Job Description

Your Role

The Individual and Family Plans (IFP) Performance Optimization team is accountable for end-to-end performance management, improving affordability, and driving targeted optimization to deliver measurable, sustainable IFP outcomes. The Program Manager, Principal - IFP Performance Optimization will report to the Sr. Director, IFP Performance Optimization. In this role you will be responsible for identifying, prioritizing, and driving high-impact opportunities to improve IFP performance across cost, access, quality, growth, member experience, and affordability. This role serves as a strategic execution lead for underperforming areas, translating IFP priorities into measurable action plans, driving root-cause analysis, aligning cross-functional partners, and ensuring interventions deliver sustainable business outcomes.

Our leadership model is about developing great leaders at all levels and creating opportunities for our people to grow - personally, professionally, and financially. We are looking for leaders that are energized by creative and critical thinking, building and sustaining high-performing teams, getting results the right way, and fostering continuous learning.

Responsibilities

Your Work

In this role, you will:

• Identify and prioritize high-impact opportunities to improve IFP performance across cost, access, quality, growth, member experience, and affordability, with a focus on areas of underperformance and measurable results
• Analyze performance gaps against plan, benchmarks, OKRs, KPIs, regional targets, and contractual expectations; lead deep dives to identify root causes and quantify business impact
• Partner cross-functionally to design, launch, and manage targeted interventions with clear ownership, milestones, success metrics, and expected financial or operational impact
• Track intervention impact, measure ROI, evaluate leading and lagging indicators, and refine strategies in real time-scaling successful approaches and adjusting actions when results are not materializing
• Support and strengthen performance governance through Pulse of IFP, MBRs, OKRs, KPI reviews, dashboards, decision forums, and leadership updates that drive visibility and accountability
• Coordinate with finance, actuarial, network, HQA, clinical, pharmacy, and provider partners to support CoHC savings, regional affordability efforts, network evolution, provider performance, and pricing-related priorities
• Partner with quality, risk adjustment, care management, digital, marketing, and operations teams to improve member engagement, health outcomes, PCP relationship development, care program utilization, and performance against Covered California expectations
• Develop executive-ready materials that clearly communicate the "so what," performance trends, risks, decisions, tradeoffs, mitigation plans, and expected outcomes for IFP leadership
• Influence matrixed teams without direct authority, clarify ownership, remove barriers, escalate decisions, and ensure workstreams remain connected to IFP priorities and measurable outcomes
• Translate complex data, dashboards, and partner updates into actionable insights, concise narratives, and decision-ready recommendations for leaders and functional partners

Qualifications

Your Knowledge and Experience

• Requires a bachelor's degree or High School Diploma/GED and 4 years of additional relevant experience in lieu of a degree
• Requires 10 years of prior relevant experience
• Requires proven experience leading complex, cross-functional initiatives that deliver measurable financial, operational, quality, customer experience, or growth outcomes
• Requires healthcare experience; prefer health plan experience with a strong understanding of business drivers, including cost of healthcare, utilization, provider performance, network strategy, risk adjustment, quality, member engagement, or regulated market performance
• Requires demonstrated ability to conduct root-cause analysis, synthesize data, identify underperforming areas, and translate insights into prioritized action plans
• Requires experience building and managing governance models, dashboards, operating rhythms, OKRs, KPIs, risk logs, decision frameworks, and executive-level performance updates
• Requires the ability to operate in ambiguity, manage competing priorities, influence senior stakeholders, and drive accountability across matrixed teams without direct authority
• Requires executive level meeting facilitation, storytelling, and the ability to communicate the "so what" behind performance trends and recommendation

About the Team

Our Workplace Model

We believe in fostering a workplace environment that balances purposeful in-person collaboration with flexibility - providing clear expectations while respecting the diverse needs of our workforce. Our workplace model is designed around intentional in-person interaction, collaboration, connection, creativity and flexibility:

• For most teams, this means coming into the office two days per week.
• Employees living more than 50 miles from an office location, out of state employees, and employees in certain member-facing roles should work with their manager to determine in-office time based on business need.
• For employees with medical conditions that may impact their ability to work in-office, we are committed to engaging in an interactive process and providing reasonable accommodations to ensure their work environment is conducive to their success and well-being.

The Company reserves the right to require more presence in the office based on business needs, and requirements are subject to change with periodic reviews.

Physical Requirements:

Office Environment - roles involving part to full time schedule in Office Environment. Based in our physical offices and work from home office/deskwork - Activity level: Sedentary, frequency most of work day.

Please click here for further physical requirement detail.