Senior Vice President - Care Delivery & Transformation

Health Management Associates is looking for a Senior Vice President, Care Delivery & Transformation

HMA is a dynamic, national healthcare consulting firm at the leading edge of public healthcare. We support providers, payers, local/State/and federal government agencies, technology companies, large delivery systems and foundations in improving the publicly funded healthcare system. The Practices organize our work within major service lines and establish structure to drive national strategy, recruitment, strategic partnerships, market insight, situational and environmental awareness of major trends in their respective practices, thought leadership, business development, and teaming.  

This dynamic, experienced leader will support the national strategy for HMA’s practices and service lines including the managing directors who lead and support them and have direct oversight of a team of approximately 200 colleagues including accountability for the practice profit and loss (P&L). The specific service lines this Senior Vice President (SVP) will lead are Finance & Operations, Justice-Involved Services, Population Health, Behavioral Health and Care Delivery & Quality Improvement. This SVP will also work with leadership across the firm in the areas of business development, growth and marketing, planning, mentorship, diverse recruitment practices, staff development, and expert consulting providing the highest quality services to our clients.  Specific duties are detailed below:

Job Summary

At the executive level, the Senior Vice President is a critical team member of the HMA leadership team. Primary responsibilities include leading and facilitating the firm’s business development strategies, plans and initiatives; advising the firm’s leadership on the establishment of business development priorities and executing a plan for the firm’s continued growth and success; assuring sufficient and meaningful business development activities and pipeline are underway at all times to meet the firm’s goals; and leading efforts to focus on building and maintaining a strong culture to integrate colleagues as HMA grows.

Work Performed

• Provides strategic guidance regarding assigned markets and clients.
  • Strengthens and/or extends current engagements.
  • Strategic engagement in business development opportunities for new clients.
  • Provides leadership on the strategic design and execution of business development approaches and activities.
• Provides executive oversight to incumbents of the Vice President, Client Relationship Executive role.
  • Engages in onboarding support.
  • Leads initiatives for client strategy refinement.
• Engages in organizational development initiatives and activities.
  • Works with leadership to develop and deploy activities to strengthen company culture through colleague engagement, teaming approaches, onboarding, etc.
  • Helps to adapt and strengthen office-based and practice group-based interactions with a focus on business development, teaming, and hiring.
  • Helps to unify the firm around shared business development and cultural goals and maintaining the firm’s collaborative and collegial culture.
  • Develops approaches and techniques to enhance cross-selling opportunities within the firm, both at the area of expertise level and between offices.
• Develops and executes strategic business development plans for the firm.
• Identifies, develops, and nurtures strategic alliances and affiliations with other consulting firms and individual contractors, referral sources, and other sources of potential business.
• Ensures that the firm has an effective approach and methodology (including databases and other publicly available information) to collect, analyze, and utilize information on HMA competitors, in order to track competitive activity and inform strategic decisions by firm leadership.
• Continuously communicates and interacts with HMA leadership, including responsibility for periodic meetings, reports, analyses, and progress monitoring regarding all business development activities.
• Other job duties as assigned.

Education/Training

Undergraduate degree required; graduate degree a plus. Accomplished in developing business development plans with the ability to understand data, see trends and opportunities on the horizon, and present in an effective manner.

Experience

At least 15 years in business development operations, preferably in the publicly funded health care field. Fundamental understanding of all the areas of expertise within HMA, and the ability to work well with a broad range of people, internally and externally. Prior experience with Medicaid and other publicly funded health care programs is highly preferred.

Knowledge, Skills, and Abilities

• Collaborative personality. A leader who can effectively communicate ideas and concerns and then fully support the senior management team’s decision once it is made. Highly adept working in a matrix organization.
• Self-directed and motivated, exhibiting a high level of initiative and enthusiasm.
• Strong business planning and thinking capabilities.
• Excellent communication and presentation skills.
• Ability to work in a non-hierarchical, growing, and entrepreneurial environment.
• Possess a strong financial sense as well as the ability to put business development plans into place and to execute with a strong focus on results.
• Strong planning and organizational skills with the ability to handle multiple priorities simultaneously.
• Effective negotiation and problem resolution skills, with demonstrated ability to work effectively with both colleagues and clients to meet corporate objectives.
• Demonstrated people skills with the ability to attract, engage, and motivate people across the organization.
• Superior leadership and interpersonal skills to provide direction for all business development activities and to establish short- and long-range goals.
• Strong listening and integrative skills including the ability to exercise good business judgment and diplomacy in complex situations.
• Ability to take initiative without significant direction.
• Resourcefulness in analyzing problems or needs, evaluating alternatives, proposing options as solutions, and effective implementation of solutions.
• Balanced leadership style that allows for both hands-on and strategic leadership skills, with the ability to lead by example. Willingness and ability to delegate as appropriate and necessary.
• Ability to handle sensitive and confidential matters with discretion.
• Willingness to travel between and among the firm's offices, and to client and potential client locations.
• Ability to be flexible, performing responsibilities not specifically identified in the job description and assuming new responsibilities.
• Knowledge of business and management principles involved in strategic planning, resource allocation, and leadership technique.
• Ability to anticipate planning, forecasting, and operational issues in determining the impact and developing as well as implementing an appropriate action plan.
• Solid time management skills.
• Excellent attention to detail.
• Ability to multi-task.

Work Aids and Equipment Used

Computer, printer, copier, scanner, fax, telephone, web conferencing, video conferencing

Working Conditions

Work is sedentary in nature and performed in an office environment. Frequent travel to client sites and HMA offices. Involves frequent contact with staff and clients. Work may be stressful at times. Requires up to 50% travel.

Physical/Mental Demands

Work requires hand dexterity for office machine operation; stooping, climbing, and bending to files and supplies; mobility to complete errands; stand/sit for up to eight hours each day; ability to communicate clearly when using the telephone; requires sitting; standing, walking, reaching, bending, lifting, and twisting at times; moderate levels of stress.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)