Director – Specialty Operations

Schweiger is one of the leading dermatology practices in the country with over 580+ healthcare providers and over 170+ offices in New York, New Jersey, Pennsylvania, Connecticut, Florida, Illinois, Missouri, Minnesota, and California. Schweiger provides medical, cosmetic, and surgical dermatology and allergy services with over 2.5 million patient visits annually.

Our mission is to create the Ultimate Patient Experience and a great working environment for our providers, support staff and all team members.

Schweiger has been included in the Inc. 5000 Fastest Growing Private Companies in America list for seven consecutive years. Schweiger has also received Great Place to Work certification. To learn more, click here.  

Schweiger's Ultimate Employee Experience:  

• Positive work environment with the tools to need to do your job and grow
• Full time employees (30+ hours per week) are eligible for:
  • Medical (Virtual Care included), HSA/FSA, Dental, Vision on 1st of the month after hire date 
  • 401K after 30 days of employment
  • Company Sponsored Short Term Disability (Only applicable for non-California employee)
  • Pre-tax savings available for public transit commuters
  • Your birthday is an additional personal holiday   
• Part-time employees (less than 30 hours) are eligible for:
  • Dental and Vision on 1st of the month after date of hire
  • 401K after 30 days of employment
• Employee discounts on Schweiger skin care products & cosmetic services 

Position Summary

The Director of Specialty Operations serves as the operational leader for an assigned clinical specialty within Schweiger’s  multi-state platform, and as the enterprise subject matter expert on how that specialty operates. The position is accountable for the specialty's performance, including budget, expense, revenue, provider productivity, and recruitment objectives, and for building the organizational capability required to operate and scale that specialty across the clinic network.

The work of the specialty is performed in the clinics by teams that do not report to this position. The Director therefore achieves the specialty's objectives through structured cross-functional partnership and through the development of the field leaders who own day to day execution. The Director advocates for the specialty across the enterprise, ensures each supporting function has what it needs to serve the specialty, and ensures the specialty's requirements are reflected in enterprise processes as those processes evolve.

Assignments are portable by design. The Director leads a specialty through its build, development, and integration phases until it reaches operational maturity, at which point the assignment transitions to the next specialty priority.

Essential Duties and Responsibilities

Specialty Performance and Accountability

• Hold accountability for the assigned specialty's budget, expense, revenue, and productivity targets.

• Own specialty metrics and P&L reporting in partnership with the Sr. Vice President, and establish consistent, repeatable reporting standards.

• Identify performance variances by region, office, and provider, and drive corrective action through the appropriate operational owners.

• Define the specialty's operating standards and the criteria for successful performance at the clinic level.

Field Leadership Capability (Primary Objective)

• Develop General Managers and Regional Managers to a level of specialty acumen that allows them to lead the specialty independently within their clinics and regions.

• Partner with clinical leadership, training, and operations to build the specialty's education curriculum, standard operating procedures, and reference materials, and to design how that content is delivered, reinforced, and retained. Adoption in the field, rather than availability of material, is the measure.

• Establish the benchmark and measurement standard for field acumen in partnership with the Operations Vice Presidents, and report against it.

• Serve as the development and escalation resource for General Managers and Regional Managers.

Subject Matter Expertise

The Director is the designated operational subject matter expert for the assigned specialty. Clinical direction and standards of care remain with clinical leadership. The Director partners with clinical leaders and is responsible for translating clinical requirements into an operating model the organization can execute, support, and scale.

• Maintain expert-level command of the specialty's operating model, workflow, staffing model, supply chain, documentation and coding requirements, regulatory obligations, and growth levers.

• Partner with clinical leadership on protocols, quality standards, and provider-facing guidance, and ensure the operational design supports them.

• Serve as the assigned SME to the integration team, the workflow development team, and any enterprise initiative that touches the specialty.

• Translate specialty requirements into language and specifications that non-specialty functions can act on.

• Advise executive leadership on specialty strategy, investment, and operational risk.

Cross-Functional Partnership and Advocacy

Building and scaling a specialty is a shared effort. The Director is responsible for ensuring that effort is coordinated, that each function understands what the specialty requires of it, and that capability is built in partnership rather than in isolation. Core partnerships include:

• Clinical Leadership. Partner with specialty and enterprise clinical leadership on protocols, quality standards, provider onboarding, and scope of practice, and ensure the operating model reflects clinical direction as it evolves.

• Integration. Partner with the integration team, which ultimately owns the integration of newly hired providers  (if necessary) and acquired practices, to ensure specialty requirements are built into the standard integration model and applied consistently as the organization grows.

• Finance. Partner on the financial infrastructure the specialty requires, including accounts payable workflows, cost and inventory treatment, capital requests, and specialty-level financial reporting, and support the evolution of those processes as the specialty scales.

• Revenue Cycle Management. Partner on coding, charge capture, payer policy, prior authorization, and denial trends specific to the specialty, and ensure billing practices keep pace with changes in the service model.

• Marketing. Partner on brand positioning, patient acquisition, and provider utilization for the specialty, including how a newly built specialty is introduced to patients and referral sources.

• Training and Learning. Partner on curriculum design, delivery, and competency validation for clinical and non-clinical staff.

• Talent Acquisition. Define the provider profile, target markets, and pipeline requirements for the specialty, and partner to achieve headcount and recruitment goals. The Director defines what the organization is recruiting for.

• Business Development. Support diligence and evaluation on acquisitions and partnerships involving the specialty.

• Legal, Compliance, and Quality. Partner to identify the regulatory, accreditation, licensure, and clinical governance requirements that apply to the specialty, and to build the controls, documentation, and monitoring needed to meet them as the specialty scales.

• Information Technology and Clinical Systems. Partner on EMR configuration, reporting infrastructure, and technology needed to support specialty workflows.

Service Line Development

• Scope, build, and launch new services within the assigned specialty.

• Build the operating documentation the specialty requires, including standard operating procedures, workflows, and role definitions, in partnership with the functions that own them.

• Define the specialty's growth roadmap and the operational requirements needed to support it.

• Evolve specialty workflows where performance, compliance, or scale requires it, prioritizing based on impact.

Centralized Specialty Operations

• Lead the centralized teams and programs required by the assigned specialty, which may include laboratory operations, coordinator programs, or similar functions. These functions follow the assignment rather than the individual.

• As/if needed, build and execute the transition plan that moves those centralized functions to their permanent organizational home as the specialty reaches maturity.

Scope and Authority

This position carries accountability for specialty outcomes without direct authority over the clinic teams that execute the work. Clinics escalate to their General Manager. General Managers and Regional Managers partner with this position. Preserving that structure is part of the role, as the objective is to build durable capability in the field rather than to create a permanent central dependency.

Success in this position requires influence, credibility, and disciplined partnership across functions. A candidate who relies on positional authority to drive change within a distributed field organization is unlikely to succeed in this seat.

Initial Assignment

The first assignment is the allergy specialty, which is established and performing and now moving from its build phase into deeper integration across the organization. The focus is embedding the specialty into everyday field operations so that General Managers and Regional Managers lead it as part of their core business.

Objectives for the first twelve to eighteen months:

• Measurable improvement in General Manager and Regional Manager allergy acumen against a defined benchmark.

• Allergy provider headcount and recruitment objectives met.

• Biologics service line launched, with asthma scoped for the following phase.

• Transition plan for the compounding laboratory built and the handoff completed.

• Consistent, reliable reporting on allergy P&L and specialty metrics established.

Upon reaching those objectives, the assignment shifts to the next specialty priority as determined by the Sr. Vice President.

Qualifications

This position calls for operational strength first. Schweiger  is looking for candidates who are comfortable working at both the strategic and the execution level, and who have helped define what gets built rather than only carrying out a plan handed to them. Clinical or specialty experience is valuable and preferred, but it is not required. Candidates without a clinical background will be evaluated on the strength of their operating track record.

Required

• Progressive experience in multi-site healthcare operations, service line management, or a comparable operating role at director-level scope.

• Demonstrated ability to work across strategy and execution, shaping what gets built and then running the work to completion.

• Experience defining scope in ambiguous conditions, where the operating model, standards, and measures did not yet exist.

• Demonstrated accountability for a budget or P&L, with the ability to speak to operating levers rather than reporting alone.

• Demonstrated success building capability within a distributed field organization, including developing leaders who do not report to the position.

• Proven ability to lead cross-functional initiatives and deliver results through teams outside of direct reporting authority.

• Ability to draw expertise from clinical and functional leaders and convert it into an operating model, documentation, and training the organization can use.

• Analytical fluency sufficient to build and maintain performance reporting, not solely to interpret it.

• Strong written and verbal communication skills, with the ability to translate specialty detail for executive, clinical, and operational audiences.

• Ability to travel regularly across the SDG footprint.

Preferred

• Experience launching or scaling a service line within a multi-site provider organization.

• Experience supporting practice acquisitions or provider integration.

• Clinical background, or direct experience working within a clinical specialty.

Compensation: $100,000-$140,000

This remote position is open to candidates located in the following states: New York, New Jersey, Pennsylvania, Connecticut, Florida, Illinois, Missouri, Minnesota, and California

Schweiger, is an equal opportunity employer and does not discriminate in its hiring process with applicants, whether internal or external, because of race, creed, color, age, national origin, ancestry, religion, gender, sexual orientation, gender identity, disability, genetic information, veteran status, military status, application for military service or any other class per local, state or federal law.    

Schweiger does not require vaccination for COVID-19 in order to be considered for employment; however, some state guidelines may require that we keep record of your vaccination status on file.