[All remote jobs](https://jobicy.com/jobs.md)[![Clover Health logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/8d4e74b3-221.jpg)](https://jobicy.com/company/clover-health.md)[Clover Health](https://jobicy.com/company/clover-health.md) # Director, Workforce Management Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/clover-health.md)ShareRemote from[USA](https://jobicy.com/job-region/usa.md)SalaryUSD 161,500–210k / yrDepartment[Product & Operations](https://jobicy.com/categories/management.md)EmploymentFull TimeExperienceDirectorPublished24 Oct 2026Apply before23 Nov 2026Listing views44Application actions1Application toolkit ## Make your next move. Prepare your resume, explore your fit, and draft a cover letter for this opportunity. AI Summary ## The role, at a glance. Clover Health is seeking a senior operations leader to build an end-to-end workforce-management system for its growing Clover Care Visit clinician organization. The role translates long-range clinical growth targets into recruiting, onboarding, readiness, capacity, productivity, and attrition plans. It owns workforce forecasting, dashboards, operating rhythms, and performance standards while balancing clinical quality, member experience, and productivity. Success depends on scaling distributed clinical teams and aligning Clinical, Talent, IT, Operations, Finance, analytics, and executive stakeholders. This is a remote US leadership position with a stated base-salary range and potential bonus and equity opportunities. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 5/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThis role has broad ownership over a high-growth clinical workforce and requires designing scalable operating models while delivering near-term hiring and readiness outcomes. It combines strategic workforce planning, analytics, performance management, and complex cross-functional healthcare operations. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job median (per year)Market rate$185,750US market range (per year)$160k–$225k0$247.50k AI insightThe yearly pay period is inferred from the job context; it was not explicitly stated by the employer. The employer discloses a base-salary range of $161,500–$210,000 USD. Although the posting does not explicitly state a cadence, the range is logically inferred to be annual base pay for a US-based full-time director role. The estimated US market range for comparable healthcare workforce-management leadership roles is $160,000–$225,000 annually. ## Core skills Skills and capabilities most closely associated with this opportunity. [Workforce planning](https://jobicy.com/jobs?search_keywords=Workforce%20planning.md)[Capacity management](https://jobicy.com/jobs?search_keywords=Capacity%20management.md)[Clinical operations](https://jobicy.com/jobs?search_keywords=Clinical%20operations.md)[Healthcare operations](https://jobicy.com/jobs?search_keywords=Healthcare%20operations.md)[Recruiting strategy](https://jobicy.com/jobs?search_keywords=Recruiting%20strategy.md)[Onboarding design](https://jobicy.com/jobs?search_keywords=Onboarding%20design.md)[Performance management](https://jobicy.com/jobs?search_keywords=Performance%20management.md)[Workforce analytics](https://jobicy.com/jobs?search_keywords=Workforce%20analytics.md)[Forecasting](https://jobicy.com/jobs?search_keywords=Forecasting.md)[Dashboard development](https://jobicy.com/jobs?search_keywords=Dashboard%20development.md)[Cross-functional leadership](https://jobicy.com/jobs?search_keywords=Cross-functional%20leadership.md)[Process improvement](https://jobicy.com/jobs?search_keywords=Process%20improvement.md)[Operational strategy](https://jobicy.com/jobs?search_keywords=Operational%20strategy.md) Sample interview questionsHow would you translate a multi-year clinician growth target into an executable workforce plan?I would begin with demand assumptions and required clinician capacity, then model weekly and monthly hiring needs based on recruiter throughput, funnel conversion, onboarding duration, training capacity, readiness rates, and attrition. I would make assumptions visible in a driver-based model, establish leading indicators, and review gaps through a recurring operating cadence with accountable owners. Which metrics would you use to manage the recruiting-to-readiness funnel? I would track demand versus staffed capacity, applicant-to-interview and interview-to-offer conversion, offer acceptance, time to fill, cohort size, onboarding completion, time to readiness, preceptor capacity, early attrition, productivity ramp, cancellations, attendance, and quality indicators. The metrics should show both volume and the quality of clinician readiness. How would you scale onboarding without reducing clinical quality? I would standardize the core journey into defined cohorts, milestones, competency checks, documentation, and escalation paths while retaining targeted human support for higher-risk cases. I would also model preceptor and clinical-lead capacity, measure time to independent readiness, and use quality and early performance outcomes to continuously improve the program. How do you balance productivity expectations with quality and member experience? I would avoid using activity volume as a standalone performance measure. Instead, I would create normalized scorecards that combine productivity with clinical quality, documentation accuracy, cancellation patterns, attendance, member experience, and case complexity, then use coaching and root-cause analysis before applying corrective actions. Describe how you would align Clinical, Talent, Finance, Operations, and Analytics around one workforce plan. I would create a shared planning model with agreed definitions, targets, dependencies, owners, and decision thresholds. A regular cross-functional operating review would assess forecast changes, funnel constraints, financial implications, and quality risks, with documented actions and escalation paths so that decisions translate into execution. Opportunity details ## About this role. The Clover Care Services organization delivers proactive support and care to our members through our clinical Clover Home Care teams, and quality improvement services to our aligned providers through our practice engagement team. Clover has built one of the most proactive, data-driven health care services platforms and is excited about how technology impacts our ability to bring transformative results to both patients and providers. Clover Care Services is entering a significant period of clinical growth. As we scale our Clover Care Visit (CCV) team, we need a dedicated leader who can turn an ambitious hiring plan into a reliable, repeatable workforce engine—from recruiting pipeline and onboarding capacity through clinician readiness, productivity, and performance. As the Director, Workforce Management, you will connect workforce planning, recruiting, onboarding, leadership capacity, and performance management into one operating system, giving the organization clear visibility into whether we are on pace and what needs to change when we are not. As Director, Workforce Management, you will: * Own the CCV workforce plan end to end. Build and run the staffing strategy required to scale the clinician organization, translating long-range growth targets into weekly and monthly hiring, onboarding, and readiness goals. * Create visibility from candidate pipeline to “ready to visit.” Establish the operating metrics, forecasting, and reporting needed to understand recruiting conversion, onboarding lead times, attrition, training capacity, and clinician readiness—and surface risks early enough to act. * Build a scalable clinician onboarding model. Partner across Clinical, Talent, IT, Operations, and other teams to evolve today’s high-touch onboarding journey into a structured model that can support significantly larger hiring cohorts without sacrificing clinical quality. * Build the leadership capacity required to scale. Determine the right model for preceptors, clinical leads, onboarding cohorts, and frontline management so that rapid growth does not create an unsustainable burden on existing clinical leaders. * Own workforce performance management. Establish clear, actionable standards and operating rhythms across areas such as attendance, cancellation rates, Clover Assistant Touch, productivity, and normalized performance measures. * Make quality and productivity work together. Build performance expectations that reflect accurate, sustainable clinical performance—not simply higher activity—and partner with clinical leaders to ensure workforce decisions support both member experience and quality of care. * Turn workforce data into decisions. Build the dashboards, forecasts, and management routines leaders need to understand capacity, identify constraints, allocate resources, and stay ahead of hiring or performance gaps. * Create repeatable workforce-management capabilities for CCS. Use the CCV ramp as the first proving ground for processes, tools, and operating models that can later support In-Home Care and other Clover Care Services programs. * Operate as a cross-functional leader. Bring together Clinical Activation, clinical leadership, Talent, Operations, Finance, analytics, and other partners around one integrated workforce plan with clear owners, milestones, and escalation paths. Success in this role looks like: In your first 90 days, you will: * Build a clear baseline of the CCV workforce funnel and translate the 2027 growth target into a measurable workforce plan spanning recruiting, onboarding, training capacity, clinician readiness, and attrition. * Identify the biggest risks and bottlenecks in the ramp and establish the metrics, operating cadence, and accountability needed to address them. Within your first 6 months, you will: * Establish a predictable recruiting-to-readiness operating model, including scalable onboarding cohorts, preceptor capacity, and clinical leadership support. * Launch workforce dashboards and performance-management routines that enable leaders to anticipate capacity gaps, manage performance, and increase clinician onboarding volume without sacrificing quality. Over time, you will: * Help CCV reach its clinician-capacity goals ahead of the 2027 AEP cycle through a sustainable, data-driven approach to hiring, onboarding, and performance. * Build repeatable workforce-management capabilities that can extend beyond CCV to support In-Home Care and other Clover Care Services programs. You should get in touch if: * You have built or led workforce planning, capacity management, clinical operations, field operations, or another complex people-scaling function where success depended on turning ambitious growth targets into an executable operating plan. * You are comfortable owning the full workforce funnel—from recruiting demand and hiring pace through onboarding, readiness, productivity, performance, and attrition. * You know how to scale a high-touch operating model without sacrificing the quality, judgment, and human support that made it successful. * You are highly analytical and can turn workforce data into useful forecasts, metrics, dashboards, and decisions. * You know how to balance productivity with quality, accuracy, and member experience when defining and managing performance. * You are an effective cross-functional operator who can create alignment and accountability across clinical leaders, recruiters, operators, analysts, and executives. * You are comfortable moving between strategy and execution and thrive in environments where the operating model is still being built. * You bring experience scaling distributed clinicians, field teams, home-based care, or another operationally complex healthcare workforce. Benefits Overview: * Financial Well-Being: Our commitment to attracting and retaining top talent begins with a competitive base salary and equity opportunities. Additionally, we offer a performance-based bonus program, 401k matching, and regular compensation reviews to recognize and reward exceptional contributions. * Physical Well-Being: We prioritize the health and well-being of our employees and their families by providing comprehensive medical, dental, and vision coverage. Your health matters to us, and we invest in ensuring you have access to quality healthcare. * Mental Well-Being: We understand the importance of mental health in fostering productivity and maintaining work-life balance. To support this, we offer initiatives such as No-Meeting Fridays, monthly company holidays, access to mental health resources, and a generous flexible time-off policy. Additionally, we embrace a remote-first culture that supports collaboration and flexibility, allowing our team members to thrive from any location. * Professional Development: Developing internal talent is a priority for Clover. We offer learning programs, mentorship, professional development funding, and regular performance feedback and reviews. Additional Perks: * Employee Stock Purchase Plan (ESPP) offering discounted equity opportunities * Reimbursement for office setup expenses * Monthly cell phone & internet stipend * Remote-first culture, enabling collaboration with global teams * Paid parental leave for all new parents * And much more! About Clover: We are reinventing health insurance by combining the power of data with human empathy to keep our members healthier. We believe the healthcare system is broken, so we’ve created custom software and analytics to empower our clinical staff to intervene and provide personalized care to the people who need it most. We always put our members first, and our success as a team is measured by the quality of life of the people we serve. Those who work at Clover are passionate and mission-driven individuals with diverse areas of expertise, working together to solve the most complicated problem in the world: healthcare. From Clover’s inception, Diversity & Inclusion have always been key to our success. We are an Equal Opportunity Employer and our employees are people with different strengths, experiences, perspectives, opinions, and backgrounds, who share a passion for improving people’s lives. Diversity not only includes race and gender identity, but also age, disability status, veteran status, sexual orientation, religion and many other parts of one’s identity. All of our employee’s points of view are key to our success, and inclusion is everyone’s responsibility. #LI-REMOTE Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. We are an[E-Verify](https://e-verify.uscis.gov/esp/media/resourcesContents/E-Verify_Participation_Poster.pdf) company. Final pay is based on several factors including but not limited to internal equity, market data, and the applicant’s education, work experience, certifications, etc. A reasonable estimate of the base salary range for this role is: $161,500—$210,000 USD Show more [Apply now >](https://jobicy.com/jobs/156805-director-workforce-management.md) * ![Upload CV](data:image/svg+xml;base64,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) ### Upload your resume now To unlock remote work opportunities and be discovered by global employers. This job listing has been manually reviewed by the Jobicy Trust & Safety Team for compliance with our posting guidelines, including verification of the company's legitimacy, accuracy of job details, clarity of remote work policy, and absence of misleading or fraudulent content. Next step ## Apply now. Follow the employer’s application method and review Jobicy’s safety guidance before sharing personal information. Keep exploring ## Related remote jobs. * ![Twilio logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2020/10/WRILS-201023175858-722503.jpg) Twilio Oct 24 New ### [Product Manager L2 (mid-level)](https://jobicy.com/jobs/156847-product-manager-l2-mid-level.md) Who we are At Twilio, we’re shaping the future of communications, all from the comfort of our homes. 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