VP, Care Operations - Hybrid/Buffalo, NY
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we need to map content accordingly. The instruction: "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we should use those exact headings? Probably we should use those headings where appropriate. But we must only include a section when posting has real, specific content for it. So we need to decide which sections apply.
We have content: About Brook (company description) could map to "About the role"? Actually "About the role" is a heading for role description. The posting includes "The Role" description. So we can put that under About the role
.
Responsibilities: The "What You'll Own" section lists responsibilities. So we can put that under Responsibilities
with - .
Requirements: Could be "Knowledge, Skills, And Abilities" maybe also "Preferred Experience". We need to separate Requirements vs Qualifications vs Skills? The instruction lists possible headings but we should only include sections with real content. We could combine Knowledge, Skills, And Abilities as "Skills". Or we could have separate sections: Requirements (maybe minimum qualifications), Qualifications (preferred), Skills (maybe abilities). But we need to avoid thin sections. Let's think.
The posting includes:
- Knowledge, Skills, And Abilities (list of abilities)
- Preferred Experience (list)
- Working at Brook (culture)
- Why You Want to Work Here (motivation)
- Benefits at Brook (benefits)
- Working Arrangement & Eligibility (location, hybrid)
- Compensation (Pay)
- Salary Description (duplicate)
We need to include Benefits, Pay (compensation), maybe Schedule (working arrangement). The posting includes hybrid schedule: four days in office, one remote. That's schedule info.
Thus we can have sections:
- About the role (role description)
- Responsibilities (What You'll Own)
- Skills (Knowledge, Skills, And Abilities) maybe also include Preferred Experience as Qualifications? But we can combine Preferred Experience into Skills or Qualifications. However we need to avoid filler. Let's decide:
We could have:
About the role
... (The Role description)
Responsibilities
- ... each bullet from What You'll Own
Skills
- ... from Knowledge, Skills, And Abilities
Qualifications
- ... from Preferred Experience
Benefits
- ... from Benefits at Brook
Pay
$180,000 - 200,000 competitive base plus performance bonus and equity
Schedule
Hybrid: four days in office, one remote. Must live within commuting distance of Boston or Buffalo office. Not eligible for relocation or visa sponsorship.
We should also maybe include "Working at Brook" and "Why You Want to Work Here" as maybe not needed; they could be considered fluff but they contain substantive info about culture. However instruction: prefer a few substantive sections over many thin ones. Could combine them into a "Culture" section but not in allowed headings. Since only allowed headings list, we should not create other headings. So we may omit those if they'd be thin. But they contain some specifics: "Three commitments anchor the work — for our patients, for our partners, and for each other." etc. Could be considered culture but not a standard heading. Safer to omit to keep to allowed headings.
We must not repeat job title as heading. We must not include Job ID etc. Remove boilerplate like EEO, etc.
We must preserve all substantive information; do not invent or summarize away detail. So we need to ensure we include all details from the sections we keep.
Let's extract details.
About the role: The paragraph under "The Role": "The VP of Care Operations runs Brook's care delivery — the people, capacity, and daily operation that turn clinical pathways into delivered, billed care across every program and market Brook serves. The role leads the nursing team and owns the operation they run, and is the operational counterpart to the Chief Nursing Officer: the CNO owns what good clinical care is — pathways, practice, and quality — and the VP owns delivering it at scale. The two lead the care organization together, pulling toward the same outcomes for patients. The right person is a seasoned operations leader — analytical, data-fluent, and experienced running healthcare operations in a remote, distributed environment at scale. Someone who improves throughput and quality through process and discipline rather than heroics, leads a large distributed team well, and partners easily with clinical leadership, comfortable that clinical practice sits with the CNO. The care team reports to this role; clinical practice is set by the CNO, to whom the team holds a dotted line. Open to clinical and non-clinical leaders alike, with clinical authority sitting with the CNO."
We'll put that in .
Responsibilities: "What You'll Own" bullet points:
- Run Care Delivery
- Owns the capacity model and staffing grid — nurses per program and acuity, and the coverage map by state.
- Runs the daily operating cadence — morning priorities, midday rebalance, end-of-day scorecard — and the throughput that turns delivered care into billed care.
- Owns service-level and operational quality targets, and closes the gap when a cohort, state, or shift drifts off pace.
- Owns workforce management — scheduling, shift coverage, and patient assignment — so the right clinician is on the right work at the right time.
- Owns the operational toolchain — WFM, dashboards, and queues — and the operational requirements fed to Product.
- Lead the Nursing Team
- Leads the nursing team — the people, the schedule, and day-to-day management — who look to the CNO for clinical practice.
- Owns employment performance management for the team, partnering with the CNO on clinical performance to the standard.
- Owns nursing headcount and the staffing plan, and hires with HR to the clinical bar the CNO sets.
- Delivers the CNO's clinical training, precepting, and competency standards through the operation.
- Partner & Align
- Partners closely with the CNO — the operational and clinical halves of one care organization, sharing accountability for the care the team delivers.
- Owns operational delivery commitments to partners — SLAs, coverage, and turnaround — and resolves operational and service issues.
- Partners with Revenue Cycle (patient billing, under the COO) and Finance so delivered care converts to billed, collected revenue.
- Partners with Product on the workflows and tooling the operation runs on.
- Scale the Operation
- Builds the operating playbook — documented workflows, escalation paths, and coverage standards — so the operation stays clean as it scales.
- Forecasts care-team needs and continuously optimizes team performance and platform leverage — meeting rising demand through efficiency first, and adding headcount deliberately when the work truly requires it.
- Brings an automation and AI mindset to the operation, compressing manual work as volume grows.
We need to preserve all details. We'll create
- for each bullet. Might need to keep sub-bullets? The instruction says use
- for any list of duties/requirements/benefits. So we can flatten sub-bullets into separate
- items, preserving the text.
Thus each bullet point becomes a
- . We'll keep the full sentence.
Skills: "Knowledge, Skills, And Abilities" list:
- Proven operations leader — has run healthcare operations in a remote, distributed environment (care delivery, virtual care, or clinical contact center) at scale, measured on throughput and quality.
- Strong command of workforce management for distributed teams — demand forecasting, queue design, and schedule optimization — and data-fluent leadership.
- Skilled people leader — hires, develops, and holds a large distributed team accountable.
- Able to partner with clinical leadership as a peer — running the operation that delivers the standard of care while clinical practice stays with the CNO.
- Leads in an AI-enabled environment — uses AI to work faster and sharpen the operation, with the judgment to verify.
- Clear communicator with clinical and non-clinical partners alike.
We'll put each as
- .
Qualifications: "Preferred Experience" list:
- 10+ years in healthcare operations, including leading large remote, distributed teams.
- Healthcare in a remote, distributed environment — remote or virtual care, telehealth, or distributed clinical operations; direct WFM ownership strongly preferred.
- Working knowledge of RPM/CCM/PCM/APCM operational requirements and the billing thresholds that define operational "done."
- Demonstrated throughput or utilization improvement in a reimbursement-driven environment; early-stage or high-growth background preferred.
- Bachelor's degree or equivalent experience; an MHA, MBA, or comparable advanced degree preferred.
- Clinical and non-clinical backgrounds both welcome.
We'll put each as
- .
Benefits: "Benefits at Brook" details:
We need to capture all bullet points:
- Healthcare Coverage
- Employee & child(ren) — Brook pays 100% of premiums for full-time employees and their child or children for medical, dental, and vision. No paycheck deductions for you or your child(ren).
- Spouse / domestic partner — Brook contributes 50% of premiums for coverage of a spouse or domestic partner.
- HSA contribution — employees who enroll in our HSA-eligible medical plan receive a Brook-funded contribution (prorated by hire date).
- Medical concierge — concierge support for claims, referrals, and care coordination, for employees and their families.
- Mental Health & Wellbeing
- Spring Health — free therapy sessions, in addition to the mental health coverage built into our medical plan.
- Flexible PTO — no accruals, no preset limits; you and your manager decide what's reasonable, plus dedicated sick time and a generous holiday schedule.
- Financial Wellness & Security
- Income protection — Brook-paid short- and long-term disability for all full-time employees.
- Life insurance — company-paid life insurance equal to one times salary, up to a set maximum.
- 401(k) — automatic enrollment with a Brook company match.
- Emergency savings account — Brook matches a portion of employee contributions to help the fund grow faster.
- Recognition & Community
- Employee referral bonus — great people know great people. Refer a candidate who is hired and you'll receive a referral bonus.
We'll flatten each bullet into
- . Keep the full text.
Pay: "Compensation: $180,000 - 200,000 competitive base plus performance bonus and equity; specifics discussed during the process." Also Salary Description repeats same. We'll put in
.
Schedule: "Working Arrangement & Eligibility" details:
- This position is not eligible for relocation or visa sponsorship.
- Candidates must live within commuting distance of the Boston or Buffalo office.
- The role is hybrid — four days in office, one remote.
We'll put in
.
We must not include sections like "Why You Want to Work Here" or "Working at Brook". We'll omit
About the role
. Responsibilities: The "What You'll Own" section lists responsibilities. So we can put that underResponsibilities
with- .
Requirements: Could be "Knowledge, Skills, And Abilities" maybe also "Preferred Experience". We need to separate Requirements vs Qualifications vs Skills? The instruction lists possible headings but we should only include sections with real content. We could combine Knowledge, Skills, And Abilities as "Skills". Or we could have separate sections: Requirements (maybe minimum qualifications), Qualifications (preferred), Skills (maybe abilities). But we need to avoid thin sections. Let's think.
The posting includes:
- Knowledge, Skills, And Abilities (list of abilities)
- Preferred Experience (list)
- Working at Brook (culture)
- Why You Want to Work Here (motivation)
- Benefits at Brook (benefits)
- Working Arrangement & Eligibility (location, hybrid)
- Compensation (Pay)
- Salary Description (duplicate)
We need to include Benefits, Pay (compensation), maybe Schedule (working arrangement). The posting includes hybrid schedule: four days in office, one remote. That's schedule info.
Thus we can have sections:
- About the role (role description)
- Responsibilities (What You'll Own)
- Skills (Knowledge, Skills, And Abilities) maybe also include Preferred Experience as Qualifications? But we can combine Preferred Experience into Skills or Qualifications. However we need to avoid filler. Let's decide:
We could have:
About the role
... (The Role description)
Responsibilities
- ... each bullet from What You'll Own
Skills
- ... from Knowledge, Skills, And Abilities
Qualifications
- ... from Preferred Experience
Benefits
- ... from Benefits at Brook
Pay
$180,000 - 200,000 competitive base plus performance bonus and equity
Schedule
Hybrid: four days in office, one remote. Must live within commuting distance of Boston or Buffalo office. Not eligible for relocation or visa sponsorship.
We should also maybe include "Working at Brook" and "Why You Want to Work Here" as maybe not needed; they could be considered fluff but they contain substantive info about culture. However instruction: prefer a few substantive sections over many thin ones. Could combine them into a "Culture" section but not in allowed headings. Since only allowed headings list, we should not create other headings. So we may omit those if they'd be thin. But they contain some specifics: "Three commitments anchor the work — for our patients, for our partners, and for each other." etc. Could be considered culture but not a standard heading. Safer to omit to keep to allowed headings. We must not repeat job title as heading. We must not include Job ID etc. Remove boilerplate like EEO, etc. We must preserve all substantive information; do not invent or summarize away detail. So we need to ensure we include all details from the sections we keep. Let's extract details. About the role: The paragraph under "The Role": "The VP of Care Operations runs Brook's care delivery — the people, capacity, and daily operation that turn clinical pathways into delivered, billed care across every program and market Brook serves. The role leads the nursing team and owns the operation they run, and is the operational counterpart to the Chief Nursing Officer: the CNO owns what good clinical care is — pathways, practice, and quality — and the VP owns delivering it at scale. The two lead the care organization together, pulling toward the same outcomes for patients. The right person is a seasoned operations leader — analytical, data-fluent, and experienced running healthcare operations in a remote, distributed environment at scale. Someone who improves throughput and quality through process and discipline rather than heroics, leads a large distributed team well, and partners easily with clinical leadership, comfortable that clinical practice sits with the CNO. The care team reports to this role; clinical practice is set by the CNO, to whom the team holds a dotted line. Open to clinical and non-clinical leaders alike, with clinical authority sitting with the CNO." We'll put that in. Responsibilities: "What You'll Own" bullet points: - Run Care Delivery - Owns the capacity model and staffing grid — nurses per program and acuity, and the coverage map by state. - Runs the daily operating cadence — morning priorities, midday rebalance, end-of-day scorecard — and the throughput that turns delivered care into billed care. - Owns service-level and operational quality targets, and closes the gap when a cohort, state, or shift drifts off pace. - Owns workforce management — scheduling, shift coverage, and patient assignment — so the right clinician is on the right work at the right time. - Owns the operational toolchain — WFM, dashboards, and queues — and the operational requirements fed to Product. - Lead the Nursing Team - Leads the nursing team — the people, the schedule, and day-to-day management — who look to the CNO for clinical practice. - Owns employment performance management for the team, partnering with the CNO on clinical performance to the standard. - Owns nursing headcount and the staffing plan, and hires with HR to the clinical bar the CNO sets. - Delivers the CNO's clinical training, precepting, and competency standards through the operation. - Partner & Align - Partners closely with the CNO — the operational and clinical halves of one care organization, sharing accountability for the care the team delivers. - Owns operational delivery commitments to partners — SLAs, coverage, and turnaround — and resolves operational and service issues. - Partners with Revenue Cycle (patient billing, under the COO) and Finance so delivered care converts to billed, collected revenue. - Partners with Product on the workflows and tooling the operation runs on. - Scale the Operation - Builds the operating playbook — documented workflows, escalation paths, and coverage standards — so the operation stays clean as it scales. - Forecasts care-team needs and continuously optimizes team performance and platform leverage — meeting rising demand through efficiency first, and adding headcount deliberately when the work truly requires it. - Brings an automation and AI mindset to the operation, compressing manual work as volume grows. We need to preserve all details. We'll create
- for each bullet. Might need to keep sub-bullets? The instruction says use
- for any list of duties/requirements/benefits. So we can flatten sub-bullets into separate
- items, preserving the text. Thus each bullet point becomes a
- . We'll keep the full sentence. Skills: "Knowledge, Skills, And Abilities" list: - Proven operations leader — has run healthcare operations in a remote, distributed environment (care delivery, virtual care, or clinical contact center) at scale, measured on throughput and quality. - Strong command of workforce management for distributed teams — demand forecasting, queue design, and schedule optimization — and data-fluent leadership. - Skilled people leader — hires, develops, and holds a large distributed team accountable. - Able to partner with clinical leadership as a peer — running the operation that delivers the standard of care while clinical practice stays with the CNO. - Leads in an AI-enabled environment — uses AI to work faster and sharpen the operation, with the judgment to verify. - Clear communicator with clinical and non-clinical partners alike. We'll put each as
- . Qualifications: "Preferred Experience" list: - 10+ years in healthcare operations, including leading large remote, distributed teams. - Healthcare in a remote, distributed environment — remote or virtual care, telehealth, or distributed clinical operations; direct WFM ownership strongly preferred. - Working knowledge of RPM/CCM/PCM/APCM operational requirements and the billing thresholds that define operational "done." - Demonstrated throughput or utilization improvement in a reimbursement-driven environment; early-stage or high-growth background preferred. - Bachelor's degree or equivalent experience; an MHA, MBA, or comparable advanced degree preferred. - Clinical and non-clinical backgrounds both welcome. We'll put each as
- . Benefits: "Benefits at Brook" details: We need to capture all bullet points: - Healthcare Coverage - Employee & child(ren) — Brook pays 100% of premiums for full-time employees and their child or children for medical, dental, and vision. No paycheck deductions for you or your child(ren). - Spouse / domestic partner — Brook contributes 50% of premiums for coverage of a spouse or domestic partner. - HSA contribution — employees who enroll in our HSA-eligible medical plan receive a Brook-funded contribution (prorated by hire date). - Medical concierge — concierge support for claims, referrals, and care coordination, for employees and their families. - Mental Health & Wellbeing - Spring Health — free therapy sessions, in addition to the mental health coverage built into our medical plan. - Flexible PTO — no accruals, no preset limits; you and your manager decide what's reasonable, plus dedicated sick time and a generous holiday schedule. - Financial Wellness & Security - Income protection — Brook-paid short- and long-term disability for all full-time employees. - Life insurance — company-paid life insurance equal to one times salary, up to a set maximum. - 401(k) — automatic enrollment with a Brook company match. - Emergency savings account — Brook matches a portion of employee contributions to help the fund grow faster. - Recognition & Community - Employee referral bonus — great people know great people. Refer a candidate who is hired and you'll receive a referral bonus. We'll flatten each bullet into
- . Keep the full text.
Pay: "Compensation: $180,000 - 200,000 competitive base plus performance bonus and equity; specifics discussed during the process." Also Salary Description repeats same. We'll put in
. Schedule: "Working Arrangement & Eligibility" details: - This position is not eligible for relocation or visa sponsorship. - Candidates must live within commuting distance of the Boston or Buffalo office. - The role is hybrid — four days in office, one remote. We'll put in
. We must not include sections like "Why You Want to Work Here" or "Working at Brook". We'll omit