Director, Community Health Worker Workforce
About The Position
The Director of CHW Workforce will join Zócalo Health during a period of rapid growth and increasing operational complexity. This role exists to ensure the organization has the capacity and capability required to execute CHW programs consistently across geographies and health plans. You will own workforce planning, deployment, and training, ensuring CHWs are staffed appropriately and equipped to execute workflows effectively. This position reports to the Chief Operating Officer. The Director of CHW Workforce will contribute in the following ways: Capacity Modeling & Workforce Planning Define and maintain CHW capacity model (panel sizes, time per visit, workload assumptions) Align capacity model to plan requirements and operational demand Forecast staffing needs based on growth, plan mix, and utilization Continuously refine assumptions based on real-world performance Workforce Allocation & Deployment Assign CHWs to geographies based on demand and coverage needs Ensure CHWs remain locally aligned to support in-person care requirements Manage distribution of CHWs across plan demand within geographies Rebalance workloads within geographies to address capacity issues Staffing Strategy & Hiring Define hiring targets by geography and demand Partner with Talent Acquisition to meet hiring timelines Identify and escalate staffing gaps proactively Ensure workforce scales appropriately with growth Training & Capability Development Own onboarding and ongoing training for CHWs in partnership with L&D Translate workflow requirements from Payor Operations into training programs Ensure CHWs are able to execute workflows consistently across geographies Reinforce role expectations and performance standards Training Coordination & Delivery Infrastructure Partner with L&D (LMS) to create and track training Ensure completion of required training programs across the CHW workforce Monitor training effectiveness and identify capability gaps Continuously improve training programs based on execution feedback Capacity Enforcement & Risk Management Enforce capacity rules (geography alignment, workload thresholds) Identify capacity risks and proactively address them Escalate when capacity constraints impact execution Ensure capacity decisions are deliberate and not reactive
Requirements
- 7–10+ years of experience in workforce management, operations, or care delivery
- Demonstrated experience building and managing capacity models or staffing models in a service-based organization
- Experience managing distributed, field-based, or frontline teams
- Experience designing and implementing training programs or workforce development initiatives
- Strong analytical skills, including forecasting, workload modeling, and resource allocation
- Experience operating in environments with variable demand and operational complexity
- Ability to translate operational requirements into clear workforce expectations and training programs
Nice To Haves
- Experience working with Community Health Workers or community-based care models
- Familiarity with Medicaid populations and care coordination programs
- Experience in multi-state or geographically distributed organizations
Responsibilities
- Define and maintain CHW capacity model (panel sizes, time per visit, workload assumptions)
- Align capacity model to plan requirements and operational demand
- Forecast staffing needs based on growth, plan mix, and utilization
- Continuously refine assumptions based on real-world performance
- Assign CHWs to geographies based on demand and coverage needs
- Ensure CHWs remain locally aligned to support in-person care requirements
- Manage distribution of CHWs across plan demand within geographies
- Rebalance workloads within geographies to address capacity issues
- Define hiring targets by geography and demand
- Partner with Talent Acquisition to meet hiring timelines
- Identify and escalate staffing gaps proactively
- Ensure workforce scales appropriately with growth
- Own onboarding and ongoing training for CHWs in partnership with L&D
- Translate workflow requirements from Payor Operations into training programs
- Ensure CHWs are able to execute workflows consistently across geographies
- Reinforce role expectations and performance standards
- Partner with L&D (LMS) to create and track training
- Ensure completion of required training programs across the CHW workforce
- Monitor training effectiveness and identify capability gaps
- Continuously improve training programs based on execution feedback
- Enforce capacity rules (geography alignment, workload thresholds)
- Identify capacity risks and proactively address them
- Escalate when capacity constraints impact execution
- Ensure capacity decisions are deliberate and not reactive
Benefits
- Equity compensation package
- Comprehensive benefits including medical, dental, and vision
- 401k
- Flexible PTO policy - take the time you need to recharge
- $1,000 home office stipend
- We provide the equipment needed for this role.
- Opportunity for rapid career progression with plenty of room for personal growth.
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What This Job Offers
Job Type
Full-time
Career Level
Director
Education Level
No Education Listed
