Director, Workforce Management

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 anE-Verify 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.