Team Director - Client Partnership & Business Sector Leads

Job Summary
The Team Leader is responsible for overseeing Business Sector Leads (BSLs) and Client Partnership Leads (CPLs), managing recruitment, hiring, and onboarding to ensure new hires understand HMA’s offerings, integrate with SME sellers, and begin contributing to pipeline. The role provides ongoing leadership and coaching, drives accountability, and monitors performance against revenue goals. Responsibilities include overseeing individual business plans, ensuring pipeline accuracy, and maintaining strong Salesforce discipline while aligning team efforts with firm-wide growth strategies.

Work Performed and Job Requirements

• Recruiting, Hiring, & Onboarding
  
  • Recruit, hire, and onboard Business Sector Leads (BSLs) and Client Partnership Leads (CPLs), ensuring alignment with organizational goals.
  • Develop and implement onboarding plans to ensure new hires understand HMA's offerings and integrate with SME sellers.
• Leadership & Coaching
  
  • Monitor team performance and provide ongoing coaching and development.
  • Foster a high-performance culture focused on accountability and results.
  • Conduct regular 1:1s, quarterly check-ins, and performance discussions to support growth and alignment.
• Market Engagement & Pipeline Generation
  
  • Drive engagement with markets and clients to achieve pipeline contribution.
  • Oversee creation of individual business plans for each team member and monitor progress toward revenue goals.
  • Ensure pipeline accuracy and timely updates in Salesforce.
  • Provide guidance on CRM best practices.
• Strategy Alignment
  
  • Collaborate with leadership to align team strategies with firm-wide growth objectives.
  • Provide insights to leadership based on pipeline trends, market intelligence, and client needs.
• All other duties as assigned.

Education/Training
Minimum of a bachelor’s degree in business, healthcare administration, or a related field; advanced degree preferred.

Experience

• Minimum of 10 years in healthcare markets serving health plans, providers, or state government.
• Minimum of 5 years managing high-performing teams with selling responsibility.
• Minimum of 5 years in professional services or consulting.
• Experience developing new roles or functions, including hiring, onboarding, and establishing performance expectations.
• Subject matter expertise in one of HMA's core domains - Policy & Strategy, Care Delivery and Operations, or Actuarial Services.
• Experience with Salesforce preferred.

Knowledge, Skills and Abilities

• Strong leadership and team management skills.
• Ability to develop and execute strategic business plans.
• Excellent communication and interpersonal skills.
• Proficiency in CRM systems, ideally Salesforce.
• Deep understanding of healthcare markets and client needs.
• Ability to drive accountability and performance across a distributed team.

Core Competencies
Job Level Competencies

Organizational Leadership

• Builds alignment, clarity, and momentum across the team
• Makes decisions that reflect enterprise priorities and supports colleagues in navigating change with confidence

Enterprise Thinking

• Understands how decisions in one area influence the broader organization
• Balances near-term needs with long-term value and strengthens collaboration across functions and teams

Strategic Execution

• Turns strategy into steady, well-coordinated execution
• Anticipates obstacles, simplifies complexity, and guides the team’s work toward clear outcomes

Job Specific Competencies

Account and Opportunity Strategy
Oversees how teams build account strategies and advance new opportunities that match client needs and firm priorities.

• Guides teams in developing account plans, growth targets, and prioritized opportunities
• Reviews account plans and pipelines for strategic alignment and quality
• Ensures teams track client and sector changes and translating them into actionable strategies
• Coaches colleagues on identifying client needs, shaping early solution concepts, and qualifying opportunities

Pursuit Excellence
Directs pursuit quality across accounts and sectors to ensure disciplined, consistent, and compelling proposals.

• Provides oversight into pursuit strategy, proposal framing, solution design, and pricing considerations
• Ensures team members coordinate effectively with delivery teams, subject matter experts, Marketing, and Finance
• Reviews proposal drafts and presentations to strengthen clarity, influence, and positioning
• Builds capability by coaching staff on pursuit standards, messaging, and client-ready communication

Market Positioning and Relationship Growth
Shapes how teams expand relationships and elevate the firm’s market presence within accounts and sectors.

• Guides teams in mapping and engaging decision-makers, influencers, and new buying centers•
• Reviews relationship strategies to deepen trust, visibility, and credibility
• Ensures colleagues stay current on sector trends, policy shifts, and competitive dynamics
• Partners across the firm to strengthen thought leadership, sector insights, and broader market positioning

People Leadership Competencies
Coaching
Builds the capability of direct reports through clear guidance, steady feedback, and intentional development.

• Gives direct, timely feedback tied to expectations
• Identifies strengths and growth areas with practical next steps
• Assigns stretch work with clear context and success criteria
• Supports colleagues in building development plans that align with role expectations

Performance Leadership
Sets expectations, monitors progress, and manages performance with fairness and consistency.

• Defines goals that match level and scope
• Holds regular check-ins that focus on progress and obstacles
• Addresses performance concerns early with clarity and support
• Makes performance decisions that align with organizational standards

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)