Operations Director Ob/Gyn/Mfm - FT - Day - Capital Health Medical Group

Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advance technology. Capital Health is a five-time Magnet-Recognized health system for nursing excellence and is comprised of 2 hospitals. Capital Health Medical Group is made up of more than 250 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.

Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.

Position Overview

Oversees the daily operations of the OB/GYN and MFM employed physician outpatient practices while strategically working to improve, strengthen, and define operational goals and objectives. The director ensures that clinical and administrative workflows support high-quality patient care, regulatory compliance and operational excellence. The director collaborates with physicians, nursing staff and administrative teams to optimize patient experience, streamline processes and improve performance.

MIN SALARY: $125,500/annually

MINIMUM REQUIREMENTS

• Bachelor's Degree in Nursing. Master's Degree in Nursing preferred.
• Five years progressive operational management experience in an ambulatory or acute care setting. Experience in physician practice management preferred.

ESSENTIAL FUNCTIONS

• Responsible for clinical and operational management of the outpatient OB/GYN and MFM practices
• Oversees the direction and execution of operations, ensures the practice management team coordinates all practice functions to provide smooth, integrated operations.
• Ensures unified and effective patient access initiatives that promote patient centered access to OB/GYN and MFM for scheduling, registration or medical care.
• Addresses interdepartmental barriers to delivery of care, including staffing, equipment, and facilities.
• Manages the implementation process for new business, expansion and/or moves to new practice sites.
• Develops, implements and monitors statistical reporting of key operation metrics, adjusts operations as needed to maintain peak performance.
• Implements policies and procedures to reduce cancellations, no-show rates, and new patient appointment lag time.
• Proactively pursues opportunities to improve the delivery of superior customer service, address patient complaints.
• Facilitates regular and consistent system communication with all stakeholders, promotes dialogue.
• Manages relationships with all practices to ensure positive working environment and intervenes appropriately when issues arise.
• Maximizes operational workflow in practices to ensure optimal utilization of the team. Redistributes resources based on needs. Maintains a comprehensive understanding of practice operations including: scheduling, registration, authorization/referral, and billing/coding functions.
• Monitors performance of practices via scorecards, P&Ls, and key performance indicators (KPIs). Performs trend analysis and develops/implements required changes to meet desired goals. In partnership with revenue team, optimizes accounts receivable processes and outcomes within each practice/area of accountability. With support from finance, manages the annual operating and capital budgets for practices, facilities and programs
• Assures optimized staffing across sites, build capability to flex staff to locations for coverage.
• Performs staffing analysis as needed to ensure adequate staffing in ambulatory and program settings.
• Partners with Human Resources when necessary to support aspects of employee management, engagement, retention and talent acquisition.
• Promotes staff development through performance evaluation, coaching, identifying development goals, and arranging educational opportunities that enhance and encourage continued professional growth among staff.
• Creates and supports an environment which empowers and expects staff to: serve as ambassadors; participate in unit/department decisions; negotiate care needs of patients; accept responsibility for their contribution to the patient experience, their own growth and professional competencies
• Assumes responsibilities for the overall management and maintenance of respective facility and maximizes effective and efficient organizational; utilization of space.
• Oversees the collaboration of business and administrative staff in the development of policies, procedures, programs, protocols and processes to provide an efficient, high functioning employed medical group.
• Serves as a focal point on matters relating to physician practices including contract negotiations, revenue, productivity, staffing, operating expenses, and overall financial performance.
• Prepares and presents reports to senior executives. Demonstrates competence and knowledge related to managed care contracting and process and coordinates with internal departments to address managed care issues related to reimbursement.
• Facilitates selection and prioritization of initiatives to develop the Accountable Care Organization (ACO) and monitors progress of all ACO activities. Develops and maintains ACO strategic business plans that include quality and financial performance objectives. Works with clinical leadership in the ambulatory network and all physician members of the ACO to assure that quality metrics are reported and processed to assure improvements are met. Serves as a liaison to facilitate and maximize relationships with ACO and CIN (Clinical Integrated Network).
• Collaborates with public relations staff to coordinate and implement an ongoing marketing program which seeks to increase market share and service opportunities.
• Manages the population care coordination and navigation of patients along the healthcare continuum, assuring appropriate monitoring of metrics to improve services and outcomes.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

• Frequent physical demands include: Sitting , Talk or Hear
• Occasional physical demands include: Standing , Walking , Carry objects , Push/Pull , Twisting , Bending , Reaching forward , Reaching overhead , Squat/kneel/crawl , Wrist position deviation , Pinching/fine motor activities , Keyboard use/repetitive motion
• Continuous physical demands include:
• Lifting Floor to Waist 15 lbs. Lifting Waist Level and Above 10 lbs.
• Sensory Requirements include: Accurate Near Vision, Accurate Far Vision, Accurate Color Discrimination, Anticipated Hearing Anticipated Occupational Exposure Risks Include the following: Uneven Surfaces or Elevations

IND123.

Offers are contingent upon successful completion of our onboarding process and pre-employment physical. Capital Health will require all applicants to have an annual flu vaccine prior to start date, with the exception of individuals with medical and religious exemptions.

"Company will never ask candidates for social security numbers or date of birth during application phase. If you are asked for this information online, you may be a target for identity theft."

For benefit eligible roles, in addition to cash compensation, we provide a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, robust PTO plan, overtime to eligible roles, and other benefits, including "elective" benefits employees may select to best fit the needs and personal situations of our diverse workforce.

The pay rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity. Bonus and/or incentive eligibility are determined by role and level.

The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare. Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.