This description is a summary of our understanding of the job description. Click on 'Apply' button to find out more. Role Description The Chief Operating Officer (COO) is responsible for the internal operations and organizational health of Farm Action. Reporting to the President and CEO, the COO oversees day-to-day operations, staff management, finance, compliance, and internal systems. This role ensures the organization runs smoothly so staff can do their best work and the President and CEO can focus on strategy, public leadership, and growth. The ideal candidate will have a strong background in operations management within a mission-driven environment and bring a collaborative, solutions-oriented mindset. Key Responsibilities - Operations and Execution - Translate strategic priorities into clear operational plans with defined goals, timelines, and accountability - Own execution across the organization and ensure initiatives are delivered on time and at high quality - Oversee all day-to-day operations and ensure strong coordination across teams - Design and implement systems, processes, and workflows that support efficiency and impact - Establish clear performance metrics and ensure consistent tracking and reporting - Identify operational risks early and proactively address gaps or bottlenecks - Build internal structures that allow the organization to scale responsibly and sustainably - People and Management - Supervise and support staff, directly or indirectly - Lead hiring, onboarding, performance management, mentoring and accountability - Implement and enforce personnel policies and procedures - Foster clear communication, collaboration, and a healthy work culture - Make staffing decisions, including discipline and termination - Finance and Compliance - Lead financial management, including budgeting, forecasting, and cash flow - Oversee payroll, accounting, audits, and financial controls - Prepare financial reports for leadership and the board - Manage relationships with external accountants, auditors, payroll providers, and advisors - Ensure compliance with nonprofit, employment, and regulatory requirements - Maintain financial and accounting records - Development Operations - Oversee grant administration, reporting systems, and compliance - Oversee development calendars, deadlines, and deliverables - Ensure funder requirements are met accurately and on time - Support fundraising strategy in partnership with the President and CEO - Execution and Accountability - Ensure programs, campaigns, and commitments are delivered on time - Track progress and hold teams accountable for results - Troubleshoot operational issues that affect execution and capacity - Partnership with the President/CEO - Serve as the President and CEO's primary internal partner - Provide operational and financial insight to inform strategic decisions - Act as the internal decision-maker on operations and management matters Qualifications - Bachelor's degree in business administration, non-profit management, finance, or related field. Master's or other advanced degree preferred. - Minimum seven years of senior management experience in nonprofit operations or mission-driven organizations - Demonstrated experience managing staff, budgets, and complex internal systems - Strong understanding of nonprofit finance, compliance, and HR practices - Experience overseeing budgeting, audits, and financial reporting - Proven ability to translate strategy into execution - Strong organizational, problem-solving, and decision-making skills - Ability to manage competing priorities calmly and effectively - Excellent communication skills and ability to work collaboratively with leadership and staff - Commitment to Farm Action's mission and values - Familiarity with advocacy, policy, or public-interest organizations - Though we are fully remote, you must live and work in the United States Preferred Qualifications - Experience as a COO, Managing Director, Director of Operations, or similar role - Experience working with boards of directors - Experience managing organizational growth or transition - Knowledge of food and agricultural issues Benefits - A $350 monthly healthcare stipend - Eight paid holidays - 15 days of paid time off annually How to Apply To apply, please submit a resume and cover letter outlining your interest in the role and our mission. Applications will be reviewed on a rolling basis until the position is filled. To learn more about Farm Action, visit https://farmaction.us/ . Farm Action is an Equal Opportunity Employer.

**What You'll Own** Ultimately, you own two things: **1. Driving a High-Performance Culture** We define this as the combination of four things that reinforce each other: • **Operating cadence**: Annual, quarterly, and weekly planning, done on time, with full preparation, complete metric sets, 13-week race plans, and systematic follow-through. • **Initiative accountability**: Swim lane leaders own their targets. You own the rigor. Every major initiative has a plan, milestones, owner, and timeline — and you're the one who holds leaders to those commitments, calls out slippage early, and escalates when things stall. 4 of 5 swim lanes hit their annual targets. • **Performance management**: Activate rigorous tracking against existing scorecards for ~30 swim lane participants. Performance issues addressed within 2 weeks. • **People development**: Build the system we don't have: career pathing, growth plans, leadership development, succession planning. Zero regrettable A-player departures. These aren't four separate jobs. They're one cultural transformation. The cadence creates visibility. Visibility enables accountability. Accountability surfaces who needs development. Development retains your best people. When this flywheel is spinning, you have a high-performance culture. **2. Driving Greenfield Initiatives** Take new business lines from concept through the hard strategic decisions to scaled operation. Should we launch W2? One market or many? One service or many? What's the org structure? Go or no-go? You navigate the ambiguity, make the calls, hire the team, and drive to an answer. **Problems to Solve** • **There is no operating cadence.** Annual and quarterly planning falls on the CEO and runs late. 13-week race plans don't exist for every swim lane. Accountability reviews happen at every level but are far from consistent. You need to own this entirely: the preparation, the metrics, the follow-through, so it runs without the CEO driving it. • **Initiatives slip and fall through the cracks.** People work hard, but there aren't clear plans with timelines and milestones. Things stall without anyone noticing. You need to install the discipline so that every initiative has a plan and every commitment gets tracked. • **We don't develop our people.** We say "people are critical" and we hire like it and build a culture like it. But we aren't structurally developing anyone. No career pathing, no growth plans, no succession planning. You need to build this from nothing. • **Greenfield ventures need a driver.** We have big ambitions (W2, Robomower, new verticals) but these require someone who can navigate total ambiguity, make hard strategic calls, hire the right people, and drive to a go/no-go decision. The CEO can't do this and run the business. **What Success Looks Like (Year 1)** • You've developed a high-performance culture throughout the organization: operating cadence running on time, initiative accountability driving results across swim lanes, performance management rigorous and consistent, and people development structural and active. • You're owning and scaling a greenfield initiative that comes out of our executive planning sessions and discovery.

About LawnStarter LawnStarter is the nation's leading on-demand marketplace for lawn care and outdoor services, with $50M+ in net revenue across three brands. We've been profitable for three consecutive years, and our existing business has reached a place of great operating leverage: 38.5 cents of every incremental dollar in net revenue since 2022 has gone directly to the bottom line. We're entering our most ambitious phase yet, expanding into new verticals, building software products, and laying the foundation to become a multi-billion-dollar company. We have a really talented team of ~180 full-time members plus a seasonal workforce that scales to 500+. The Role We're hiring a COO to be the operational heartbeat of LawnStarter. Here's what's true: we grew 20%+ last year, expanded EBITDA margin by 7 points, and scaled to $50M+ in net revenue. We have a great culture, a strong leadership team, a really talented team, and we're great at hiring. We've done a good job building a profitable, growing business, but we aren't strong operators yet. We don't have the operational infrastructure, rigor, and discipline to match our ambitions. Structural people development is aspirational, not actual. And as the business gets more complex (multiple service lines, new verticals, software products) the CEO needs to elevate to focus on AI strategy, vision, and the highest-leverage bets. This role is about taking a strong foundation and building the operating system on top of it. You'll be the person who ensures the entire organization continuously drives toward the vision, whether the CEO is in the room or not. What makes this role different: - You're not inheriting a well-oiled machine. You're building the operating system (cadence, accountability, performance management) largely from scratch. - You'll take greenfield initiatives from executive strategy sessions and turn them into reality. You drive the hard execution decisions: one market or multiple? 1099 or W2? What's the org structure? Go or no-go? You bring it to fruition. - Marketplace operations are uniquely complex. Two-sided dynamics, seasonal demand that swings your workforce from 180 to 500+, multiple service lines with different economics, and a Pro network that requires constant balancing. If you haven't operated in this kind of complexity, this isn't the right fit. What You'll Own Ultimately, you own two things: 1. Driving a High-Performance Culture We define this as the combination of four things that reinforce each other: - Operating cadence: Annual, quarterly, and weekly planning, done on time, with full preparation, complete metric sets, 13-week race plans, and systematic follow-through. - Initiative accountability: Swim lane leaders own their targets. You own the rigor. Every major initiative has a plan, milestones, owner, and timeline — and you're the one who holds leaders to those commitments, calls out slippage early, and escalates when things stall. 4 of 5 swim lanes hit their annual targets. - Performance management: Activate rigorous tracking against existing scorecards for ~30 swim lane participants. Performance issues addressed within 2 weeks. - People development: Build the system we don't have: career pathing, growth plans, leadership development, succession planning. Zero regrettable A-player departures. These aren't four separate jobs. They're one cultural transformation. The cadence creates visibility. Visibility enables accountability. Accountability surfaces who needs development. Development retains your best people. When this flywheel is spinning, you have a high-performance culture. 2. Driving Greenfield Initiatives Take new business lines from concept through the hard strategic decisions to scaled operation. Should we launch W2? One market or many? One service or many? What's the org structure? Go or no-go? You navigate the ambiguity, make the calls, hire the team, and drive to an answer. Direct reports: Shared Services, VP of Sales & Support, HR, Recruiting, GM of New Verticals (to be hired), plus new ventures (W2/Robomower) as launched. Problems to Solve There is no operating cadence. Annual and quarterly planning falls on the CEO and runs late. 13-week race plans don't exist for every swim lane. Accountability reviews happen at every level but are far from consistent. You need to own this entirely: the preparation, the metrics, the follow-through, so it runs without the CEO driving it. Initiatives slip and fall through the cracks. People work hard, but there aren't clear plans with timelines and milestones. Things stall without anyone noticing. You need to install the discipline so that every initiative has a plan and every commitment gets tracked. We don't develop our people. We say "people are critical" and we hire like it and build a culture like it. But we aren't structurally developing anyone. No career pathing, no growth plans, no succession planning. You need to build this from nothing. Greenfield ventures need a driver. We have big ambitions (W2, Robomower, new verticals) but these require someone who can navigate total ambiguity, make hard strategic calls, hire the right people, and drive to a go/no-go decision. The CEO can't do this and run the business. What Success Looks Like (Year 1) - You've developed a high-performance culture throughout the organization: operating cadence running on time, initiative accountability driving results across swim lanes, performance management rigorous and consistent, and people development structural and active. - You're owning and scaling a greenfield initiative that comes out of our executive planning sessions and discovery.

Join one of the nation’s leading and most impactful health care performance improvement companies. Over the years, Health Catalyst has achieved and documented clinical, operational, and financial improvements for many of the nation’s leading healthcare organizations. We are also increasingly serving international markets. Our mission is to be the catalyst for massive, measurable, data-informed healthcare improvement through: - Data: integrate data in a flexible, open & scalable platform to power healthcare’s digital transformation​ - Analytics: deliver analytic applications & services that generate insight on how to measurably improve​ - Expertise: provide clinical, financial & operational experts who enable & accelerate improvement​ - Engagement: attract, develop and retain world-class team members by being a best place to work​ Job Title: Chief Operating Officer Reports to: Chief Executive Officer Department: General and Administrative Location: Salt Lake City, UT or Chicago IL Travel: Approximately 25-50% **This position is currently not eligible for visa sponsorship** Join one of the nation’s leading and most impactful health care performance improvement companies. Over the years, Health Catalyst has achieved and documented clinical, operational, and financial improvements for many of the nation’s leading healthcare organizations. Our mission is to be the catalyst for massive, measurable, data-informed healthcare improvement through: - Data: Integrate data in a flexible, open and scalable platform to power healthcare’s measurable improvement at a critical time. - Analytics and Action: Deliver analytics, applications and services that measurably improve outcomes. - Expertise: Provide clinical, financial and operational experts who enable and accelerate improvement. - Engagement: Attract, develop and retain world-class team members by being a best place to work. Job Summary: We are seeking a dynamic, product-minded and mission-driven Chief Operating Officer to serve as a key partner to the CEO and a central leader in the company’s next phase of growth and transformation. As we accelerate our strategic reset and performance trajectory, the COO will lead operational excellence, margin expansion, AI enablement, and cross-functional execution across the organization. This role will be instrumental in translating strategy into data driven execution while strengthening alignment and clarity across the organization . This is a high-impact opportunity to shape how we deliver outcomes for our clients while building a durable, high-performing healthcare technology company. We are looking for a passionate healthcare leader who understands how to execute inside the complexity of the healthcare ecosystem. Duties and Responsibilities: - Lead enterprise operational excellence across services, consulting, customer success, account management, and general management functions. - Lead enterprise operations with a primary focus on efficiently delivering measurable client outcomes. - Strengthen client satisfaction, retention, and reference-ability across the organzation. - Establish a unified post-sale operating model from implementation through renewal, ensuring a seamless and long-term client success. - Partner with Product and Engineering to ensure roadmap execution aligns with real client needs and delivery capacity. - Operationalize AI initiatives that enhance client value, team efficiency and financial performance. - Build scalable systems, governance, and operating cadence that enable predictable delivery and high client confidence. - Align decision rights and accountability across senior leadership to reduce friction and increase responsiveness. - Foster a client focused culture of clarity, evidence based decision making, efficiency, and outcomes. - Drive excellent teammate engagement and alignment; foster and develop talent. Skills, Education and Relevant Experience: - Passion for improving healthcare outcomes through disciplined execution and innovation. - Skilled in organizational development, people management, budget and resource development, and strategic planning. - Deep understanding of how healthcare organizations define and measure value. - Proven success improving client satisfaction and retention while expanding margins. - Strong financial acumen with the ability to balance growth, investment, and profitability. - Demonstrated ability to partner with product, technology, and client-facing teams around measurable results. - Bachelor’s degree in technology-related or business-related field, or equivalent experience, with master's degree in business or related field, preferred. Information Security and Compliance Responsibilities: - Maintain compliance with training directives required by the organization pertaining to Information Security, Acceptable Use Policy and HIPAA Privacy and Security. - Adhere to and comply with the organizations Acceptable Use Policy. - Safeguard information system assets by identifying and reporting potential and actual security events to the organizations Security and Compliance Officers. The above statements describe the general nature and level of work being performed in this job function. They are not intended to be an exhaustive list of all duties, and indeed additional responsibilities may be assigned by Health Catalyst. The above statements describe the general nature and level of work being performed in this job function. They are not intended to be an exhaustive list of all duties, and indeed additional responsibilities may be assigned by Health Catalyst. Studies show that candidates from underrepresented groups are less likely to apply for roles if they don’t have 100% of the qualifications shown in the job posting. While each of our roles have core requirements, please thoughtfully consider your skills and experience and decide if you are interested in the position. If you feel you may be a good fit for the role, even if you don’t meet all of the qualifications, we hope you will apply. If you feel you are lacking the core requirements for this position, we encourage you to continue exploring our careers page for other roles for which you may be a better fit. At Health Catalyst, we appreciate the opportunity to benefit from the diverse backgrounds and experiences of others. Because of our deep commitment to respect every individual, Health Catalyst is an equal opportunity employer.