About the role
Your Role
The Individual and Family Plans (IFP) Performance Optimization team is accountable for end-to-end performance management, improving affordability, and driving targeted optimization to deliver measurable, sustainable IFP outcomes. The Program Manager, Principal - IFP Performance Optimization will report to the Sr. Director, IFP Performance Optimization. In this role you will be responsible for identifying, prioritizing, and driving high-impact opportunities to improve IFP performance across cost, access, quality, growth, member experience, and affordability. This role serves as a strategic execution lead for underperforming areas, translating IFP priorities into measurable action plans, driving root-cause analysis, aligning cross-functional partners, and ensuring interventions deliver sustainable business outcomes.
Our leadership model is about developing great leaders at all levels and creating opportunities for our people to grow – personally, professionally, and financially. We are looking for leaders that are energized by creative and critical thinking, building and sustaining high-performing teams, getting results the right way, and fostering continuous learning.
Your Work
In this role, you will:
Identify and prioritize high-impact opportunities to improve IFP performance across cost, access, quality, growth, member experience, and affordability, with a focus on areas of underperformance and measurable results
Analyze performance gaps against plan, benchmarks, OKRs, KPIs, regional targets, and contractual expectations; lead deep dives to identify root causes and quantify business impact
Partner cross-functionally to design, launch, and manage targeted interventions with clear ownership, milestones, success metrics, and expected financial or operational impact
Track intervention impact, measure ROI, evaluate leading and lagging indicators, and refine strategies in real time—scaling successful approaches and adjusting actions when results are not materializing
Support and strengthen performance governance through Pulse of IFP, MBRs, OKRs, KPI reviews, dashboards, decision forums, and leadership updates that drive visibility and accountability
Coordinate with finance, actuarial, network, HQA, clinical, pharmacy, and provider partners to support CoHC savings, regional affordability efforts, network evolution, provider performance, and pricing-related priorities
Partner with quality, risk adjustment, care management, digital, marketing, and operations teams to improve member engagement, health outcomes, PCP relationship development, care program utilization, and performance against Covered California expectations
Develop executive-ready materials that clearly communicate the “so what,” performance trends, risks, decisions, tradeoffs, mitigation plans, and expected outcomes for IFP leadership
Influence matrixed teams without direct authority, clarify ownership, remove barriers, escalate decisions, and ensure workstreams remain connected to IFP priorities and measurable outcomes
Translate complex data, dashboards, and partner updates into actionable insights, concise narratives, and decision-ready recommendations for leaders and functional partners
Your Knowledge and Experience
Requires a bachelor’s degree or High School Diploma/GED and 4 years of additional relevant experience in lieu of a degree
Requires 10 years of prior relevant experience
Requires proven experience leading complex, cross-functional initiatives that deliver measurable financial, operational, quality, customer experience, or growth outcomes
Requires healthcare experience; prefer health plan experience with a strong understanding of business drivers, including cost of healthcare, utilization, provider performance, network strategy, risk adjustment, quality, member engagement, or regulated market performance
Requires demonstrated ability to conduct root-cause analysis, synthesize data, identify underperforming areas, and translate insights into prioritized action plans
Requires experience building and managing governance models, dashboards, operating rhythms, OKRs, KPIs, risk logs, decision frameworks, and executive-level performance updates
Requires the ability to operate in ambiguity, manage competing priorities, influence senior stakeholders, and drive accountability across matrixed teams without direct authority
Requires executive level meeting facilitation, storytelling, and the ability to communicate the “so what” behind performance trends and recommendation