Offshore Workforce Manager - Brooklyn

Location 1649 61st Street,Brooklyn, NY, 11204,United States Base Pay $95,000.00 - $115,000.00 / Year Employee Type Exempt FT Manage Others Yes Remote Workforce Manager Location: Brooklyn office, 1649 61st Street, Brooklyn, NY 11204, on-site, with scheduled hours overlapping remote team business hours. Employment Type: Full-time, exempt (salaried) Pay Range: $95,000–$115,000 per year, based on experience Department: People Department Reports To: Vice President, People Position Summary Owns People Care’s remote vendor program end to end: the vendor relationships, the commercial terms, the performance of the remote workforce, and the discipline that connects every remote seat to a named internal cost. The program spans three or more vendors and approximately 55 staff across multiple international locations. This is a newly dedicated seat. This seat is the People Care side of the vendor table. It does not manage the vendors’ own staff directly. It holds the vendors to what they sold, holds internal department heads to the operating rules the program depends on, and makes sure the two halves see the same numbers. Must Have Bilingual fluency in Spanish and English (full professional proficiency). Required to effectively manage and communicate with the remote workforce and vendor partners. Demonstrated experience managing an outsourced or vendor-supplied workforce, including service-level expectations, performance escalation, and commercial terms. People-management experience: setting expectations, giving feedback, and holding a standard across a distance. Enough operational range to ask a coordination question, an authorizations question, and a nursing question differently, and to know which answer is wrong. Working comfort with contracts, rate cards, and invoice reconciliation. This seat is expected to read a rate sheet and find the discrepancy. Preferred Qualifications Home care, healthcare services, or another regulated workforce environment. Account-management or client-services background. Key Responsibilities Own the day-to-day relationship with every remote vendor: regular cadence with vendor leadership, issue resolution, and performance feedback. Maintain current, signed, dated commercial paper for every vendor: master agreement, service order, and rate sheet. Know the notice window on every seat. Reconcile authorized seats to named individuals to billed seats, every month, with Finance. Escalate any seat billed without a person in it. Consolidate overall vendor performance into a single view and meet regularly with vendor leadership against it. Ensure vendor job descriptions and People Care role expectations match, and reconcile them where they do not. Program Performance & KPIs Define and maintain remote KPIs at two levels: the vendor as a whole, and each remote seat, aligned with the measures internal department heads already use. Do not displace internal ownership. Department heads remain accountable for their own teams’ operational results; this seat aligns, consolidates, and escalates. Bring data and explanation to vendor meetings, not attendance. Escalate missed standards with evidence. Track remote turnover, time-to-fill, and service reliability, and surface trends before they become escalations. Governance No remote seat is approved without naming, in writing, the internal cost that comes out. This seat owns that test. Maintain the replacement ledger: what each remote seat retired, with a confirmed date, title, and amount. Talent Selection & Integration Interview and recommend remote candidates; coordinate selection with the hiring department and the vendor. Partner with internal leaders to define remote role requirements, onboarding, knowledge transfer, and quality controls. Translate People Care process into vendor-side training, and support vendor trainers. Keep remote staff connected to People Care: one-on-one cadence with vendor managers, team activity, and a working relationship that survives a bad week. Triage remote performance issues raised by any department: document the concern, feed it back to the vendor, and follow through to resolution inside a defined timeline. Hold the line between vendor-managed performance and People Care employment action. Remote staff are vendor employees; corrective action runs through the vendor, never directly. Ensure remote engagement meets confidentiality, PHI, and data-handling standards, and elevate concerns promptly. People Care Inc. is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other characteristic protected by applicable law. People Care provides reasonable accommodations to applicants and employees. Contact the People Department to request one. #J-18808-Ljbffr PEOPLE CARE