Fractional Integrator – Operational Accountability & Business Strategy

Role:
Fractional Integrator – Operational Accountability & Business Strategy

Part-Time | 12–15 hours per week

Reports To:

Chief Executive Officer (CEO)

Location:

Remote | Availability during agreed-upon Eastern Time business hours

Virtual Peace of Mind (VPM) is seeking a seasoned, business-savvy operations leader to serve as a Fractional Integrator focused on organizational accountability, executive-level operational insight, and consistent follow-through across departments. The ideal candidate brings substantial senior leadership experience and is seeking a meaningful, limited-hours engagement with a growing mental health organization.

This is not an administrative assistant, scheduling coordinator, or traditional project management role. The Fractional Integrator will independently assess whether department leaders are delivering on established priorities, identify performance and process gaps, coordinate corrective follow-through, and provide the CEO with concise, actionable recommendations. The role requires strong business judgment, discretion, and the confidence to address difficult accountability conversations professionally.

The position is designed for approximately 12–15 hours per week, with a consistent weekly meeting and reporting cadence. As organizational needs evolve, the position may offer a pathway toward a Fractional Chief Operating Officer (FCOO) role; such progression is not guaranteed.

Departmental Leadership Accountability

• Conduct structured weekly accountability meetings with each assigned department leader, including program operations, clinical services, administration, human resources, and other functions as designated by the CEO.
• Review weekly commitments, measurable outcomes, deadlines, staffing performance, and unresolved issues; document owners and next steps.
• Track whether leaders complete agreed-upon actions and follow up on overdue or incomplete commitments.
• Evaluate patterns of missed expectations, recurring errors, and ineffective management practices; distinguish individual performance concerns from systemic barriers.

Performance Monitoring & Corrective Follow-Through

• Review departmental dashboards, operational trackers, quality indicators, and performance reports for accuracy, trends, and exceptions.
• Recommend targeted improvement plans, reassignment, additional training, or formal performance action when supported by documented findings.
• Coordinate with the responsible manager and HR on corrective action processes while respecting established policies and approval authority.
• Escalate significant operational, compliance, client-service, or personnel risks promptly to the CEO and appropriate designated leaders.

Operational Systems & Execution

• Identify gaps in workflows, ownership, communication, and standard operating procedures that cause repeated failures or inefficiency.
• Recommend practical solutions and verify that approved improvements are implemented and sustained.
• Ensure department leaders maintain usable accountability trackers, measurable deliverables, and documented follow-up.

• Serve as a trusted business thought partner to the CEO on organizational design, operational efficiency, staffing capacity, leadership performance, and growth readiness.
• Provide a weekly executive briefing summarizing departmental performance, emerging risks, overdue commitments, and specific decisions requiring CEO action.
• Assess operational implications of new programs, partnerships, and expansion initiatives; recommend realistic execution priorities.
• Offer independent, evidence-based perspectives and constructively challenge…