Assistant Regional Manager Jobs
Assistant Regional Manager jobs are open across retail, logistics, healthcare, and food service, from entry-level operations associates stepping into leadership to experienced multi-unit supervisors, with specializations in P&L management, team development, and district-level operations. See the openings below and apply to the ones that match your experience.
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Showing 5 of 208+ Assistant Regional Manager jobs
It's fun to work in a company where people truly BELIEVE in what they're doing!
We're committed to bringing passion and customer focus to the business.
Summary
The Regional Clinical Manager is a leadership role reporting to the Regional Operations Director. The primary responsibility is to ensure providers are well-oriented to PM Pediatric Care’s culture, value and processes; engaged; and well-trained. The Regional Clinical Manager will provide training and education for new providers, reinforce skill development among low-performing providers, assist in adjusting the provider schedule to match training needs, daily volume, and seasonality, as well as address quality and safety concerns.Description
KEY FOCUS AREAS
- On-time progression and onboarding of new providers through Provider Training Program
- Provider acquisition and retention
- Timely scheduling of interviews and candidate hiring decisions
- Provider team clinical performance
- Building a culture of quality and safety
- On-time progression and onboarding of new providers through Provider Training Program
- Provider acquisition and retention
- Timely scheduling of interviews and candidate hiring decisions
- Provider team clinical performance
- Building a culture of quality and safety
- Provider Training and Ongoing Education for Providers: Provide in-person orientation for new providers, including culture, quality, and office workflow. Ensure timely completion of Provider Training Program, which includes running provider assessments, Bootcamps, skills workshops, lectures, and RESCUE training. Engage early and often with low performing providers to improve their clinical performance and engage all providers in ongoing education, including introducing new clinical guidelines, in collaboration with Clinical Excellence Team.
Provider Scheduling and Shift Management: Support ROD in completing and adjusting provider schedule to match training needs and provider productivity. Collaborate with regional team in securing backup coverage for last minute callouts to prevent office closures.
Quality, Safety, and Medical Complaints: Respond to patient complaints that are medically related and escalated from the provider who rendered care or calls that are urgent in nature. Review safety reports, investigate root causes, implement corrective actions, and close loop with central teams. Provide feedback to the providers as warranted.
Clinical Documentation and Resource Utilization: Ensures appropriate provider documentation, collaborates with Clinical Excellence Team on chart review process; monitors and coaches providers on use of templates, proper coding, and resource utilization.
Provider Recruitment and Hiring: Review candidate qualifications, conduct on-site interview, arrange shadowing shifts for candidates, and make timely hiring recommendations to Operations Manager and Regional Operations Director.
Provider Mentorship and Support:
Circulate among provider staff at all assigned offices on weekly or bi-weekly basis.
Respond to medical escalation consults and/or develop system for peer-to-peer consult
Conduct pNPS review monthly and, in collaboration with Operations Manager, work with bottom providers on action plan and progress.
Recommend to Clinical Excellence Team and Operations Manager any providers in need of Performance Improvement Plans (PIP). Provide training and mentorship related to PIP.
- Regional support: Provide back up coverage for Regional Clinical Managers or Regional Medical Officers on PTO. Participate in Administrator-On-Call rotation.
CLINICAL REQUIREMENT: 26 - 32 hours clinical per week based on regional needs and determined by supervisor
Qualifications
- Graduate of an accredited Physician Assistant or Nurse Practitioner program
- Ability to obtain and maintain DEA certification
- Licensed in the state where the site is located
- Meet threshold criteria/qualifications for Credentialing and Privileges
- Training and quality improvement/process improvement experience
ATTRIBUTES
- Recognized by patients and peers as an exemplary pediatric medical provider; sought out by others for advice
- Sets and models high performance and behavior standards
- Pursues everything with energy, drive and a need to finish; meets commitments
- Consistently exceeds goals; pushes self and others to excellence
- Solution-oriented
Compensation:
$150,000 - $200,000The salary/rate range listed here has been provided to comply with local regulations and represents a potential base salary/rate for this role. Please note that actual salaries/rates may vary within this range above or below, depending on experience and location. We look at compensation for each individual and based on experience and qualifications.
EEO Statement
PM Pediatric Care is an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status or any other characteristic protected by law.
It's fun to work in a company where people truly BELIEVE in what they're doing!
We're committed to bringing passion and customer focus to the business.
Summary
The Regional Clinical Manager is a leadership role reporting to the Regional Operations Director. The primary responsibility is to ensure providers are well-oriented to PM Pediatric Care’s culture, value and processes; engaged; and well-trained. The Regional Clinical Manager will provide training and education for new providers, reinforce skill development among low-performing providers, assist in adjusting the provider schedule to match training needs, daily volume, and seasonality, as well as address quality and safety concerns.Description
KEY FOCUS AREAS
- On-time progression and onboarding of new providers through Provider Training Program
- Provider acquisition and retention
- Timely scheduling of interviews and candidate hiring decisions
- Provider team clinical performance
- Building a culture of quality and safety
- On-time progression and onboarding of new providers through Provider Training Program
- Provider acquisition and retention
- Timely scheduling of interviews and candidate hiring decisions
- Provider team clinical performance
- Building a culture of quality and safety
- Provider Training and Ongoing Education for Providers: Provide in-person orientation for new providers, including culture, quality, and office workflow. Ensure timely completion of Provider Training Program, which includes running provider assessments, Bootcamps, skills workshops, lectures, and RESCUE training. Engage early and often with low performing providers to improve their clinical performance and engage all providers in ongoing education, including introducing new clinical guidelines, in collaboration with Clinical Excellence Team.
Provider Scheduling and Shift Management: Support ROD in completing and adjusting provider schedule to match training needs and provider productivity. Collaborate with regional team in securing backup coverage for last minute callouts to prevent office closures.
Quality, Safety, and Medical Complaints: Respond to patient complaints that are medically related and escalated from the provider who rendered care or calls that are urgent in nature. Review safety reports, investigate root causes, implement corrective actions, and close loop with central teams. Provide feedback to the providers as warranted.
Clinical Documentation and Resource Utilization: Ensures appropriate provider documentation, collaborates with Clinical Excellence Team on chart review process; monitors and coaches providers on use of templates, proper coding, and resource utilization.
Provider Recruitment and Hiring: Review candidate qualifications, conduct on-site interview, arrange shadowing shifts for candidates, and make timely hiring recommendations to Operations Manager and Regional Operations Director.
Provider Mentorship and Support:
Circulate among provider staff at all assigned offices on weekly or bi-weekly basis.
Respond to medical escalation consults and/or develop system for peer-to-peer consult
Conduct pNPS review monthly and, in collaboration with Operations Manager, work with bottom providers on action plan and progress.
Recommend to Clinical Excellence Team and Operations Manager any providers in need of Performance Improvement Plans (PIP). Provide training and mentorship related to PIP.
- Regional support: Provide back up coverage for Regional Clinical Managers or Regional Medical Officers on PTO. Participate in Administrator-On-Call rotation.
CLINICAL REQUIREMENT: 26 - 32 hours clinical per week based on regional needs and determined by supervisor
Qualifications
- Graduate of an accredited Physician Assistant or Nurse Practitioner program
- Ability to obtain and maintain DEA certification
- Licensed in the state where the site is located
- Meet threshold criteria/qualifications for Credentialing and Privileges
- Training and quality improvement/process improvement experience
ATTRIBUTES
- Recognized by patients and peers as an exemplary pediatric medical provider; sought out by others for advice
- Sets and models high performance and behavior standards
- Pursues everything with energy, drive and a need to finish; meets commitments
- Consistently exceeds goals; pushes self and others to excellence
- Solution-oriented
Compensation:
$150,000 - $200,000The salary/rate range listed here has been provided to comply with local regulations and represents a potential base salary/rate for this role. Please note that actual salaries/rates may vary within this range above or below, depending on experience and location. We look at compensation for each individual and based on experience and qualifications.
EEO Statement
PM Pediatric Care is an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status or any other characteristic protected by law.
See All 208+ Assistant Regional Manager Jobs
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Find JobsAssistant Regional Manager Job Market
Who's Hiring
Top Industries Hiring
- Healthcare & Medical Services
- Education
- Insurance
- Automotive
- Construction & Real Estate
What Employers Look For
The qualifications that appear most often in assistant regional manager jobs.
- Three or more years of multi-unit or district-level operations management experience
- Demonstrated ability to analyze P&L statements and drive cost and revenue performance
- Experience recruiting, training, and developing frontline and store-level managers
- Proficiency with workforce management and inventory or operations software
- Bachelor's degree in business administration, operations management, or a related field
- Willingness to travel regularly within an assigned region or district
Tips for Your Assistant Regional Manager Job Search
Quantify multi-unit impact on your resume
Hiring managers for assistant regional manager roles scan for numbers: how many locations you oversaw, headcount you managed, and revenue or cost results you drove. Replace vague phrases like 'helped grow sales' with concrete outcomes tied to a district or region.
Apply early to roles that fit
Migrate Mate lists assistant regional manager openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Tailor your resume to each vertical
An assistant regional manager resume for a grocery chain reads differently than one for a healthcare network. Mirror the industry language in each posting, operators in retail want shrink reduction, while logistics companies prioritize throughput and safety compliance.
Target postings that match your district size
Job listings usually specify how many locations or direct reports the role covers. Apply to roles where your current scope overlaps with at least two thirds of what they describe, so you can speak to the work from direct experience rather than projecting forward.
Prepare for a panel or scenario interview
Most assistant regional manager interviews include a scenario round where you are asked how you would handle underperforming locations, staffing gaps, or compliance issues. Prepare two or three structured examples from your own experience that show your decision process from diagnosis to follow-through.
Negotiate scope alongside compensation
When you receive an offer, ask about the number of locations in your portfolio and any planned expansion. A smaller district with a growth mandate often advances your career faster than a larger static one, and that context matters as much as base pay when evaluating the role.
Assistant Regional Manager Jobs: Frequently Asked Questions
Which companies are hiring the most assistant regional managers?
The most active employers for assistant regional managers right now are Sinclair Broadcast, GO STORE IT, and Mercy Health, and the most openings are in Florida, Texas, and California, based on current listings on Migrate Mate as of November 2026. Retail chains, logistics providers, and multi-site healthcare operators consistently post the highest volume of these roles.
How many assistant regional manager jobs are remote?
About 64% of assistant regional manager openings are fully remote or hybrid as of November 2026, reflecting the hands-on nature of overseeing physical locations. The sub-areas most likely to offer remote or hybrid arrangements are reporting, compliance review, and training coordination rather than active district oversight.
How do you become an assistant regional manager?
Start by building several years of experience as a store manager, department head, or team lead at a multi-unit employer. Demonstrate that you can run a full operation independently, hit performance targets, and develop the people below you. Then pursue roles explicitly titled district coordinator or area supervisor, which are the most common stepping stones, and make your P&L and people-management results visible on your resume before you apply.
Can you get hired as an assistant regional manager with no prior regional experience?
Yes, employers routinely promote strong store or unit managers into assistant regional roles, especially when the candidate has already managed a high-volume location or temporarily covered for a departing district manager. Frame your application around the moments you operated above your title, such as onboarding a new location, turning around an underperforming site, or leading a district-wide initiative from a single-unit position.
What does the assistant regional manager interview process look like?
Most processes run three to four stages. The first is a recruiter screen focused on scope and tenure. The second is a hiring manager conversation that goes deep on operations, financials, and how you handle conflict between locations. The third is often a panel with regional leadership or cross-functional partners who test your strategic thinking. Some employers add a final presentation where you analyze a mock district and walk through what you would change and why.
Where can I find and apply to assistant regional manager jobs?
You can find and apply to assistant regional manager jobs on Migrate Mate, which lists current openings from across the United States. Search the listings to find roles that match your industry background and district experience, then apply directly to each one that fits.
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