RVP Business Development
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. We must not include Job ID etc. We must only include sections when there is real specific content. We must not create Pay/Schedule/Benefits unless posting actually states them. Benefits are listed: "We Offer Benefits For All Associates (Full-Time & Per Diem) Competitive Pay 401(k) with Company Match Career Advancement Opportunities National & Local Recognition Programs Teammate Assistance Fund Additional Full-Time Benefits Medical, Dental, Vision Insurance Generous Paid Time Off + 7 Paid Holidays Wellness Programs (Telemedicine, Diabetes Management, Joint & Spine Concierge Care) Education Support & Tuition Assistance Company-paid Life & Long-Term Disability Insurance Voluntary Benefits (Pet, Critical Illness, Accident, LTC)". So we have Benefits and Pay (Competitive Pay). No schedule info. So we can have Benefits and Pay sections. Also maybe "About the role" from Overview. Responsibilities from Essential Functions (General Duties & Responsibilities and Essential Functions Of Position). Requirements from Knowledge/Skills/Abilities/Expectations? Actually Knowledge/Skills/Abilities/Expectations is about you. Education/Experience and Licensure/Certification are qualifications. Skills maybe from Knowledge/Skills/Abilities/Expectations. We need to map to allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We should not create sections with filler. We need to decide what goes where.
We can put Overview under About the role.
Responsibilities: Essential Functions (General Duties & Responsibilities and Essential Functions Of Position). Could combine.
Requirements: maybe Education/Experience and Licensure/Certification? Or Requirements could be Education/Experience. Qualifications could be Knowledge/Skills/Abilities/Expectations? But we have both Requirements and Qualifications headings allowed. We need to avoid duplication. Perhaps:
- About the role: Overview paragraph.
- Responsibilities: Essential Functions (General Duties & Responsibilities + Essential Functions Of Position) as list.
- Requirements: Education/Experience (Bachelor's required, Master's preferred, years experience, etc.) as list.
- Qualifications: Licensure/Certification (Valid driver's license and automobile liability insurance) maybe also Knowledge/Skills/Abilities/Expectations? But Qualifications could be Knowledge/Skills/Abilities/Expectations (knowledge, skills, abilities). However we also have Skills heading. Could split: Knowledge/Skills/Abilities/Expectations under Skills. Then Qualifications could be Licensure/Certification. But we need to ensure we don't create thin sections. Let's see content:
Knowledge/Skills/Abilities/Expectations: list of items: Extensive knowledge of hospice..., Strong understanding..., Proven ability..., Strong financial acumen..., Excellent strategic planning..., Ability to navigate..., Experience driving..., Demonstrated success..., etc. That's substantive.
Skills heading could capture that.
Qualifications could be Licensure/Certification (driver's license). That's thin but still specific. Could also include Education/Experience as Qualifications? But we already used Requirements for Education/Experience. Might be okay.
Alternatively, we could combine Education/Experience and Licensure/Certification under Requirements, and put Knowledge/Skills/Abilities/Expectations under Skills. Then we don't need Qualifications. But we need to decide which headings to use. The instruction: "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It's examples, not mandatory to use all. We should include only those with real content. So we can choose About the role, Responsibilities, Requirements, Skills, Benefits, Pay. That seems sufficient.
Let's map:
- About the role: Overview paragraph(s).
- Responsibilities: Essential Functions (General Duties & Responsibilities + Essential Functions Of Position). We'll list as - items.
- Requirements: Education/Experience (Bachelor's required; Master's preferred; 8-10 years progressive healthcare sales leadership; 5 years leading multiple sales leaders or senior BD teams with oversight of 300+ employees; demonstrated success achieving sustained growth across multiple markets; experience leading large geographically dispersed teams; hospice/home health/post-acute care or healthcare services experience strongly preferred). Also maybe Licensure/Certification? Could include driver's license and auto insurance. But that's more qualification. Could add to Requirements as well.
- Skills: Knowledge/Skills/Abilities/Expectations list.
- Benefits: We Offer Benefits... list.
- Pay: Competitive Pay (just that line). Could also include 401(k) with Company Match etc but those are benefits. Pay is just "Competitive Pay". We'll include as
Competitive Pay
maybe.
We must not include schedule.
We must not include boilerplate like Legalese, EEO, etc.
We must preserve all substantive information; do not invent or summarize away detail. So we need to keep all details from those sections.
Let's extract details precisely.
Overview text:
"Overview The Regional Vice President of Business Development (RVPBD) is responsible for leading, developing, and optimizing business development performance across a designated multi-state region. This role reports to the Executive Vice President of Business Development & Strategic Growth and serves as the senior sales leader directly overseeing a team of Vice Presidents of Business Development, Area Vice Presidents of Business Development, and a total team of 600+ sales professionals. This is a new role created to ensure consistent execution of Gentiva's growth strategy while driving admissions, census growth, market share expansion, referral development, and sales leadership effectiveness. The RVPBD provides strategic oversight and leadership to a team of Vice Presidents of Business Development and their respective sales organizations. This position partners closely with Operations, Clinical Leadership, Human Resources, Marketing, and Executive Leadership to achieve sustainable growth and exceptional customer experience while ensuring alignment with organizational goals and values."
We'll put that in .
Essential Functions General Duties & Responsibilities list:
"Adheres to Organization's Policies and Procedures.Acts as a role model within and outside the Company.Performs duties as workload necessitates.Maintains a positive and respectful attitude.Communicates regularly with executive leadership regarding regional performance, opportunities, and risks.Demonstrates effective time management and prioritization skills.Participates in leadership meetings, committees, strategic planning sessions, and special projects.Recommends innovative approaches to improve business development effectiveness and operational execution.Maintains compliance with federal, state, and company regulations.Consistently promotes the Company's core values.Completes all required compliance and leadership training."
We need to split into list items. The original has no punctuation between items except periods. We'll split by sentences.
Essential Functions Of Position sections:
"Regional Growth Leadership Develop and execute regional business development strategies that support enterprise growth objectives.Lead and manage a team of approximately 4-6 Vice Presidents of Business Development across assigned markets.Drive accountability for admissions, census growth, market share, referral development, revenue, and profitability targets.Translate corporate commercial strategies into actionable regional execution plans.Identify growth opportunities, market trends, competitive threats, and emerging service opportunities."
"Sales Leadership & Performance Management Establish consistent sales leadership standards, performance expectations, and operating rhythms across all assigned territories.Conduct regular business reviews with VPBD leaders to evaluate performance, pipeline activity, referral trends, and market opportunities.Analyze regional sales performance data and implement corrective action plans where necessary.Ensure adoption and execution of sales methodologies, CRM utilization, and business development best practices.Monitor productivity and effectiveness of sales teams and recommend organizational changes as needed."
"Talent Development & Succession Planning Coach, mentor, and develop VPBD leaders to enhance leadership capabilities and organizational effectiveness.Build and maintain a robust succession pipeline for future sales leadership positions.Partner with Human Resources to identify high-potential talent and create development plans.Participate in recruitment, selection, onboarding, and retention efforts for sales leadership positions.Foster a culture of accountability, engagement, inclusion, and continuous improvement."
"Cross-Functional Leadership Partner with Regional Presidents, Regional Vice Presidents of Operations, Clinical Leadership, and Executive Directors to align growth initiatives with operational capacity and patient care standards.Facilitate collaboration between sales and operations to improve referral conversion, patient experience, and market performance.Serve as the senior escalation point for complex market challenges, customer concerns, and strategic opportunities."
"Strategic Market Oversight Evaluate territory design, account assignments, staffing models, and resource allocation across the region.Identify opportunities to improve market penetration, referral source engagement, and competitive positioning.Lead strategic initiatives involving new markets, service expansion, acquisitions, integrations, and commercial transformation efforts.Participate in annual strategic planning and budgeting processes.Executive Leadership ResponsibilitiesServe as a key member of the Growth Leadership Team.Provide executive-level reporting and recommendations to EVP of Business Development and Strategic Growth.Represent the organization at industry events, community organizations, and strategic partner meetings.Support enterprise-wide initiatives and special projects as assigned."
We'll combine all these into a single list of responsibilities.
Requirements: Education/Experience:
"Bachelor's Degree required; Master's Degree preferred.Minimum 8-10 years of progressive healthcare sales leadership experience.Minimum 5 years leading multiple sales leaders or senior business development teams with oversight of a minimum of 300+ employees.Demonstrated success achieving sustained growth across multiple markets.Experience leading large, geographically dispersed teams.Hospice, home health, post-acute care, or healthcare services experience strongly preferred."
Also Licensure/Certification: "Valid driver's license and automobile liability insurance required."
We could include that in Requirements as well.
Skills: Knowledge/Skills/Abilities/Expectations:
"Extensive knowledge of hospice, palliative care, home health, and healthcare business development practices.Strong understanding of sales operations, market development, referral management, and customer relationship strategies.Proven ability to lead leaders in a multi-market healthcare environment.Strong financial acumen, including forecasting, budgeting, and performance analysis.Excellent strategic planning, communication, presentation, and influencing skills.Ability to effectively navigate complex matrix organizations.Experience driving organizational change and leading large-scale initiatives.Demonstrated success developing high-performing sales cultures."
Benefits: "We Offer Benefits For All Associates (Full-Time & Per Diem) Competitive Pay401(k) with Company MatchCareer Advancement OpportunitiesNational & Local Recognition ProgramsTeammate Assistance Fund Additional Full-Time Benefits Medical, Dental, Vision InsuranceGenerous Paid Time Off + 7 Paid HolidaysWellness Programs (Telemedicine, Diabetes Management, Joint & Spine Concierge Care)Education Support & Tuition AssistanceCompany-paid Life & Long-Term Disability InsuranceVoluntary Benefits (Pet, Critical Illness, Accident, LTC)". Need to split into list items.
Pay: "Competitive Pay". Already included in benefits line but we need separate Pay section. The benefits line includes "Competitive Pay" as first item. We could still have Pay section with just "Competitive Pay". But that duplicates. However instruction: "Prefer a few substantive sections over many thin ones." Having Pay section with just "Competitive Pay" might be thin but it's specific. Could we incorporate Pay into Benefits? The instruction says include Pay section only if posting actually states them. It does state Competitive Pay. So we should have Pay section. Could we avoid duplication by not listing Competitive Pay in Benefits list? But the benefits list includes it; we could keep it there as part of benefits but also have Pay section. Might be okay but could be seen as duplication. However we must preserve ALL substantive information; we cannot remove Competitive Pay from benefits list because it's part of benefits. So we keep it there and also have Pay
- items.
- Requirements: Education/Experience (Bachelor's required; Master's preferred; 8-10 years progressive healthcare sales leadership; 5 years leading multiple sales leaders or senior BD teams with oversight of 300+ employees; demonstrated success achieving sustained growth across multiple markets; experience leading large geographically dispersed teams; hospice/home health/post-acute care or healthcare services experience strongly preferred). Also maybe Licensure/Certification? Could include driver's license and auto insurance. But that's more qualification. Could add to Requirements as well.
- Skills: Knowledge/Skills/Abilities/Expectations list.
- Benefits: We Offer Benefits... list.
- Pay: Competitive Pay (just that line). Could also include 401(k) with Company Match etc but those are benefits. Pay is just "Competitive Pay". We'll include as
Competitive Pay
maybe. We must not include schedule. We must not include boilerplate like Legalese, EEO, etc. We must preserve all substantive information; do not invent or summarize away detail. So we need to keep all details from those sections. Let's extract details precisely. Overview text: "Overview The Regional Vice President of Business Development (RVPBD) is responsible for leading, developing, and optimizing business development performance across a designated multi-state region. This role reports to the Executive Vice President of Business Development & Strategic Growth and serves as the senior sales leader directly overseeing a team of Vice Presidents of Business Development, Area Vice Presidents of Business Development, and a total team of 600+ sales professionals. This is a new role created to ensure consistent execution of Gentiva's growth strategy while driving admissions, census growth, market share expansion, referral development, and sales leadership effectiveness. The RVPBD provides strategic oversight and leadership to a team of Vice Presidents of Business Development and their respective sales organizations. This position partners closely with Operations, Clinical Leadership, Human Resources, Marketing, and Executive Leadership to achieve sustainable growth and exceptional customer experience while ensuring alignment with organizational goals and values." We'll put that in. Essential Functions General Duties & Responsibilities list: "Adheres to Organization's Policies and Procedures.Acts as a role model within and outside the Company.Performs duties as workload necessitates.Maintains a positive and respectful attitude.Communicates regularly with executive leadership regarding regional performance, opportunities, and risks.Demonstrates effective time management and prioritization skills.Participates in leadership meetings, committees, strategic planning sessions, and special projects.Recommends innovative approaches to improve business development effectiveness and operational execution.Maintains compliance with federal, state, and company regulations.Consistently promotes the Company's core values.Completes all required compliance and leadership training." We need to split into list items. The original has no punctuation between items except periods. We'll split by sentences. Essential Functions Of Position sections: "Regional Growth Leadership Develop and execute regional business development strategies that support enterprise growth objectives.Lead and manage a team of approximately 4-6 Vice Presidents of Business Development across assigned markets.Drive accountability for admissions, census growth, market share, referral development, revenue, and profitability targets.Translate corporate commercial strategies into actionable regional execution plans.Identify growth opportunities, market trends, competitive threats, and emerging service opportunities." "Sales Leadership & Performance Management Establish consistent sales leadership standards, performance expectations, and operating rhythms across all assigned territories.Conduct regular business reviews with VPBD leaders to evaluate performance, pipeline activity, referral trends, and market opportunities.Analyze regional sales performance data and implement corrective action plans where necessary.Ensure adoption and execution of sales methodologies, CRM utilization, and business development best practices.Monitor productivity and effectiveness of sales teams and recommend organizational changes as needed." "Talent Development & Succession Planning Coach, mentor, and develop VPBD leaders to enhance leadership capabilities and organizational effectiveness.Build and maintain a robust succession pipeline for future sales leadership positions.Partner with Human Resources to identify high-potential talent and create development plans.Participate in recruitment, selection, onboarding, and retention efforts for sales leadership positions.Foster a culture of accountability, engagement, inclusion, and continuous improvement." "Cross-Functional Leadership Partner with Regional Presidents, Regional Vice Presidents of Operations, Clinical Leadership, and Executive Directors to align growth initiatives with operational capacity and patient care standards.Facilitate collaboration between sales and operations to improve referral conversion, patient experience, and market performance.Serve as the senior escalation point for complex market challenges, customer concerns, and strategic opportunities." "Strategic Market Oversight Evaluate territory design, account assignments, staffing models, and resource allocation across the region.Identify opportunities to improve market penetration, referral source engagement, and competitive positioning.Lead strategic initiatives involving new markets, service expansion, acquisitions, integrations, and commercial transformation efforts.Participate in annual strategic planning and budgeting processes.Executive Leadership ResponsibilitiesServe as a key member of the Growth Leadership Team.Provide executive-level reporting and recommendations to EVP of Business Development and Strategic Growth.Represent the organization at industry events, community organizations, and strategic partner meetings.Support enterprise-wide initiatives and special projects as assigned." We'll combine all these into a single list of responsibilities. Requirements: Education/Experience: "Bachelor's Degree required; Master's Degree preferred.Minimum 8-10 years of progressive healthcare sales leadership experience.Minimum 5 years leading multiple sales leaders or senior business development teams with oversight of a minimum of 300+ employees.Demonstrated success achieving sustained growth across multiple markets.Experience leading large, geographically dispersed teams.Hospice, home health, post-acute care, or healthcare services experience strongly preferred." Also Licensure/Certification: "Valid driver's license and automobile liability insurance required." We could include that in Requirements as well. Skills: Knowledge/Skills/Abilities/Expectations: "Extensive knowledge of hospice, palliative care, home health, and healthcare business development practices.Strong understanding of sales operations, market development, referral management, and customer relationship strategies.Proven ability to lead leaders in a multi-market healthcare environment.Strong financial acumen, including forecasting, budgeting, and performance analysis.Excellent strategic planning, communication, presentation, and influencing skills.Ability to effectively navigate complex matrix organizations.Experience driving organizational change and leading large-scale initiatives.Demonstrated success developing high-performing sales cultures." Benefits: "We Offer Benefits For All Associates (Full-Time & Per Diem) Competitive Pay401(k) with Company MatchCareer Advancement OpportunitiesNational & Local Recognition ProgramsTeammate Assistance Fund Additional Full-Time Benefits Medical, Dental, Vision InsuranceGenerous Paid Time Off + 7 Paid HolidaysWellness Programs (Telemedicine, Diabetes Management, Joint & Spine Concierge Care)Education Support & Tuition AssistanceCompany-paid Life & Long-Term Disability InsuranceVoluntary Benefits (Pet, Critical Illness, Accident, LTC)". Need to split into list items. Pay: "Competitive Pay". Already included in benefits line but we need separate Pay section. The benefits line includes "Competitive Pay" as first item. We could still have Pay section with just "Competitive Pay". But that duplicates. However instruction: "Prefer a few substantive sections over many thin ones." Having Pay section with just "Competitive Pay" might be thin but it's specific. Could we incorporate Pay into Benefits? The instruction says include Pay section only if posting actually states them. It does state Competitive Pay. So we should have Pay section. Could we avoid duplication by not listing Competitive Pay in Benefits list? But the benefits list includes it; we could keep it there as part of benefits but also have Pay section. Might be okay but could be seen as duplication. However we must preserve ALL substantive information; we cannot remove Competitive Pay from benefits list because it's part of benefits. So we keep it there and also have Pay