Updated March 21, 2026

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 both love 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.

A Little More About Us

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 also 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 Job Responsibilities

Business and 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: The MovementX Director of Operations will 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.

Why Join Us

What Success Looks Like

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

• Operational Autonomy: As the MovementX Director of Operations, 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.

How The Job Application Process Works

Apply now to get started. From there, you may be selected for three rounds of interviews. If the stars align and there’s a perfect fit, then we celebrate you as the latest (and greatest, of course) MovementX Director of Operations.