Clinical Onboarding & Training Manager (Remote)

Job Description

Job Description

ABOUT LIFEFORCE

People are done waiting to get sick before getting care. They want to understand their bodies, take control of how they feel, and actually invest in how long and how well they live. The system wasn't built for that. We are.

Over the next decade, more than one trillion dollars will shift away from traditional sick-care toward proactive, personalized health programs. Lifeforce is leading that shift as the world's largest longevity medicine program, and we're just getting started.

Founded alongside clinical and scientific leaders from Cleveland Clinic, Mass General Hospital, and Harvard Medical School, we bring together everything it takes to help people truly understand and optimize how their bodies are functioning now and decades to come. Comprehensive diagnostics, hands-on clinical experts, certified health coaches, and customized supplement, pharmaceutical, and lifestyle protocols. All from home. At the price of a gym membership.

OVERVIEW

We are looking for a Clinical Onboarding & Training Manager to own the full clinician lifecycle from offer-accepted to fully productive. This is a new role at Lifeforce and the single point of accountability for clinician onboarding and enablement across a rapidly scaling, multi-state clinician base. You will set the timeline standards, build the infrastructure and programming that make those standards achievable, and report honestly on time-to-productivity, competency, and early attrition.

You will lead this function, not just run it. You will own it directly at the start while you build the systems and the case for scale, and within the first six to twelve months you will hire and lead a team of clinical trainers and onboarding coordinators who take pieces of what you built. Hiring, developing, and setting the standard for that team is a core part of this role, not an eventual add-on.

You will also serve as the primary liaison between clinical leadership, compliance, and the Provider Operations team, translating protocol and regulatory changes into training that actually lands.

KEY RESPONSIBILITIES

Own the Onboarding & Enablement Function

• Own the end-to-end offer-accepted-to-productive onboarding lifecycle for all clinical hires.

• Set and enforce time-to-productivity and competency standards, and hold the organization to them.

• Define the milestone assessments and readiness checkpoints that gate each stage of onboarding.

• Own the onboarding-to-enablement program end to end, from day-one experience through independent practice, and iterate on it as the clinician base grows.

• Own ongoing enablement for already-productive clinicians, not just new hires: attach an attestation to every process or protocol rollout and hold the organization accountable for completion.

Build and Lead the Team

• Build the workforce plan for the onboarding function and make the case for the headcount behind it.

• Hire, manage, coach, and develop a team of clinical trainers and onboarding coordinators, distributing work against the hiring pipeline and protecting quality during volume spikes.

• Set the operating standard and culture for that team, treating a clinician’s first ninety days as a product worth iterating on.

Cross-Functional Leadership

• Partner with clinical leadership on protocol changes, ensuring updates reach onboarding curriculum without lag.

• Own the relationship with compliance on regulatory training requirements, and keep the training record audit-ready.

• Partner with quality and clinical leadership on audit-driven training improvements, closing the loop from findings to curriculum.

• Partner with the credentialing and licensing function so onboarding timelines account for credentialing lead times, and escalate when they put a start date at risk.

• Define the roles, responsibilities, and workflows across every team that touches a clinician’s onboarding, so no one loses track of where a clinician stands.

• Own the clinician onboarding experience, including the escalation path when it breaks down.

Measurement & Reporting

• Define and own the function’s KPIs: time-to-productivity, 90-day attrition, competency pass rates, and onboarding completion.

• Surface trends and root causes to leadership, with a clear recommendation attached to every number.

• Own a single source of truth for onboarding status, so anyone can see where a clinician stands at a glance.

Infrastructure & Capacity

• Build scalable infrastructure: LMS, onboarding tooling, playbooks, and documentation that hold up as headcount grows.

• Own the LMS as the system of record for clinical training, along with the standards it enforces and the content library behind it.

• Forecast onboarding and training capacity against the hiring plan, and flag resourcing needs before they become bottlenecks.

QUALIFICATIONS

Required

• 7+ years in clinical operations, onboarding or training program management, or healthcare administration within a regulated healthcare environment (telehealth or multi-state clinical practice strongly preferred).

• Experience leading a team, or leading through others, with a track record of hiring and developing people.

• A track record of building or scaling an onboarding or training program from the ground up, including the tools and infrastructure that support it.

• Working knowledge of the regulatory and licensure requirements that apply to a multi-state clinical workforce, sufficient to build training and process around them.

• Comfort partnering with clinical leadership and compliance, translating protocol and regulatory changes into training that lands.

• Data fluency: able to define KPIs, build reporting, and forecast capacity against a hiring plan.

• Strong written and verbal communication skills.

• Self-directed and effective in a fully remote environment.

Preferred

• Experience onboarding licensed clinicians (NPs, PAs, RNs, physicians), where scope of practice, supervision requirements, and protocol adherence shape the program.

• Experience growing a function from a team of one into a team.

• Experience designing competency assessment, not only delivering training content.

• Experience with LMS platforms and onboarding tooling, with a point of view on when to configure a system versus fix the underlying process.

• Experience building process in a high-growth healthcare environment where clinical headcount roughly doubled inside a year.

TRAITS FOR SUCCESS

• Thrives building structure and process where none exists, and treats a team of one as a starting point, not a limitation.

• Trusted by clinical, compliance, and operations audiences alike, and able to hold peers and senior stakeholders to shared standards without relying on formal authority.

• Data-driven, with a habit of attaching a clear recommendation to every metric surfaced.

• Keeps the clinician experience in view throughout, treating a well-run onboarding as a retention lever, not an administrative hurdle.

• Comfortable operating in a fast-moving, high-growth environment.

• Brings a sense of ownership to every piece of the role, from strategy down to the details that make it real.

WHAT WE OFFER

• Remote working environment

• Company-provided computer and other required equipment

• Generous benefits package including Healthcare, Dental, Vision, and Life Insurance

• Complimentary Lifeforce Membership for Full Time Employees

We are committed to fostering a diverse and inclusive workplace and encourage candidates from all backgrounds to apply.

Please note that job scams are on the rise. If you are contacted for this role, it will be from a team member with an email address domain of @mylifeforce.com. Our company does not use Microsoft Teams and will never ask you to disclose your banking information.

#LI-REMOTE

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.