Division Vice President

Your Impact as a Division Vice President

The Division Vice President (DVP) serves as the operational keystone of Mission Pet Health's field leadership structure, translating group-level strategy into execution across a portfolio of veterinary hospitals. The DVP drives consistent execution, operational excellence, and financial performance through hands-on leadership of 3-4 regional teams, while maintaining operational standards and fostering a culture that serves both patients and team members.

Division Geography

This Division includes hospitals located in:

• Michigan

• Indiana

• Illinois

• Northern Kentucky

The ideal candidate will reside within the Division to ensure strong field presence, accessibility to regional teams, and deep understanding of local market dynamics. While relocation may be considered for an exceptional candidate, strong preference will be given to candidates currently living within the Division.

Key Success Metrics

• Meet or exceed divisional financial targets, including revenue growth, EBITDA, and operational KPIs.
• Ensure newly acquired hospitals meet or exceed performance benchmarks within established integration

          timeframes, focusing on operational excellence throughout the transition process.

• Reduce regional performance variability by standardizing best practices across 3-4 regions.
• Measure and drive engagement and reduce turnover rates for key clinical and operational roles within

          the division, with a focus on Regional Operations Directors (RODs), Regional Medical Directors (RMDs)

          and hospital leadership roles.

KEY RESPONSIBILITIES

● Execute the divisional strategy established in partnership with the GVP.

● Manage divisional P&L with particular focus on controllable expenses and operational efficiencies.

● Lead the detailed operational planning and resource allocation needed to fulfill strategic objectives.

● Oversee operations across 3-4 regions, ensuring consistency in service delivery and operational

standards.

● Conduct regular business reviews with regional teams to assess performance, identify challenges, and

implement solutions.

● Monitor critical performance indicators and lead rapid intervention when metrics fall below targets.

● Directly manage RODs and RMDs, building strong bench strength through intentional talent

development, coaching, and career pathing.

● Build and maintain effective dyad partnerships at the regional level, modeling collaborative leadership

approaches.

● Ensure that each region has clear goals that are set for each hospital, with a clear process to track and

communicate performance against these goals with the local hospital leadership team.

● Champion standardized protocols and systems while accommodating necessary local adaptations.

● Support the established integration process by collaborating with the integration team, focusing on

performance management during transitions, team development, and reinforcing cultural alignment

within newly acquired hospitals.

● Identify opportunities to optimize resource utilization across regions through shared staffing models,

consolidated purchasing, and regional centers of excellence.

● Connect hospital teams to the broader organizational mission through compelling communication and

regular field presence.

● Serve as a crucial feedback channel, bringing field insights and regional challenges to the Field Leadership

Team.

ROLE COMPETENCIES

● People & Team Leader

• Cultivates high-performing regional leadership teams through coaching and performance management.
• Identifies emerging talent and creates stretch opportunities to accelerate growth.
• Creates development plans tailored to individual team members' strengths and growth areas.
• Addresses performance issues promptly with appropriate support and accountability measures.
• Drives alignment and fosters collaborative problem-solving within and across regional teams.

● Operational Execution

• Transforms strategies into detailed action plans with clear ownership and timelines.
• Maintains focus on key operational metrics that drive financial performance.
• Systematically identifies and removes barriers to efficient hospital operations.
• Balances standardization needs with appropriate flexibility for local market conditions.
• Implements systems to track progress and ensure accountability at all levels.

● Financial Stewardship

• Demonstrates strong command of operational levers that impact financial outcomes,
• Makes resource allocation decisions that balance short-term results with long-term growth.
• Implements innovative solutions to optimize labor models and supply costs.
• Translates financial targets into specific operational actions for regional teams.
• Maintains discipline around capital expenditures and return on investment.

● Cross Functional Collaboration

• Works effectively with support functions to bring resources to regional teams.
• Advocates for regional needs while maintaining enterprise perspective.
• Navigates organizational relationships to accelerate decision-making and resource allocation.
• Aligns regional initiatives with functional team priorities (marketing, HR, finance).
• Resolves cross-departmental issues to maintain operational momentum.

● Change Management

• Guides teams through transitions with clear communication and expectation setting.
• Manages resistance to change through empathy and compelling vision-sharing.
• Adapts implementation approaches based on regional team readiness and capability.
• Celebrates early wins to build momentum for larger transformations.
• Maintains operational stability during periods of significant change.

● Communication

• Tailors messages appropriately for different audiences from hospital staff to executive leadership.
• Translates complex organizational initiatives into clear, actionable guidance for regional teams.
• Builds trusting relationships through consistent follow-through and transparent dialogue.
• Influences without authority across functional boundaries and organizational levels.
• Creates compelling narratives that inspire action and commitment.

● WAG Values

• Leads with respect, integrity, and accountability.
• Treats others with empathy and respect.
• Exemplifies and leads the team to align with WAG values.
• Collaborates with team to focus on solutions.
• Finds a way to say yes.

REQUIRED EDUCATION AND EXPERIENCE

● Bachelor’s degree in a related field. An MBA, DVM or other advanced degree is preferred. DVM candidates with demonstrated regional operational and financial leadership experience are highly encouraged to apply.

● Veterinary industry experience required, including demonstrated advanced operational leadership across multi-site veterinary hospitals.

● 5+ years of experience in multi-unit operational leadership preferred

● Demonstrated P&L management experience in the $50-100M+ range

● Strong experience in operational planning, process improvement, and team leadership

● Experience with post-merger integrations or organizational change management preferred

● Strong analytical and problem-solving skills, with the ability to make data-driven decisions

● Demonstrated success in building and developing high-performing teams.