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