<p style="min-height:1.5em"><strong>About the role</strong></p><p style="min-height:1.5em"><em>This is a remote, full-time hourly position, starting at $30+/hr.</em></p><p style="min-height:1.5em">As an Operations Team Lead at Generator Health, you’ll lead a team of Operations Specialists who execute the workflows that get patients access to their medications. Reporting to the Operations Queue Lead, you’ll own your team’s productivity, quality, and SLA performance, and you’ll be accountable for building the systems and routines that keep those numbers strong as the team grows.</p><p style="min-height:1.5em">This is a hands-on leadership role managing a team of 10 or more specialists. Your time will be split between people management and direct casework — particularly handling escalations — coaching specialists, and finding the leverage in process, training, or tooling that lets the team move faster without losing rigor. The measure of success is not just whether targets are hit, but whether your team ramps faster, performs more consistently, and stays longer because of how you lead.</p><p style="min-height:1.5em">You’ll partner closely with leadership and cross-functional teams to translate strategy into the day-to-day practices that keep the team performing at a high level. If you love operating systems, building teams, and seeing your decisions show up in the numbers the next day, this is a role where that work matters — it directly affects whether patients get the therapies they need, on time.</p><p style="min-height:1.5em"><strong>If you join, you will</strong></p><ul style="min-height:1.5em"><li><p style="min-height:1.5em"><strong>Own your team’s core operational metrics — </strong>Productivity, quality, and SLA targets met or exceeded month over month, held consistently across the team — not carried by a few high performers. You use data to run your team: monitor performance daily, identify gaps and bottlenecks, diagnose root cause before jumping to fixes, and act on what the numbers tell you.</p></li><li><p style="min-height:1.5em"><strong>Develop a team that gets measurably better — </strong>Every team member knows what success looks like and where they stand against it. You give direct, specific feedback in the moment. You build ramp plans that close the gap between top and bottom performers. Underperformance is addressed early with a plan, not in a quarterly surprise.</p></li><li><p style="min-height:1.5em"><strong>Make the right call on escalations — </strong>Diagnose what went wrong, decide quickly whether to own it or escalate it, resolve the immediate issue, and translate the lesson into a process or training change so it doesn’t recur. You don’t over-escalate out of caution or under-escalate out of pride — you make sound, consistent calls in gray-zone situations under pressure.</p></li><li><p style="min-height:1.5em"><strong>Onboard and train new specialists — </strong>New specialists hit full productivity faster than today’s baseline, with less variance between top and bottom performers. When ramp breaks down, you diagnose it and fix it in training, SOPs, or tooling — not by telling people to try harder.</p></li><li><p style="min-height:1.5em"><strong>Build infrastructure ahead of headcount — </strong>SOPs, quality audits, analytics, time studies, and reporting are in place before the next wave hits. The team absorbs higher case volume without proportional headcount growth, and quality and SLA hold as throughput rises. You actively look for leverage through tooling, automation, and AI to reduce manual burden.</p></li><li><p style="min-height:1.5em"><strong>Give leadership accurate, timely visibility — </strong>Surface what’s working, what’s breaking, and where the risks are — before anyone has to ask. Surprises are rare. Bad news arrives early enough to act on.</p></li></ul><p style="min-height:1.5em"><strong>We’ll be most excited if you</strong></p><ul style="min-height:1.5em"><li><p style="min-height:1.5em">Have 2–5 years of experience leading or operating in a process-driven, SLA-driven environment — owning workflow execution, quality, productivity, or throughput — with at least 1–2 years directly managing a team of 5 or more where you owned team-level metrics. A background in healthcare operations (prior authorization, patient access, pharmacy, RCM, or similar) is a significant advantage.</p></li><li><p style="min-height:1.5em">Can point to specific metrics you owned and improved — productivity, quality, SLA, ramp time, or similar — and explain what you did to move them.</p></li><li><p style="min-height:1.5em">Have personally worked the queues or workflows you managed, and your credibility with the team came from knowing the work — not just overseeing it.</p></li><li><p style="min-height:1.5em">Know how to coach: you give direct, specific feedback, develop people deliberately, and have made your reports measurably better at their jobs.</p></li><li><p style="min-height:1.5em">Are comfortable with ambiguity — you can take a half-defined problem, structure it, and drive it to a clear outcome.</p></li><li><p style="min-height:1.5em">Are analytically and technically fluent — you’re comfortable with data, can master complex software tools quickly, and know how to use them to find leverage.</p></li><li><p style="min-height:1.5em">Have built or redesigned a process from scratch under time pressure — not just inherited one and maintained it.</p></li><li><p style="min-height:1.5em">Are someone that specialists trust, peers seek out, and leadership counts on for honest, early signal on how the team is actually doing.</p></li></ul><p style="min-height:1.5em"><strong>Why this role matters</strong></p><p style="min-height:1.5em">Every workflow your team executes is the difference between a patient starting their therapy on time and waiting another week. The Operations Team Lead is the person who makes sure that bar is met every day — by building a team that’s as rigorous, fast, and patient-focused as the mission demands.</p><p style="min-height:1.5em"><strong>Schedule</strong></p><p style="min-height:1.5em">This is a full-time role, 40 hours per week, Monday through Friday. The role may occasionally require overtime or weekend availability depending on business need. We have some flexibility on timezone and will work with the right candidate to align on a schedule that fits our operational coverage needs.</p><p style="min-height:1.5em">Our salary ranges are based on a number of factors, including qualifications, experience level, and geography.</p><p style="min-height:1.5em">Generator Health is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law.</p>