Manager, Care Management Operations

About Chamber

Cardiovascular disease remains the leading cause of death in America. At Chamber, we’re rebuilding the system for cardiology, creating a world where outcomes, not volume, define success. We partner with independent cardiologists to help them lead population health efforts in their communities, equipping them with technology, data, and operational tools that turn complex insights into better care for patients.

Our model blends clinical expertise, thoughtful design, and a modern operating platform that supports physicians, patients, and payers alike. We believe innovation and empathy go hand in hand, and by combining cutting-edge AI tools with a relentless focus on human care, we can transform heart health at scale.

Role Overview

We're looking for a Manager, Care Management Operations to own the day-to-day management of Chamber's care team. This is a people management role first. From day one you will manage, develop, and hold accountable a team of Community Health Workers, the frontline staff executing member outreach, care plan enrollment, SDOH screening, and care program touchpoints across Chamber's attributed population. As Chamber scales, this role will expand to include oversight of additional care team disciplines. You will bring the operational discipline to build daily accountability structures, a strong management presence to develop a team that performs consistently, and the instinct to know when a member situation requires routing to clinical staff.

This is a build environment. Programs, workflows, and team composition will evolve as Chamber scales. You need to be someone who builds in motion without losing operational momentum.

Key Responsibilities:

Manage and Scale the Team

• Direct the day-to-day work of Chamber's care team, including task assignment, daily check-ins, output accountability, and performance management. Manage schedules, PTO, makeup hours, and coverage planning for the team. Note that the team is currently comprised of contracted staff but will include internal employed staff as team scales.

• Own the operational relationship with Chamber's care team staffing partner, including sourcing requests, timecard review, and performance escalations

• As the organization scales, grow the care team. Provide input on role design, staffing ratios, and capacity needs. Hire, onboard, and train team members

• Adapt quickly as team composition, workflows, and program priorities shift; this is a build environment, not a steady-state one

Performance Accountability

• Build and maintain the daily operating rhythm, e.g. team huddles, output check-ins, escalation pathways to keep the care team productive and accountable

• Monitor team and member-level performance against contractual SLA requirements, program-specific targets, and productivity targets; audit for quality and identify patterns before they become problems

• Address performance issues quickly via direct performance conversations with care team staff and escalations to the staffing partner when needed

• Surface care team performance gaps and clinical observations to Care Ops leadership to feed operational reporting and course-correct before targets are missed

Program Deployment and Operations

• Partner with Program Operations to provide input on workflow design, documentation standards, and AI-enabled care processes

• Partner with Program Operations to deploy new care programs with the care team, including pressure-testing workflows before launch, training staff on new protocols, and flagging operational gaps before they affect members or billing

• Partner cross-functionally to integrate workflows with product, data, and payer requirements

What Success Looks Like

• Care team has a clear daily operating rhythm, defined output expectations, and a reliable escalation path they use consistently

• Performance issues are identified and addressed immediately, and care team staff know what good looks like and are held to it

• New care programs are deployed with the care team smoothly; staff are trained, workflows are clear, and operational gaps are surfaced before they affect members

• Consistently models adaptability and brings the team along through change without losing clinical or operational momentum

• As the team scales, each new staff member reaches full productivity quickly without requiring constant management intervention

Requirements:

• 5-8 years of experience, with at least 3 years directly managing remote or virtual frontline healthcare staff. Broader background in healthcare operations, care management, public health, or health administration is a plus but the management experience is non-negotiable.

• Demonstrated experience managing centralized or virtual care teams: CHWs, care coordinators, medical assistants, LPNs, RNs or similar frontline healthcare staff. Day-to-day oversight, performance management, and accountability.

• Comfortable managing staff who may have more clinical knowledge than you — you don't need to know clinical care; you need to know how to manage people who do.

• Familiarity with care management platforms, outreach tools, or call center environments (i.e. Dialpad, 8x8, Salesforce, Hubspot, or similar).

• Experience in value-based care, population health, care management, or managed care preferred.

• Strong operator with a bias toward action, ownership, and continuous improvement

• Prior experience building or scaling teams in a startup or high-growth environment; must be comfortable operating in ambiguity, adapting quickly as programs evolve, and building in motion

• Passionate about improving outcomes for cardiology patients and providers

Location: This is a remote role, but you must be based and authorized to work in the United States.

Chamber Values

Our values guide how we lead, collaborate, and care:

• Low Ego: We stay grounded, curious, and open to feedback.

• Empathy: We build trust through compassion and thoughtful communication.

• Courage: We take action, think critically, and challenge ideas respectfully.

• Ownership: We follow through with integrity and hold ourselves to high standards.

• Grit: We push through ambiguity, move with urgency, and solve problems with horsepower and heart.