# Director, Workforce Management at Clover Health

Clover Health is hiring a Director, Workforce Management for a remote role open to applicants in United States. It pays $162k-$210k a year and Level rates it Little AI ●○○○; you can [apply on Clover Health](https://jobsbylevel.com/go/5d74746e-0bd1-475a-bb2c-0eb88ffe7736?utm_medium=ai-agent).

AI Level 1, AI centrality 32 out of 100. Remote (Remote - USA).

## Details

- Company: [Clover Health](https://jobsbylevel.com/companies/clover-health)
- AI level: AI Level 1 (score 32 out of 100)
- Location: Remote (Remote - USA)
- Salary: $162k-$210k
- Posted: October 22, 2026
- Apply: https://jobsbylevel.com/go/5d74746e-0bd1-475a-bb2c-0eb88ffe7736?utm_medium=ai-agent
- Free CV review for this job: https://jobsbylevel.com/cv-review?job=director-workforce-management-at-clover-health-8b3db1

## Description

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

The description is cut here. Read the full offer: https://jobsbylevel.com/jobs/director-workforce-management-at-clover-health-8b3db1

Source: https://jobsbylevel.com/jobs/director-workforce-management-at-clover-health-8b3db1

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Level. https://jobsbylevel.com/jobs/director-workforce-management-at-clover-health-8b3db1.

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