Kidspeech Inc. - Clinical Operations Director
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to decide which headings to use. Likely: About the Company (maybe "Who We Are"), Mission, Core Values, Job Description, What Makes This Role Unique, Responsibilities, Requirements, What Success Looks Like, Benefits.
We must not create headings for empty content.
Now extract content.
WHO WE ARE: "We are a pediatric speech therapy provider serving families across northwest metro Atlanta for the past twenty-eight years. Across three clinics in Lawrenceville, Loganville, and Peachtree Corners, our speech-language pathologists work with children and their families on the communication skills that shape a child's confidence, education, and independence."
Our Mission: "To help every child thrive by providing compassionate, high-quality care, supporting families throughout their journey, and creating an environment where children feel understood, supported, and empowered."
Our Core Values: list: Child First — We put each child’s needs, progress, and potential at the heart of every decision. Families as Partners — We listen, communicate openly, and work alongside families throughout their child’s journey. Excellence in Care — We provide compassionate, high-quality care and continually strive to improve how we serve children and families. Stronger Together — We support one another and collaborate as a team, because the best outcomes happen when families, therapists, and care teams work together.
JOB DESCRIPTION: paragraph: "Our team is seeking an experienced Clinical Operations Director to serve as the operational center of a multi-site pediatric therapy practice entering its next chapter of growth. This is a role for an operator who has run a clinical practice before and will bring proven systems rather than learn them here.The practice was acquired ten months ago and now operates under an investor-backed growth plan led by executives with strong financial and strategic backgrounds. That plan calls for expansion to ten locations along with the addition of occupational therapy, physical therapy, and ABA services. Reaching that scale depends first on stabilizing what exists today. Your work will be to build the operational foundation, clinician retention, and documented systems that make multi-site expansion achievable rather than aspirational.You will be the bridge between executive ownership and a long-tenured clinical and administrative team. Ownership thinks in financial metrics, billable utilization, and acquisition timelines. The clinical team thinks in patient outcomes, family relationships, and therapist wellbeing. Both perspectives are valid, and this practice needs someone who can translate fluently in both directions while holding the line on what clinical quality actually requires.This is a full-time, on-site position based across our three metro Atlanta clinics. Given how critical this role is to the business, we host a rigorous four-part application process."
WHAT MAKES THIS ROLE UNIQUE: paragraph: "You are stepping into a practice that has real problems and real assets in equal measure, with significant challenges and equally strong assets.A rigid salary-and-quota model contributed to nineteen speech-language pathologists leaving in nine months, creating waitlists of 250+ children and straining referral relationships. The sole Therapist Manager spends roughly ninety percent of her time treating patients, leaving little capacity for onboarding or mentoring. The Office Manager owns credentialing, patient relations, purchasing, and payroll while handling HR matters outside her training. Frontline coordinators manage Medicaid authorization holds and difficult parent conversations without documented procedures.The foundation is strong. The practice has twenty-eight years of community reputation, and the administrative team averages more than a decade of tenure. Systems talent already exists internally, including a former process improvement manager currently doing manual collections work. Ownership is committed to investing in a stronger operating model.Success comes down to one primary outcome: stabilize clinician retention and build documented systems that reduce ownership's daily involvement.This requires diplomacy and firmness. You will earn trust, translate growth goals into sustainable workflows, establish communication through managers, and gradually free ownership to focus on future acquisitions."
RESPONSIBILITIES: list items under headings: Clinician Retention & Culture, Team Structure & Leadership Protection, Systems, SOPs & Technology, Revenue Cycle & Compliance, Working With Ownership. Each with sub-bullets.
We need to preserve all bullet points. Let's extract:
Clinician Retention & Culture
- Own therapist retention and improve compensation and utilization models to support clinician success
- Restore psychological safety so clinical and admin teams raise quality and compliance concerns early
- Strengthen onboarding and mentorship so clinicians reach productivity with proper support
- Rebuild referral relationships with universities, pediatricians, and training programs
Team Structure & Leadership Protection
- Define roles and responsibilities across administrative and clinical leadership
- Restructure the Therapist Manager role to protect time for onboarding, mentoring, and quality
- Remove HR-related scope creep from the Office Manager role
- Establish weekly leadership and communication cadences through managers
Systems, SOPs & Technology
- Document SOPs for scheduling, intake, credentialing, authorizations, and billing
- Optimize the EMR, including automating physician Plan of Care signatures
- Implement task management for clear ownership and accountability
- Build an operational playbook for future clinic locations
Revenue Cycle & Compliance
- Restructure billing, including transition toward in-house operations
- Maintain Georgia Medicaid compliance across documentation, authorizations, and billing changes
- Reduce authorization-related revenue delays through better processes
- Report clinic performance metrics to ownership consistently
Working With Ownership
- Turn growth targets into sustainable operational plans
- Push back with evidence when decisions create clinical, compliance, or retention risk
- Give ownership visibility without requiring daily intervention
- Prepare systems for new locations and services
REQUIREMENTS: sections: Experience Requirements (Non-Negotiable) with bullet list, Core Competencies bullet list, Critical Soft Skills (Deal-Breakers) bullet list, Technical Requirements bullet list, Mindset & Cultural Fit bullet list.
Let's extract each.
Experience Requirements (Non-Negotiable):
- 3+ years leading pediatric therapy operations across speech, OT, PT, or ABA, with knowledge of clinical workflows and therapist utilization
- Strong knowledge of Georgia Medicaid, including Plan of Care signatures, authorizations, and billing codes
- Experience building SOPs from scratch as an Integrator, Practice Administrator, Operations Director, or similar
- Experience optimizing EMR/practice management systems; Qualifacts InSync or similar preferred
- Experience implementing task management tools such as ClickUp or Monday.com
Core Competencies:
- Proven ability to improve clinician retention, compensation structures, and culture
- Systems thinking that reduces owner dependency
- Outcome-based management focused on results
- Revenue cycle knowledge across authorizations, claims, collections, and payers
- KPI development and data-driven decision making
- Change management that brings stability during disruption
Critical Soft Skills (Deal-Breakers):
- High emotional intelligence and ability to rebuild trust with veteran staff
- Strong boundaries that protect teams from role creep
- Diplomatic assertiveness when challenging ownership
- Comfortable leading performance and accountability conversations
- Calm and resilient under pressure
- Clear, candid communicator
Technical Requirements:
- Strong organization, time management, and attention to detail
- Able to work on-site across three northwest metro Atlanta clinics on Eastern Time
- Comfortable with clinical documentation, payroll, and reporting systems
- Evidence-based, data-driven decision maker
Mindset & Cultural Fit:
- Sees operational challenges as opportunities to build durable systems
- Maintains high standards and stability through obstacles
- Supports growth while protecting clinical quality
- Believes operations should enable excellent patient care
- Motivated by developing people and improving performance
WHAT SUCCESS LOOKS LIKE: timeline with bullet points per period.
First 30 Days:
- Meet clinical and administrative leaders, clarify roles, remove HR disputes from the Office Manager, and diagnose clinician turnover
Days 30 to 60:
- Protect Therapist Manager time for mentoring, establish leadership cadence, automate Plan of Care signatures, and reduce authorization holds
Days 60 to 90:
- Restructure billing, document core SOPs, stabilize clinician retention, and hire through an improved onboarding process
Days 90 to 180:
- Achieve measurable retention stability, reduce waitlists, establish consistent owner reporting, reduce daily owner involvement, and complete the expansion playbook
BENEFITS: paragraph includes compensation etc. Let's extract:
Compensation: Base salary of $85,000 to $115,000, commensurate with experience, plus a performance bonus. On-target earnings (OTE) of up to $130,000. Bonus is tied to clinician retention, margin stabilization, and multi-site expansion milestones.
Employment type: Full-time W2 position with health, dental, and vision benefits.
Retirement: SIMPLE IRA retirement plan.
Time off: Two weeks of PTO, accrued over the course of the year, plus five paid holidays (New Year's Day, Martin Luther King Jr. Day, Independence Day, Thanksgiving Day, and Christmas Day).
Professional development: This role is supported by an external operations program that includes ops mentorship, a peer community, and live coaching.
We need to format as list maybe. Since it's a list of benefits, we can use
- each benefit.
Now produce HTML fragment.
We must not include any extra text. Ensure no markdown fences.
Let's craft.
We'll start with
Who We Are
...
Then Our Mission
...
Our Core Values
- Child First — We put each child’s needs, progress, and potential at the heart of every decision.
...
Job Description
...
What Makes This Role Unique
...
Responsibilities
maybe
for prose. We need to decide which headings to use. Likely: About the Company (maybe "Who We Are"), Mission, Core Values, Job Description, What Makes This Role Unique, Responsibilities, Requirements, What Success Looks Like, Benefits. We must not create headings for empty content. Now extract content. WHO WE ARE: "We are a pediatric speech therapy provider serving families across northwest metro Atlanta for the past twenty-eight years. Across three clinics in Lawrenceville, Loganville, and Peachtree Corners, our speech-language pathologists work with children and their families on the communication skills that shape a child's confidence, education, and independence." Our Mission: "To help every child thrive by providing compassionate, high-quality care, supporting families throughout their journey, and creating an environment where children feel understood, supported, and empowered." Our Core Values: list: Child First — We put each child’s needs, progress, and potential at the heart of every decision. Families as Partners — We listen, communicate openly, and work alongside families throughout their child’s journey. Excellence in Care — We provide compassionate, high-quality care and continually strive to improve how we serve children and families. Stronger Together — We support one another and collaborate as a team, because the best outcomes happen when families, therapists, and care teams work together. JOB DESCRIPTION: paragraph: "Our team is seeking an experienced Clinical Operations Director to serve as the operational center of a multi-site pediatric therapy practice entering its next chapter of growth. This is a role for an operator who has run a clinical practice before and will bring proven systems rather than learn them here.The practice was acquired ten months ago and now operates under an investor-backed growth plan led by executives with strong financial and strategic backgrounds. That plan calls for expansion to ten locations along with the addition of occupational therapy, physical therapy, and ABA services. Reaching that scale depends first on stabilizing what exists today. Your work will be to build the operational foundation, clinician retention, and documented systems that make multi-site expansion achievable rather than aspirational.You will be the bridge between executive ownership and a long-tenured clinical and administrative team. Ownership thinks in financial metrics, billable utilization, and acquisition timelines. The clinical team thinks in patient outcomes, family relationships, and therapist wellbeing. Both perspectives are valid, and this practice needs someone who can translate fluently in both directions while holding the line on what clinical quality actually requires.This is a full-time, on-site position based across our three metro Atlanta clinics. Given how critical this role is to the business, we host a rigorous four-part application process." WHAT MAKES THIS ROLE UNIQUE: paragraph: "You are stepping into a practice that has real problems and real assets in equal measure, with significant challenges and equally strong assets.A rigid salary-and-quota model contributed to nineteen speech-language pathologists leaving in nine months, creating waitlists of 250+ children and straining referral relationships. The sole Therapist Manager spends roughly ninety percent of her time treating patients, leaving little capacity for onboarding or mentoring. The Office Manager owns credentialing, patient relations, purchasing, and payroll while handling HR matters outside her training. Frontline coordinators manage Medicaid authorization holds and difficult parent conversations without documented procedures.The foundation is strong. The practice has twenty-eight years of community reputation, and the administrative team averages more than a decade of tenure. Systems talent already exists internally, including a former process improvement manager currently doing manual collections work. Ownership is committed to investing in a stronger operating model.Success comes down to one primary outcome: stabilize clinician retention and build documented systems that reduce ownership's daily involvement.This requires diplomacy and firmness. You will earn trust, translate growth goals into sustainable workflows, establish communication through managers, and gradually free ownership to focus on future acquisitions." RESPONSIBILITIES: list items under headings: Clinician Retention & Culture, Team Structure & Leadership Protection, Systems, SOPs & Technology, Revenue Cycle & Compliance, Working With Ownership. Each with sub-bullets. We need to preserve all bullet points. Let's extract: Clinician Retention & Culture - Own therapist retention and improve compensation and utilization models to support clinician success - Restore psychological safety so clinical and admin teams raise quality and compliance concerns early - Strengthen onboarding and mentorship so clinicians reach productivity with proper support - Rebuild referral relationships with universities, pediatricians, and training programs Team Structure & Leadership Protection - Define roles and responsibilities across administrative and clinical leadership - Restructure the Therapist Manager role to protect time for onboarding, mentoring, and quality - Remove HR-related scope creep from the Office Manager role - Establish weekly leadership and communication cadences through managers Systems, SOPs & Technology - Document SOPs for scheduling, intake, credentialing, authorizations, and billing - Optimize the EMR, including automating physician Plan of Care signatures - Implement task management for clear ownership and accountability - Build an operational playbook for future clinic locations Revenue Cycle & Compliance - Restructure billing, including transition toward in-house operations - Maintain Georgia Medicaid compliance across documentation, authorizations, and billing changes - Reduce authorization-related revenue delays through better processes - Report clinic performance metrics to ownership consistently Working With Ownership - Turn growth targets into sustainable operational plans - Push back with evidence when decisions create clinical, compliance, or retention risk - Give ownership visibility without requiring daily intervention - Prepare systems for new locations and services REQUIREMENTS: sections: Experience Requirements (Non-Negotiable) with bullet list, Core Competencies bullet list, Critical Soft Skills (Deal-Breakers) bullet list, Technical Requirements bullet list, Mindset & Cultural Fit bullet list. Let's extract each. Experience Requirements (Non-Negotiable): - 3+ years leading pediatric therapy operations across speech, OT, PT, or ABA, with knowledge of clinical workflows and therapist utilization - Strong knowledge of Georgia Medicaid, including Plan of Care signatures, authorizations, and billing codes - Experience building SOPs from scratch as an Integrator, Practice Administrator, Operations Director, or similar - Experience optimizing EMR/practice management systems; Qualifacts InSync or similar preferred - Experience implementing task management tools such as ClickUp or Monday.com Core Competencies: - Proven ability to improve clinician retention, compensation structures, and culture - Systems thinking that reduces owner dependency - Outcome-based management focused on results - Revenue cycle knowledge across authorizations, claims, collections, and payers - KPI development and data-driven decision making - Change management that brings stability during disruption Critical Soft Skills (Deal-Breakers): - High emotional intelligence and ability to rebuild trust with veteran staff - Strong boundaries that protect teams from role creep - Diplomatic assertiveness when challenging ownership - Comfortable leading performance and accountability conversations - Calm and resilient under pressure - Clear, candid communicator Technical Requirements: - Strong organization, time management, and attention to detail - Able to work on-site across three northwest metro Atlanta clinics on Eastern Time - Comfortable with clinical documentation, payroll, and reporting systems - Evidence-based, data-driven decision maker Mindset & Cultural Fit: - Sees operational challenges as opportunities to build durable systems - Maintains high standards and stability through obstacles - Supports growth while protecting clinical quality - Believes operations should enable excellent patient care - Motivated by developing people and improving performance WHAT SUCCESS LOOKS LIKE: timeline with bullet points per period. First 30 Days: - Meet clinical and administrative leaders, clarify roles, remove HR disputes from the Office Manager, and diagnose clinician turnover Days 30 to 60: - Protect Therapist Manager time for mentoring, establish leadership cadence, automate Plan of Care signatures, and reduce authorization holds Days 60 to 90: - Restructure billing, document core SOPs, stabilize clinician retention, and hire through an improved onboarding process Days 90 to 180: - Achieve measurable retention stability, reduce waitlists, establish consistent owner reporting, reduce daily owner involvement, and complete the expansion playbook BENEFITS: paragraph includes compensation etc. Let's extract: Compensation: Base salary of $85,000 to $115,000, commensurate with experience, plus a performance bonus. On-target earnings (OTE) of up to $130,000. Bonus is tied to clinician retention, margin stabilization, and multi-site expansion milestones. Employment type: Full-time W2 position with health, dental, and vision benefits. Retirement: SIMPLE IRA retirement plan. Time off: Two weeks of PTO, accrued over the course of the year, plus five paid holidays (New Year's Day, Martin Luther King Jr. Day, Independence Day, Thanksgiving Day, and Christmas Day). Professional development: This role is supported by an external operations program that includes ops mentorship, a peer community, and live coaching. We need to format as list maybe. Since it's a list of benefits, we can use
- each benefit.
Now produce HTML fragment.
We must not include any extra text. Ensure no markdown fences.
Let's craft.
We'll start with
Who We Are
...
ThenOur Mission
...
Our Core Values
- Child First — We put each child’s needs, progress, and potential at the heart of every decision. ...
Job Description
...
What Makes This Role Unique
...
Responsibilities
maybe