Practice Coordinator

Smile Collective Health

Narellan, Sydney NSW

Dental (Healthcare and Medical)

Full time

80,000 to 95,000 per year

The best leaders are not found. They are developed.

You have outgrown the front desk. You know the software, the patients, and the rhythm of a busy practice, and you have quietly noticed everything that could run better. What you have never had is the authority, the mentoring, and the structured path to become the leader you know you can be.

This is that path.

Our Standard

Smilecollective Health operates two premium dental practices where every patient is welcomed, remembered, and cared for with the polish of a world-class hotel. We are proud of our clinical quality, our modern technology, and a team that takes real pride in its work. Our principal dentist’s vision is clear: to build the most trusted premium practice in Narellan and Mount Annan, where every decision is backed by data and every team member knows exactly what is expected of them.

The Role

This is an operator’s role. You run the practice day to day; the principal dentist runs the dentistry. You will see every number, set the standards, and have the authority to hold people to them. You and the principal dentist meet for one protected hour each week to review KPIs, projects, and roadblocks. Beyond that, the practice is yours to run.

We run on facts, not feelings. We expect solutions, not problems. And we expect you to treat the practice as if your name were on the door.

Your Pathway

We invest in you deliberately, with a clear plan and a clear reward at every stage.

Months 1–3: Learn the business. Work alongside the principal dentist to understand the practice, its people, and its numbers. Take ownership of the schedule, the front desk, and our key performance indicators.

Months 4–6: Build the systems. Introduce strategic morning huddles, 48-hour schedule audits, treatment plan follow-up, no-show recovery, and premium phone standards.

Months 7–12: Lead the team. Take on rosters, wage management, budgeting, recruitment, performance conversations, and monthly team training.

Month 12 onward: Practice Manager. On achieving your agreed targets, you step into the full title, with a salary review to full Practice Manager rates and expanded authority to match.

How We Work

This is a salaried leadership role, not a shift. Most weeks run on normal practice hours. But when the practice needs you — a staff emergency, a system failure, a key patient, a month-end that won’t balance — you step in. Your leadership allowance reflects that commitment, and your bonus means that when the practice wins, you win with it.

If you want a role you can switch off from at 5pm every day, this is not it. If you want to build something and be rewarded for it, read on.

Your First 12 Months

You will build the systems that take us from good to elite. Your targets will include:

More than 95% of incoming calls answered

No-shows and cancellations below 5%, with a formal recovery protocol

At least 90% of patients reappointed at checkout

100% of the patient portion collected at time of service

Wages and supplies within budget, reviewed against the PandL monthly

Production per hour tracked for every provider

Strategic daily huddles, monthly team training, and quarterly one-on-ones with every team member

What You Will Own

Finances. Weekly PandL review, wage and supply budgets, daily production goals, collections and outstanding accounts.

Growth. Recare, treatment plan conversion, new patient bookings, unrealised revenue, and the local marketing and referral partnerships that feed them.

Schedule. Strategic morning huddles and a 48-hour-ahead audit so no gap in a doctor or hygiene column goes unfilled.

Front desk. Phone standards, new patient tracking, and a weekly audit of unscheduled treatment.

Patient experience. No-show recovery, reappointment rates, reviews and feedback, and a premium standard at every touchpoint.

Team. Rosters, recruitment, onboarding, one-on-ones, performance conversations handled immediately and with data, and a culture built on accountability.

Training. Monthly team training and a monthly team meeting that celebrates wins and reviews the numbers together.

Compliance. Monthly audits of privacy, WHS, infection control, and radiation safety; staff registrations and HR records always current.

The Leader We Are Looking For

You make decisions on numbers and are at your best when the data is in front of you

You hold everyone accountable — team, clinicians, and yourself — calmly, directly, and without drama

You handle difficult people, whether an unhappy patient or a defensive team member, with firmness and grace

You delegate with clarity and get results through others rather than doing everything yourself

You notice what others miss: the scheduling gap, the unreturned call, the invoice left unpaid

You are driven to grow, and you see your success and the practice’s success as the same thing

You are polished, discreet, and trusted with confidential patient, staff, and pay information

You are genuinely coachable, and you want to learn how a premium practice is run from the owner who built it

You bring dental practice experience at coordinator, treatment coordinator, or management level, and confidence with practice software and spreadsheets

What We Offer

82K–88K base + super, plus leadership allowance and uncapped quarterly KPI bonus (total package 100K+ at target), with a salary review to full Practice Manager rates on achieving 12-month targets

One protected hour of mentoring with the principal dentist every week

Paid leadership and professional development

Premium uniforms, dental benefits for you and your family, free parking .

A workplace where high standards are the norm, not the exception

Your Application

Every application is read personally by the principal dentist.

Recare. How would you lift our recare rate in your first 90 days?

Treatment plans. A patient has a 4,000 treatment plan and hasn’t booked. How would you follow up, and how would you track unaccepted plans across the practice?

PandL. Wages have crept to 32% of collections against a 28% target. Walk us through how you’d find the cause and what you’d do about it.

Budgeting. How do you set a monthly budget for wages, supplies, and lab fees, and keep the team working to it without them feeling squeezed?

Team mindset. How do you get a team to treat the numbers as their numbers rather than the owner’s problem? Give a real example and what changed.

Accountability. Describe a time you held someone accountable when it was uncomfortable. What did you do, and what happened?

Applications without answers to all six questions will not be read.

Run the practice. Own the results. Build your career.

Please don't call our practices for reaching out to HR just drop an email and our Hr lead will contact you.

NOTE: Never make payment to any employer, person, company, contractor or agency to get hired for a Job.

Send your CV and answer each question in five lines or fewer to careers@smilecollectivehealth.com