Clinical Onboarding & Training Manager; Remote

Clinical Onboarding & Training Manager

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.

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.

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…