Associate Director, Payer and Clinical Operations

Babylist; United States; Remote; USD 134,000 - 178,000; Full time

Benefits offered by this job

Company-paid medical, dental, and vis​

Retirement savings plan with company-m

Generous paid parental leave and PTO

Remote work stipend

Job summary

Babylist is seeking an Associate Director, Payer and Clinical Operations to lead payer onboarding, licensing, and compliance across multi-state plans in a remote-first U.S. environment.

You will own audits, transitions, and operational excellence while partnering with billing, legal, and product teams to scale Babylist Health. You will manage a small team and set the pace for how we expand into new payer types and clinical services, leveraging AI to accelerate outcomes and ensure accuracy in

Qualifications

• You've run payer operations at scale, across more than one contract type or service line.
• You know healthcare licensing and credentialing well enough to own it without doing it yourself.
• You've owned the operational relationship with payers directly.
• You've worked in multi-state regulatory compliance.
• You've managed both commercial and Medicaid payer work, including Medicaid expansion into new states.
• You set direction and write requirements, rather than waiting for someone else to define the roadmap.
• You're a strong people manager who can coach and performance manage.
• You build process rather than follow it — you bring order to ambiguous, fast-changing operational work.
• You operate comfortably across a large, matrixed organization — partnering daily with billing and RCM, legal, product and the payer contracting team.
• You naturally reach for AI in your work — at Babylist, every team uses AI daily.

Responsibilities

• Own the onboarding of every new payer — a smooth go-live is your responsibility.
• Keep existing payer operations running clean, catching friction early.
• Own licensing and credentialing for clinical services, including IBCLC credentialing.
• Lead audits, site inspections, or license renewals as the point of contact.
• Lead identification and implementation of compliance best practices.
• Manage payer transitions end-to-end with clear plans and communications.
• Build visibility into payer-level performance and risks.
• Program-manage daily reporting and launches for new business lines.
• Develop two direct reports to scale with the business.
• Partner with billing/RCM, legal, product, and payer contracting teams.

Skills

Payer operations

Licensing & credentialing

Payer relations

Multi-state compliance

Commercial & Medicaid payers

Roadmap ownership

People management

Process optimization

AI-enabled work

Job description

Associate Director, Payer and Clinical Operations

United States

What the Role Is

Babylist Health is scaling past DME into insurance-covered classes and lactation consulting, and we need a seasoned operations leader who can build the rigorous operational and compliance foundation that enables the business to scale safely and effectively. The Payer and Clinical Operations Associate Director owns that foundation — making sure new payers go live smoothly, existing payer operations run without disruption, and every license and credential tied to our clinical services is valid, current, and audit-ready.

You’ll manage a high performance team that delivers both quality and operational excellence. You're the first call when an audit, site inspection, or major payer transition lands, and the person tracking payer-level performance closely enough to catch operational problems before they become incidents. This role reports to the GM of Babylist Health and leads a team of two.

This role works closely with our billing/claims (RCM), product, and customer support functions— you own the operational compliance side of payer and clinical work, and partner closely with these teams day to day.

Who You Are

• You've run payer operations at scale, across more than one contract type or service line — bringing new payers live on schedule, managing transitions, and keeping existing contracts in good standing.
• You know healthcare licensing and credentialing well enough to own it without doing it yourself — state licensure, site inspections, payer-level credentialing. You've built or bought the capacity to execute, and stayed accountable for it being right.
• You've owned the operational relationship with payers directly — you've been in the room when something urgent lands, not briefed on it afterward.
• You've worked in multi-state regulatory compliance and can translate rule changes into process, documentation, and record-keeping that people actually follow.
• You've managed both commercial and Medicaid payer work, including Medicaid expansion into new states.
• You set direction and write requirements, rather than waiting for someone else to define the roadmap.
• You're a strong people manager who can coach and performance manage, and you stay close enough to the work to catch problems early.
• You build process rather than follow it — you bring order to ambiguous, fast-changing operational work, and leaders can tell at a glance where things stand.
• You operate comfortably across a large, matrixed organization — partnering daily with billing and RCM, legal, product, and customer support without owning any of those functions.
• You naturally reach for AI in your work — at Babylist, every team uses AI daily. You're already using it to move faster and improve your output, and you stay curious about what's coming next.

How You Will Make An Impact

• Own the onboarding of every new payer — a smooth go-live is your responsibility, you own the process, the timeline and the cross functional collaboration to ensure the business is ready to service new payers on time and in full
• Keep existing payer operations running clean, catching and fixing friction before it becomes a pattern. Examples include ensuring payers have efficient AR processes (EFT set up, payment schedules), ensuring we are servicing all eligible sub-plans, staying on top of changing allowable amounts and perpetuating these through our systems etc.
• Own licensing and credentialing for our clinical services, including IBCLC credentialing, as we expand into classes and lactation consulting — every license current, every credential valid, every renewal ahead of deadline.
• Lead the response when an audit, site inspection, or license renewal lands — you're the point of contact, and leading the response
• Lead identification and implementation of compliance best practices across the Babylist Health org
• Manage payer transitions end-to-end, including major payer changes, with a clear plan and clear communication to stakeholders.
• Build and maintain visibility into payer-level performance — where things are working, where they're not, and what needs attention next.
• Program-manage both day to day reporting and monitoring of the business as well as the operational side of new launches, such as launching new DME types, new lines of business etc.
• Manage and develop two direct reports, building a team that scales with the business.
• Partner cross-functionally with billing/RCM, legal, product and the payer contracting team — you own operations and compliance to facilitate their work

Why This Role

• Babylist Health is scaling into classes and lactation consulting right now — you're building the operational and compliance playbook while it still doesn't exist, not maintaining one someone else wrote.
• You’ll lead a team from day one, with a direct line to the GM of Babylist Health.
• The scope is broad and real: licensing, credentialing, audits, payer transitions, and program management for new lines of business all sit with you — not split across five different roles.
• This is one of the moments that determines whether growth actually happens — the business can't scale into Medicaid and new clinical services without operations that hold up.

About Compensation

We use a market-based approach to compensation. The starting salary range for this role is:

$133,567 to $178,118

Your starting salary will be based on your location, experience, and qualifications, with increases over time tied to performance, role growth, and internal pay equity.

Who We Are

Babylist is the leading platform for expecting and new families. More than 10 million people shop with Babylist every year, making it the go-to destination for seamless purchasing, guidance, and expert recommendations. As a modern, AI-forward tech company, Babylist has expanded from a universal registry into a full ecosystem — the Babylist Shop, Babylist Health, Babylist Money, NYC and LA showrooms, branded content, and more — generating $750M in revenue in 2025. Building the generational brand in baby, Babylist is reshaping the $235B kids and baby market and helping parents feel confident, connected, and cared for at every step.

Our Ways of Working

Babylist is remote-first with team members across the U.S. and Canada who move fast, think smart, and use AI as part of how they work every day — not as an experiment, as an expectation. We come together twice a year to build the relationships behind the work, and we hire people who are genuinely excited about what's possible and prove it through how they show up.

Why You Will Love Working At Babylist

Our Culture

• We work with focus and intention, then step away to recharge
• We believe in exceptional management, and we invest in the tools and the time to connect with colleagues
• We build products that positively impact millions of people's lives
• AI is part of how we work, not a side experiment. You'll have leading tools like Claude and ChatGPT from day one, with no waiting on access, so the busywork gets handled and your judgment goes where it counts

Growth & Development

• Competitive pay and meaningful opportunities for career advancement
• We believe technology and data can solve hard problems
• We're committed to career progression and performance-based advancement
• Company-paid medical, dental, and vision insurance
• Retirement savings plan with company matching and flexible spending accounts
• Generous paid parental leave and PTO
• Winter Wonder Week: the whole company takes a paid week off at the end of the year, whether or not you celebrate anything, so everyone's out at once and comes back refreshed
• Remote work stipend to set up your office
• Perks for physical, mental, and emotional health, parenting, childcare, and financial planning

Recorded Interviews.Babylist uses an interview recording tool to record and transcribe interviews for evaluation purposes in accordance with applicable privacy laws. By participating in an interview, you consent to this recording and transcription.

Interview Integrity.AI is part of how we work at Babylist. We expect you to use it too. Your application and interviews should still reflect you and your own thinking. We'll tell you when AI is encouraged. Misrepresentation at any stage may result in removal from consideration for this and future roles.

How We Review ApplicationsWe use AI throughout our hiring process to help review, screen, and assess applications. These tools support our team's review; they do not replace it, and every hiring decision is made by a person.

Connections at Babylist.If you have a family member or close personal relationship with a current Babylist employee, please let your recruiter know. This helps us keep our process fair and transparent for everyone.

Protect Yourself from Scams.All official outreach comes from the Babylist Talent Team via @babylist.com email addresses only. We will never ask for payment or personal financial information. If you receive outreach via WhatsApp, Telegram, or a non-Babylist email, it's not us. Verify open roles at babylist.com/careers.

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.

As set forth in Babylist’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp .

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

• Alcohol or other substance use disorder (not currently using drugs illegally)
• Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
• Blind or low vision
• Cancer (past or present)
• Cardiovascular or heart disease
• Celiac disease
• Cerebral palsy
• Deaf or serious difficulty hearing
• Diabetes
• Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
• Epilepsy or other seizure disorder
• Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
• Intellectual or developmental disability
• Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
• Missing limbs or partially missing limbs
• Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
• Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
• Neurodivergence, for example, attention‑deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
• Partial or complete paralysis (any cause)
• Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
• Short stature (dwarfism)
• Traumatic brain injury

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.