Director of Operations

(Multi-State ABA Services)

Position Summary

The Director of Operations is responsible for strengthening operational consistency forecasting and execution across regions by supporting Clinic Operations Managers overseeing operational systems and standards and ensuring centralized operational functions are aligned with regional needs.

This role directly manages the Intake and Talent Acquisition departments and is accountable for the performance efficiency and predictability of both staffing and client onboarding pipelines.

The Director of Operations partners closely with Regional Clinical Directors but does not manage clinical leadership or own regional performance outcomes. Instead this role ensures that operational systems workflows tools and training are in place to support regional success identifies operational risks early and escalates concerns when additional executive intervention is needed.

This role also plays a key leadership role in acquisition integration by ensuring newly onboarded teams adopt company operational systems workflows and expectations from initial transition through stabilization.

Core Responsibilities

Clinic Operations Manager Support and Scheduling Systems Oversight

Meet regularly with Clinic Operations Managers to review operational performance current needs and barriers to success

Ensure Clinic Operations Managers are trained on company scheduling expectations tools workflows and reporting standards

Reinforce consistent scheduling best practices across regions to improve standardization and reduce variation

Monitor scheduling-related KPIs such as cancellations makeup session capture schedule stability and other operational indicators

Identify operational trends inefficiencies or deviations from company standards and recommend corrective action

Support the development and refinement of scheduling models that allow regions to operate more predictably and effectively

Serve as the first level of operational support for Clinic Operations Managers on non-clinical clinic management issues

Regional Operational Support and Performance Enablement

Partner with regions to identify operational barriers affecting growth stability and consistency

Use KPI review field feedback and comparative analysis across regions to highlight what is working what is not and where systems may need to be adjusted

Provide advisory guidance and best practice recommendations to support regional success

Escalate repeated non-adoption of operational standards or larger performance concerns to executive leadership as appropriate

Help create stronger feedback loops between field operations and company leadership so operational issues are surfaced and addressed earlier

Clinic Infrastructure Readiness and Management Systems

Partner with Clinic Operations Managers to support clinic budgets expense awareness and operational planning

Oversee clinic management systems related to maintenance vendors supplies and general clinic readiness

Help design and standardize processes for clinic operations so regions are working from a more consistent framework

Support operational readiness for new clinics expansions and other infrastructure changes

Ensure clinics have the tools workflows and support needed to function effectively from an operational standpoint

Intake Department Leadership (Direct Oversight)

Directly manage the Intake Manager and Intake team providing leadership coaching and performance accountability

Own intake pipeline performance including referral conversion timelines assessment scheduling speed and onboarding throughput

Establish monitor and report on intake KPIs to ensure consistent and predictable performance

Ensure standardized intake workflows tracking systems and handoff protocols across regions

Identify bottlenecks affecting client onboarding and drive process improvements

Oversee and support referral outreach efforts including relationships with schools physician offices and community organizations

Monitor referral source trends and guide efforts to strengthen and diversify referral pipelines

Align intake pacing with regional staffing capacity and company growth priorities

Ensure accountability for intake outcomes while continuously improving systems and workflows

Talent Acquisition Department Leadership (Direct Oversight)

Directly manage the Manager of Talent Acquisition and talent acquisition team providing leadership coaching and performance accountability

Own talent acquisition pipeline performance including time-to-fill requisition aging offer acceptance rates and onboarding readiness

Establish monitor and report on talent acquisition KPIs to ensure hiring timelines are met consistently

Ensure talent acquisition workflows communication cadence and reporting are standardized across regions

Align talent acquisition priorities with regional staffing demand and growth plans

Identify process gaps and implement improvements to increase hiring efficiency and predictability

Drive accountability for talent acquisition outcomes while building scalable hiring infrastructure

Forecasting and Proactive Planning

Identify staffing and intake demand trends in advance so the company can respond more proactively

Help regions move from reactive requests to earlier identification of future needs

Use assessment pipeline scheduling patterns growth trends and other operational indicators to highlight upcoming risks and opportunities

Recommend operational adjustments that support smoother growth pacing and better preparation across departments

Help fully flesh out the operational pieces necessary to support success in each region

Acquisition Integration and Operational Rollout

Lead the execution of operational systems during acquisitions and transitions

Ensure newly acquired teams are onboarded into company workflows expectations tools and standards Provide follow-through training and ongoing operational guidance after initial rollout to ensure full adoption

Monitor post-acquisition integration progress and identify areas requiring additional support or correction

Partner with executive leadership to close operational gaps and stabilize new regions

Reporting and Executive Visibility

Maintain visibility into key operational metrics across regions intake and talent acquisition functions

Prepare regular operational summaries highlighting trends regional differences risks and opportunities

Surface issues that appear system-related versus leadership-related so executive leadership can intervene appropriately

Help leadership compare regional models and identify whether operational differences contribute to uneven performance

Provide structured insights that reduce the need for executive involvement in day-to-day operational issues

BCBA Pay Ranges Based on Experience & Education:

Base pay of $85000$110000/year

Benefits:

• 401(k) matching
• Health/Dental/Vision
• Flexible Schedule
• 120 PTO Hours Annually
• Professional Development Assistance
• Referral Program
• Tuition Discount
• Mileage Reimbursement
• Team Appreciation Events

Requirements

Minimum of 3 years of operational leadership experience in ABA setting with direct supervision of administrative and/or operational teams

Bachelors Degree or higher preferred

BCBA certification and/or licensed professional

Knowledge of Accounting and Finance

Experience with scheduling systems service coordination or healthcare operational workflows

Strong understanding of KPI management process improvement and team accountability

Experience auditing operational data and maintaining documentation accuracy