Regional Program Manager, Community Health
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. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences.
We need to decide which sections to include. The posting includes:
- About Pear Suite (company description) – could be considered "About the role"? Actually "About Pear Suite" is company overview, not role. The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to map content accordingly.
We have:
- About Pear Suite (company description) – maybe not needed as a heading? Could be part of "About the role"? But they said "About the role" heading for section headings (e.g. About the role, Responsibilities...). So we could have an
About the role
containing the description of the role (the "About The Role" paragraph). The company description "About Pear Suite" could be placed before that as a maybe not under a heading? The instruction says do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. It doesn't forbid having a paragraph about the company before the role heading. So we can output a
with the company description.
Then we have "Why Pear Suite?" – could be part of About the role? Might be considered part of role description? Could be included under About the role as prose.
Then "About The Role" – we will put under
About the role
.
Then "What You'll Do" – includes subheadings: Program Management, Cross-Functional Coordination, Partner & Stakeholder Management, Regional Program Development, Program Sustainability & Expansion. These are duties/responsibilities. So we can have a Responsibilities
and then under that we can have maybe subheadings? But instruction only says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid using other headings like ? It says use for section headings (e.g. About the role, Responsibilities...). Likely they expect only those top-level sections. So we should not create additional headings beyond those. So we need to embed the duty details as prose or lists under the Responsibilities heading. We can use - for any list of duties/requirements/benefits. So we can break each duty into list items.
Thus under Responsibilities we can have a
with list items each representing a duty bullet. We need to preserve all substantive information; we can break down each duty into list items.
Similarly, Qualifications: we have a list of qualifications bullet points. We'll put under Qualifications
with - .
Benefits: we have "Benefits And Perks" with list of benefits. So we can have
Benefits
with - . Also note "Compensation" includes salary range. That's Pay. So we need a
Pay
with the salary range info. Also there is a note about compensation range disclosure etc. We need to preserve all substantive information; we can include that as prose under Pay.
Schedule: not mentioned; remote, fully remote, unlimited PTO etc. No explicit schedule like full-time, part-time. Could be considered under Benefits? Not schedule. So we should not create a Schedule section because no specific schedule info.
Skills: not explicitly listed; maybe we could infer from qualifications but better not to create a Skills section unless there is explicit content. The posting does not have a separate Skills section. So we omit Skills.
Requirements: maybe Qualifications covers that. The instruction includes Requirements as a possible heading. But we have Qualifications; we could treat Qualifications as Requirements. But we already have Qualifications heading. Could also have Requirements heading with same content? Better to follow the posting: they have "Qualifications". So we will use Qualifications
. Not include Requirements.
Thus sections: About the role (maybe we include company description and why Pear Suite?), Responsibilities, Qualifications, Benefits, Pay.
We need to ensure we don't include filler placeholder text. All content is substantive.
We need to remove boilerplate like "Compensation Range Disclosure" maybe we keep as part of Pay section prose.
We need to output only HTML fragment.
Let's craft:
About Pear Suite: Pear Suite is an early-stage digital health company building software for community-based care. Our care navigation platform equips community health workers, doulas, care navigators, and the organizations that support them with tools to collect, visualize, and act on social determinants of health data. We help community-based organizations, health systems, and government-funded care programs deliver more coordinated, person-centered care.
Why Pear Suite? We’re a mission-driven team committed to health equity and innovation in community-based care. You’ll thrive here if you’re eager to take initiative, value autonomy, and enjoy building structure where none exists. Join us to build scalable, human-centered technology that empowers frontline workers and improves lives across the U.S.
About the role
Pear Suite is seeking a Regional Program Manager, Community Health to lead the implementation of complex community health initiatives across assigned states and regions. This role is responsible for turning strategic initiatives, grants, partnerships, and new market opportunities into well-executed programs. The Regional Program Manager will coordinate across healthcare providers, community-based organizations, Community Health Workers (CHWs), Tribal health organizations, health plans, government agencies, workforce partners, and Pear Suite teams to move initiatives from planning through successful implementation. This is a highly cross-functional role for someone who is comfortable bringing structure to complex work, managing multiple stakeholders and workstreams, identifying and resolving barriers, and keeping programs moving toward measurable outcomes.
Responsibilities
- Program Management: Lead implementation of complex regional initiatives, including grant-funded programs, provider network initiatives, workforce programs, telehealth initiatives, and healthcare-community partnerships.
- Program Management: Translate proposals, contracts, grants, and strategic priorities into actionable project plans with clear milestones, owners, timelines, dependencies, and performance measures.
- Program Management: Manage multiple programs and workstreams simultaneously across assigned markets.
- Program Management: Establish project governance, meeting cadences, reporting, documentation, and accountability across internal and external stakeholders.
- Program Management: Track program progress, deliverables, risks, budgets where applicable, and key performance indicators.
- Program Management: Identify implementation barriers and coordinate internal teams and external partners to resolve them.
- Program Management: Provide regular program updates and recommendations to Pear Suite leadership.
- Cross-Functional Coordination: Serve as the central point of coordination across Pear Suite's workforce development, community outreach, provider network, operations, product, clinical, impact, sales, and payer teams for assigned initiatives.
- Cross-Functional Coordination: Clarify roles, responsibilities, dependencies, and decision points across teams.
- Cross-Functional Coordination: Coordinate operational requirements including contracting, credentialing, compliance, billing readiness, partner onboarding, training, and care coordination.
- Cross-Functional Coordination: Ensure regional programs are implemented consistently with Pear Suite's broader operating model while adapting execution to local market needs.
- Cross-Functional Coordination: Capture lessons learned and develop repeatable processes, tools, and implementation models that can be applied to future programs and markets.
- Partner & Stakeholder Management: Build and maintain productive working relationships with CBOs, CHW and CHR programs, Tribal organizations, healthcare providers, health systems, health plans, government agencies, academic institutions, and workforce partners.
- Partner & Stakeholder Management: Coordinate partner onboarding, readiness assessments, implementation activities, and ongoing technical assistance.
- Partner & Stakeholder Management: Facilitate meetings and working groups involving multiple organizations with different priorities and operating models.
- Partner & Stakeholder Management: Maintain clear communication with partners regarding program expectations, timelines, responsibilities, and outcomes.
- Partner & Stakeholder Management: Support partners as they progress from initial engagement through readiness, implementation, and ongoing participation.
- Regional Program Development: Develop an understanding of the healthcare, community health, workforce, reimbursement, and policy landscape within assigned markets.
- Regional Program Development: Support leadership in evaluating regional opportunities by gathering market intelligence and stakeholder input.
- Regional Program Development: Help identify organizations that could participate in Pear Suite programs, provider networks, and community health initiatives.
- Regional Program Development: Support the development of workflows connecting community-based organizations with healthcare and clinical partners.
- Regional Program Development: Represent Pear Suite in relevant regional meetings, coalitions, working groups, conferences, and community convenings.
- Program Sustainability & Expansion: Work with internal teams and external partners to identify pathways for successful programs to continue beyond initial pilot or grant funding.
- Program Sustainability & Expansion: Support evaluation of reimbursement, health plan, health system, government, employer, and other potential funding models.
- Program Sustainability & Expansion: Identify opportunities to expand successful programs and partnerships into additional communities or markets.
- Program Sustainability & Expansion: Document implementation models and best practices to make successful programs easier to replicate and scale.
- Program Sustainability & Expansion: Provide leadership with program-level insights and recommendations related to implementation, resources, partnerships, and expansion opportunities.
Qualifications
- 4–7 years of experience in healthcare, public health, community health, healthcare operations, Medicaid, population health, program management, or a related field.
- Experience coordinating programs or projects involving multiple organizations or stakeholder groups.
- Strong project and program management skills, including work planning, milestone tracking, documentation, and stakeholder coordination.
- Ability to independently manage projects and move work forward without requiring highly structured processes.
- Strong communication, facilitation, relationship-building, and problem-solving skills.
- Experience working with community-based organizations, CHWs, Tribal organizations, rural healthcare, Medicaid programs, health plans, or similar stakeholders preferred.
- Ability to work effectively across teams and influence outcomes without direct authority.
- Comfortable managing multiple projects and priorities simultaneously.
- Willingness to travel regularly throughout assigned regions.
Benefits
- A mission driven culture that values innovation, collaboration and growth
for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. We need to decide which sections to include. The posting includes: - About Pear Suite (company description) – could be considered "About the role"? Actually "About Pear Suite" is company overview, not role. The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to map content accordingly. We have: - About Pear Suite (company description) – maybe not needed as a heading? Could be part of "About the role"? But they said "About the role" heading for section headings (e.g. About the role, Responsibilities...). So we could have an
About the role
containing the description of the role (the "About The Role" paragraph). The company description "About Pear Suite" could be placed before that as amaybe not under a heading? The instruction says do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. It doesn't forbid having a paragraph about the company before the role heading. So we can output a
with the company description. Then we have "Why Pear Suite?" – could be part of About the role? Might be considered part of role description? Could be included under About the role as prose. Then "About The Role" – we will put under
About the role
. Then "What You'll Do" – includes subheadings: Program Management, Cross-Functional Coordination, Partner & Stakeholder Management, Regional Program Development, Program Sustainability & Expansion. These are duties/responsibilities. So we can have aResponsibilities
and then under that we can have maybe subheadings? But instruction only says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid using other headings like ? It says use for section headings (e.g. About the role, Responsibilities...). Likely they expect only those top-level sections. So we should not create additional headings beyond those. So we need to embed the duty details as prose or lists under the Responsibilities heading. We can use - for any list of duties/requirements/benefits. So we can break each duty into list items.
Thus under Responsibilities we can have a
with list items each representing a duty bullet. We need to preserve all substantive information; we can break down each duty into list items.
Similarly, Qualifications: we have a list of qualifications bullet points. We'll put under Qualifications
with - .
Benefits: we have "Benefits And Perks" with list of benefits. So we can have
Benefits
with - . Also note "Compensation" includes salary range. That's Pay. So we need a
Pay
with the salary range info. Also there is a note about compensation range disclosure etc. We need to preserve all substantive information; we can include that as prose under Pay.
Schedule: not mentioned; remote, fully remote, unlimited PTO etc. No explicit schedule like full-time, part-time. Could be considered under Benefits? Not schedule. So we should not create a Schedule section because no specific schedule info.
Skills: not explicitly listed; maybe we could infer from qualifications but better not to create a Skills section unless there is explicit content. The posting does not have a separate Skills section. So we omit Skills.
Requirements: maybe Qualifications covers that. The instruction includes Requirements as a possible heading. But we have Qualifications; we could treat Qualifications as Requirements. But we already have Qualifications heading. Could also have Requirements heading with same content? Better to follow the posting: they have "Qualifications". So we will use Qualifications
. Not include Requirements.
Thus sections: About the role (maybe we include company description and why Pear Suite?), Responsibilities, Qualifications, Benefits, Pay.
We need to ensure we don't include filler placeholder text. All content is substantive.
We need to remove boilerplate like "Compensation Range Disclosure" maybe we keep as part of Pay section prose.
We need to output only HTML fragment.
Let's craft:
About Pear Suite: Pear Suite is an early-stage digital health company building software for community-based care. Our care navigation platform equips community health workers, doulas, care navigators, and the organizations that support them with tools to collect, visualize, and act on social determinants of health data. We help community-based organizations, health systems, and government-funded care programs deliver more coordinated, person-centered care.
Why Pear Suite? We’re a mission-driven team committed to health equity and innovation in community-based care. You’ll thrive here if you’re eager to take initiative, value autonomy, and enjoy building structure where none exists. Join us to build scalable, human-centered technology that empowers frontline workers and improves lives across the U.S.
About the role
Pear Suite is seeking a Regional Program Manager, Community Health to lead the implementation of complex community health initiatives across assigned states and regions. This role is responsible for turning strategic initiatives, grants, partnerships, and new market opportunities into well-executed programs. The Regional Program Manager will coordinate across healthcare providers, community-based organizations, Community Health Workers (CHWs), Tribal health organizations, health plans, government agencies, workforce partners, and Pear Suite teams to move initiatives from planning through successful implementation. This is a highly cross-functional role for someone who is comfortable bringing structure to complex work, managing multiple stakeholders and workstreams, identifying and resolving barriers, and keeping programs moving toward measurable outcomes.
Responsibilities
- Program Management: Lead implementation of complex regional initiatives, including grant-funded programs, provider network initiatives, workforce programs, telehealth initiatives, and healthcare-community partnerships.
- Program Management: Translate proposals, contracts, grants, and strategic priorities into actionable project plans with clear milestones, owners, timelines, dependencies, and performance measures.
- Program Management: Manage multiple programs and workstreams simultaneously across assigned markets.
- Program Management: Establish project governance, meeting cadences, reporting, documentation, and accountability across internal and external stakeholders.
- Program Management: Track program progress, deliverables, risks, budgets where applicable, and key performance indicators.
- Program Management: Identify implementation barriers and coordinate internal teams and external partners to resolve them.
- Program Management: Provide regular program updates and recommendations to Pear Suite leadership.
- Cross-Functional Coordination: Serve as the central point of coordination across Pear Suite's workforce development, community outreach, provider network, operations, product, clinical, impact, sales, and payer teams for assigned initiatives.
- Cross-Functional Coordination: Clarify roles, responsibilities, dependencies, and decision points across teams.
- Cross-Functional Coordination: Coordinate operational requirements including contracting, credentialing, compliance, billing readiness, partner onboarding, training, and care coordination.
- Cross-Functional Coordination: Ensure regional programs are implemented consistently with Pear Suite's broader operating model while adapting execution to local market needs.
- Cross-Functional Coordination: Capture lessons learned and develop repeatable processes, tools, and implementation models that can be applied to future programs and markets.
- Partner & Stakeholder Management: Build and maintain productive working relationships with CBOs, CHW and CHR programs, Tribal organizations, healthcare providers, health systems, health plans, government agencies, academic institutions, and workforce partners.
- Partner & Stakeholder Management: Coordinate partner onboarding, readiness assessments, implementation activities, and ongoing technical assistance.
- Partner & Stakeholder Management: Facilitate meetings and working groups involving multiple organizations with different priorities and operating models.
- Partner & Stakeholder Management: Maintain clear communication with partners regarding program expectations, timelines, responsibilities, and outcomes.
- Partner & Stakeholder Management: Support partners as they progress from initial engagement through readiness, implementation, and ongoing participation.
- Regional Program Development: Develop an understanding of the healthcare, community health, workforce, reimbursement, and policy landscape within assigned markets.
- Regional Program Development: Support leadership in evaluating regional opportunities by gathering market intelligence and stakeholder input.
- Regional Program Development: Help identify organizations that could participate in Pear Suite programs, provider networks, and community health initiatives.
- Regional Program Development: Support the development of workflows connecting community-based organizations with healthcare and clinical partners.
- Regional Program Development: Represent Pear Suite in relevant regional meetings, coalitions, working groups, conferences, and community convenings.
- Program Sustainability & Expansion: Work with internal teams and external partners to identify pathways for successful programs to continue beyond initial pilot or grant funding.
- Program Sustainability & Expansion: Support evaluation of reimbursement, health plan, health system, government, employer, and other potential funding models.
- Program Sustainability & Expansion: Identify opportunities to expand successful programs and partnerships into additional communities or markets.
- Program Sustainability & Expansion: Document implementation models and best practices to make successful programs easier to replicate and scale.
- Program Sustainability & Expansion: Provide leadership with program-level insights and recommendations related to implementation, resources, partnerships, and expansion opportunities.
Qualifications
- 4–7 years of experience in healthcare, public health, community health, healthcare operations, Medicaid, population health, program management, or a related field.
- Experience coordinating programs or projects involving multiple organizations or stakeholder groups.
- Strong project and program management skills, including work planning, milestone tracking, documentation, and stakeholder coordination.
- Ability to independently manage projects and move work forward without requiring highly structured processes.
- Strong communication, facilitation, relationship-building, and problem-solving skills.
- Experience working with community-based organizations, CHWs, Tribal organizations, rural healthcare, Medicaid programs, health plans, or similar stakeholders preferred.
- Ability to work effectively across teams and influence outcomes without direct authority.
- Comfortable managing multiple projects and priorities simultaneously.
- Willingness to travel regularly throughout assigned regions.
Benefits
- A mission driven culture that values innovation, collaboration and growth
for section headings (e.g. About the role, Responsibilities...). Likely they expect only those top-level sections. So we should not create additional headings beyond those. So we need to embed the duty details as prose or lists under the Responsibilities heading. We can use - for any list of duties/requirements/benefits. So we can break each duty into list items.
Thus under Responsibilities we can have a
with list items each representing a duty bullet. We need to preserve all substantive information; we can break down each duty into list items.
Similarly, Qualifications: we have a list of qualifications bullet points. We'll put under Qualifications
with - .
Benefits: we have "Benefits And Perks" with list of benefits. So we can have
Benefits
with - . Also note "Compensation" includes salary range. That's Pay. So we need a
Pay
with the salary range info. Also there is a note about compensation range disclosure etc. We need to preserve all substantive information; we can include that as prose under Pay.
Schedule: not mentioned; remote, fully remote, unlimited PTO etc. No explicit schedule like full-time, part-time. Could be considered under Benefits? Not schedule. So we should not create a Schedule section because no specific schedule info.
Skills: not explicitly listed; maybe we could infer from qualifications but better not to create a Skills section unless there is explicit content. The posting does not have a separate Skills section. So we omit Skills.
Requirements: maybe Qualifications covers that. The instruction includes Requirements as a possible heading. But we have Qualifications; we could treat Qualifications as Requirements. But we already have Qualifications heading. Could also have Requirements heading with same content? Better to follow the posting: they have "Qualifications". So we will use Qualifications
. Not include Requirements.
Thus sections: About the role (maybe we include company description and why Pear Suite?), Responsibilities, Qualifications, Benefits, Pay.
We need to ensure we don't include filler placeholder text. All content is substantive.
We need to remove boilerplate like "Compensation Range Disclosure" maybe we keep as part of Pay section prose.
We need to output only HTML fragment.
Let's craft:
About Pear Suite: Pear Suite is an early-stage digital health company building software for community-based care. Our care navigation platform equips community health workers, doulas, care navigators, and the organizations that support them with tools to collect, visualize, and act on social determinants of health data. We help community-based organizations, health systems, and government-funded care programs deliver more coordinated, person-centered care.
Why Pear Suite? We’re a mission-driven team committed to health equity and innovation in community-based care. You’ll thrive here if you’re eager to take initiative, value autonomy, and enjoy building structure where none exists. Join us to build scalable, human-centered technology that empowers frontline workers and improves lives across the U.S.
About the role
Pear Suite is seeking a Regional Program Manager, Community Health to lead the implementation of complex community health initiatives across assigned states and regions. This role is responsible for turning strategic initiatives, grants, partnerships, and new market opportunities into well-executed programs. The Regional Program Manager will coordinate across healthcare providers, community-based organizations, Community Health Workers (CHWs), Tribal health organizations, health plans, government agencies, workforce partners, and Pear Suite teams to move initiatives from planning through successful implementation. This is a highly cross-functional role for someone who is comfortable bringing structure to complex work, managing multiple stakeholders and workstreams, identifying and resolving barriers, and keeping programs moving toward measurable outcomes.
Responsibilities
- Program Management: Lead implementation of complex regional initiatives, including grant-funded programs, provider network initiatives, workforce programs, telehealth initiatives, and healthcare-community partnerships.
- Program Management: Translate proposals, contracts, grants, and strategic priorities into actionable project plans with clear milestones, owners, timelines, dependencies, and performance measures.
- Program Management: Manage multiple programs and workstreams simultaneously across assigned markets.
- Program Management: Establish project governance, meeting cadences, reporting, documentation, and accountability across internal and external stakeholders.
- Program Management: Track program progress, deliverables, risks, budgets where applicable, and key performance indicators.
- Program Management: Identify implementation barriers and coordinate internal teams and external partners to resolve them.
- Program Management: Provide regular program updates and recommendations to Pear Suite leadership.
- Cross-Functional Coordination: Serve as the central point of coordination across Pear Suite's workforce development, community outreach, provider network, operations, product, clinical, impact, sales, and payer teams for assigned initiatives.
- Cross-Functional Coordination: Clarify roles, responsibilities, dependencies, and decision points across teams.
- Cross-Functional Coordination: Coordinate operational requirements including contracting, credentialing, compliance, billing readiness, partner onboarding, training, and care coordination.
- Cross-Functional Coordination: Ensure regional programs are implemented consistently with Pear Suite's broader operating model while adapting execution to local market needs.
- Cross-Functional Coordination: Capture lessons learned and develop repeatable processes, tools, and implementation models that can be applied to future programs and markets.
- Partner & Stakeholder Management: Build and maintain productive working relationships with CBOs, CHW and CHR programs, Tribal organizations, healthcare providers, health systems, health plans, government agencies, academic institutions, and workforce partners.
- Partner & Stakeholder Management: Coordinate partner onboarding, readiness assessments, implementation activities, and ongoing technical assistance.
- Partner & Stakeholder Management: Facilitate meetings and working groups involving multiple organizations with different priorities and operating models.
- Partner & Stakeholder Management: Maintain clear communication with partners regarding program expectations, timelines, responsibilities, and outcomes.
- Partner & Stakeholder Management: Support partners as they progress from initial engagement through readiness, implementation, and ongoing participation.
- Regional Program Development: Develop an understanding of the healthcare, community health, workforce, reimbursement, and policy landscape within assigned markets.
- Regional Program Development: Support leadership in evaluating regional opportunities by gathering market intelligence and stakeholder input.
- Regional Program Development: Help identify organizations that could participate in Pear Suite programs, provider networks, and community health initiatives.
- Regional Program Development: Support the development of workflows connecting community-based organizations with healthcare and clinical partners.
- Regional Program Development: Represent Pear Suite in relevant regional meetings, coalitions, working groups, conferences, and community convenings.
- Program Sustainability & Expansion: Work with internal teams and external partners to identify pathways for successful programs to continue beyond initial pilot or grant funding.
- Program Sustainability & Expansion: Support evaluation of reimbursement, health plan, health system, government, employer, and other potential funding models.
- Program Sustainability & Expansion: Identify opportunities to expand successful programs and partnerships into additional communities or markets.
- Program Sustainability & Expansion: Document implementation models and best practices to make successful programs easier to replicate and scale.
- Program Sustainability & Expansion: Provide leadership with program-level insights and recommendations related to implementation, resources, partnerships, and expansion opportunities.
Qualifications
- 4–7 years of experience in healthcare, public health, community health, healthcare operations, Medicaid, population health, program management, or a related field.
- Experience coordinating programs or projects involving multiple organizations or stakeholder groups.
- Strong project and program management skills, including work planning, milestone tracking, documentation, and stakeholder coordination.
- Ability to independently manage projects and move work forward without requiring highly structured processes.
- Strong communication, facilitation, relationship-building, and problem-solving skills.
- Experience working with community-based organizations, CHWs, Tribal organizations, rural healthcare, Medicaid programs, health plans, or similar stakeholders preferred.
- Ability to work effectively across teams and influence outcomes without direct authority.
- Comfortable managing multiple projects and priorities simultaneously.
- Willingness to travel regularly throughout assigned regions.
Benefits
- A mission driven culture that values innovation, collaboration and growth
- with list items each representing a duty bullet. We need to preserve all substantive information; we can break down each duty into list items.
Similarly, Qualifications: we have a list of qualifications bullet points. We'll put under
- .
Benefits: we have "Benefits And Perks" with list of benefits. So we can have
Benefits
with- . Also note "Compensation" includes salary range. That's Pay. So we need a
Pay
with the salary range info. Also there is a note about compensation range disclosure etc. We need to preserve all substantive information; we can include that as prose under Pay. Schedule: not mentioned; remote, fully remote, unlimited PTO etc. No explicit schedule like full-time, part-time. Could be considered under Benefits? Not schedule. So we should not create a Schedule section because no specific schedule info. Skills: not explicitly listed; maybe we could infer from qualifications but better not to create a Skills section unless there is explicit content. The posting does not have a separate Skills section. So we omit Skills. Requirements: maybe Qualifications covers that. The instruction includes Requirements as a possible heading. But we have Qualifications; we could treat Qualifications as Requirements. But we already have Qualifications heading. Could also have Requirements heading with same content? Better to follow the posting: they have "Qualifications". So we will useQualifications
. Not include Requirements. Thus sections: About the role (maybe we include company description and why Pear Suite?), Responsibilities, Qualifications, Benefits, Pay. We need to ensure we don't include filler placeholder text. All content is substantive. We need to remove boilerplate like "Compensation Range Disclosure" maybe we keep as part of Pay section prose. We need to output only HTML fragment. Let's craft:About Pear Suite: Pear Suite is an early-stage digital health company building software for community-based care. Our care navigation platform equips community health workers, doulas, care navigators, and the organizations that support them with tools to collect, visualize, and act on social determinants of health data. We help community-based organizations, health systems, and government-funded care programs deliver more coordinated, person-centered care.
Why Pear Suite? We’re a mission-driven team committed to health equity and innovation in community-based care. You’ll thrive here if you’re eager to take initiative, value autonomy, and enjoy building structure where none exists. Join us to build scalable, human-centered technology that empowers frontline workers and improves lives across the U.S.
About the role
Pear Suite is seeking a Regional Program Manager, Community Health to lead the implementation of complex community health initiatives across assigned states and regions. This role is responsible for turning strategic initiatives, grants, partnerships, and new market opportunities into well-executed programs. The Regional Program Manager will coordinate across healthcare providers, community-based organizations, Community Health Workers (CHWs), Tribal health organizations, health plans, government agencies, workforce partners, and Pear Suite teams to move initiatives from planning through successful implementation. This is a highly cross-functional role for someone who is comfortable bringing structure to complex work, managing multiple stakeholders and workstreams, identifying and resolving barriers, and keeping programs moving toward measurable outcomes.
Responsibilities
- Program Management: Lead implementation of complex regional initiatives, including grant-funded programs, provider network initiatives, workforce programs, telehealth initiatives, and healthcare-community partnerships.
- Program Management: Translate proposals, contracts, grants, and strategic priorities into actionable project plans with clear milestones, owners, timelines, dependencies, and performance measures.
- Program Management: Manage multiple programs and workstreams simultaneously across assigned markets.
- Program Management: Establish project governance, meeting cadences, reporting, documentation, and accountability across internal and external stakeholders.
- Program Management: Track program progress, deliverables, risks, budgets where applicable, and key performance indicators.
- Program Management: Identify implementation barriers and coordinate internal teams and external partners to resolve them.
- Program Management: Provide regular program updates and recommendations to Pear Suite leadership.
- Cross-Functional Coordination: Serve as the central point of coordination across Pear Suite's workforce development, community outreach, provider network, operations, product, clinical, impact, sales, and payer teams for assigned initiatives.
- Cross-Functional Coordination: Clarify roles, responsibilities, dependencies, and decision points across teams.
- Cross-Functional Coordination: Coordinate operational requirements including contracting, credentialing, compliance, billing readiness, partner onboarding, training, and care coordination.
- Cross-Functional Coordination: Ensure regional programs are implemented consistently with Pear Suite's broader operating model while adapting execution to local market needs.
- Cross-Functional Coordination: Capture lessons learned and develop repeatable processes, tools, and implementation models that can be applied to future programs and markets.
- Partner & Stakeholder Management: Build and maintain productive working relationships with CBOs, CHW and CHR programs, Tribal organizations, healthcare providers, health systems, health plans, government agencies, academic institutions, and workforce partners.
- Partner & Stakeholder Management: Coordinate partner onboarding, readiness assessments, implementation activities, and ongoing technical assistance.
- Partner & Stakeholder Management: Facilitate meetings and working groups involving multiple organizations with different priorities and operating models.
- Partner & Stakeholder Management: Maintain clear communication with partners regarding program expectations, timelines, responsibilities, and outcomes.
- Partner & Stakeholder Management: Support partners as they progress from initial engagement through readiness, implementation, and ongoing participation.
- Regional Program Development: Develop an understanding of the healthcare, community health, workforce, reimbursement, and policy landscape within assigned markets.
- Regional Program Development: Support leadership in evaluating regional opportunities by gathering market intelligence and stakeholder input.
- Regional Program Development: Help identify organizations that could participate in Pear Suite programs, provider networks, and community health initiatives.
- Regional Program Development: Support the development of workflows connecting community-based organizations with healthcare and clinical partners.
- Regional Program Development: Represent Pear Suite in relevant regional meetings, coalitions, working groups, conferences, and community convenings.
- Program Sustainability & Expansion: Work with internal teams and external partners to identify pathways for successful programs to continue beyond initial pilot or grant funding.
- Program Sustainability & Expansion: Support evaluation of reimbursement, health plan, health system, government, employer, and other potential funding models.
- Program Sustainability & Expansion: Identify opportunities to expand successful programs and partnerships into additional communities or markets.
- Program Sustainability & Expansion: Document implementation models and best practices to make successful programs easier to replicate and scale.
- Program Sustainability & Expansion: Provide leadership with program-level insights and recommendations related to implementation, resources, partnerships, and expansion opportunities.
Qualifications
- 4–7 years of experience in healthcare, public health, community health, healthcare operations, Medicaid, population health, program management, or a related field.
- Experience coordinating programs or projects involving multiple organizations or stakeholder groups.
- Strong project and program management skills, including work planning, milestone tracking, documentation, and stakeholder coordination.
- Ability to independently manage projects and move work forward without requiring highly structured processes.
- Strong communication, facilitation, relationship-building, and problem-solving skills.
- Experience working with community-based organizations, CHWs, Tribal organizations, rural healthcare, Medicaid programs, health plans, or similar stakeholders preferred.
- Ability to work effectively across teams and influence outcomes without direct authority.
- Comfortable managing multiple projects and priorities simultaneously.
- Willingness to travel regularly throughout assigned regions.
Benefits
- A mission driven culture that values innovation, collaboration and growth
- . Also note "Compensation" includes salary range. That's Pay. So we need a