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Director of Business Development - Northern Idaho Market

• The role will also entail supporting market and facility leadership in maintaining, nurturing, and deepening these relationships (e.g., increasing volume, improving retention, etc.).
• Partner with operations leadership to identify, evaluate, and execute physician syndication opportunities for both newly recruited and existing physician partners to strengthen alignment, preserve retention, and enhance physician loyalty.
• Identify other growth levers in the market (e.g., acquisition targets, DeNovo opportunities, and large referral relationships).
• Based on market needs, may include helping activate referral sources and other marketing mechanisms for partnered group practices.

KEY ROLE OUTCOMES

• Primary outcome:
  • Increase net revenue and AEBITDA directly tied to successful physician recruitment, productivity, and utilization in the geographic market.
• Supporting outcomes:
  • Case volume and net revenue for physicians recruited last year, end of last year, and current year.
  • Total net physician count recruited and lost over a rolling 12‑month period in the geographic market.
  • Physician satisfaction scores.
  • Growth in physician investor participation through the identification and execution of physician syndication opportunities that support physician retention, loyalty, and market growth.
  • Support Market CEO’s and Corp Ops teams in setting in‑market growth strategy and physician recruitment goals.
  • Surface top risks and potential network losses (e.g., retiring physician).
  • Identification of acquisition targets, DeNovo opportunities and referral relationships.

DUTIES AND RESPONSIBILITIES

Build out a strong, comprehensive physician & physician group network in the assigned geographic market to stay informed of key opportunities and developments.

• Build out a comprehensive list of all key physicians and physician groups in the market with key information (e.g., name, practice name, address, specialty, current procedure location(s), email, phone) and their current relationship with SP (e.g., no relationship, previous SP physician, warm relationship, etc.); maintain the list and account for new physicians, retirements, etc. via a thorough annual review process.
• Prioritize physicians and groups based on potential size/value and assessed interest (e.g., high priority, medium priority).
• Utilize a recurring outreach plan (e.g., annual visit/check‑in, biannual visit/check‑in) for non-SP physicians based on prioritization; build and nurture the relationship (e.g., discuss current state, goals, potential SP partnership/help).
• Attend high‑value, in‑market meetings of high‑priority doctors to build relationships and increase SP visibility.

Identify, prioritize, engage, and recruit new physicians for SP facilities in the assigned geographic market.

• Identify & prioritize the highest‑value physician recruitment opportunities based on potential upside (e.g., potential volume, likely financial impact) and likelihood (e.g., assessed level of interest).
• Run proactive, targeted engagement & outreach efforts (e.g., calls, in‑person visits, presentations, etc.); track and record key insights and takeaways (e.g., level of interest, key areas of interest and concerns).
• Prepare key materials (e.g., SP overview, partnership overview) for physician conversations, leveraging best‑practice SP assets and customizing for individual conversations.
• Coordinate and bring in key market leaders (e.g., Market CEOs, facility admins, Division Presidents for high‑value prospects if helpful) to help recruit physician prospects.

Help support out‑of‑market recruitment when identified in the plan.

• Partner with Market CEOs, facility administrators, and physician leaders to identify and execute physician syndication opportunities that drive alignment, retention, loyalty, and long‑term growth.
• Leverage SP centralized resources for out‑of‑market recruitment and act as in‑market liaison with centralized team.
• Help host and talk to out‑of‑market recruits about specific in‑market opportunities.

Help Market CEO’s grow procedure volume with in‑network physicians (e.g., increase splitter volume) and increase retention.

• Work with Market CEOs and facility admins to identify top “splitter” doctors with significant room to increase procedure volume and estimate what volume is done at SP and elsewhere.
• Prioritize top in‑network growth opportunities to engage with.
• Develop and execute plans to increase SP volume from top‑priority physicians.
• Partner with Market CEOs, facility administrators, and physician leaders to identify and execute physician syndication opportunities that drive alignment, retention, loyalty, and long‑term growth.
• Identify & prioritize top attrition risks across facilities and market.
• Build and refine actionable retention plans for top attrition risks.

Surface other SP growth opportunities within the market (e.g., M&A, etc.).

• Identify, assess, and share other key growth opportunities that emerge during conversations with local physicians.
• Share promising opportunities with Market CEO and Divisional Director of Business Development.
• Identify large referral sources and drive relationship building and community engagement / marketing activation.
• Run recurring debrief conversations with local ops leadership (e.g., facility administrators, Market CEOs) and potentially other DBDs to discuss key growth opportunities.

QUALIFICATIONS

• Education:
  • Bachelor’s degree in Business Administration, Marketing, or a related field; Master’s degree preferred.
• Experience:
  • Minimum of 8 years of experience in business development, or a related field, with at least 3 years in a leadership role.
• License(s)/Certification(s):
  • Professional certifications in business development or sales (e.g., Certified Business Development Expert) are preferred but not required.
• Knowledge/Skills/Abilities:
  • Strong negotiation, communication, and interpersonal skills.
  • Ability to analyze market trends.
  • Proficiency in CRM software and Microsoft Office Suite.
  • Strategic thinking and problem‑solving abilities.
• Core Competencies:
  • Leadership
  • Strategic planning
  • Relationship management
  • Results orientation
  • Adaptability

WORKING CONDITIONS

• Physical Requirements:
  • Talk / Hear
  • See
  • Stand
  • Sit
  • Manual Dexterity
• 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.

Bias to Action

• Action Oriented: Propensity to act or decide and move forward with a logical approach.
• Delivering Results: Maintains focus on meeting goals and 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 core meaning from complex situations and identifies root causes.
• Manages Conflict: Settles disputes constructively and respectfully.

Capability Building

• Helps Others Succeed: Mentors and coaches others, helping them build strengths.

Interpersonal Impact

• People Smart: Reads people well and understands perspectives.
• Influence: Gains alignment and finds win/win solutions without direct authority.

Strategic Vision

• Inspires Others: Creates shared purpose and motivates teams.
• Visioning: Anticipates future trends and articulates possibilities clearly.

Reporting lines

• Reports to: Divisional director(s) of Business Development.
• Partners with and dotted line reports to: Market CEO.
• Comprehensive health, dental, and vision insurance.
• Health Savings Account with an employer contribution.
• Life Insurance.
• PTO.
• 401(k) retirement plan with a company match.

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.

Equal Opportunity Employer. This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.