Clinical Manager - Psychotherapy

Clinical Manager

Where you practice shapes who you become as a clinician, and the same is true of where you first learn to steward clinical systems. We're hiring a clinical manager to lead a single Lorenz site that houses both an outpatient psychotherapy practice and an intensive outpatient program (IOP) as one integrated clinical team.

Lorenz Clinic is a training institute with a longstanding clinical practice, and we engage in Reflective Practice at scale. The disciplines that make someone excellent in the therapy room attunement, containment, clear boundaries, fidelity to the work are the same ones this role asks for at the level of a whole site. The work is genuinely demanding. It's also one of the few clinical-leadership seats in Minnesota built to form the person in it, with real structure around you as you grow into it.

What you'd do

• Carry an individual, couples, family, or group clinical caseload roughly half your week, enough to keep your clinical judgment current and your standing with the team real.
• Support a team of licensed clinicians holding the conditions that keep strong, autonomous therapists engaged and developing.
• Supervise pre-licensed clinicians clinical and administrative supervision, held within a structure that supports you rather than leaving you to improvise it.
• Lead the site's reflective team space the standing meeting where the team thinks together about the actual clinical work. You hold this as something distinct from your authority over schedules and performance, and we'll help you learn to hold both at once.
• Anchor the IOP clinically group quality, the debrief the program depends on, family work, and the referral-and-screening rhythm that keeps it healthy.
• Protect the integrity of the care in who delivers it, how groups are run, and whether family work actually happens when census pressure and fatigue pull toward something thinner.
• Hold the operational floor appraisals, scheduling, coverage, performance, prior authorizations, and compliance with documentation standards, payer requirements, board rules, and the APA Code of Ethics.

How we practice

We treat the system, not just symptoms. We locate a presenting problem in its relational and developmental context the family, the history, the patterns that hold it in place rather than treating behavior as a flaw inside an individual. The therapeutic relationship, and the work with the family, are the instruments of change.

Our IOP runs on that same logic. It isn't higher-frequency symptom management; it offers a corrective interpersonal experience in the group and treats the family system the symptom lives in. Holding that model steady especially under pressure is a real part of what this role protects.

Most behavioral health clinics in this region are owned by to private equity, medical systems, or insurance companies. Not us. Lorenz is owned and governed by psychotherapists, which is why we can organize the work around the depth of the care and the development of the people doing it, rather than around throughput. The clinician here is someone we support, not a unit we utilize.

Our Reflective Practice Model

We have built our culture and clinical operating model around a mentalization-based approach to clinical work. Every clinical team here meets in a standing, protected space whose only task is to think together about the real emotional substance of the work what's happening between people in the room, what a hard case is stirring up, what the team is carrying but hasn't said. It isn't case review or a vent session; it's the discipline of holding difficulty long enough to understand it rather than react to it, and it runs at every level, from a trainee's first group up through how managers themselves are supported. The premise is simple and demanding: clinicians can only offer clients the steady, thinking presence they've experienced themselves. So we hold our people the way we ask them to hold their clients reliably, without being thrown by what's hard, with honest repair when we get it wrong. For the team, that means a culture where it's safe to bring uncertainty and a mistake is data about the system, not a verdict. For the manager, it means the core skill of the role isn't administrative: it's the capacity to take in a team's anxiety and not-knowing without passing it up the chain or absorbing it silently, and to hand it back in a form the team can use. That asks for real things like staying regulated when a room is activated, sitting with someone's difficulty without rushing to fix it, tolerating not having the answer yet. Clinicians who've worked somewhere that ran on threat rather than thought tend to feel the difference here immediately.

Who grows here

• You work at the level of pattern, not just presentation case formulation, the client's relational world, rupture and repair, your own reactions as clinical information. You can grow that same depth in the people you supervise.
• You can lead group and family work in the relational, systemic register. Competence in relational/systemic group therapy and family therapy is required enough to hold an IOP's clinical core.
• You can hold authority and reflection at the same time. You can be the person who signs a performance review and the person a clinician brings genuine uncertainty to without letting either collapse into the other. This is the capacity the role most depends on, and the one most often missing.
• You have reflective-supervision competence, or a real appetite to build it. You needn't arrive fully formed. You do need to be able to stay with your own reactions without defensiveness, to remain with another person's difficulty long enough for their thinking to surface, and to tolerate not yet knowing. If you have that and want to deepen it, we'll teach the rest.
• You treat supervision as a craft, not a credential. We assess it against a competency-based model (Falender & Shafranske), with structured self-assessment and an individual learning plan.

This is a development-centered place. We invest a great deal in our people and ask a great deal in return, and we're comfortable saying "not yet" on either side when the fit isn't there we consider that a kindness rather than a rejection. If you want to become the kind of clinician other clinicians are formed by, this is one of the best seats in the state to do it.

Requirements

• A master's or doctoral degree in a mental health profession from an accredited program
• Full, unrestricted Minnesota licensure as a Mental Health Professional (LP, LICSW, LMFT, or LPCC)
• Demonstrated competence in relational and systemic psychotherapy
• Demonstrated competence in relational/systemic group psychotherapy and family therapy, sufficient to anchor an IOP clinically
• Approved clinical supervisor status with your licensing board, with supervision competence assessable against a competency-based framework
• Reflective-supervision competence or a demonstrated capacity and genuine willingness to develop it
• The capacity to hold operational authority and reflective leadership as distinct functions
• Prior leadership, management, or program responsibility (preferred)
• Formal training in child or family therapy (preferred)
• BBHT- or AAMFT- approved supervisor status (preferred)

Internal candidates who meet Manager-in-Training criteria may be considered through an MiT nomination talk with your director.

Compensation

The hiring range is $95,000$150,000 annually, depending on experience, credentials, breadth of clinical competence, leadership history, and program. For independently licensed master's clinicians (LICSW, LMFT, LPCC): $95,000$130,000. For doctorally-prepared licensed psychologists (LP): $125,000$150,000.

Benefits

May be eligible for student loan repayment. Full-time independently licensed clinicians receive a robust package: paid burnout time, an annual CEU allowance, employer-sponsored health/dental/vision/life, short- and long-term disability, a 401(k) with match, tuition reimbursement, privately-funded student loan forgiveness, PTO, paid holidays, paid service/volunteer time, paid CE hours, paid parental leave, an EAP, a flexible schedule, and professional development support.

As an active training clinic, most clinicians here earn roughly 100 hours a year of board-approved CE simply by showing up. We host an annual conference, monthly Grand Rounds, and four hours a month of case consultation with a specialist. For an unabridged job description or more detail on benefits, contact Human Resources