Product Manager, Clinician Payments

CVS Health•Work At Home-Texas, TX

11d•$92,700 - $185,400•Remote

About The Position

Signify Health deploys more than 5,000 clinicians across every county in the United States. The Clinician Payments team owns the infrastructure that calculates, distributes, and displays clinician pay: base rates, incentive structures, time tracking, and the tools clinicians and operators use to understand and trust every dollar. This PM will own two things at once: a complex payments platform that processes real compensation for a real workforce, and a growing variable compensation engine that turns incentive levers into behavioral tools - filling capacity gaps, driving deployment into high-need markets, and rewarding the outcomes that matter most to the business. The roadmap includes rebuilding how $2.5M+ in annual discretionary incentive spend gets configured, approved, and measured - replacing manual spreadsheet workflows with a reusable infrastructure capable of supporting eight distinct incentive lever types from a single platform. Most PM roles require stakeholder alignment. This one requires stakeholder orchestration under genuine constraint. Every incentive lever - every bonus, travel premium, and market multiplier - touches Operations (decides where and what), Legal and HR (approve the mechanism and the language), Finance (audits spend), and Communications (consults on how it's communicated to clinicians) before anything gets built or a single dollar moves. The 30-day regulatory lead time required for W2 workforce notifications means the PM cannot improvise: they must sequence approvals, anticipate objections, and hold a complex RACI together under time pressure. The PM in this role is the connective tissue across these functions. If you've worked in environments where stakeholder complexity was the real bottleneck - not the technology - this is a role where that skill directly determines what ships. On the engineering side, the bar for written communication is high. Precision matters. You'll write specs that engineers can execute without ambiguity, and you'll need to be a genuine partner to technical teams navigating a complicated domain.

Requirements

Bachelor's degree in a relevant discipline or equivalent combination of training and experience
4–7 years of product management experience, with ownership of complex, cross-functional products from discovery through delivery
Background in incentive systems, compensation design, or variable pay mechanics - you understand how financial levers drive behavior, and you've built (or worked closely on) products that translate compensation policy into product logic.
Comfort with payment complexity: you've navigated the distinction between contractor (1099) and W2 workforce requirements, understand what FT/PT classification means for hours compliance and legal exposure, and know that payment regulation varies by state in ways that matter
Proven ability to drive cross-functional alignment across organizations with competing priorities and approval requirements - you can hold a multi-stakeholder process together under time pressure without losing the thread or the relationship
Hands-on technical depth: you can troubleshoot integration failures, read data models, engage credibly in architectural conversations, and write specs that eliminate implementation ambiguity
Strong data orientation - you define success metrics before you build, you know how to structure an analysis of whether an incentive is working, and you can close the loop between spend and measurable outcome
Excellent written and verbal communication - crisp one-pagers, specs that engineers trust, and executive summaries that drive decisions rather than document them

Nice To Haves

Experience in workforce platforms, gig economy, marketplace, or HR tech; what matters is that compensation as a product feature is not new territory for you.

Responsibilities

Own the end-to-end roadmap for the Midas Clinician Payments portfolio - Variable Compensation Engine, MySignify Pay, OCC Pay Module, and time tracking
Design and drive the Variable Compensation Engine: define the reusable incentive infrastructure, partner with Ops on lever configuration, and build the reporting that connects spend to workforce behavior
Navigate a high-complexity stakeholder map - Payroll (submissions, reconciliation, approvals), Ops leadership (zone coverage strategy), HR and Legal (W2 workforce compliance, incentive design approval, 30-day regulatory notification requirements), Finance (spend tracking and audit), and Comms (clinician-facing messaging) - with fluency, precision, and consistent forward momentum
Write specs that engineering teams can execute with confidence; translate ambiguous business requirements into unambiguous technical definitions
Partner with Finance and Operations to define how incentive effectiveness is measured - what a dollar of zone pay buys in deployment behavior, and whether it's worth repeating
Manage the distinction between 1099 and W2 clinicians in everything you build: equity, fairness, and legal compliance are built into the product architecture, not bolted on after
Define and track KPIs that connect product decisions to business outcomes: incentive utilization rates, deployment fill rates in targeted markets, pay accuracy rates, time-to-payment, return on investment
Conduct discovery with clinicians, operations managers, and finance partners to surface what the current manual process is costing - in time, accuracy, and trust