Network Operations Manager
100000 - 125000 USD per year
Company:Hazel Health
Location:AL, AZ, AR, CA, CO, CT, DC, DE, FL, GA, HI, IL, IN, IA, KY, ME, MD, MA, MI, MN, MS, MO, MT, NE, NV, NJ, NM, NY, NC, OH, OR, PA, RI, SC, TN, TX, UT, VT, VA, WA, and WI
Languages:English
Seniority level:Manager, 4-6 years
Experience:4-6 years
Skills:
Project ManagementBusiness IntelligenceData AnalysisSalesforceJiraCross-functional Team LeadershipOperations ManagementTableauJQLBusiness OperationsResource PlanningAnalytical SkillsCollaborationMicrosoft ExcelProblem SolvingAttention to detailProcess improvement
Requirements:
4–6 years of experience in workforce management, network operations, or healthcare operations; experience in digital health or behavioral health strongly preferred. Proven track record managing workforce capacity and utilization in a multi-state, multi-disciplinary environment. Strong analytical skills and experience building dashboards or capacity models using Excel/Google Sheets or BI tools (e.g., Metabase, Sigma). Familiarity with healthcare EHR and scheduling systems (e.g., Healthie, Athena, Salesforce) and data management best practices. Exceptional attention to detail and ability to thrive in a fast-paced, scaling startup environment. Collaborative, proactive, and solution-oriented approach to problem-solving.
Responsibilities:
Monitor, forecast, and report on provider capacity, utilization, and availability. Maintain and refine workforce models to align provider supply with demand. Identify and address utilization gaps, under-capacity, and over-capacity trends. Ensure accurate provider schedules and availability data. Develop processes and tools for scheduling and capacity management efficiency. Collaborate to improve internal dashboards and analytics for workforce optimization. Identify and implement process automation and operational scale opportunities. Partner to define and track key metrics like time-to-care and provider utilization. Support development of workforce planning frameworks and scheduling policies. Partner with Talent Acquisition and Clinical Ops to forecast hiring needs. Work with Clinical Leadership and People teams to account for onboarding and time off trends. Collaborate to improve family scheduling workflows and optimize system throughput.
