APC Service Line Lead, Neuro / Pain (San Francisco, CA)

Position Summary

The APC Service Line Lead for Neuro/Pain serves as the designated Advanced Practice
Clinician (APC) leader for the Neuro/Pain service line. Reporting to the Director of Advanced
Practice and partnering closely with the Neuro/Pain Service Line Physician Chair, Neuro/Pain
operational leaders, and other key stakeholders, the APC Service Line Lead provides strategic,
operational, and professional leadership for APC practice across the service line and supervisory
oversight of APCs in collaboration with operational leadership.

The APC Service Line Lead for Neuro/Pain is responsible for advancing the organization's vision
of a high-performing advanced practice model in which APCs are fully integrated into care
delivery, leadership, workforce strategy, and organizational growth. This position is accountable
for promoting APC practice excellence, ensuring practice standardization, optimizing scope of
practice, enhancing access and capacity, developing future APC leaders, and serving as the
primary liaison between APCs and organizational leadership.

Through collaboration with physician leaders, operational partners, and APCs, the APC Service
Line Lead supports the development and execution of service-line goals, workforce initiatives,
clinical practice models, quality improvement efforts, provider engagement strategies, and
professional development programs designed to improve patient outcomes and strengthen
team-based care.

In partnership with physician and operational leadership, the APC Service Line Lead provides
supervisory oversight and professional leadership for APCs across the service line.
Responsibilities include participation in recruitment, onboarding, performance management,
employee engagement, coaching, professional development, succession planning, and
retention initiatives. The APC Service Line Lead collaborates with operational leadership on
performance evaluations, goal setting, recognition, performance improvement plans, and other
personnel-related matters.

This position is an internal leadership appointment available exclusively to full-time SWBMG
Advanced Practice Clinicians currently practicing within the organization. The selected APC
Service Line Lead will maintain a 0.7 FTE clinical practice within their specialty and receive 0.3
FTE of protected time for leadership and administrative responsibilities.

Scope of Authority and Accountability

The APC Service Line Lead is accountable for advancing organizational goals through leadership,
workforce development, clinical practice excellence, and service-line initiatives. They are
accountable for leadership and oversight in the following areas:

Strategic Leadership

• Collaborates with physician and operational leadership to develop and execute APC
strategic priorities.
• Supports service-line growth initiatives, access expansion, and care model innovation.
• Represents APC interests and perspectives in service-line planning and organizational
decision-making.
• Leads implementation of advanced practice initiatives aligned with organizational goals
and priorities.

Workforce Planning and Talent Management

• Partners with leadership to identify APC workforce needs and recruitment priorities.
• Participates in APC candidate screening, interviewing, selection, and onboarding
processes.
• Supports APC retention, succession planning, and leadership pipeline development.
• Identifies future staffing needs based on growth, access, and operational demands.

APC Supervision and Team Leadership

• Provides day-to-day professional leadership and support for APCs within the service line.
• Partners with operational leadership in the recruitment, selection, onboarding, and
retention of APCs.
• Participates in performance evaluations, goal setting, professional development
planning, and succession planning.
• Collaborates with operational leadership in addressing performance concerns,
employee relations issues, and performance improvement activities.
• Promotes APC engagement, accountability, professional practice excellence, and
adherence to organizational standards.
• Serves as a resource and escalation point for APC practice-related concerns and
opportunities.

Professional Practice and Performance

• Promotes consistent standards of APC practice across the service line.
• Supports performance management processes, professional development planning, and
annual goal setting.
• Facilitates practice standardization and role clarity across departments and clinic sites.

Clinical Practice Optimization

• Supports optimization of APC practice across ambulatory, inpatient, procedural,
diagnostic, and longitudinal care settings.
• Partners with physicians and operational leaders to optimize APC utilization, care
coordination, and multidisciplinary care models across Neuro/Pain specialties.
• Evaluates opportunities to improve patient access, continuity, capacity, and operational
efficiency.
• Supports implementation of evidence-based practices and care delivery innovations.

Quality, Safety, and Patient Experience

• Leads APC engagement in quality improvement initiatives, evidence-based clinical
practice, patient safety activities, and regulatory compliance efforts aligned with
Neuro/Pain and organizational priorities.
• Monitors service-line metrics and identifies opportunities for improvement.
• Promotes a culture of accountability, continuous improvement, and clinical excellence.

Leadership Development and Engagement

• Serves as a mentor and resource for APC professional growth.
• Champions APC engagement, communication, and shared governance activities.
• Facilitates communication between frontline APCs and organizational leadership.
• Supports development of future APC leaders through mentorship and leadership
development initiatives.
• Promotes specialty education, professional development, and continuing education
opportunities that support APC excellence within Neuro/Pain practice.

Data, Metrics, and Organizational Accountability

• Reviews APC workforce, access, productivity, quality, engagement, and retention
metrics.
• Utilizes data to identify opportunities for service-line improvement and strategic growth.
• Participates in regular reviews of APC performance and service-line outcomes.
• Provides updates to the Director of Advanced Practice and service-line leadership
regarding APC initiatives and results.

Leadership Development Opportunity

The APC Service Line Lead role is designed to develop APC leadership capability within the
organization and create a sustainable succession pipeline for future advanced practice
leadership positions. The appointment provides APCs with the opportunity to gain experience in
strategic planning, workforce management, practice optimization, quality improvement, talent
development, and organizational leadership while maintaining active clinical practice.
APC Service Line Leads serve as key partners in advancing the Advanced Practice strategic vision
and are expected to contribute to the growth, engagement, and professional development of
APCs across the service line. Through this role, leaders will develop competencies in influence,
collaboration, change management, operational excellence, and healthcare leadership.

The APC Service Line Lead role is a term-limited leadership appointment that represents a carve
out of the APC's existing position. The appointment includes designated administrative and
leadership responsibilities but does not include additional compensation or a change in
employment status. Clinical expectations will be adjusted to accommodate leadership
responsibilities as determined by service line leadership.

Annual Goals and Performance Expectations

The APC Service Line Lead will establish annual goals in collaboration with the Director of
Advanced Practice and service line leadership. Performance expectations may include, but are
not limited to:

• APC engagement and retention
• Recruitment and onboarding support
• Quality and patient experience initiatives
• Service-line strategic priorities
• APC professional development and mentorship
• Clinical practice optimization
• Leadership participation and organizational citizenship

Progress toward established goals will be reviewed regularly throughout the appointment term.

Appointment Term

The APC Service Line Lead position is a two-year leadership appointment that includes
protected administrative time to fulfill leadership responsibilities.

Performance will be evaluated through achievement of established goals, service-line
outcomes, leadership effectiveness, APC engagement, workforce initiatives, quality metrics,
and progress toward strategic objectives.

At the conclusion of the two-year appointment, the role may be renewed based on demonstrated
performance, achievement of agreed-upon goals and objectives, organizational priorities, and
leadership needs.

If the appointment is not renewed, or if the individual elects not to continue in the leadership
role, the APC will return to their regular clinical position within the Neuro/Pain service line and
resume the standard clinical expectations, responsibilities, and compensation structure
applicable to APCs in that service line.

While the anticipated term of appointment is two years, continued service in the role is
contingent upon satisfactory performance, achievement of role expectations, and ongoing
organizational need. Should the appointment end before the conclusion of the term, the
individual will return to their APC position within the service line and resume the standard
clinical expectations, responsibilities, and compensation structure associated with that role.

Reporting Relationships

The APC Service Line Lead will report to the Director of Advanced Practice.

The APC Service Line Lead will continue practicing within their clinical specialty in accordance
with established supervisory and collaborative practice requirements applicable to their
profession and specialty.

The APC Service Line Lead will collaborate with interdisciplinary teams, Sutter Pacific Medical
Foundation (SPMF) leadership, and California Pacific Medical Center (CPMC) Operations.

The APC must maintain all licensure, certifications, credentials, and clinical qualifications
required for continued practice as an APC within their specialty and service line.

Minimum Qualifications

• Current NP or PA employed full-time (1.0 FTE) within the service line and in good
standing.
• Minimum of three (3) years of APC clinical experience.
• Consistently meets performance expectations.
• Demonstrated ability to effectively collaborate with physicians, APCs, operational
leaders, and interdisciplinary teams.
• Strong communication, organizational, and interpersonal skills.
• Demonstrated interest in leadership, professional development, and practice
improvement.
• Ability to balance clinical and administrative responsibilities effectively.

Preferred Qualifications

• Five (5) or more years of APC clinical experience.
• Demonstrated leadership experience through committee participation, project
leadership, quality improvement initiatives, mentorship, precepting, or other formal or
informal leadership roles.
• Experience with provider engagement, workflow optimization, operational improvement,
or practice transformation initiatives.
• Demonstrated commitment to advancing APC practice and professional development.

Sutter West Bay Medical Group provides a comprehensive and competitive benefits package designed to support your professional growth, financial well-being, and work-life balance:

• Medical Coverage: Begins on day one, with multiple plan options starting as low as $0–$50 per month; includes coverage for domestic partners
• Dental & Vision: 100% employer-paid coverage
• Retirement: 8% employer-funded profit-sharing contribution up to IRS maximums—no employee contribution required
• Continuing Medical Education: $3,000 annual CME allowance
• Relocation & Support: Relocation assistance and access to professional development resources
• Technology: Fully integrated EPIC EMR across both clinic and hospital settings
• Professional Development: Opportunities for nnovation, mentorship, leadership, and community engagement

Why Sutter Health and Sutter West Bay Medical Group (SWBMG)

Sutter Health offers a uniquely physician‑aligned environment, large enough to support innovation and investment, yet local enough to preserve the autonomy, relationships, and purpose that matter to clinicians.

SWBMG is a premier multi-specialty medical group made up of nearly 500 clinicians practicing in the greater San Francisco service area. SWBMG works in partnership with Sutter Pacific Medical Foundation (SPMF), a non-profit organization providing care through its affiliation with SWBMG. Physicians work as a team to provide patient-focused care that encourages a sense of teamwork. SPMF provides physicians with an administrative infrastructure, allowing physicians to focus on patient care.

Why This Matters for You

Joining Sutter means more than stepping into a role - it’s an opportunity to:

• Be part of a forward-thinking program shaping the future of care
• Practice in a system investing heavily in innovation, technology, and growth
• Contribute to expanding access to world-class neurological services in San Francisco
• Build your career within a modern, collaborative, and evolving care environment

Be Part of What’s Next

If you’re looking to combine meaningful clinical work with innovation and growth, this is your opportunity to make an impact.

Living in San Francisco

San Francisco offers a unique combination of professional opportunity, intellectual energy, and quality of life for physicians drawn to innovation and impact.

As a global hub for healthcare innovation, life sciences, and research, the city attracts forward-thinking clinicians and collaborators shaping the future of medicine. Its strong academic environment and commitment to equity and access create a compelling setting for advancing healthcare.

Outside of work, San Francisco offers an exceptional lifestyle, with world-class dining, arts, and culture alongside easy access to Northern California’s natural beauty, from coastal trails to wine country. The region’s diverse communities support both personal fulfillment and professional growth.

It is the policy of Sutter Health and its partners to provide equal employment for all qualified individuals; to prohibit discrimination in employment because of basis of race, color, creed, religion, marital status, sexual orientation, registered domestic partner status, sex, gender, gender identity or expression, ancestry, national origin (including possession of a driver's license issued to individuals who did not present proof of authorized presence in the U.S.), age, medical condition, physical or mental disability, military or protected veteran status, political affiliation, pregnancy or perceived pregnancy, childbirth, breastfeeding or related medical condition, genetic information or any other characteristic made unlawful by local, state or federal law, ordinance or regulation. We promote the full realization of equal employment opportunities through a positive continuing program within each medical group, company, hospital, department, and service area. Equal employment opportunities apply to every aspect of Sutter's employment policies and practices.