Market CEO - FL

Accessibility Note:

Surgery Partners is committed to complying with all applicable provisions of the Americans with Disabilities Act, as amended (“ADA”), and applicable state and local laws. It is the Company’s policy not to discriminate against any qualified people or applicant with regard to any terms or conditions of employment on the basis of such individual’s disability. Consistent with this policy of non-discrimination, the Company will provide reasonable accommodations to an individual with a disability, as defined in the ADA or applicable law, who has made the Company aware of his/her disability, unless doing so would cause an undue hardship to the Company. If you are an applicant and need a reasonable accommodation when applying for job opportunities within the Company or request a reasonable accommodation to utilize the Company’s online employment application, please contact talentacquisition@surgerypartners.com

Location: must be located in Florida.

Job Summary

The Market CEO is responsible for managing, overseeing, and growing their region and the facilities (hospitals and ASCs) in it. Market CEOs serve as market leaders and track & help drive facility-level growth and performance, help identify, prioritize, and execute on key opportunities in their facilities (e.g., reduce over staffing in key ASCs, grow new service lines), manage key regional relationships (e.g., physicians, health systems), help drive and implement key corporate priorities and initiatives in their facilities, help ensure high-quality patient care, and deliver and maintain smooth day-to-day operations.

Key Role Outcomes

Primary Outcome

Grow region revenue & AEBITDA across key region facilities and service lines.

Secondary Outcomes

Maintain & strengthen relationships in key markets (e.g., physicians, health systems, partners, etc.).

Drive implementation of SP best practices & standards in the region's facilities (e.g., consistent roles, onboarding playbooks, staffing levels, etc.) and help build out and test new processes as helpful (e.g., new staffing level approach).

Upskill Administrators to own day-to-day facility management and help drive facility-level growth; prepare and develop facility administrators to effectively handle most facility-level challenges and opportunities (e.g., staffing, block time management, local physician relationships).

KPIs

Case Mix (Service line & Acuity)

Case Volume and Net Revenue Growth per facility, including service line information

% progress towards division revenue/AEBITDA goals

Local De Novo Openings/M&A expansion vs. Plan

Duties and Responsibilities

1. Manage, Oversee, and Grow SP Facilities (Hospitals and ASCs) Across Designated Market(s) (30%)

Develop region and facility-level growth goals (e.g., revenue, AEBITDA) in partnership with Division Presidents, facility administrators, and Division CFO.

Track and drive, by region and by facility, progress towards key revenue & AEBITDA goals; manage and run facility-level performance management system via standard, recurring meetings (e.g., monthly business reviews), dashboards, etc.

Identify top opportunities for growth and cost-saving in their region (e.g., service line expansion, new partnership opportunity, staffing cost improvements).

Act as a consultative leader for local administrators to address key issues, optimize operations, and "put out fires" (e.g., discontented physicians).

Help other key teams (e.g., Market Growth, Strategy) assess and close key growth opportunities within their region.

2. Manage Key Relationships with Health Systems, Physicians, Local Players, etc. (20%)

Help develop and nurture key relationships with key partners (e.g., health systems, physician groups) in the region.

Perform targeted on-site visits to maintain relationships and monitor performance.

Support BD functions as closers and occasionally participate in key meetings to add gravitas and build trust.

Coordinate with Practice Management and local SP practice clinical leaders & administrators as needed.

Join key board meetings for relevant facilities & relationships.

Run recurring conversations with key local partners as helpful.

Join De Novo & M&A growth opportunity conversations early to build relationships in preparation for taking over future facilities post-integration.

3. Manage, Support, and Upskill Administrators (20%)

Run regular check-in calls with facility Administrators (e.g., bi-weekly check-in, monthly in-person visits).

Support and help Administrators develop key management skills to effectively oversee their facilities (e.g., drive day-to-day processes & best practices).

Support Administrators address complicated on-the-ground issues as needed (e.g., disgruntled physicians, complex or thorny HR issues).

4. Implement SP Best Practices and Standardization Across Facilities (15%)

Work and coordinate with corporate leaders and regional management teams to implement key corporate initiatives and improvements in the region's facilities.

Support streamlining of Field & Corporate team cooperation and coordination as helpful (e.g., serve as liaison between Corporate functions & Field Teams to collect key data, drive key initiatives on the ground, support Division President to collect feedback).

Implement Corporate projects/initiatives where helpful/as needed.

Join key corporate touch points and meetings (e.g., quarterly board meetings, weekly team calls, weekly one-on-one admin syncs).

Collect & share best practices within/across regions; support local facility as needed.

Help build, provide input into strategy for market and annual budget.

Influencing and orchestrating corporate services to optimize value for the market.

5. Maintain High-Quality Clinical Results and Outcomes for SP Patients (15%)

Consistently promote a patient-centered, "culture of safety" across all SP facilities and in key relevant meetings.

Monitor facility adherence with clinical best practices and key outcomes over time.

Support Clinical Quality by collecting & reporting on all key quality metrics.

Ensure all facilities remain up to date on permits, accreditation, and key paperwork.

Note

The percentage of time allocated to each duty is an estimate and may vary based on business needs, priorities, and other responsibilities of the role.

Qualifications

Education

Bachelor's degree in Business Administration, Healthcare Administration, or related field required; Master's degree preferred.

Experience

Minimum of 10 years of progressive leadership experience in a complex, multi-site organization, preferably in healthcare or a related industry.

Licenses/Certifications

Relevant professional certifications such as FACHE (Fellow of the American College of Healthcare Executives) preferred.

Knowledge, Skills, and Abilities

Strong business acumen, financial management, strategic planning, negotiation, and interpersonal skills.

Ability to lead diverse teams and manage complex operations.

Core Competencies

Leadership

Strategic thinking

Decision-making

Communication

Adaptability

Results orientation

Working Conditions

Physical Requirements

Talk / Hear: Constant (67-100%)

See: Constant (67-100%)

Stand: Occasionally (0-33%)

Sit: Constant (67-100%)

Repetitive Use of Hands: Constant (67-100%)

Hazards and Atmospheric Conditions

Normal Office Surroundings

Competencies

Agility

Resourcefulness

Adapts quickly to changing circumstances; cleverly navigates obstacles and constraints.

Manages Uncertainty

Comfortable when things are in flux; readily shifts approach or behavior to fit changing circumstances.

Bias to Action

Action Oriented

Propensity to act or decide and move forward with a logical approach; can decide and act without having the total picture.

Delivering Results

Strives for high levels of achievement; maintains a clear and steady focus on meeting goals, despite obstacles; is resilient when encountering setbacks.

Customer Focus

Identifying with Customers

Understanding who the external and internal customers are and what they value.

Managing Complexity

Essence

Extracts the core meaning out of complex situations; can separate the important from the noise when problem solving; hunts for the root cause of successes and failures.

Manages Conflict

Can hammer out tough agreements and settle disputes equitably.

Stays positive, constructive, and respectful, even in disagreements or conflicts.

Capability Building

Helps Others Succeed

Steps aside and lets others shine; serves as a mentor and coach.

Helps others apply their strengths and shore up on their weaknesses.

Interpersonal Impact

People Smart

Reads people well; can articulate the qualities, perspectives, strengths, and weaknesses of others.

Influence

Even without direct authority finds common ground and win/win solutions; gaining alignment on the path forward.

Strategic Vision

Inspires Others

Creates common purpose/shared mind-set; raises others' confidence to tackle challenges; promotes a high level of energy and excitement.

Visioning

Can anticipate future consequences and trends; articulately paints credible pictures of possibilities and likelihoods.

Benefits:

Comprehensive health, dental, and vision insurance

Health Savings Account with an employer contribution

Life Insurance

PTO

401(k) retirement plan with a company match

And more!

ENVIRONMENTAL/WORKING CONDITIONS: Normal busy office environment with much telephone work. Possible long hours as needed. The description is intended to provide only basic guidelines for meeting job requirements. Responsibilities, knowledge, skills, abilities and working conditions may change as needs evolve.

*If you are viewing this role on a job board such as Indeed.com or LinkedIn, please know that pay bands are auto assigned and may not reflect the true pay band within the organization.

*No Recruiters Please

Equal Employment Opportunity & Work Force Diversity

Our organization is an equal opportunity employer and will not discriminate against any employee or applicant for employment based on race, color, creed, sex, religion, marital status, age, national origin or ancestry, physical or mental disability, medical condition, parental status, sexual orientation, veteran status, genetic testing results or any other consideration made unlawful by federal, state or local laws. This practice relates to all personnel matters such as compensation, benefits, training, promotions, transfers, layoffs, etc. Furthermore, our organization is committed to going beyond the legal requirements of equal employment opportunity to take positive actions which ensure diversity in the workplace and result in a multi-cultural organization.

Surgery Partners conducts pre-employment screenings including but not limited to criminal background checks and drug testing.