Senior Manager, Population Health
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title. We must include only sections with real content. We must preserve all substantive info, not invent or summarize away detail. Remove boilerplate like About Us? Actually "About Us" is not a required heading; we can include if it's substantive? The instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but we should follow that list. Probably we should include sections: About the role (the description), Responsibilities (What You'll Do), Requirements/Qualifications/Skills (About You), Benefits, Pay (Strong, Transparent Compensation & Benefits). Also maybe Location? Not in list; we could embed in a paragraph. The instruction: "Prefer a few substantive sections over many thin ones." So we can combine.
We need to extract content:
About Us: description of company. Could be included as a paragraph before sections? Not required heading. Probably we can include as a
before sections. About The Role: detailed description of role. That's "About The Role". We'll put under
About the role
and include the paragraphs. What You'll Do: responsibilities. We'll put underResponsibilities
with bullet list? It's a list of items: Make Your Driver Visible, Improve the Processes, Build the Tooling, Shape the Roadmap with Your Function. Each has sub-bullets. We'll need to use- for any list of duties/requirements/benefits. So we can make top-level
- with each responsibility as
- and inside each we can have nested
- for subpoints.
What Success Looks Like: maybe also responsibilities? Could be part of responsibilities or separate section? Might be considered "What Success Looks Like" but not in prescribed headings. Could be included under Responsibilities as extra bullet? Or we could create a section "Performance Expectations"? Not in list. Safer to incorporate into Responsibilities.
About You: qualifications, skills, etc. We'll put under
- Make Your Driver Visible
- Define the metrics that show how your driver is performing, propose what good looks like, and partner with analytics engineering to get them into production reporting
- Build the reporting and observability that let the function see performance in time to act on it
- Use the data to show your functional leader where to focus
- Improve the Processes With the People Who Own Them
- Embed in the work: sit in the meetings, shadow the people running the process, document how it operates and build deep relationships with operators
- Find where the process breaks down, quantify what it costs, and design the improvement with the clinical and operational leaders who own that workflow
- Pilot, iterate, and support launch and training, with the leader accountable for the outcome bought in and sponsoring the change
- Build the documentation and tooling that keep an improved process consistent as we open new clinics
- Build the Tooling
- Take what the process needs, from tooling and from observability, and build it: internal applications and interfaces that surface the right work to the right person, pull live cost and risk data, and capture what happened. You will use agentic coding tools to ship these yourself
- Run structured vendor evaluations and bring a build-versus-buy recommendation
- Represent your driver in the major platform builds, from defining the business requirements through deployment and adoption in the clinics
- Shape the Roadmap with Your Function
- Size the opportunities in your area and propose the near-term roadmap with your functional leader each quarter, with a clear definition of done for each initiative
- Keep the committed work on track, and adjust course when the facts change
- .
Requirements
- 4 to 8 years of experience, ideally including time at a value-based care or multi-site provider organization
- Depth from one of two directions: either a product or engineering background where you have built and shipped working tools yourself, or market operations / BizOps experience where you have designed workflows alongside clinical leaders
- A track record of owning ambiguous work and seeing it through, including work nobody had defined before you got there
- Comfort working directly with data: pulling and analyzing in SQL, and reading a schema well enough to know where the answer lives
- Bachelor's degree required
- A mindset grounded in our core values of Heart, Excellence, Accountability, Resilience, and Teamwork
Skills
- Get to root cause: a strong first-principles thinker who can look at a broken process or a confusing dataset and work out what is actually driving the problem, rather than accepting how it gets described
- Operate with high agency: you make progress without waiting for the work to be defined for you, and you run toward the problems you identify and take ownership of them
- Earn trust on the front line: you understand a workflow before you redesign it, and the people running it want you in the room
- Build relationships from scratch: you create your own mandate across functions rather than waiting for one
- Are AI-native: you live in modern AI tools to support your work
- Communicate with clarity: the same clarity with a care manager, a physician, and the leadership team
- Own the outcome: high bias for action, follow through on commitments, and close loops without needing to be chased
Pay
$150,000 annually, based on experience and qualifications
Generous annual performance bonus
Benefits
- Health, dental, and vision insurance
- Paid time off
- 401(k) with company match
Requirements
or maybeQualifications
andSkills
. The instruction says we can use those headings. We have content: "You bring: 4 to 8 years of experience... Depth from one of two directions... A track record... Comfort working directly with data... Bachelor's degree required... Mindset grounded in core values... You'll stand out if you: ..." So we can split into Requirements (experience, depth, track record, comfort with data, degree) and Skills (the standout bullet points). Or combine. Benefits: "Strong, Transparent Compensation & Benefits $150,000 annually, based on experience and qualificationsGenerous annual performance bonusHealth, dental, and vision insurancePaid time off401(k) with company match". That's benefits and pay. We need separate Pay and Benefits sections if stated. The posting states compensation and benefits together. We could make a Pay section with salary and bonus, and Benefits section with health, dental, vision, PTO, 401k. Or combine? The instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state compensation and benefits, so we can create both Pay and Benefits sections. Schedule: not mentioned, so omit. Location: not a heading per list, but we can include as a paragraph maybe under About the role or separate. Not required to be a heading. We must not include boilerplate like Equal Employment Opportunity, Selection Process, etc. Remove those. We must preserve all substantive information; do not invent or summarize away detail. So we need to keep details like "Net Promoter Score of 91" etc? That's in About Us. We should keep that. We must not repeat job title as heading. The job title is Senior Manager, Population Health. Not to be used as heading. We must not put Job ID/requisition numbers as headings. We must output only HTML fragment. Let's craft. Structure:
About Us Greenbrook Medical is building the new standard in primary care. ... (the whole About Us paragraph).
About the role
Greenbrook takes full financial risk on the health of our patients, so a handful of drivers determine whether the model works: how often our patients need the hospital, how well we manage specialty and pharmacy spend, and how completely we capture the health of the people we care for. Getting these right is the difference between a model that works at four clinics and one that works at forty. As a member of the Population Health team, you make sure our performance scales, and will own on one of our important drivers (Part A, Part B, Part D, Revenue). You work hand in hand with the leader who runs that function to build the workflows and tools they need to manage their lever. This is a highly visible role with direct impact on the drivers that determine whether the model works. As Senior Manager, Population Health, you own four things: The driver metrics: you know what moves performance on your driver and you are accountable for moving the metrics behind it. You partner with analytics engineering to define those metrics, propose what good looks like with your functional leader, and make the driver observableThe processes behind it: documenting how the work runs today, finding where it breaks down, and designing improvements alongside the clinical and operational leaders who own the workflowThe tooling: you build functional first versions and pilot them with the teams you support, then partner with engineering and product to build the durable versionThe roadmap: you find and size the opportunities in your area and put the near-term roadmap together with your functional leader, for approval by Pop Health leadership The surface area is wide. One driver spans several clinical and operational processes, multiple teams across every clinic, and the tooling and reporting underneath all of it. This is a high-autonomy role, so you have real agency to find the work and shape the roadmap in partnership with the function you support. You work hand in hand with the leader who runs that function, and you report to the Head of Population Health and AI Enablement. Location: New York City strongly preferred (Hybrid). Open to exceptional remote candidates.
Responsibilities
- Make Your Driver Visible
- and inside each we can have nested