Head of Business Operations

About the company

ReKlame Health is a clinician-led, technology-enabled provider group focused on expanding access to culturally responsive behavioral health services, addiction treatment, medication management, crisis support, and care coordination. The organization is mission-driven and aims to close care gaps for people who have historically faced barriers to receiving quality mental healthcare.

The team is building toward a future where high-quality behavioral health and addiction care is easier to access for underserved communities. The culture emphasizes ownership, speed, accountability, and collaboration without ego.

About the role

ReKlame Health is hiring a Head of Business Operations to strengthen efficiency, create repeatable systems, and support the company’s next phase of growth. This leader will own the operating system across the business and bring together growth, provider onboarding, technology, workflows, and reporting into one coordinated structure.

The role is intended for a hands-on operator who can set goals, spot bottlenecks, build action plans, and manage performance. You will lead a small but growing team, partner closely with company leadership, and help shape the operations function into a scalable platform for the future.

Culture and working style

• Put the mission first and keep the focus on expanding access to high-quality care.
• Act like a builder and owner, especially in ambiguous situations where structure is still being created.
• Move quickly while also bringing order, consistency, and follow-through.
• Work collaboratively across functions and avoid ego-driven decision-making.
• Measure success through outcomes, visible progress, scorecards, and deadlines rather than activity alone.

What you will own

• Create operating discipline around growth by turning expansion goals into a practical execution model and reducing reliance on key individuals.
• Answer critical questions tied to provider supply, credentialing needs, payer bottlenecks, market readiness, operational capacity, and weekly business rhythm.
• Own credentialing, contracting, and payer operations as a core revenue-driving function.
• Build systems to track provider credentialing status, group IDs, payer requirements, enrollment timing, contracting gaps, and state-by-state readiness.
• Monitor payer mix, reimbursement rates, margin impact, and denial patterns caused by setup problems.
• Work cross-functionally with Finance, RCM, legal, vendors, payer contacts, and clinical operations to improve revenue-cycle execution.
• Design and maintain KPI dashboards covering provider hiring, credentialing progress, pipeline movement, claims activity, and operating cadence.
• Improve talent operations across both clinical and non-clinical roles so hiring becomes faster, more measurable, and more predictable.
• Convert new ideas and growth opportunities into structured programs with business cases, workflows, staffing plans, and financial models.
• Make sound launch decisions by assessing whether initiatives are ready to move forward and what is still needed before rollout.

First 90 days

Days 1–30: Diagnose the current state by mapping operating rhythms, onboarding and credentialing workflows, KPI gaps, technology pain points, vendor ownership, payer and RCM blockers, meeting structures, and leakage points. Deliverable: Business Operations Diagnostic and 90-Day Operating Plan.

Days 31–60: Build the core operating system by launching the weekly business ops meeting, credentialing and payer tracker, provider ramp dashboard, cross-functional KPI dashboard, strategic project tracker, escalation path, and accountability cadence. Deliverable: Weekly Business Operations Scorecard.

Days 61–90: Deliver measurable improvements, including a live weekly scorecard as the single source of truth, fewer CEO escalations, faster onboarding and credentialing-to-billing readiness, a healthier provider funnel, and improved visibility into payer and cross-functional blockers. Deliverable: 90-Day Results Review and Next-Quarter Operating Plan.

Candidate profile

The ideal candidate has spent time operating within a scaling healthcare business, ideally in behavioral health, digital health, value-based care, or a tech-enabled provider services environment. The company is looking for someone with 10–12 years of experience who has built functions, systems, and operating rhythms from the ground up or inherited and improved them.

Strong experience may come from specialty or behavioral health organizations, post-Series A tech-enabled provider services businesses, or similar digital health companies. Consulting experience can be helpful, but only when paired with real operating ownership after consulting. This is a role for someone who can build the deck, track the work, run the meeting, lead the team, fix the workflow, and explain the outcome.

Required qualifications

• Bachelor’s degree.
• 10–12 years of operational experience, including a record of building functions and systems from scratch in early-stage or post-Series A companies.
• Direct experience in digital or tech-enabled healthcare delivery, not just adjacent software.
• Practical familiarity with credentialing, RCM, and payer operations, including enrollment, contracting, group IDs, payer requirements, and how operational issues affect revenue and margin.
• Experience creating and running KPI dashboards and an operating cadence as a single source of truth.
• Proven ability to lead and develop small cross-functional teams.

Preferred background

• Experience in behavioral health, substance use treatment, or similar care models.
• Experience leading operations in a high-growth healthcare or health tech company.
• Consulting experience from a top-tier firm, paired with post-consulting operating leadership.
• MBA from a top-20 school.

Traits that will help you succeed

• Structured, but flexible enough to operate without perfect information.
• Strong understanding of healthcare operations and the way credentialing, licensing, compliance, provider capacity, patient access, documentation, and reimbursement interact.
• Comfortable driving progress across Finance, RCM, Clinical Ops, BD, vendors, and admin teams while staying neutral and constructive.
• Data-informed and practical, using metrics to solve problems rather than simply report on them.

Compensation and logistics

The base salary range is $170,000 to $190,000, with a 15% performance bonus and total compensation in the $196,000 to $219,000 range. Equity is offered in the form of stock options. The role reports to the Founder and Chief Executive Officer.

This is a hybrid position based in New York, NY, with at least 4 days per week in the office. For the first 6 months, the role is fully in person, 5 days per week, to support onboarding, collaboration, and cross-functional relationship building. The office is located near Grand Central.

Benefits and perks

• Medical, dental, and vision insurance.
• 401(k) with company match.
• Short-term disability coverage.
• Flexible spending account (FSA).
• Health savings account (HSA).
• Employee assistance program through Spring Health.
• Pre-tax commuter benefits for the Grand Central office.
• Biweekly executive coaching during the first 3 months.
• 21 days of paid time off.
• 8 company holidays.

Additional information

This role is intentionally broad and spans credentialing, payer operations, revenue operations coordination, KPI reporting, technology and workflow systems, and new program launches. As the company grows, these responsibilities are expected to separate into dedicated functions that this leader will help design and staff.

Equal employment opportunity

ReKlame Health provides equal employment opportunities to all employees and applicants and does not permit discrimination or harassment based on race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, or any other legally protected characteristic. Compensation decisions are based on the scope of the role, experience, education, training, skills, internal equity, market conditions, and organizational needs.