Senior Director of Enterprise Growth

Job Description

Job Description

ENVITA

Sr. Director of Enterprise Growth

Healthcare Vertical Integration | Physician Operations | Sales & Marketing Alignment | Scalable Enterprise Growth

Full-Time | Executive Leadership | Scottsdale, Arizona | On-Site with Enterprise Travel as Needed

EXECUTIVE OPPORTUNITY  Envita is seeking an enterprise builder who can integrate and scale a growing portfolio of healthcare verticals, strengthen physician and business operations, align sales and marketing with operational capacity, identify enterprise-wide synergies, and create a repeatable model for responsible, financially sustainable growth.

About Envita

Envita is a Scottsdale-based, mission-driven healthcare enterprise built around personalized, patient-first care and a growing portfolio of specialized healthcare businesses. Its current ecosystem includes Envita Medical Centers, Vertisis Custom Pharmacy, Envita Interventional Radiology, telemedicine programs, Oncology Online, and future healthcare ventures.

Envita combines entrepreneurial speed with clinical complexity. The organization is looking for a senior leader who can preserve what makes each vertical distinctive while creating the enterprise discipline, commercial alignment, shared capabilities, and execution systems required for the next stage of growth.

Role Scope

Primary mandate

Integrate, optimize, and scale Envita’s healthcare verticals while establishing enterprise-wide operating discipline, strong physician operational leadership, and coordinated growth execution.

Enterprise scope

Provide cross-vertical leadership across physician operations, pharmacy, interventional radiology, telemedicine, online oncology, patient-access functions, shared services, and future healthcare ventures.

Sales and marketing scope

Provide enterprise-level oversight and alignment of sales, marketing, referral development, patient acquisition, patient enrollment, brand positioning, and revenue-growth strategy across every vertical. Partner with functional leaders while ensuring that growth activity is connected to capacity, patient experience, compliance, economics, and operational execution.

Leadership scope

Create the operating system, accountability, issue resolution, resource alignment, and business discipline that enable physicians, vertical leaders, and growth teams to perform effectively without replacing appropriate clinical authority.

Success horizon

Create visible control and prioritization within 90 days, measurable operational and growth gains within six months, and a repeatable enterprise operating and go-to-market model within 12 months.

Why This Position Exists

Envita has grown into a highly differentiated healthcare enterprise with multiple operating companies, physician specialties, patient pathways, technologies, regulatory requirements, and support functions. The next stage of growth requires a leader who can ensure that the verticals operate as a coordinated enterprise rather than as separate businesses with avoidable duplication, inconsistent processes, disconnected data, competing priorities, or fragmented patient and market experiences.

The opportunity is broader than traditional operations management. This leader must address physician and business operations while also connecting marketing demand, sales and enrollment performance, referral development, patient access, service capacity, financial outcomes, and brand consistency. The role combines enterprise operations, commercial growth, healthcare transformation, physician alignment, shared-services design, new-venture scaling, and hands-on change leadership.

The Opportunity to Shape Envita’s Future

This is not a maintenance role. The selected leader will design the enterprise operating and growth architecture that supports Envita’s next decade, move across verticals to identify root causes, challenge legacy assumptions, align strong personalities, establish measurable accountability, and turn individual strengths into an integrated platform.

The position combines an operating executive, enterprise integrator, growth strategist, and healthcare transformation leader. Unlike an outside consulting engagement, this person will remain accountable for implementation, adoption, measurable results, and long-term sustainability.

Performance-Based Hiring Success Profile

Candidates will be evaluated on evidence of delivering comparable outcomes in complex, high-growth, multi-entity environments. Success will be measured through the following performance objectives.

1. Complete an Enterprise Operational and Growth Diagnostic

• Within the first 45 days, complete a structured diagnostic across every vertical, physician group, shared function, patient journey, and critical business workflow.
• Map decision rights, systems, staffing, logistics, financial dependencies, compliance touchpoints, physician pain points, patient handoffs, sales and marketing processes, referral channels, lead flow, enrollment activity, and cross-vertical dependencies.
• Identify the 10 to 15 highest-value opportunities involving risk reduction, cost savings, revenue growth, patient experience, speed, capacity, physician effectiveness, market reach, conversion, and enterprise scalability.
• Present an executive-prioritized roadmap with owners, sequencing, expected value, required resources, risk, and 30/60/90/180-day milestones.

2. Establish Strong Physician Operations Leadership and Accountability

• Within 60 days, implement a physician operating framework that clarifies how operational issues are surfaced, prioritized, assigned, escalated, and resolved across provider groups and healthcare verticals.
• Build trusted working relationships with physicians while maintaining clear expectations, follow-through, business accountability, and respect for clinical governance.
• By the end of six months, ensure that major physician groups participate in a consistent operating cadence with documented priorities, service standards, dashboards, and issue-resolution ownership.

3. Build an Integrated Sales, Marketing, and Patient Growth System

• Assess and align sales, marketing, referral development, patient acquisition, patient intake, enrollment, consultation, and conversion activities across every vertical.
• Clarify enterprise and vertical-specific value propositions, priority audiences, referral strategies, channel mix, brand standards, and growth priorities so the market experiences Envita as a coordinated enterprise.
• Connect marketing demand and sales activity to physician availability, treatment capacity, operational readiness, patient experience, regulatory requirements, and unit economics.
• Establish a measurable growth funnel covering lead quality, speed to response, appointment or consultation readiness, conversion, revenue contribution, channel ROI, acquisition cost, retention, referrals, and cross-vertical opportunities.
• Improve growth performance without compromising patient trust, clinical appropriateness, brand integrity, or compliant communications.

4. Capture Enterprise Synergies, Reduce Cost, and Expand Revenue Capacity

• Within 60 days, produce a synergy and redundancy map identifying functions that should be shared, standardized, consolidated, renegotiated, automated, or intentionally retained within individual verticals.
• Evaluate staffing, procurement, scheduling, credentialing, revenue-cycle touchpoints, technology, CRM and marketing platforms, content and campaign support, patient intake, vendor contracts, inventory, logistics, facilities, reporting, and other repeated functions.
• Launch three to five high-impact initiatives within the first 90 days, including at least one initiative directly tied to patient growth, conversion, referral development, or revenue enablement.
• Within 12 months, deliver verified savings, cost avoidance, capacity gains, revenue growth, or improved commercial effectiveness that demonstrates a material return on the role.

5. Build a Scalable, Plug-and-Play Operating and Go-to-Market Model

• Within 90 days, design the first version of an Envita enterprise operating model that defines common standards, shared capabilities, decision rights, governance, performance measures, and appropriate vertical-specific exceptions.
• Create a repeatable launch and integration playbook for future verticals, locations, partnerships, or services covering business case, regulatory and legal review, staffing, technology, finance, clinical operations, patient access, sales, marketing, brand, channel strategy, KPIs, and post-launch stabilization.
• Demonstrate within 12 months that a new or materially expanded initiative can be integrated with faster execution, clearer ownership, stronger market readiness, and less reinvention than prior launches.
• Ensure the model remains entrepreneurial and adaptable rather than becoming a layer of bureaucracy.

6. Drive Operational Excellence Across the Full Patient Journey

• Identify and redesign cross-vertical workflows that create delay, rework, handoff failures, inventory problems, scheduling friction, inconsistent patient experience, physician frustration, or lost growth opportunities.
• Improve the handoffs from marketing and referral generation through intake, consultation, treatment readiness, ongoing care, follow-up, retention, and patient advocacy.
• Apply process engineering, service design, technology, automation, and data-driven problem solving where appropriate.
• Within six months, show measurable improvement in at least three enterprise-priority processes through reduced cycle time or rework, improved throughput or conversion, increased capacity, lower cost, stronger patient experience, or higher stakeholder confidence.

7. Install an Enterprise Performance and Execution System

• Within 60 days, establish an executive operating cadence that connects enterprise priorities to vertical-level execution, including weekly issue resolution, monthly performance reviews, and quarterly strategic recalibration.
• Create a limited set of accurate dashboards covering physician operations, patient access, quality and service, workforce capacity, operational throughput, financial performance, sales and marketing funnel performance, referral development, growth initiatives, risk, and synergy realization.
• Define a single accountable owner, due date, success measure, and escalation path for every major initiative.
• Increase leadership confidence that decisions are based on reliable data and that commitments consistently move from discussion to completion.

8. Lead Cross-Functional Change and Strategic Growth

• Earn credibility across physicians, executives, vertical leaders, operations, finance, legal and compliance, technology, HR, sales, marketing, pharmacy, and patient-facing teams.
• Create alignment without relying solely on title or hierarchy, make difficult recommendations, and hold leaders accountable for enterprise outcomes.
• Partner with executive leadership to evaluate new verticals, partnerships, locations, technologies, and services through mission alignment, market opportunity, strategic fit, operational feasibility, regulatory complexity, capital requirements, return potential, and sustainability.
• Translate high-level concepts into executable operating and growth plans with milestones, staffing, resources, financial assumptions, market strategy, risks, and measurable outcomes.

30 / 60 / 90 / 180-Day and First-Year Performance Roadmap