Operational Transformation, Senior Manager

Devoted Health Services, Inc; Massachusetts; Hybrid; USD 110,000 - 129,000; Full time

Benefits offered by this job

Employer sponsored health, dental and

Generous paid time off

$100 monthly mobile or internetstipe

Stock options for all employees

Bonus eligibility for all roles except

Parental leave program

401K program

Job summary

Devoted Health is seeking an Operational Transformation Senior Manager to serve as the single point leader for Guide-facing change readiness. You will bridge strategy and execution, rolling out workflow changes, managing cross-team dependencies, and preparing downstream impacts like scorecards, training, and staffing.

You will build repeatable, durable tooling and serve as the Guide-facing counterpart to Product and Tech, shaping release sequencing and pilots, and co-owning launch readiness

Qualifications

• 5+ years in operations, program/change management, or operational transformation, including direct experience supporting frontline or contact center teams.
• Demonstrated build instinct: tools, automations, or durable systems you created yourself — not only specified for someone else.
• A track record of leading change through influence, across teams you did not manage, including as the operational counterpart to Product and Tech partners.
• Ability to work at altitude and in detail: write the narrative a senior leader can act on, and untangle workflow details that could break the launch.
• Comfort operating amid shifting priorities, re-sequencing work mid-flight without losing the thread or team.
• Willingness to form a recommendation on incomplete information, deliver hard messages to senior stakeholders, and keep the relationship intact afterward.
• Working fluency with AI tools, with concrete examples of what you use them for in your own day-to-day work.

Responsibilities

• Own change readiness end to end: Deployment, adoption, feedback, and iteration for every Guide-facing operational change.
• Build the tooling that makes change repeatable: Playbooks, intake, readiness trackers, adoption dashboards.
• Anything we repeat should run as durable, self-serve tooling, not a manual doc.
• Be the Guide-facing counterpart to Product and Tech: Represent frontline constraints in roadmap and design, shape release sequencing and pilots, and co-own launch readiness criteria.
• Own milestone readiness: including ANOC and 1/1.
• Stand up the forums, systems, and ownership that surface and close gaps before each date.
• Ready the frontline and their leaders: scripting, knowledge, comms, training, and feedback loops are in place before a change lands, and equip managers to lead their teams.
• Get ahead of second- and third-order impacts: Scorecards, staffing, quality, and training move when a workflow does.
• Build trusted partnerships across every Guide team and channel.
• Use AI as a working tool: synthesize feedback into themes, draft comms and training, prototype lightweight tools; partner with Prod Ops to productionize durable solutions.
• Carry the recommendation when channels want different things: present clear POV and manage cross-org trade-offs.
• Run post-launch monitoring and retrospectives: track sentiment and adoption; turn launches into repeatable plays.

Skills

Operations leadership

Change management

Cross-team collaboration

AI tools experience

Strategic storytelling

Frontline support experience

Job description

A bit about this role:

The Operational Transformation, Senior Manager role is the single point leader for Guide-facing change readiness. It bridges strategy and execution — rolling out workflow changes cleanly, managing cross-team dependencies, and getting ahead of downstream impacts like scorecards, training, and staffing before they become problems. It depends on trusted relationships across every Guide team and channel, so solutions solve for the whole org rather than one team. And it's fundamentally a builder's role: this person creates the tools and mechanisms that let us lead change at scale, turning readiness into durable infrastructure instead of effort we re-spend on every launch. This is essential for AI work and for broader scale initiatives — outbound queue consolidation, advanced-dialer optimization, and other enterprise-wide transformations.

Your Responsibilities and Impact will include:

• Own change readiness end to end: Deployment, adoption, feedback, and iteration for every Guide-facing operational change — including a unified change calendar leadership can see.
• Build the tooling that makes change repeatable: Playbooks, intake, readiness trackers, adoption dashboards.
• Anything we repeat should run as durable, self-serve tooling, not a manual doc.
• Be the Guide-facing counterpart to Product and Tech: Represent frontline constraints in roadmap and design, shape release sequencing and pilots, and co-own launch readiness criteria and the go/no-go bar.
• Own milestone readiness: including ANOC and 1/1.
• Stand up the forums, systems, and ownership that surface and close gaps before each date.
• Ready the frontline and their leaders: Make sure scripting, knowledge, comms, training, and feedback loops are in place before a change lands, and equip managers to lead their teams through it.
• Get ahead of second- and third-order impacts: Scorecards, staffing, quality, and training all move when a workflow does — surface those consequences early rather than discovering them after launch.
• Build trusted partnerships across every Guide team and channel: Learn how each one operates and what constraints it carries, then design solutions that solve for the whole rather than one team at the expense of others.
• Use AI as a working tool: Synthesize open-text Guide feedback into themes, draft comms and first-pass training, and prototype lightweight tools without waiting on a dev queue — then partner with Prod Ops to productionize what proves durable.
• Carry the recommendation when channels want different things: Come forward with a clear point of view and bring people along; escalat only genuine cross-org trade-offs.
• Run post-launch monitoring and retrospectives: Track sentiment and adoption on a set cadence with Analytics, and turn one-time launches into repeatable plays.

Success looks like:

• adoption targets hit quickly with ~85% of the team at goal;
• scale initiatives delivering measurable OPEX savings instead of headcount growth;
• and each launch taking less effort than the one before.

Required skills and experience:

• 5+ years in operations, program/change management, or operational transformation, including direct experience supporting frontline or contact center teams.
• Demonstrated build instinct: tools, automations, or durable systems you created yourself — not only specified for someone else — that a team still uses.
• A track record of leading change through influence rather than authority, across teams you did not manage, including as the operational counterpart to Product and Tech partners.
• Ability to work at altitude and in detail: write the narrative a senior leader can act on, and personally untangle the workflow detail that would otherwise break the launch.
• Comfort operating amid shifting priorities, re-sequencing work mid-flight without losing the thread or the team.
• Willingness to form a recommendation on incomplete information, deliver hard messages to senior stakeholders, and keep the relationship intact afterward.
• Working fluency with AI tools, with concrete examples of what you use them for in your own day-to-day work.

Desired skills and experience:

• Health plan, Medicare Advantage, or other regulated-environment experience (ANOC / AEP / 1-1 readiness cycles).
• Experience with contact center technology — dialers, chat, workforce management, or agent-assist and AI tooling.

Salary:

Salary: $110,000 - $129, 274 annually The pay range listed for this position is the range the organization reasonably and in good faith expects to pay for this position at the time of the posting. Once the interview process begins, your talent partner will provide additional information on the compensation for the role, along with additional information on our total rewards package. The actual base salary offered will depend on a variety of factors, including the qualifications of the individual applicant for the position, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job.

Our Total Rewards package includes:

• Employer sponsored health, dental and vision plan with low or no premium
• Generous paid time off
• $100 monthly mobile or internet stipend
• Stock options for all employees
• Bonus eligibility for all roles excluding Director and above; Commission eligibility for Sales roles
• Parental leave program
• 401K program

And more.... *Our total rewards package is for full time employees only. Intern and Contract positions are not eligible.

Founded in 2017, Devoted Health is on a mission to dramatically improve the health and well-being of older Americans by caring for everyone like they are family, and that includes our employees.

Our robust and seamlessly integrated care platform merges advanced data and AI access with world-class clinical and service experiences to create a member experience that is unlike the industry norm.

To continue building upon our mission, we want to bring together those who share our values, embrace change and advancement, and are enthusiastic about where we're going — all the while bringing their own unique qualities, experiences, and expertise, in hopes of further changing the healthcare experience.

Devoted is an equal opportunity employer.

We are committed to a safe and supportive work environment in which all employees have the opportunity to participate and contribute to the success of the business.

We value diversity and collaboration.

Individuals are respected for their skills, experience, and unique perspectives.

This commitment is embodied in Devoted’s Code of Conduct, our company values and the way we do business.

As an Equal Opportunity Employer, the Company does not discriminate on the basis of race, color, religion, sex, pregnancy status, marital status, national origin, disability, age, sexual orientation, veteran status, genetic information, gender identity, gender expression, or any other factor prohibited by law. Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment.