Director of Professional Services

Responsibilities:

Recruitment and Workforce Planning

1. Develop and implement provider recruitment and workforce planning strategies that support organizational growth, clinical coverage requirements, and patient access goals.
2. Partner with medical directors, service line leaders, Human Resources, and executive leadership to identify staffing needs, forecast workforce demands, and develop recruitment priorities.
3. Oversee provider recruitment activities, including sourcing, interviewing, candidate evaluation, contract negotiations, offer management, and onboarding coordination.
4. Monitor recruitment, workforce, and market trends and utilize data to support staffing decisions, succession planning, and workforce optimization

Provider Onboarding and Retention

1. Direct provider onboarding, orientation, and integration activities to ensure successful transition into clinical practice and organizational culture.
2. Develop and support provider engagement, mentorship, professional development, and retention initiatives designed to promote workforce stability and clinician satisfaction.
3. Collaborate with operational leaders and Human Resources to address provider concerns, support career development, and enhance the overall provider experience.

Professional Services and Medical Staff Administration

1. Provide leadership and operational oversight for Professional Services and Medical Staff Administration functions supporting the Practice Association and Medical Staff Office.
2. Oversee provider contracts, employment documentation, scheduling support, workforce administration, provider records, and related operational processes.
3. Ensure effective coordination of credentialing, privileging, provider quality reviews, Medical Executive Committee support, and physician governance activities.
4. Maintain systems and processes supporting provider scheduling, workforce analytics, productivity monitoring, and professional practice evaluation.

Compliance and Quality Oversight

1. Ensure compliance with accreditation, regulatory, legal, and medical staff requirements impacting provider operations and professional services functions.
2. Support organizational readiness for Joint Commission, CMS, and other regulatory reviews through coordination of provider-related compliance activities.
3. Collaborate with Medical Staff and Quality leadership to support provider performance monitoring, OPPE/FPPE processes, policy development, and continuous improvement initiatives.

Capacity Management and Access Optimization

1. Develop and oversee provider capacity management processes that align clinician availability with patient demand, access goals, and operational priorities.
2. Analyze provider productivity, scheduling patterns, workload distribution, and access metrics to identify opportunities for improvement.
3. Implement workforce planning and scheduling strategies that optimize provider utilization, improve patient access, and support organizational performance.
4. Prepare and present workforce, productivity, access, and capacity reports to leadership to facilitate data-driven decision making.

Leadership and Team Management

1. Lead, mentor, and develop Professional Services and Medical Staff Administration personnel to ensure high-quality service delivery and operational effectiveness.
2. Establish departmental goals, performance standards, staffing plans, and operational priorities aligned with organizational objectives.
3. Foster a culture of collaboration, accountability, customer service, professionalism, and continuous improvement.
4. Manage departmental resources and drive initiatives that improve efficiency, provider experience, and operational outcomes.

Strategic Planning and Organizational Initiatives

1. Serve as a strategic advisor to the Chief Medical Officer and physician leadership on provider workforce planning, recruitment, access management, and medical staff operations.
2. Lead or participate in initiatives involving provider compensation, onboarding redesign, workforce optimization, provider engagement, and operational improvement.
3. Utilize workforce analytics and organizational data to support strategic decision-making, resource allocation, and long-term workforce planning.
4. Identify and implement innovative solutions that enhance provider operations, support organizational growth, and improve access to care.

Requirements: 

1. Bachelor's degree in Healthcare Administration, Business Administration, Human Resources, Public Health, or a related field required; Master's degree preferred.
2. Minimum of five to seven (5-7) years of progressive leadership experience in healthcare administration, provider services, medical staff administration, workforce planning, physician recruitment, or practice management.
3. Knowledge of provider recruitment strategies, workforce planning methodologies, provider onboarding processes, and clinician engagement practices.
4. Understanding of provider capacity management, access optimization, productivity measurement, workforce analytics, and staffing models used within healthcare organizations.
5. Knowledge of medical staff operations, credentialing, privileging, accreditation standards, regulatory requirements, provider governance processes, and healthcare compliance principles.
6. Understanding of provider compensation practices, contract administration, physician employment models, and professional services operations.
7. Demonstrated leadership, organizational, project management, and problem-solving skills, with the ability to lead teams, manage complex initiatives, and drive operational performance.
8. Excellent interpersonal, communication, and relationship-building skills, with the ability to collaborate effectively with executive leadership, physicians, advanced practice providers, operational leaders, Human Resources, Legal, and other key stakeholders.
9. Strong analytical skills with the ability to interpret workforce, productivity, access, and operational data and use findings to support strategic decision-making and organizational planning.
10. Proficiency in workforce analytics tools, HR and scheduling systems, Microsoft Office applications, and other healthcare technology platforms, with the ability to manage multiple priorities while maintaining confidentiality and professional judgment.

The pay range for this position is $117,062.40 to $192,944.54 maximum.  Pay for this position is determined on a number of factors, including but not limited to, years and level of related experience. 

#LI-KW1