Director, Workforce Management
About The Position
Clover Care Services is entering a period of clinical growth and is seeking a dedicated leader to build a reliable, repeatable workforce engine for its Clover Care Visit (CCV) team. The Director, Workforce Management connects workforce planning, recruiting, onboarding, leadership capacity, and performance management into an integrated operating system that gives leaders visibility into progress, risks, and corrective actions. The role owns the CCV workforce plan end to end, translating growth targets into hiring, onboarding, and readiness goals. It establishes forecasting, reporting, and operating metrics to track the workforce funnel from candidate pipeline through clinician readiness, and builds a scalable onboarding model and leadership structure that can support larger hiring cohorts while maintaining clinical quality. The Director establishes workforce performance standards and routines, balancing productivity with accurate, sustainable clinical performance and member experience. The role turns workforce data into dashboards, forecasts, resource decisions, and management routines, and develops repeatable workforce-management capabilities that can later support In-Home Care and other Clover Care Services programs. Success includes helping CCV reach clinician-capacity goals ahead of the 2027 AEP cycle through a sustainable, data-driven approach.
Requirements
- Experience building or leading workforce planning, capacity management, clinical operations, field operations, or another complex people-scaling function.
- Ability to turn ambitious growth targets into an executable operating plan.
- Comfort owning the workforce funnel from recruiting demand and hiring pace through onboarding, readiness, productivity, performance, and attrition.
- Ability to scale a high-touch operating model without sacrificing quality, judgment, or human support.
- Strong analytical ability to turn workforce data into useful forecasts, metrics, dashboards, and decisions.
- Ability to balance productivity with quality, accuracy, and member experience when defining and managing performance.
- Cross-functional leadership skills to create alignment and accountability across clinical leaders, recruiters, operators, analysts, and executives.
- Ability to work across strategy and execution in environments where the operating model is still being built.
- Experience scaling distributed clinicians, field teams, home-based care, or another operationally complex healthcare workforce.
Responsibilities
- Own the CCV workforce plan, translating long-range growth targets into weekly and monthly hiring, onboarding, and readiness goals.
- Establish metrics, forecasting, and reporting from candidate pipeline through clinician readiness, including recruiting conversion, onboarding lead times, attrition, and training capacity.
- Identify workforce risks and bottlenecks early and establish operating cadence and accountability to address them.
- Develop a scalable clinician onboarding model in partnership with Clinical, Talent, IT, Operations, and other teams.
- Determine the appropriate model for preceptors, clinical leads, onboarding cohorts, and frontline management to support growth sustainably.
- Own workforce performance management by establishing standards and operating rhythms for attendance, cancellation rates, Clover Assistant Touch, productivity, and normalized performance measures.
- Align productivity expectations with accurate, sustainable clinical performance, member experience, and quality of care.
- Build dashboards, forecasts, and management routines to assess capacity, identify constraints, allocate resources, and anticipate hiring or performance gaps.
- Create repeatable workforce-management processes, tools, and operating models that can support In-Home Care and other Clover Care Services programs.
- Coordinate Clinical Activation, clinical leadership, Talent, Operations, Finance, analytics, and other partners around an integrated workforce plan with clear owners, milestones, and escalation paths.
- Build a baseline of the CCV workforce funnel and translate the 2027 growth target into a measurable plan spanning recruiting, onboarding, training capacity, clinician readiness, and attrition.
- Establish a predictable recruiting-to-readiness operating model, scalable onboarding cohorts, preceptor capacity, and clinical leadership support.
- Launch workforce dashboards and performance-management routines to help leaders anticipate capacity gaps, manage performance, and increase onboarding volume without sacrificing quality.
- Help CCV reach clinician-capacity goals ahead of the 2027 AEP cycle.
Benefits
- Competitive base salary and equity opportunities.
- Performance-based bonus program.
- 401(k) matching.
- Regular compensation reviews.
- Comprehensive medical, dental, and vision coverage.
- No-Meeting Fridays.
- Monthly company holidays.
- Access to mental health resources.
- Generous flexible time-off policy.
- Remote-first culture.
- Learning programs and mentorship.
- Professional development funding.
- Regular performance feedback and reviews.
- Employee Stock Purchase Plan (ESPP) with discounted equity opportunities.
- Reimbursement for office setup expenses.
- Monthly cell phone and internet stipend.
- Paid parental leave for all new parents.
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What This Job Offers
Job Type
Full-time
Career Level
Director
Education Level
No Education Listed
