EVG Specialty Network

• Own full operational and financial performance for assigned hospitals • Partner with Finance and hospital leadership to develop budgets, forecasts, and performance targets • Monitor key metrics and lead initiatives to improve efficiency and profitability • Conduct regular operating reviews to assess performance and drive action plans • Develop ROI analyses and business cases for capital investments • Lead strategic growth initiatives, including new department development • Identify opportunities to expand services, increase access to care, and improve throughput • Support hospitals in scaling operations to meet increasing demand • Coach and mentor hospital leaders to build accountability and strong performance cultures • Partner with Talent Acquisition to recruit and retain top veterinary and support talent • Build leadership bench strength and support succession planning • Ensure adherence to company standards, regulatory requirements, and industry best practices • Identify operational risks and implement corrective actions proactively • Act as a key liaison between hospitals and corporate teams • Partner with HR, Marketing, Finance, and Talent Acquisition to drive results • Foster alignment, transparency, and shared accountability across the network • Travel up to 20% to provide hands-on support and leadership • Maintain a visible, engaged presence within hospitals to build trust and credibility

• Design and implement a scalable HR infrastructure across a multi-site organization • Standardize processes across recruiting, onboarding, performance management, and employee relations • Establish clear accountability, expectations, and operating rhythms across all people functions • Build a recruiting engine that consistently delivers high-quality veterinarians, specialists, and leaders • Partner with operations to align hiring with hospital growth and service line expansion • Elevate recruiting from reactive to proactive and data-driven • Build leadership capability across Hospital Administrators, Practice Managers, and Department Leaders • Implement clear performance management systems tied to outcomes • Partner with the CEO and COO to strengthen leadership bench strength across the network • Create simple, scalable systems that support hospitals—not slow them down • Bring consistency and clarity to employee relations and performance management • Ensure compliance across multiple states without overcomplicating processes • Oversee payroll and benefits with a focus on accuracy, efficiency, and scalability • Build and refine compensation structures that align performance with results • Ensure total rewards are competitive and support retention • Build a culture of accountability, performance, and respect • Identify and address retention risks early