backbone of the company and own the day-to-day functioning of the business. 

You love both executing and building scalable systems, ensuring - as we are fond of saying - as we get bigger, we get better. 

Your mission is to own, execute, and refine the systems and processes (business ops, HR admin, finance ops, etc), and the technological ecosystem that allows our team to focus on what they do best, and to do so while ensuring our world class quality only improves with time and scale. 

This is a hands-on leadership role for someone who thrives at the intersection of execution and structure, translating strategy into systems, keeping the business running smoothly, and proactively identifying operational gaps before they become problems. 

Who You Are: 

The Operator: You’re an operator at heart, the kind of person who sees what’s unclear, messy, or falling through the cracks and immediately starts creating clear, consistent, and repeatable structure. You’re highly organized, process-driven, and calm under pressure. You don’t just “keep things moving”; you make things smoother, clearer, and more scalable over time. 

The Doer & The Scaler: You’re comfortable switching between the mindset of a ‘detailed doer’ (payroll files, benefits questions, compliance checklists) and higher-level thinking (systems, priorities, accountability rhythms), and you take pride in being dependable and trustworthy. You communicate clearly, follow through relentlessly, and you have a strong bias toward action.

The Experienced Eye: You have successfully navigated the "100-to-200 employee" jump before. You understand that what works for a small team breaks at scale, and you proactively build systems to prevent those fractures. 

The Systems Architect: You’re also tech-forward and love making systems talk to each other, integrating tools like HRIS, payroll, benefits platforms, and finance systems so information flows cleanly, manual work disappears, and the team spends less time toggling between tabs and more time executing. You have a vision for how information should flow and systems should integrate to provide "single source of truth" data.

The High-Stakes Communicator: You can present financial health to the CEO in the morning and resolve a complex payroll or partnership discrepancy in the afternoon with equal poise.

Key Responsibilities

Business & Admin Operations

• CEO Partnership: Act as the primary deputy to the CEO, translating long-term business goals into quarterly operational priorities, and set up staff for quarterly success.
• Operational Execution: own, monitor, and improve the operational systems of the business (legal, financial, compliance, etc) and implement corrective strategies. 

HR Administration & Partner Ops

• Employee Lifecycle: own onboarding, leave planning, and offboarding, and oversee the entire employee lifecycle by ensuring our HR tech stack (HRIS, 401k, Benefits) scales seamlessly to support 200+ employees.
• Benefits Admin: Manage employee benefits administration in partnership with external brokers and benefits systems, including HRIS and 401k plans.
• Compliance Oversight: Serve as the internal authority on healthcare specific regulatory requirements (ie HIPAA), labor laws, and other regulations.
• Performance Systems: Manage the performance review process for staff.
• Partnership Operations: Manage operational aspects of partnership contracts and agreements and oversee partner outcomes. 

Financial Operations & Data Management 

• Financial Health: Partner with external accounting/bookkeeping partners to prepare core financial reports and ensure accuracy and timeliness; analyzing it to find margin-improvement opportunities.
• Revenue Cycle Oversight: Manage the effectiveness of insurance claim collections and AR/AP, ensuring the business maintains a healthy cash position during growth.
• Payroll Execution: oversee and execute the payroll process; ensure accuracy.
• Budgetary Control: Own the departmental budgets, build the annual departmental budget setting process.
• Data Management: Support leadership with data needed for strategic and operational decision-making.

What Success Looks Like

     Phase 1: The Transition & Stabilization (First 6 Months)

• Operational Autonomy: You have successfully "unlocked" the CEO from daily firefighting. The CEO no longer receives pings regarding payroll discrepancies, HR admin issues, or administrative bottlenecks.
• The "Audit & Anchor" Phase: You have completed a 360-degree audit of our current workflows. Core SOPs (Standard Operating Procedures) are documented, updated, and fully adopted by the most appropriate person.
• Reliability: Our internal "engine" is quiet. Benefits administration, onboarding, and financial processes happen on a predictable cadence, driven by you. 

     Phase 2: The Optimization & Efficiency Phase (1 Year)

• The Efficiency Expert: You aren't just running the systems; you are refining them. You’ve identified inefficiencies in our current model and ops, and have implemented changes that improved our operating margin as we crossed the $10M revenue mark.
• Data-Driven Leadership: You have established a "Command Center" (a dashboard of real-time KPIs) that allows leadership to see the health of the business at a glance. We are no longer making decisions based on "gut feeling," but on clean, actionable, updated data.
• Building Resiliency: You have coached up our staff on key operations, elevating their performance so that the "middle" of our organization is as strong as the top. 

     Phase 3: The Transformation & Scale Phase (2 Years)

• The "Integrated Whole": Our tech stack is no longer a collection of silos; it is a unified ecosystem. HRIS, Payroll, and Revenue Cycle Management (RCM) tools "talk" to each other flawlessly, reducing manual data entry and analysis by 40%+.
• The 200-Employee Flywheel: We have successfully scaled to 200+ employees without the "chaos" typically associated with doubling in size. Our culture has strengthened because our operational systems are robust enough to handle the volume.
• Future-Proofing: You have built a "self-healing" operation. When a new challenge arises (a regulatory change or a new partnership), the systems you built adapt quickly, allowing the company to remain agile and aggressive in the market.

Preferred Qualifications

• Experience: 8–12+ years in operations, with at least 3 years in a Director-level or equivalent leadership role.
• Industry: Proven track record in Healthcare Services or a highly regulated service industry.
• Scaling Proof: Direct experience managing operations for an organization with 100+ employees.
• Tech Stack: Advanced proficiency in HRIS (e.g., Rippling, ADP), Finance tools (QuickBooks, Sage), and Project Management software.
• Education: Bachelor’s degree required; MBA or MHA (Master of Healthcare Administration) preferred.
• Character: Extreme ownership, excellent communicator, high emotional intelligence, and a mission-driven mindset.

Why Join Us

• World Class Culture. A lot of people say ‘people are our greatest asset,’ but we have the action and culture to prove it.
• Mission Driven. Our mission is our north star, and everything we do is guided towards it. We truly live our mission of helping people move and live their best.
• High Growth Position. This position has the potential to grow quickly and will immediately be viewed as a key contributing member of the Executive Team.
• Opportunity for Impact. You’ll be driving forward meaningful work that transforms lives for the good on a daily basis. Our providers and staff are dedicated to taking great care of our patients, providers, and partners- and you’ll be the one shaping their experience.
• Autonomy. We are looking for someone to hand the keys to, and we will trust you not only to be a great steward of our systems, but to make it better for all who come next.
• Compensation Package. We already mentioned ‘people are our greatest asset,’ and we want your comp to grow as our organization grows.