Vice President, Care Team Operations [Remote]

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Vice President, Care Team Operations based in United States.

This executive operations role will own the people-management engine behind a large, multidisciplinary healthcare care team. You’ll ensure the organization hires, trains, manages, and supports care professionals against clear standards that consistently drive quality and outcomes. The role combines workforce performance, demand modeling, operational standards, and workflow design in a rapidly scaling digital health environment. You’ll translate member complexity into practical workload models while ensuring population-specific requirements are reflected in staffing and care delivery processes. Working closely with Clinical Service Operations, HR, Finance, Product, Analytics, and clinical leadership, you’ll influence how care teams operate at scale. This is a high-impact leadership opportunity where strong operational execution directly supports care quality, member outcomes, and sustainable healthcare economics.

Accountabilities:

• Own the end-to-end hiring profile, recruiting benchmarks, onboarding, training, and readiness framework for multidisciplinary care-team roles, including registered nurses, medical assistants, coaches, and adjacent positions.
• Build scalable training infrastructure that enables new hires to reach full competency and productivity within predictable timelines.
• Maintain career ladders and leveling frameworks that support recruitment, retention, development, and progression across the care organization.
• Own the performance-management system for Action Quality and Care Quality, including scorecards, operating cadences, reviews, coaching, audits, calibration, and escalation processes.
• Develop manager tools and frameworks that enable frontline leaders to identify root causes, create action plans, and improve team performance.
• Report performance trends, interventions, and quality indicators to senior leadership, connecting care-team performance to broader outcomes and medication-elimination goals.
• Develop and maintain a demand-per-member model that accounts for differences in member complexity, needs, and required care-team effort rather than treating all members as equivalent.
• Continuously validate workload assumptions against actual care-team time, operational data, and member outcomes.
• Partner with Clinical Service Operations to ensure member-level demand estimates accurately inform broader staffing, capacity, and supply planning.
• Define and maintain population-specific attributes that adjust baseline demand models for factors such as partner requirements, care models, language, acuity, and program cohorts.
• Ensure care-team actions and population attributes aggregate accurately into the daily staffing and capacity requirements for each active program.
• Own the design, documentation, governance, and versioning of care-team SOPs and SLAs across member-facing and administrative workflows.
• Partner with Product and Engineering to operationalize SOPs and SLAs through workflow systems, including routing, escalation, alerting, and other algorithmic behaviors.
• Establish governance processes with clear owners and review cycles for every SOP, SLA, and operational algorithm.
• Ensure care-team performance, workload models, population attributes, and operating standards remain aligned as the care model evolves.
• Drive continuous improvement across hiring, training, performance management, workforce modeling, and operational workflows, using data and technology to improve efficiency and quality.

Requirements:

• 10+ years of healthcare operations leadership experience, including direct management of multidisciplinary clinical teams at significant scale, ideally 250+ FTEs or 50,000+ lives.
• 5+ years of experience within digital health organizations is strongly preferred.
• Demonstrated ownership of performance-management systems for clinical or clinical-adjacent workforces, including metrics, scorecards, audits, calibration, and leveling frameworks.
• Proven experience developing workload or demand models that account for differences in case or member complexity and level of effort.
• Track record designing and governing SOPs, SLAs, and the systems or algorithms used to operationalize them, ideally within workqueue, ticketing, or clinical workflow environments.
• Strong experience building scalable hiring and training infrastructure, including onboarding systems and clinical or coaching career ladders.
• Financial and operational fluency, with the ability to connect care-team performance to COGS, unit economics, operational efficiency, and outcomes-contract risk.
• Clinical literacy sufficient to credibly oversee Care Quality and clinical SOP and compliance standards; an RN or other clinical license is preferred but not required.
• Exceptional people leadership skills, including experience managing multi-layer operational organizations and developing frontline leaders into effective managers.
• Strong analytical and systems-thinking capabilities, with the ability to translate workforce complexity into measurable operating models.
• Experience working cross-functionally with clinical leadership, HR, Finance, Product, Analytics, and operations teams.
• Experience in value-based care, chronic care, metabolic health, or digital health is a plus.
• Familiarity with workforce management, workqueue, operational workflow, or clinical workflow platforms is a plus.
• Experience deploying AI-enabled tools such as automated audit systems, performance scoring, or AI assistants into live operational workflows is a plus.
• Ability to independently build and work with AI development tools such as Claude is a plus.
• Strong judgment, adaptability, and communication skills suited to a high-growth environment where operational standards and priorities evolve rapidly.
• Must be authorized to work for any U.S. employer; visa sponsorship or transfer of sponsorship is not available for this position.

Benefits:

• Annual salary range of $250,000–$270,000 USD.
• Competitive total compensation package aligned with leading technology companies.
• Opportunity for equity participation.
• Fully remote opportunity with a global team.
• Unlimited vacation with manager approval.
• 16 weeks of 100% paid parental leave for delivering parents.
• 8 weeks of 100% paid parental leave for non-delivering parents.
• 100% employer-sponsored healthcare, dental, and vision coverage for employees.
• 80% healthcare, dental, and vision coverage for family members.
• Health Savings Account and Flexible Spending Account options.
• 401(k) retirement savings plan.
• High degree of flexibility within a remote working environment.
• Opportunity to influence the operating model of a rapidly scaling digital health organization and directly impact care quality and member outcomes.

How Jobgether works:

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.