Director of General Operations
Location: Richardson, Texas
Work Arrangement: On-site
Reports To: Chief Operating Officer
Key Partnerships: Director of Clinical Operations and Director of Human Resources
Employment Type: Full-time
Annual Salary: $90,000 plus performance-based bonus
Benefits: Flexible Paid Time Off (PTO)

Position Summary

Asher Health is seeking a highly adaptable, hands-on Director of General Operations to oversee and strengthen several critical business functions. Reporting directly to the Chief Operating Officer, this leader will be responsible for the day-to-day management, strategic direction, and continued development of:

• Human Resources and Compliance

• Organizational Culture

• Talent Acquisition

• Revenue Cycle

• Internal Learning and Enablement

The Director of General Operations will work closely with the Director of Clinical Operations to maintain alignment across Asher Health’s clinical, support, people, financial, and administrative functions.

This individual will also partner closely with the Director of Human Resources as she builds the Human Resources department. The Director of General Operations will provide the operational support, structure, resources, and leadership partnership needed to position the Director of Human Resources and the department for long-term success while promoting a strong organizational culture and consistent compliance practices.

A key priority for this role will be helping recruit and hire a Revenue Cycle Manager and a Learning and Enablement Lead. Once hired, the Director of General Operations will support these leaders in building scalable departments, establishing clear ownership, and implementing the systems and processes necessary for long-term success.

This is a builder-operator position within a fast-paced startup environment. The right candidate will be energized by growth, comfortable navigating ambiguity, and able to remain composed as priorities, structures, and business needs evolve. This individual must be willing to work directly within the details of each department while simultaneously developing the people, systems, processes, and leadership infrastructure required for long-term scalability.

This role requires significant flexibility. As Asher Health grows, the Director’s departmental responsibilities may expand, shift, or transition based on organizational needs and the direction of the COO.

Key Responsibilities

General Operational Leadership

• Provide day-to-day leadership and strategic oversight across assigned departments.

• Translate organizational priorities into clear departmental goals, operating plans, and measurable outcomes.

• Establish scalable workflows, policies, systems, reporting structures, and accountability mechanisms.

• Identify operational gaps, inefficiencies, risks, and cross-functional dependencies and develop practical solutions.

• Build and maintain departmental scorecards, key performance indicators, service-level expectations, and reporting cadences.

• Partner with department leaders to improve performance, clarify ownership, and ensure consistent execution.

• Remain closely involved in departmental operations until the appropriate systems, processes, and leadership structures are established.

• Recruit, develop, and support functional leaders who can assume greater ownership of day-to-day departmental operations.

• Provide the COO with clear visibility into performance, risks, resource needs, and recommended actions.

• Lead or support cross-functional initiatives based on organizational priorities.

Human Resources and Compliance

• Partner closely with the Director of Human Resources as she builds and develops Asher Health’s Human Resources department.

• Provide operational support, resources, structure, and strategic guidance to position the Director of Human Resources for success.

• Help establish the systems, processes, performance expectations, and accountability measures needed for an effective and scalable Human Resources function.

• Support the Director of Human Resources in strengthening employee relations, performance management, policies, documentation, and organizational practices.

• Ensure Human Resources initiatives remain aligned with company priorities, operational needs, and organizational culture.

• Support the development of a consistent employee journey, including recruitment, onboarding, development, performance management, engagement, recognition, and retention.

• Partner with the Director of Human Resources and internal or external subject-matter experts to support employment and regulatory compliance.

• Help establish appropriate controls, audit processes, documentation standards, and compliance accountability.

• Ensure people-related processes are clearly documented, consistently applied, and aligned with organizational expectations.

• Escalate material people, compliance, or organizational risks to the COO and appropriate executive stakeholders.

Organizational Culture

• Serve as an operational leader and advocate for Asher Health’s organizational culture.

• Partner with the COO, Director of Human Resources, executive leaders, and department leaders to intentionally define, strengthen, and protect the company’s culture.

• Translate Asher Health’s mission, vision, and values into clear leadership behaviors, employee expectations, and everyday operating practices.

• Develop and support initiatives that strengthen employee engagement, recognition, communication, collaboration, and connection.

• Ensure organizational changes are communicated and implemented in a way that supports trust, clarity, accountability, and alignment.

• Identify cultural challenges and work with leadership to address behaviors, processes, or management practices that are inconsistent with company values.

• Create opportunities for employee feedback and ensure meaningful themes are communicated to leadership and converted into action.

• Promote a culture that balances high performance with employee support, professional development, and recognition.

• Hold leaders accountable for their role in modeling and reinforcing the organization’s values and cultural expectations.

• Monitor employee engagement, retention, performance, and other indicators of organizational health.

Talent Acquisition

• Oversee the strategy, prioritization, and execution of company-wide recruiting efforts.

• Partner with the Director of Human Resources and department leaders to define workforce needs, role requirements, hiring priorities, and recruiting timelines.

• Establish measurable recruiting expectations, including candidate pipeline health, time to fill, interview progression, offer acceptance, and new-hire quality.

• Improve job-posting strategies, sourcing efforts, interview processes, candidate communications, and hiring-manager accountability.

• Ensure the recruiting process supports immediate staffing needs and the company’s long-term organizational strategy.

• Evaluate and improve the systems, tools, vendors, and processes used to attract and hire talent.

• Ensure the candidate and new-hire experience accurately reflects Asher Health’s culture, expectations, and values.

Revenue Cycle

• Partner with the COO, Finance, Human Resources, and other key stakeholders to define the structure, responsibilities, and requirements of the Revenue Cycle department.

• Help recruit, interview, select, and onboard a qualified Revenue Cycle Manager.

• Support the Revenue Cycle Manager in building the department, hiring the appropriate team, and establishing clear roles and responsibilities.

• Provide the Revenue Cycle Manager with operational guidance, resources, and organizational support while maintaining clear accountability for departmental performance.

• Help establish scalable workflows, policies, documentation, controls, reporting structures, and escalation procedures.

• Support oversight of billing operations, payment workflows, accounts receivable, collections, reconciliations, and applicable financial controls.

• Partner with the Revenue Cycle Manager and Finance to improve revenue capture, reporting accuracy, and financial visibility.

• Establish and monitor key performance indicators such as outstanding balances, aging, collection rates, payment accuracy, processing timelines, and revenue leakage.

• Identify operational risks and process weaknesses and work with the Revenue Cycle Manager to implement appropriate solutions.

• Develop the Revenue Cycle Manager’s ability to independently lead the department and assume greater ownership of its day-to-day operations and strategy.

Internal Learning and Enablement

• Partner with the COO, Director of Human Resources, and department leaders to define the structure and priorities of Asher Health’s internal learning and enablement function.

• Help identify, recruit, interview, and onboard a qualified Learning and Enablement Lead.

• Support the Learning and Enablement Lead in building and maintaining a scalable company-wide learning and development program.

• Provide operational guidance, resources, and accountability while developing the lead’s ability to independently manage the function.

• Oversee the continued development and maintenance of Asher HQ, Asher Health’s centralized company knowledge base within Confluence.

• Ensure Asher HQ provides employees with organized, accurate, accessible, and current policies, procedures, training materials, departmental resources, and organizational information.

• Establish clear content ownership, review schedules, documentation standards, approval processes, and governance expectations for Asher HQ.

• Create a scalable framework for company-wide onboarding, departmental training, role-specific learning paths, leadership development, and continuing education.

• Partner with department leaders and subject-matter experts to ensure training and knowledge-base content accurately reflects current processes.

• Use Asana or similar project-management systems to manage training initiatives, content development, departmental onboarding paths, and knowledge-base updates.

• Incorporate Asher Health’s mission, values, cultural expectations, and leadership standards into onboarding and ongoing development programs.

• Measure training effectiveness through completion, competency, adoption, performance improvement, and employee feedback.

Cross-Functional Partnership

• Work alongside the Director of Clinical Operations to ensure strong coordination between general operations and clinical operations.

• Maintain a strong working partnership with the Director of Human Resources while respecting the specialized responsibilities and ownership of the Human Resources function.

• Partner with executive leaders, department leaders, Finance, Technology, and other stakeholders to resolve cross-functional challenges.

• Clarify ownership when responsibilities overlap across departments.

• Promote consistent communication, accountability, and execution throughout the organization.

• Support organizational changes, department transitions, and new initiatives as directed by the COO.

Leadership Expectations

The Director of General Operations is expected to:

• Operate with a company-first mindset and make decisions based on the needs of the organization.

• Demonstrate a genuine passion for building a strong, connected, accountable, and mission-driven culture.

• Remain calm, focused, and solutions-oriented in a rapidly changing environment.

• Balance strategic thinking with a willingness to work directly within day-to-day operations.

• Listen, learn, and understand the business before implementing significant changes.

• Build trust and influence through credibility, follow-through, sound judgment, and consistent execution.

• Communicate directly, professionally, and transparently with employees and leadership.

• Hold teams accountable while providing the clarity, support, and resources necessary for success.

• Recruit, develop, and position departmental leaders to take ownership of their respective functions.

• Recognize when to remain involved in execution and when to transition ownership to developing leaders.

• Support department leaders without unnecessarily taking ownership away from them.

• Treat changing responsibilities as a natural part of supporting a growing organization.

Qualifications

• Bachelor’s degree in business administration, operations, human resources, healthcare administration, or a related field preferred.

• Seven or more years of progressive experience in operations, people leadership, or departmental management.

• Three or more years of experience leading managers, teams, or multiple business functions.

• Demonstrated experience building or significantly improving departments, systems, and processes.

• Experience recruiting, onboarding, developing, and supporting functional leaders.

• Experience developing organizational culture, employee engagement, or people-focused initiatives.

• Experience within a startup, high-growth company, healthcare organization, or similarly fast-paced environment strongly preferred.

• Working knowledge of human resources, talent acquisition, learning and development, compliance, and revenue cycle operations.

• Experience creating departmental KPIs, operating procedures, reporting structures, and accountability systems.

• Experience developing or maintaining an internal knowledge base, intranet, learning management system, or company resource center preferred.

• Experience with Confluence and Asana is strongly preferred.

• Proven ability to manage multiple priorities and adjust quickly as business needs change.

• Strong leadership, communication, problem-solving, and organizational skills.

• Ability to work on-site at Asher Health’s corporate office in Richardson, Texas.

Ideal Candidate Profile

The ideal candidate is a builder who sees an undeveloped function as an opportunity rather than a source of frustration. This person does not need every process to be fully defined before taking action and is comfortable creating structure where structure does not yet exist.

They are willing to get into the details, understand how work is actually being performed, and address immediate execution needs. At the same time, they can step back, recognize patterns, and build the systems and leadership capacity necessary for the organization to scale.

This person has a genuine passion for building culture. They understand that culture is not limited to employee events or written values; it is shaped through leadership behavior, communication, accountability, recognition, decision-making, and the everyday employee experience.

They know how to identify talented leaders, provide them with the structure and resources they need, and position them to independently lead their departments. They are comfortable helping build a function initially and then transitioning ownership to the appropriate department leader.

They also understand that a high-growth environment can involve shifting priorities, evolving responsibilities, incomplete information, and occasional instability. Rather than becoming overwhelmed by change, they bring calm, clarity, structure, and forward momentum.

Compensation and Time Off

• Annual salary of $90,000.

• Eligibility for a performance-based bonus based on established individual, departmental, and organizational goals.

• Flexible Paid Time Off in accordance with Asher Health’s applicable policies, manager approval, business needs, and performance expectations.

Initial Measures of Success

During the first 6 to 12 months, success may include:

• A strong and clearly defined partnership established with the Director of Human Resources.

• The Human Resources department equipped with clearer systems, processes, resources, and performance expectations.

• A measurable organizational culture and employee engagement strategy implemented.

• A qualified Revenue Cycle Manager recruited, hired, onboarded, and supported in building the Revenue Cycle department.

• Clear Revenue Cycle workflows, controls, performance metrics, and accountability established.

• A qualified Learning and Enablement Lead identified, hired, and positioned to build the internal learning function.

• Asher HQ established as a reliable, organized, and consistently maintained company knowledge base within Confluence.

• Company-wide onboarding and role-specific learning paths developed and managed through clear project plans.

• Leadership behaviors and employee expectations aligned with Asher Health’s mission and values.

• Departmental scorecards, KPIs, and reporting cadences implemented.

• Critical process gaps and organizational risks identified, prioritized, and addressed.

• Improved recruiting visibility, hiring velocity, and workforce planning.

• Strong working alignment with the COO, Director of Clinical Operations, Director of Human Resources, and other department leaders.

• Functional leaders developed to take greater ownership of day-to-day execution and departmental strategy.

• Scalable systems and processes implemented to support continued organizational growth.

About Asher Health

Asher Health is a growing healthcare organization committed to building innovative, scalable solutions that improve the experience of our partners, patients, and employees. Our team operates with urgency, accountability, adaptability, and a shared commitment to continuous improvement.

Because we are growing quickly, our leaders must be comfortable building while operating. We are looking for individuals who can bring structure to complexity, remain effective through change, intentionally strengthen organizational culture, and help create the foundation for Asher Health’s next stage of growth.