Senior Director, Business Management & Execution Lead

Overview The Business Management & Execution Lead serves as the operational backbone of the organisation. This person is responsible for running the day-to-day operational infrastructure of the business unit and building the structures, rhythms, and clarity that allow the team to execute at its best. This is a role for a sharp, experienced operator who is comfortable owning complex cross-functional work, influencing senior stakeholders, and driving meaningful change without always having direct authority. The right candidate brings business operations experience, strong judgment, and a genuine bias toward action over analysis. While embedded within a specific business unit, this role sits within the central Business Management function that reports to the SVP, Head of Business Performance. A core part of the remit is to uphold and advance enterprise-wide operating standards - driving consistency, sharing best practice across BUs, and minimising bespoke processes except where genuinely warranted by the specific needs of the unit. Success in this role is measured not only by the performance of the supported BU, but by the contribution made to raising the bar across the entire Business Performance function. Duties and Responsibilities 1. Enterprise Operating Architecture for the Business Unit Design and own the business unit's full operating system: governance model, decision rights, accountability structures, and performance management infrastructure Lead the annual planning and goal-setting process; partner with Finance and central teams to translate enterprise priorities into BU-level OKRs, resource allocation, and execution roadmaps. Define and continuously improve how the BU makes decisions - which forums exist, who owns what, how escalations work, and how tradeoffs are adjudicated - then hold the organisation to that model. Serve as the BU's principal advisor on operational strategy; anticipate structural problems before they surface and arrive with solutions, not just diagnostics. 2. OKR, KPI & Performance Stewardship Own the BU's performance management architecture end-to-end: OKR design and cascade, KPI definition and instrumentation, leading/lagging indicator tracking, and quarterly retrospectives Maintain and continuously evolve executive-ready performance dashboards and scorecards; ensure the BU's performance story is clear, accurate, and decision-ready at all times Proactively identify systemic performance gaps - not just individual misses - and bring cross-functional solution proposals to BU and Business Performance leadership 3. Cross-Functional Governance & Strategic Initiative Leadership Own the BU's relationship and coordination model with adjacent enterprise functions - Finance, HR, Legal, Product, Engineering, GTM, and the central Business Performance team - at a senior level Serve as the BU's primary interface into enterprise-wide programs and transformation initiatives; ensure the BU's voice is represented and its commitments are honored Lead or executive-sponsor the most complex, ambiguous, or politically sensitive initiatives within the BU - those that require senior judgment, cross-functional authority, and sustained accountability beyond what a program manager can provide Actively contribute to enterprise-wide governance standards; flag where BU-level practices diverge from central norms and drive convergence unless a BU-specific exception is clearly justified 4. Executive Reporting & Strategic Narrative Own the BU's contribution to all executive and board-level performance reporting; this includes monthly operating narratives, QBR materials, investment case updates, and ad hoc C-suite readouts Translate complex operational, financial, and strategic data into concise, decision-quality narratives for CEO, Board, and investor-level audiences - not just summaries, but points of view Act as the BU leader's strategic proxy in select forums and cross-functional working groups; carry the authority to make commitments and resolve issues on the BU's behalf Ensure total consistency and integrity between BU-level reporting and enterprise-wide performance standards, definitions, and cadences 5. Operational Excellence & Organizational Scalability Continuously assess and improve the BU's operational maturity; identify structural inefficiencies, governance gaps, and coordination failures - then design and implement durable fixes Build the operating playbooks, frameworks, decision templates, and institutional knowledge that allow the BU to scale without linear growth in coordination overhead Partner with Business Performance leadership to pilot, refine, and scale enterprise-wide performance capabilities. Proactively identify opportunities to standardise and scale practices across BUs in partnership with the Head of Business Performance; resist the proliferation of bespoke processes without clear justification. 6. Other Responsibilities Maintain compliance with all applicable employment laws and company policies; partner with legal counsel and leadership to manage risk and uphold a culture of integrity. Maintain compliance with company policies, procedures, and mission statement; adhere to all confidentiality requirements in all aspects of the role; and Fulfill those responsibilities and/or duties that may be reasonably provided for the purpose of achieving the operational and business success of the organization. Job Requirements 10+ years of progressive experience in business operations, strategy & operations, management consulting (strategy/operations practice), or equivalent senior operational leadership roles Demonstrated experience operating at or supporting an SVP/EVP/C-suite level - with a track record of influencing, challenging, and aligning senior executives on strategy and execution Deep fluency in enterprise performance management: OKR design and cascade, KPI architecture, balanced scorecard frameworks, and operating cadence design at scale Strong financial acumen; experience owning or co-owning a business unit's operating plan, headcount model, and investment prioritization process Proven ability to lead complex, ambiguous, cross-functional initiatives without formal authority over the stakeholders required to execute them Executive-level communication skills: capable of preparing and presenting board-quality narratives, not just summaries - someone who writes in recommendations, not just observations Exposure to private equity-backed or high-growth transformation environments where speed, rigor, and resource discipline are simultaneously required Proficiency in enterprise planning tools, OKR platforms, BI/reporting tools (Tableau, Power BI), and project/portfolio management systems Bachelor's degree required; MBA or equivalent advanced degree strongly preferred PgMP, Lean Six Sigma Black Belt, or equivalent operational excellence certification preferred Physical Demands and Work Environment Sedentary work (i.e. sitting for long periods of time); Exerting up to 10 pounds of force occasionally and/or negligible amount of force; Frequently or constantly to lift, carry, push, pull or otherwise move objects and repetitive motions; Subject to inside environmental conditions; and Travel for this position may be required to Employer office locations as well as other general business-related travel. This position is not eligible for immigration sponsorship (e.g. H-1B, TN, or E-3). Applicants must be authorized to work in the United States as a condition of employment. (This is only applicable for US-based positions) If you don't meet every qualification listed but are excited about our mission and the work described, we encourage you to apply. Inovalon is most interested in finding the best candidate for the job, and you may be just the right person for this or other roles. By embracing inclusion, we enhance our work environment and drive business success. Inovalon strives to provide equal opportunities to the communities where we operate and to our clients and everyone whom we serve. We endeavor to create a culture of inclusion in which our associates feel empowered to bring their full, authentic selves to work and pursue their professional goals in an equitable setting. We understand that by fostering this type of culture, and welcoming different perspectives, we generate innovation and growth. Inovalon is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirement. To review the legal requirements, including all labor law posters, please visit this link To review the California Consumer Privacy Statement: Disclosures for California Residents, please visit this link #J-18808-Ljbffr Inovalon, Inc.