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Healthcare Operations Manager
Healthcare Operations Manager
We are seeking an ambitious, operationally focused, and results driven leader. The Operations Manager will oversee the clinical, regulatory, and operational functions of our outpatient facility. This is accomplished by hiring, developing, and inspiring a multi-disciplinary team, collaborating with physicians, tracking and delivering superior patient outcomes and monitoring regulatory and safety requirements. Candidate must be organized and able to work independently, possess solid management and computer skills. Minimum of 12 months dialysis management experience preferred or 5 years in dialysis with 12 month of management experience. Current RN state license preferred. Sign on bonus and relocation assistance available depending on experience and location.
Why Choose Innovative Renal Care:
- We offer starting salaries above the industry average
- Our annual raises are significantly above the industry standard.
- We recognize your most recent dialysis experience in calculating your paid time off accrual allowing your transition to ARA to be easy without effecting valuable time off. Â
Innovative Renal Care (IRC) is one of the largest dialysis service providers in the United States. We provide quality patient care to patients suffering from the most advanced state of chronic kidney disease, known as End Stage Renal Disease (ESRD). We continue to expand our network of dialysis centers and improve more lives year. Apply to become part of a team who is focused on quality patient care!
Equal Opportunity Employer: Innovative Renal Care is an equal opportunity employer and a drug free workplace. All qualified applicants will receive consideration for the employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability, or protected veteran status. Â
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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
