Asst Director, Community Based and Regional Practice

As a community, the University of Rochester is defined by a deep commitment to Meliora - Ever Better. Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive.

Job Location (Full Address):

601 Elmwood Ave, Rochester, New York, United States of America, 14642

Opening:

Worker Subtype:

Regular

Time Type:

Full time

Scheduled Weekly Hours:

40

Department:

500172 OBGYN Admin-SMH

Work Shift:

UR - Day (United States of America)

Range:

UR URG 114

Compensation Range:

$86,900.00 - $130,300.00

The referenced pay range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the job's compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations.

Responsibilities:

This Assistant Director, Clinical Administration, serves as the administrative and business manager for the Community-Based and Regional Practice Division within the Department of Obstetrics and Gynecology. In partnership with the Department Sr. Program Administrator and Faculty Leadership, the role requires independence and latitude to exercise judgment while managing business operations, clinical, education, and research missions to ensure alignment with departmental and institutional goals.

The Assistant Director, Clinical Administration provides comprehensive administrative and operational oversight for the Division, which encompasses 4 general obstetrics and gynecology ambulatory practices across 7 regional locations (Ob/Gyn Associates of the Finger Lakes, University Gynecology and Childbirth Associates (UGCA), West Ridge OB/GYN Urogynecology, and UR Medicine Rochester Gynecology and Obstetrics Associates (URGOA)) collectively completing over 72,546 annual visits, inpatient services at Strong Memorial Hospital, Highland Hospital and Noyes Hospital as well as surgical services with budgeted expenses of approximately $27.7 million. Consequently, the Assistant Director serves as an administrative leader for services provided throughout the region at our affiliate hospitals. Community-Based

The Assistant Director, Clinical Administration, drives strategic planning, financial management, human resource leadership, and program development across the division, ensuring efficient, high-quality patient care and academic excellence. Collaborating closely with practice providers and leaders, they foster a healthy, transparent culture through effective communication, proactively manage compliance, and optimize systems, ultimately supporting the diverse missions and strategic growth of both divisions.

Strategic Planning & Program Development:

• Play a pivotal role in assisting Practice, Regional, and Departmental leadership with strategic planning and the development of new programs and initiatives, as well as the expansion and optimization of current programs.
• Serve as a central coordinator for the divisions, collaborating closely with Practice Leaders to foster a healthy, transparent culture.
• Foster a "future thinking" approach, balancing strategic vision with operational details.
• Collaborate with leadership to promote regional development, strategic planning, and quality and safety initiatives.
• Oversee the development and administration of faculty service agreements, contracts, and internal department agreements throughout the contract lifecycle from development through invoicing and payment monitoring.
• Spearhead allocation of space, coordinate office moves and projects, and proactively identify needs, evaluate gaps, and implement solutions to support division functions.
• Oversee the implementation of approved initiatives from conception through completion, ensuring alignment with divisional goals and institutional standards.

Operational Oversight & Performance Improvement:

• Provide comprehensive administrative and operational oversight and accountability for the assigned division, covering clinical, academic, and community missions.
• Evaluate and refine operational functions to enhance patient access, flow, and engagement within the clinical domain and the flow and engagement of operational functions within the academic domains.
• Develop and implement standardized policies and procedures to optimize operational efficiency across the division.
• Monitor key performance indicators (KPIs) related to patient care, operational efficiency, and quality outcomes within all clinical and academic programs by interpreting and tracking measures
• Identify trends, gaps and areas of opportunity and lead initiatives to address and optimize workflows. Holding individuals accountable to ensure success.

Financial Management & Strategic Resource Allocation:

• Serve as the principal financial officer for the divisions, overseeing all clinical, academic, and contract operations.
• Develop and monitor comprehensive budgets and business plans for various accounts (e.g., Strong Memorial Hospital, Medical Faculty Group, Medical School Department).
• Manage revenue cycle, identify business improvement initiatives, and drive cost efficiencies.
• Monitor, analyze, estimate, and forecast staffing and non-staffing expenditures and variances.
• Review detailed financial reporting, identify financial problems, and initiate corrective action.
• Coordinate the capital budget process, including determining needs, obtaining quotes, prioritizing requests, and writing justifications.
• Oversee procurement functions, ensuring compliance with university policies and procedures.
• Develop incremental staffing requests and provide strategic financial recommendations to advance institutional goals.

Human Resources & Staff Leadership:

• Foster a positive and productive work environment by providing direct oversight of clinical, clerical, and division administrative staff.
• Directly supervise Practice Managers, including consistent professional development, performance evaluations, and goal setting aligned with practice objectives.
• Manage, develop, and train division clerical staff, overseeing prioritization and workload allocation.
• Collaborate with HR Business Partners, Practice Leaders, and Departmental Administration to guide faculty and staff on all aspects of personnel administration (recruitment, hiring, supervision, performance evaluation, compensation, progressive discipline, and employee benefits).
• Establish division processes and ensure compliance with all institutional personnel policies and procedures across academic and clinical program areas.
• Collaborate with the Department Faculty Affairs coordinator to ensure faculty licenses, appointments, and other functions are appropriately facilitated and updated.
• Onboard new staff and faculty to the Division, enabling a culture of belonging and assuring seamless transitions. 
• Act as a Workday administrator for personnel-related changes and resolve payroll issues.
• Conduct performance evaluations, counsel staff, and act on matters of discipline, promotion, and salary to maintain high standards and support professional growth.

Compliance, Systems & Stakeholder Coordination:

• Develop and enable transparent and effective communication streams across the department, promoting cohesion among nursing, faculty, academic, and administrative staff.
• Hold ultimate administrative accountability for compliance, proactively identifying potential issues, developing preventative measures, and ensuring timely resolution of any shortfalls or variances in adherence to Joint Commission, DOH regulations, and institutional policies.
• Proactively identify issues with systems (including IT, finance, and other systems), facilitate institutional resources to troubleshoot problems, and enable the development and implementation of shared solutions.

And other duties as assigned.

Minimum Education & Experience:

• Bachelor's degree and 5 years of relevant experience required
• at least 2 years at a managerial level (personnel, fiscal, and resource management); or equivalent graduate training or experience in a specialty suited to the assignment preferred.  
• Master's degree, equivalent coursework, or specialized experience in an appropriate field related to the assignment is desirable.
• Or equivalent combination of education and experience

Knowledge, Skills & Abilities:

• Demonstrated track record of problem-solving in new or evolving roles, comfortable with ambiguity and building structure from the ground up preferred.
• Deep understanding of academic medical center operations, change management, and quality improvement methodologies preferred.
• Skilled in managing multiple priorities, building effective partnerships, and influencing stakeholders across various divisions preferred.
• Proficiency with electronic health/record management systems (e.g. Epic) and data-driven KPI monitoring preferred.
• Strong financial and resource-management acumen preferred.
• Ability to interpret data, identify trends, and communicate complex information clearly, both verbally and in writing preferred.
• Advanced facility with Microsoft Office suite (Advanced Excel modeling, PowerPoint presentations) and collaborative tools (e.g., SharePoint, Teams) preferred.
• Project management skills: scoping, scheduling, risk-mitigation, and cross-functional coordination preferred.

The University of Rochester is committed to fostering, cultivating, and preserving an inclusive and welcoming culture to advance the University’s Mission to Learn, Discover, Heal, Create – and Make the World Ever Better. In support of our values and those of our society, the University is committed to not discriminating on the basis of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion, creed, sex, sexual orientation, citizenship status, or any other characteristic protected by federal, state, or local law (Protected Characteristics). This commitment extends to non-discrimination in the administration of our policies, admissions, employment, access, and recruitment of candidates, for all persons consistent with our values and based on applicable law.