Director, Forward-Deployed AI Transformation

Founded in 1977 as the Senior Care Action Network, SCAN began with a simple but radical idea: that older adults deserve to stay healthy and independent. That belief was championed by a group of community activists we still honor today as the “12 Angry Seniors.” Their mission continues to guide everything we do. Today, SCAN is a nonprofit health organization serving more than 500,000 people across Arizona, California, Nevada, New Mexico, Texas, and Washington, with over $8 billion in annual revenue. With nearly five decades of experience, we have built a distinctive, values-driven platform dedicated to improving care for older adults. Our work spans Medicare Advantage, fully integrated care models, primary care, care for the most medically and socially complex populations, and next-generation care delivery models. Across all of this, we are united by a shared commitment: combining compassion with discipline, innovation with stewardship, and growth with integrity. At SCAN, we believe scale should strengthen—not dilute—our mission. We are building the future of care for older adults, grounded in purpose, accountability, and respect for the people and communities we serve. The Job: We’re looking for a fast-paced leader who can set direction, build accountable delivery practices, and drive a blended tech & business team to redesign how work gets done across SCAN. As Director, Forward-Deployed AI Transformation, you will own the operating model that connects business strategy, workflow redesign, engineering execution, adoption, and measurable business impact. You will provide clear direction to teams, remove blockers, establish delivery discipline, and remain accountable for value realization after launch. This role leads both technical and transformation talent. You will guide forward-deployed AI engineers in building practical, scalable solutions while ensuring transformation managers translate those capabilities into adopted workflows, new operating routines, capability-building plans, and sustained behavior change. The Director is accountable for maintaining a strong feedback loop between business deployments and SCAN’s core technology platforms. Insights from pilots, production use, adoption barriers, operational defects, user feedback, and business‑impact KPIs must be translated into platform priorities, product improvements, governance decisions, and future roadmap recommendations. You’ll partner closely with executive sponsors, department leaders, product and platform owners, tech & security, and operational teams to turn ambiguity into durable, measurable transformation. Essential Job Functions: Strategic Direction, Team Leadership & Portfolio Accountability Lead, coach, and develop a multidisciplinary team of forward‑deployed AI engineers and transformation managers responsible for technology‑enabled business transformation. Set clear portfolio direction, priorities, delivery standards, decision rights, and operating rhythms for high‑impact AI, automation, analytics, and digital transformation initiatives. Translate enterprise and department priorities into an actionable roadmap with measurable outcomes, resourcing plans, dependencies, risks, and executive‑level tradeoff recommendations. Model urgency, ownership, and disciplined execution in a fast‑paced environment while ensuring teams remain aligned to business value, responsible AI practices, and sustainable adoption. Platform Feedback Loop & Technical-Business Integration Own the feedback loop between deployed solutions, end‑user experience, operational performance, and SCAN’s core technology platforms. Partner with product, engineering, architecture, data, security, and platform leaders to convert field learnings into platform improvements, reusable capabilities, roadmap inputs, and governance decisions. Ensure forward‑deployed AI engineers build solutions that are practical for the business, technically sound, supportable, compliant, measurable, and aligned to enterprise platform strategy. Create escalation pathways and operating routines that surface delivery risks, adoption barriers, technical debt, model or automation issues, and platform constraints quickly. Business Transformation, Adoption & Operating Model Change Direct transformation managers in redesigning workflows, roles, handoffs, controls, decision rights, training plans, and operating routines needed to adopt AI‑enabled and technology‑enabled capabilities. Ensure each initiative includes practical adoption strategies, stakeholder engagement, workforce readiness, leader enablement, communications, reinforcement mechanisms, and sustainment plans. Partner with Learning & Development, Talent, HR, and business leaders to address role architecture, capability gaps, upskilling needs, job implications, and career path impacts. Build reusable transformation playbooks, templates, and standards that help departments move from pilots to durable new ways of working. Business-Impacted KPIs, Value Realization & Continuous Improvement Define and own a measurement framework for transformation initiatives, including business‑impacted KPIs such as cycle time, quality, cost, productivity, member or provider experience, risk reduction, adoption, employee experience, and value realization. Hold teams accountable for post‑launch monitoring, business outcome tracking, adoption health, operational performance, issue resolution, and continuous improvement. Use quantitative data, qualitative feedback, and frontline observations to identify what is working, what is not, and what must be improved in workflows, tools, platforms, training, or operating models. Provide executive‑ready reporting on progress, risks, value delivered, adoption barriers, and roadmap recommendations. Governance, Risk & Executive Stakeholder Management Partner with compliance, privacy, legal, security, governance, and operational leaders to ensure solutions include appropriate controls, escalation paths, human oversight, and responsible AI practices. Establish governance routines that clarify ownership across business, engineering, transformation, product, and platform teams. Advise executive sponsors on investment priorities, risks, sequencing, delivery constraints, adoption readiness, and measurable business impact. Ensure documentation captures risks, assumptions, operational impacts, role impacts, decision rights, training needs, success metrics, and ongoing ownership. Your Qualifications: Supervises and develops a multidisciplinary team that may include forward‑deployed AI engineers, transformation managers, technical leads, contractors, and/or matrixed contributors. Responsible for team direction, prioritization, coaching, performance management input, delivery accountability, resource planning, and cross‑functional operating discipline. Bachelor’s degree: Business Administration, Organizational Development, Human Resources, Learning & Development, Healthcare Administration, Information Systems, Product Management, Engineering, or a related field Ability to lead multidisciplinary teams of engineers and transformation managers while translating business strategy, operational realities, technology capabilities, and workforce change into practical transformation plans. Strong facilitation skills for executive alignment, frontline discovery, workflow mapping, future‑state design, and cross‑functional decision‑making. Experience redesigning workflows, roles, handoffs, controls, governance routines, and adoption mechanisms for technology‑enabled change. Working knowledge of AI, automation, analytics, enterprise systems, platform architecture, and digital tools sufficient to guide engineers and translate between technical teams, platform owners, and business stakeholders. Ability to partner with Learning & Development, Talent, HR, and business leaders to define skills, training, job implications, and career path impacts. Strong communication and storytelling skills, with ability to create executive‑ready materials, manager talking points, playbooks, and adoption communications. Ability to define business‑impacted KPIs, adoption metrics, platform feedback loops, value‑realization routines, and continuous improvement mechanisms that sustain transformation after launch. Demonstrates urgency, sound judgment, executive presence, adaptability, and comfort making decisions in ambiguous, fast‑changing environments. Leadership - Builds, directs, coaches, and holds multidisciplinary teams accountable in fast‑paced, ambiguous environments Business Insight - Connects technical capabilities, workforce change, operating models, and business‑impacted KPIs to measurable enterprise value Problem Solving - Structures ambiguous problems, makes tradeoffs quickly, removes blockers, and drives practical solutions through execution Strategic Mindset - Sets direction across a portfolio and translates enterprise priorities into platform, delivery, adoption, and value‑realization roadmaps Change Leadership - Builds readiness, trust, adoption, accountability, and sustained operating model change across business and technical stakeholders Preferred Certifications or Licenses: Prosci Change Management Certification, Certified Change Management Professional (CCMP), or equivalent change management credential. Relevant certifications in project/program management, agile delivery, product management, process improvement, Lean Six Sigma, human‑centered design, or service design are beneficial. Experience Preferred: Extensive experience (10+ years preferred) leading technology‑enabled business transformation, AI or automation delivery, operating model redesign, product/program delivery, organizational effectiveness, or enterprise change initiatives. Demonstrated experience managing multidisciplinary teams, including engineers, product or technical contributors, transformation leaders, program managers, consultants, or matrixed delivery teams. Proven ability to create feedback loops between field deployments, business users, operational KPIs, engineering teams, product/platform owners, and executive decision‑makers. Proven ability to bridge business and technical teams, translating operational needs into solution requirements, adoption plans, training needs, job implications, and measurable outcomes. Experience partnering with Learning & Development, Talent, HR, or People & Culture teams on role‑based learning, capability development, job descriptions, skills frameworks, job architecture, or career pathing. Experience facilitating executive and frontline stakeholder workshops, workflow decomposition sessions, future‑state design sessions, and adoption planning. Strong track record defining business‑impacted KPIs, adoption metrics, value hypotheses, platform feedback loops, executive reporting, and continuous improvement plans for transformation initiatives. Healthcare, regulated industry, operations, member experience, clinical operations, or payer experience is highly valued. What’s in it for you? Base Salary Range: $177,500 to $256,880 annually An annual employee bonus program Robust Wellness Program Generous paid‑time‑off (PTO) 11 paid holidays per year, 1 floating holiday, birthday off, and 2 volunteer days Excellent 401(k) Retirement Saving Plan with employer match Robust employee recognition program Tuition reimbursement An opportunity to become part of a team that makes a difference to our members and our community every day! #LI-JB1 #LI-Hybrid Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c) SCAN is proud to be an Equal Employment Opportunity and Affi Individuals seeking employment will receive consideration for employment without regard to race, color, national origin, religion, age, sex (including pregnancy, childbirth or related medical conditions), sexual orientation, gender perception or identity, age, marital status, disability, protected veteran status or any other status protected by law. A background check is required. #J-18808-Ljbffr SCAN Health Insurance