Chief Growth Officer
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We must preserve all substantive info, not invent. Remove boilerplate.
We need to include About the role content (the paragraph(s) after "About The Role").
Responsibilities: list from "Key Responsibilities" bullet points (they are sentences separated by periods but we can treat each as list item). We'll extract each bullet.
Requirements: list from "Requirements Qualifications" maybe combined? Actually after "Requirements Qualifications" there is a paragraph with bullet-like sentences. We'll treat each sentence as list item.
Qualifications: maybe same as Requirements? Actually they have "Requirements Qualifications" heading then a paragraph. Could treat that as Qualifications. But we already have Requirements section; maybe we split: Requirements (experience) and Qualifications (credentials). However the text: "Requirements Qualifications 15+ years ..." It's combined. We could make one section "Requirements" containing those bullet points. Or we could have both Requirements and Qualifications with same content? Better to follow instruction: include a section only when posting has real specific content for it. The posting has a section labeled "Requirements Qualifications". Could treat that as Qualifications. But we also have "Key Responsibilities". There's no separate "Requirements". So we could have a section "Qualifications" with the list. And maybe not have a separate Requirements. However the instruction says use headings like Requirements, Qualifications. We can decide to put the content under Qualifications. Or we could split: Requirements (experience years) and Qualifications (credibility etc). But the text is not clearly separated. Safer to put under Qualifications.
We also have Benefits: from Additional Details: medical, dental, vision, life, disability insurance; 401(k); paid holidays; paid time off. Also remote position, travel estimate. Travel maybe not benefit but could be under Schedule? Not schedule. We'll include Benefits as list.
Pay: salary range $250k–$300k plus performance-based incentives. Also note actual compensation reflects etc. We'll include Pay section with that info.
Schedule: not given. Travel percentage maybe not schedule. So omit Schedule.
We need to preserve all substantive info: remote position, travel estimate 25-50%, posting open 120 days or until filled. That could be under Additional Details but not a specific heading. Could be placed in a
under About the role? Better to create a section "Additional Details"? Not in allowed headings. Could fold into Benefits or Pay? Travel not benefit. Could add a
after Benefits about remote and travel and posting duration. But instruction: Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. It doesn't forbid other headings, but says use those for those specific types. It says "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." That implies we should use those headings when we have those sections. It doesn't say we cannot have other headings, but better to stick to those. We can put remote/travel/posting duration in a
under Benefits or Pay? Might be odd. Could create a section "Details" but not in list. Safer to add a
after Benefits with that info, not as a heading.
Thus final HTML:
About the role
... (the prose from About The Role)
Responsibilities
- Set and execute a multi-year growth strategy that builds on S&P’s strengths and defines where the company will compete, invest, and expand.
- Anticipate market shifts and connect customer needs, funding, and technology changes to opportunities where S&P can bring distinctive value.
- Keep healthcare technology transformation at the center of S&P’s growth, deepening the company’s role in Oracle Health and large-scale EHR modernization while expanding across federal, state, local, tribal, and rural healthcare and developing ERP and other complementary offerings.
- Partner with the President and executive leadership team to shape S&P’s long-term direction, including the markets the company enters, the capabilities it builds, the investments it makes, and the strategic opportunities it pursues—building on S&P’s people, reputation, and trusted relationships.
- Own companywide growth performance and give the President and executive leadership team a clear view of results, forecasts, risks, and investment needs.
- Build out a high-performing growth organization with the leadership, structure, capabilities, and operating discipline needed to support S&P’s ambitions.
- Lead and develop the General Managers for Military Health and Veterans Affairs; Ambulatory, Rural, and Tribal Health; and Enterprise Resource Planning, as well as future market portfolios.
- Work with each leader to strengthen S&P’s position in major federal EHR modernization programs, expand its reach across ambulatory, rural, tribal, and community healthcare, and build a differentiated and sustainable ERP business.
- Lead the Head of Capture in building the operational backbone of the growth organization, with disciplined RFP processes, clear roles and timelines, effective tools and reporting, and coordinated support that enables the General Managers to pursue priority opportunities efficiently and consistently.
- Translate S&P’s enterprise growth strategy into clear departmental objectives, portfolio plans, and measurable targets for the business development leadership team, holding leaders accountable for results while providing the direction and support they need to succeed.
- Protect and expand existing business by anticipating recompetes and retention risks and identifying opportunities to deepen S&P’s impact within key customer relationships.
- Oversee business development, capture, and strategic partnerships across the company, ensuring that S&P pursues work that fits its strategy, capabilities, and long-term direction.
- Serve as a senior ambassador for S&P in the market, building trusted relationships with senior customers, healthcare organizations, technology companies, prime contractors, and other strategic partners.
- Represent the company at key industry conferences and forums, and stay closely connected to major customer engagements to understand evolving needs, strengthen relationships, and identify opportunities where S&P can add value.
- Work with the General Managers and Head of Capture to qualify opportunities early, understand the competitive landscape, select the right partners, and develop compelling approaches for priority pursuits.
- Make disciplined choices about where S&P should lead, prime, subcontract, invest, partner, or decline to pursue, balancing ambition with customer value, delivery readiness, and expected return.
- Bring Service Delivery into major pursuits early enough to shape credible solutions, staffing plans, capability investments, and contract transitions.
Qualifications
- 15+ years of progressive leadership experience in healthcare technology consulting or complex transformation services, with a record of building markets, growing revenue, and leading senior growth, portfolio, capture, or business-unit leaders with clear expectations, accountability, and support.
- Demonstrated success selling consulting and transformation services by understanding how delivery creates value, translating customer needs into tailored solutions, and bringing the right capabilities together to solve complex problems.
- Deep credibility in healthcare and EHR transformation, ideally with Oracle Health solutions, and the judgment and relationships to shape markets, build new offerings, and help scale a company.
- Strong business and financial judgment, with the ability to make disciplined decisions about markets, investments, partnerships, and pursuits.
- Federal healthcare or government contracting experience is preferred.
- Exceptional healthcare technology leaders from the commercial sector will also be considered if they bring meaningful Oracle expertise, a strong consulting-services orientation, and a proven ability to lead growth and shape strategy.
- Alignment with S&P’s values of integrity, transparency, exceptional customer value, and genuine investment in people.
Benefits
- Medical, dental, vision, life, and disability insurance
- 401(k)
- Paid holidays
- Paid time off
Pay
Projected annual salary range is $250,000–$300,000, with the possibility of performance-based incentives. Actual compensation will reflect the candidate’s education, knowledge, skills, competencies, and experience, as well as organizational requirements. This range is an estimate and does not guarantee compensation.
This is a remote position. Travel is estimated at 25–50% to engage with customers, partners, industry organizations, and internal teams. This posting will remain open for 120 days or until the position is filled.
We need to ensure no extra markdown fences. Just raw HTML.
Check for any repeated content: we included About the role prose. Need to copy that exactly from posting: "About The Role S&P Consultants has spent nearly three decades helping healthcare organizations navigate complex technology change. Our strength comes from pairing deep healthcare and Oracle Health expertise with experienced consultants who bring clarity, accountability, and practical leadership to complex transformations. Today, S&P is deeply engaged in several of the nation’s most consequential federal EHR modernization efforts, providing a strong foundation for continued growth across federal, state, local, tribal, and rural healthcare. We are seeking a Chief Growth Officer who can see the full potential of what S&P has built and help translate it into the company’s next stage of growth. Reporting to the President and serving on the executive leadership team, the CGO will set the enterprise growth strategy and lead the General Managers for Military Health and Veterans Affairs; Ambulatory, Rural, and Tribal Health; and Enterprise Resource Planning, along with the Head of Capture. Together, they will strengthen S&P’s position in priority federal programs, expand its reach across state, local, tribal, and rural health markets, and establish where the company should invest to build enduring positions. Healthcare transformation will remain central to S&P’s business. S&P has established a strong position supporting some of the nation’s largest Oracle Health modernization efforts, with deep experience in large-scale EHR implementation and optimization, clinical informatics, interoperability, testing, data, revenue cycle, digital health, and operational transformation. The company’s future, however, extends beyond any single platform, customer, or program. The CGO will build on this expertise to expand S&P’s influence across emerging healthcare and enterprise transformation opportunities, including ERP and other complementary offerings where the company’s experience and practical approach can create lasting customer value. Beyond large-scale federal programs, S&P also sees meaningful potential across state, local, tribal, and rural healthcare markets. These organizations face many of the same challenges S&P has spent decades helping both commercial and federal customers address, often with fewer resources and less access to experienced partners. The CGO will help S&P bring its expertise to these markets with focus, respect, and an understanding of the communities and missions behind the work. This is not a role focused only on generating pipeline or managing a sales organization. It is an opportunity to connect what S&P does exceptionally well with the customers and challenges that need it most—to shape markets, strengthen offerings
for prose. We must preserve all substantive info, not invent. Remove boilerplate. We need to include About the role content (the paragraph(s) after "About The Role"). Responsibilities: list from "Key Responsibilities" bullet points (they are sentences separated by periods but we can treat each as list item). We'll extract each bullet. Requirements: list from "Requirements Qualifications" maybe combined? Actually after "Requirements Qualifications" there is a paragraph with bullet-like sentences. We'll treat each sentence as list item. Qualifications: maybe same as Requirements? Actually they have "Requirements Qualifications" heading then a paragraph. Could treat that as Qualifications. But we already have Requirements section; maybe we split: Requirements (experience) and Qualifications (credentials). However the text: "Requirements Qualifications 15+ years ..." It's combined. We could make one section "Requirements" containing those bullet points. Or we could have both Requirements and Qualifications with same content? Better to follow instruction: include a section only when posting has real specific content for it. The posting has a section labeled "Requirements Qualifications". Could treat that as Qualifications. But we also have "Key Responsibilities". There's no separate "Requirements". So we could have a section "Qualifications" with the list. And maybe not have a separate Requirements. However the instruction says use headings like Requirements, Qualifications. We can decide to put the content under Qualifications. Or we could split: Requirements (experience years) and Qualifications (credibility etc). But the text is not clearly separated. Safer to put under Qualifications. We also have Benefits: from Additional Details: medical, dental, vision, life, disability insurance; 401(k); paid holidays; paid time off. Also remote position, travel estimate. Travel maybe not benefit but could be under Schedule? Not schedule. We'll include Benefits as list. Pay: salary range $250k–$300k plus performance-based incentives. Also note actual compensation reflects etc. We'll include Pay section with that info. Schedule: not given. Travel percentage maybe not schedule. So omit Schedule. We need to preserve all substantive info: remote position, travel estimate 25-50%, posting open 120 days or until filled. That could be under Additional Details but not a specific heading. Could be placed in a
under About the role? Better to create a section "Additional Details"? Not in allowed headings. Could fold into Benefits or Pay? Travel not benefit. Could add a
after Benefits about remote and travel and posting duration. But instruction: Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. It doesn't forbid other headings, but says use those for those specific types. It says "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." That implies we should use those headings when we have those sections. It doesn't say we cannot have other headings, but better to stick to those. We can put remote/travel/posting duration in a
under Benefits or Pay? Might be odd. Could create a section "Details" but not in list. Safer to add a
after Benefits with that info, not as a heading.
Thus final HTML:
About the role
... (the prose from About The Role)
Responsibilities
- Set and execute a multi-year growth strategy that builds on S&P’s strengths and defines where the company will compete, invest, and expand.
- Anticipate market shifts and connect customer needs, funding, and technology changes to opportunities where S&P can bring distinctive value.
- Keep healthcare technology transformation at the center of S&P’s growth, deepening the company’s role in Oracle Health and large-scale EHR modernization while expanding across federal, state, local, tribal, and rural healthcare and developing ERP and other complementary offerings.
- Partner with the President and executive leadership team to shape S&P’s long-term direction, including the markets the company enters, the capabilities it builds, the investments it makes, and the strategic opportunities it pursues—building on S&P’s people, reputation, and trusted relationships.
- Own companywide growth performance and give the President and executive leadership team a clear view of results, forecasts, risks, and investment needs.
- Build out a high-performing growth organization with the leadership, structure, capabilities, and operating discipline needed to support S&P’s ambitions.
- Lead and develop the General Managers for Military Health and Veterans Affairs; Ambulatory, Rural, and Tribal Health; and Enterprise Resource Planning, as well as future market portfolios.
- Work with each leader to strengthen S&P’s position in major federal EHR modernization programs, expand its reach across ambulatory, rural, tribal, and community healthcare, and build a differentiated and sustainable ERP business.
- Lead the Head of Capture in building the operational backbone of the growth organization, with disciplined RFP processes, clear roles and timelines, effective tools and reporting, and coordinated support that enables the General Managers to pursue priority opportunities efficiently and consistently.
- Translate S&P’s enterprise growth strategy into clear departmental objectives, portfolio plans, and measurable targets for the business development leadership team, holding leaders accountable for results while providing the direction and support they need to succeed.
- Protect and expand existing business by anticipating recompetes and retention risks and identifying opportunities to deepen S&P’s impact within key customer relationships.
- Oversee business development, capture, and strategic partnerships across the company, ensuring that S&P pursues work that fits its strategy, capabilities, and long-term direction.
- Serve as a senior ambassador for S&P in the market, building trusted relationships with senior customers, healthcare organizations, technology companies, prime contractors, and other strategic partners.
- Represent the company at key industry conferences and forums, and stay closely connected to major customer engagements to understand evolving needs, strengthen relationships, and identify opportunities where S&P can add value.
- Work with the General Managers and Head of Capture to qualify opportunities early, understand the competitive landscape, select the right partners, and develop compelling approaches for priority pursuits.
- Make disciplined choices about where S&P should lead, prime, subcontract, invest, partner, or decline to pursue, balancing ambition with customer value, delivery readiness, and expected return.
- Bring Service Delivery into major pursuits early enough to shape credible solutions, staffing plans, capability investments, and contract transitions.
Qualifications
- 15+ years of progressive leadership experience in healthcare technology consulting or complex transformation services, with a record of building markets, growing revenue, and leading senior growth, portfolio, capture, or business-unit leaders with clear expectations, accountability, and support.
- Demonstrated success selling consulting and transformation services by understanding how delivery creates value, translating customer needs into tailored solutions, and bringing the right capabilities together to solve complex problems.
- Deep credibility in healthcare and EHR transformation, ideally with Oracle Health solutions, and the judgment and relationships to shape markets, build new offerings, and help scale a company.
- Strong business and financial judgment, with the ability to make disciplined decisions about markets, investments, partnerships, and pursuits.
- Federal healthcare or government contracting experience is preferred.
- Exceptional healthcare technology leaders from the commercial sector will also be considered if they bring meaningful Oracle expertise, a strong consulting-services orientation, and a proven ability to lead growth and shape strategy.
- Alignment with S&P’s values of integrity, transparency, exceptional customer value, and genuine investment in people.
Benefits
- Medical, dental, vision, life, and disability insurance
- 401(k)
- Paid holidays
- Paid time off
Pay
Projected annual salary range is $250,000–$300,000, with the possibility of performance-based incentives. Actual compensation will reflect the candidate’s education, knowledge, skills, competencies, and experience, as well as organizational requirements. This range is an estimate and does not guarantee compensation.
This is a remote position. Travel is estimated at 25–50% to engage with customers, partners, industry organizations, and internal teams. This posting will remain open for 120 days or until the position is filled.
We need to ensure no extra markdown fences. Just raw HTML.
Check for any repeated content: we included About the role prose. Need to copy that exactly from posting: "About The Role S&P Consultants has spent nearly three decades helping healthcare organizations navigate complex technology change. Our strength comes from pairing deep healthcare and Oracle Health expertise with experienced consultants who bring clarity, accountability, and practical leadership to complex transformations. Today, S&P is deeply engaged in several of the nation’s most consequential federal EHR modernization efforts, providing a strong foundation for continued growth across federal, state, local, tribal, and rural healthcare. We are seeking a Chief Growth Officer who can see the full potential of what S&P has built and help translate it into the company’s next stage of growth. Reporting to the President and serving on the executive leadership team, the CGO will set the enterprise growth strategy and lead the General Managers for Military Health and Veterans Affairs; Ambulatory, Rural, and Tribal Health; and Enterprise Resource Planning, along with the Head of Capture. Together, they will strengthen S&P’s position in priority federal programs, expand its reach across state, local, tribal, and rural health markets, and establish where the company should invest to build enduring positions. Healthcare transformation will remain central to S&P’s business. S&P has established a strong position supporting some of the nation’s largest Oracle Health modernization efforts, with deep experience in large-scale EHR implementation and optimization, clinical informatics, interoperability, testing, data, revenue cycle, digital health, and operational transformation. The company’s future, however, extends beyond any single platform, customer, or program. The CGO will build on this expertise to expand S&P’s influence across emerging healthcare and enterprise transformation opportunities, including ERP and other complementary offerings where the company’s experience and practical approach can create lasting customer value. Beyond large-scale federal programs, S&P also sees meaningful potential across state, local, tribal, and rural healthcare markets. These organizations face many of the same challenges S&P has spent decades helping both commercial and federal customers address, often with fewer resources and less access to experienced partners. The CGO will help S&P bring its expertise to these markets with focus, respect, and an understanding of the communities and missions behind the work. This is not a role focused only on generating pipeline or managing a sales organization. It is an opportunity to connect what S&P does exceptionally well with the customers and challenges that need it most—to shape markets, strengthen offerings
for prose. It doesn't forbid other headings, but says use those for those specific types. It says "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." That implies we should use those headings when we have those sections. It doesn't say we cannot have other headings, but better to stick to those. We can put remote/travel/posting duration in a
under Benefits or Pay? Might be odd. Could create a section "Details" but not in list. Safer to add a
after Benefits with that info, not as a heading. Thus final HTML:
About the role
... (the prose from About The Role)
Responsibilities
- Set and execute a multi-year growth strategy that builds on S&P’s strengths and defines where the company will compete, invest, and expand.
- Anticipate market shifts and connect customer needs, funding, and technology changes to opportunities where S&P can bring distinctive value.
- Keep healthcare technology transformation at the center of S&P’s growth, deepening the company’s role in Oracle Health and large-scale EHR modernization while expanding across federal, state, local, tribal, and rural healthcare and developing ERP and other complementary offerings.
- Partner with the President and executive leadership team to shape S&P’s long-term direction, including the markets the company enters, the capabilities it builds, the investments it makes, and the strategic opportunities it pursues—building on S&P’s people, reputation, and trusted relationships.
- Own companywide growth performance and give the President and executive leadership team a clear view of results, forecasts, risks, and investment needs.
- Build out a high-performing growth organization with the leadership, structure, capabilities, and operating discipline needed to support S&P’s ambitions.
- Lead and develop the General Managers for Military Health and Veterans Affairs; Ambulatory, Rural, and Tribal Health; and Enterprise Resource Planning, as well as future market portfolios.
- Work with each leader to strengthen S&P’s position in major federal EHR modernization programs, expand its reach across ambulatory, rural, tribal, and community healthcare, and build a differentiated and sustainable ERP business.
- Lead the Head of Capture in building the operational backbone of the growth organization, with disciplined RFP processes, clear roles and timelines, effective tools and reporting, and coordinated support that enables the General Managers to pursue priority opportunities efficiently and consistently.
- Translate S&P’s enterprise growth strategy into clear departmental objectives, portfolio plans, and measurable targets for the business development leadership team, holding leaders accountable for results while providing the direction and support they need to succeed.
- Protect and expand existing business by anticipating recompetes and retention risks and identifying opportunities to deepen S&P’s impact within key customer relationships.
- Oversee business development, capture, and strategic partnerships across the company, ensuring that S&P pursues work that fits its strategy, capabilities, and long-term direction.
- Serve as a senior ambassador for S&P in the market, building trusted relationships with senior customers, healthcare organizations, technology companies, prime contractors, and other strategic partners.
- Represent the company at key industry conferences and forums, and stay closely connected to major customer engagements to understand evolving needs, strengthen relationships, and identify opportunities where S&P can add value.
- Work with the General Managers and Head of Capture to qualify opportunities early, understand the competitive landscape, select the right partners, and develop compelling approaches for priority pursuits.
- Make disciplined choices about where S&P should lead, prime, subcontract, invest, partner, or decline to pursue, balancing ambition with customer value, delivery readiness, and expected return.
- Bring Service Delivery into major pursuits early enough to shape credible solutions, staffing plans, capability investments, and contract transitions.
Qualifications
- 15+ years of progressive leadership experience in healthcare technology consulting or complex transformation services, with a record of building markets, growing revenue, and leading senior growth, portfolio, capture, or business-unit leaders with clear expectations, accountability, and support.
- Demonstrated success selling consulting and transformation services by understanding how delivery creates value, translating customer needs into tailored solutions, and bringing the right capabilities together to solve complex problems.
- Deep credibility in healthcare and EHR transformation, ideally with Oracle Health solutions, and the judgment and relationships to shape markets, build new offerings, and help scale a company.
- Strong business and financial judgment, with the ability to make disciplined decisions about markets, investments, partnerships, and pursuits.
- Federal healthcare or government contracting experience is preferred.
- Exceptional healthcare technology leaders from the commercial sector will also be considered if they bring meaningful Oracle expertise, a strong consulting-services orientation, and a proven ability to lead growth and shape strategy.
- Alignment with S&P’s values of integrity, transparency, exceptional customer value, and genuine investment in people.
Benefits
- Medical, dental, vision, life, and disability insurance
- 401(k)
- Paid holidays
- Paid time off
Pay
Projected annual salary range is $250,000–$300,000, with the possibility of performance-based incentives. Actual compensation will reflect the candidate’s education, knowledge, skills, competencies, and experience, as well as organizational requirements. This range is an estimate and does not guarantee compensation.
This is a remote position. Travel is estimated at 25–50% to engage with customers, partners, industry organizations, and internal teams. This posting will remain open for 120 days or until the position is filled.
We need to ensure no extra markdown fences. Just raw HTML. Check for any repeated content: we included About the role prose. Need to copy that exactly from posting: "About The Role S&P Consultants has spent nearly three decades helping healthcare organizations navigate complex technology change. Our strength comes from pairing deep healthcare and Oracle Health expertise with experienced consultants who bring clarity, accountability, and practical leadership to complex transformations. Today, S&P is deeply engaged in several of the nation’s most consequential federal EHR modernization efforts, providing a strong foundation for continued growth across federal, state, local, tribal, and rural healthcare. We are seeking a Chief Growth Officer who can see the full potential of what S&P has built and help translate it into the company’s next stage of growth. Reporting to the President and serving on the executive leadership team, the CGO will set the enterprise growth strategy and lead the General Managers for Military Health and Veterans Affairs; Ambulatory, Rural, and Tribal Health; and Enterprise Resource Planning, along with the Head of Capture. Together, they will strengthen S&P’s position in priority federal programs, expand its reach across state, local, tribal, and rural health markets, and establish where the company should invest to build enduring positions. Healthcare transformation will remain central to S&P’s business. S&P has established a strong position supporting some of the nation’s largest Oracle Health modernization efforts, with deep experience in large-scale EHR implementation and optimization, clinical informatics, interoperability, testing, data, revenue cycle, digital health, and operational transformation. The company’s future, however, extends beyond any single platform, customer, or program. The CGO will build on this expertise to expand S&P’s influence across emerging healthcare and enterprise transformation opportunities, including ERP and other complementary offerings where the company’s experience and practical approach can create lasting customer value. Beyond large-scale federal programs, S&P also sees meaningful potential across state, local, tribal, and rural healthcare markets. These organizations face many of the same challenges S&P has spent decades helping both commercial and federal customers address, often with fewer resources and less access to experienced partners. The CGO will help S&P bring its expertise to these markets with focus, respect, and an understanding of the communities and missions behind the work. This is not a role focused only on generating pipeline or managing a sales organization. It is an opportunity to connect what S&P does exceptionally well with the customers and challenges that need it most—to shape markets, strengthen offerings