Associate Regional Director South

CBEM brings lasting, positive changes to the individuals with developmental disabilities we serve, some of whom experience mental illness. Our process begins with observations from which we design a comprehensive plan. It continues on as we teach our clients and their circle of support how to obtain positive, sustainable outcomes.

Job Title: Associate Regional Director

Position Reports to: Regional Director

Job Classification: Exempt

Region: Hybrid, Must live in the South Region

Location: Hybrid / Remote (This person must live in Southern California and be able to regularly travel by car to all sites.)

Compensation: $102,500 + opportunities for quarterly bonus

Position Summary: 

The Associate Regional Director is a key operational leadership role responsible for ensuring high-quality, compliant, and consistent service delivery across a defined geographic region of CBEM offices. This position provides direct coaching, oversight, and accountability to Program Directors and ensures that Program Design, Policies & Procedures, contractual requirements, and quality standards are implemented with fidelity.

The Associate Regional Director strengthens stakeholder relationships, drives local outreach efforts, improves KPI performance, and ensures operational readiness for audits, expansion, and contractual reviews. A primary function of the role is regional travel to each office at least twice per quarter to conduct observations, assess compliance, support leadership development, and serve as a liaison between CBEM leadership and field operations. Other travel may be required. 

The Associate Regional Director is also required to obtain and maintain certification as a crisis intervention instructor (e.g., Pro-ACT, QBS Safety-Care, CPI, or equivalent) to lead and model high-quality crisis prevention and intervention training for staff across assigned offices.

This role ensures operational stability by providing short-term coverage for Program Director or Assistant Director vacancies through modeling CBEM’s values of consistency, professionalism, and collaborative problem-solving. The Associate Regional Director may assume the Administrator on Call rotation when needed. 

Essential Duties include, but are not limited to: 

Operations Visits & Check-Ins

• Completes two on-site visits per quarter.
• Completes biweekly check-ins with the Program Directors, or more if needed. 

Program & Policy Compliance 

• Ensures all offices adhere to Program Designs, contractual requirements, Title 17, internal Policies & Procedures, and CBEM’s service fidelity model.
• Conducts two onsite visits quarterly per office to monitor and assess compliance, conduct observations, and build rapport with the team. 
• Collaborates with the Regional Director and the QA team to close compliance gaps, monitor deadlines, and validate corrective actions.
• Trains Program Directors and leadership teams in interpreting and implementing Program Designs and agency policies.
• Ensures consistent application of Introductory Period Documents,  processes, training mandates, safety protocols, and workforce compliance standards.
• Facilitates annual AOC training under the direction of Regional Leadership.
• Facilitates annual Operations Manual training to ensure fidelity.
• Ensures documentation compliance, PVF/POS fidelity, employee file audits, weekly billing projections, and baseline KPI maintenance.

Operational Leadership and Support 

• Provides direct operational guidance to Program Directors, enabling them to prioritize leadership and client-outcome work.
• Reviews, approves, and monitors billing reports, payroll submissions, and reimbursement requests for accuracy, timeliness, and compliance with CBEM’s financial and operational policies.
• Ensures adherence to CBEM’s budgetary expectations, spending guidelines, and operational reimbursement policies across assigned offices.
• Observes and enforces compliance with mileage submission requirements, verifying alignment with CBEM’s mileage policy and ensuring that all submissions are timely, accurate, and consistent with travel expectations.
• Develops and manages the Administrator On-Call schedule to ensure appropriate coverage. Monitors crisis line operations for compliance and provides coaching and development to Program Directors to strengthen crisis response quality.
• Acts as the office-level “troubleshooter” to resolve operational barriers quickly and reduce risks impacting service delivery.
• Ensures consistency in KPI performance through monitoring, coaching, and standardized office practices.
• Consolidates program-level data for Regional Director review; ensures accuracy and timely reporting.
• Operationally prepares offices for expansions, launches of new service lines, and integration of new staff.

Serves as Interim Program Director or Assistant Director when vacancies require coverage to maintain continuity and stability.Stakeholder Engagement & Outreach

• Ensures Program Directors execute local outreach plans aligned with Regional Center expectations, crisis service needs, and community engagement goals.
• Attends outreach events, vendor meetings, presentations, and stakeholder engagements to strengthen the CBEM brand.
• Builds and maintains strong relationships with Regional Center liaisons, service providers, law enforcement, and community partners.
• Ensures consistent messaging, professionalism, and follow-through on stakeholder needs.
• Partners with the Regional Director to elevate concerns, trends, or opportunities arising from stakeholder interactions.
• Manages office-level outreach plans and analyzes quarterly outreach data to support regional outreach goals.

Team Development & Leadership Pipeline

• Coaches, supervises, and mentors Program Directors, promoting leadership growth, confidence, and accountability.
• Identifies emerging leaders and collaborates with regional leadership on succession planning.
• Provides training, modeling, and skill development in crisis intervention, operational efficiency, and compliance execution.
• Ensures mandated training, compliance modules, supervision structures, and DIPET expectations are followed by office staff.
• Facilitates model fidelity audits to ensure compliance and oversees their compliance at the Program Director level.
• Reviews Program Directors’ Professional Development Plans monthly and provides coaching aligned to regional goals.
• Collaborates with Regional Leadership to contribute to succession planning through the identification and review of emerging leaders.
• Collaborates with QA and Clinical Leadership to update agency training modules based on regional needs and compliance findings.

Travel, Observations, and Onsite Support

• Travels to each office at least two times per quarter for observations, coaching, compliance reviews, and relationship building.
• Conducts in-person walkthroughs, crisis response assessments, staff observations, and operational evaluations.
• Builds trust and cohesion between field teams and CBEM leadership, serving as a primary liaison.
• Supports offices during high-risk events, staffing transitions, or operational challenges requiring onsite leadership

Other Responsibilities

• Participates in leadership meetings, strategic planning efforts, and interdepartmental work groups when invited. 
• Completes required documentation, reports, coaching logs, and follow-up summaries.
• Performs additional duties as assigned by the Regional Director or Operations leadership.

Qualifications

Requirements the Candidate must have.

Education

• A Master’s degree from a four-year college or university in psychology, social work, or behavioral science is preferred. Still, a Bachelor's degree with extensive experience in crisis intervention/behavioral health and experience leading teams is required.

Experience

• At least two years of experience managing a team is required. At least one year of experience working at CBEM, with a track record of displaying leadership qualities of empowerment, critical thinking, facilitating fair and consistent practices, cultural alignment, and the ability to meet or exceed company-wide goals.
• Strong working knowledge of Developmental Disabilities.
• Strong working knowledge of the Department of Developmental Disabilities, Regional Centers, and the Lanterman Act.
• Strong working knowledge of navigating social services systems to support new service lines.
• Excellent written and verbal communication skills.

Demonstrated experience working with individuals with developmental disabilities.

• Demonstrated leadership capabilities. 

Physical Demands

• The physical demands described here are representative of those required of an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• While performing the duties of this job, the employee is occasionally required to walk, sit, stand, and drive. The employee is also required to use their hands and reach with their arms. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, and the ability to adjust focus. <The employee may be required to occasionally intervene in physically demanding behavioral interventions with physically aggressive clients.

License/Certification

• Current California driver’s license and proof of sufficient car insurance minimums (must be maintained during employment)
• Clearance of DOJ/FBI records (complete before hire)
• Proof of Negative Tuberculosis Screening (upon hire)

Mandatory Training Requirements

• Operations Manual Training
• Administrator on Call Training
• Clinical Module Training 
• CPR/First Aid Certifications (complete during employment). Maintain CPR/First Aid Certifications.
• Bloodborne Pathogen Training (complete during employment)
• Driver Safety Training (complete during employment)
• Harassment and Discrimination Prevention Training (complete during employment)
• Additional training as required and assigned. 
• Monthly Safety Trainings 

Skills, Knowledge, Abilities

What the Candidate must be able to do in the role. 

Behavioral/Clinical Skills

• Expertise in crisis prevention, least-restrictive strategies, behavioral programming, and trauma-informed care.
• Ability to train and develop leaders to provide interventions that incorporate empathy, compassion, positive behavioral programming, respect, openness, and a client-centered approach. 
• Ability to de-escalate crises, model calm communication, and coach staff through complex cases.
• Strong understanding of Title 17, Positive Behavioral Programming, and co-occurring mental health needs.
• Operates as a self-starter with a high degree of independence, requiring minimal direction to identify priorities, initiate solutions, and overcome complex obstacles. Demonstrates the tenacity and follow-through required to drive strategic objectives to completion, actively modeling critical thinking and self-directed problem-solving for all staff.

Writing & Communication Skills

• Ability to write professional emails, coaching logs, compliance reports, and stakeholder communication.
• Able to communicate effectively with Regional Centers, community partners, and internal teams.
• Reasoning & Problem-Solving
• Skilled at analyzing operational barriers and designing actionable solutions.
• Comfortable interpreting policies, procedures, diagrams, and workflows.

Technical Skills

• Proficient with Mac/Apple systems and CBEM’s Critical Intervention Service database.
• Proficient with Google Suite. 
• Able to manage multiple priorities and deadlines independently.

Core Competencies 

How the Candidate behaves and performs in this role.

Operational & Program Oversight Multi-Site Management:
Oversees multiple locations, ensuring consistency, efficiency, and high-quality service delivery across the region.

Compliance & Risk Management:
Ensures all programs operate in full adherence to legal, ethical, contractual, and organizational policies and procedures.Performance & Outcomes Monitoring: Uses KPIs, metrics, and operational data to evaluate program effectiveness and implement measurable improvements.

Leadership & Talent Development Leadership Development:
Coaches and mentors Program Directors, Assistant Directors, and emerging leaders to strengthen CBEM’s internal leadership pipeline.

Team Engagement & Culture:
Fosters a positive, inclusive, accountable, and high-performing workplace culture that promotes staff retention and professional growth.

Crisis & Risk Management Resilience & Stress Management:
Provides steady guidance and support to teams navigating high-pressure, crisis-oriented environments. Demonstrates calm leadership and models sound decision-making.Strategic Leadership & Vision Organizational Strategy: Aligns regional operations with CBEM’s mission, values, and long-term strategic priorities.Change Management: Leads teams through organizational transitions, policy updates, new initiatives, and service expansions, ensuring smooth adaptation and consistent implementation. 

Additional Information

CBEM provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

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