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About the Role

This role provides market leadership for a defined geography, driving strategic growth, market presence, and client development across healthcare and human services. The position requires understanding regional ecosystems, aligning firm capabilities to market needs, and coordinating business development efforts to support a unified regional strategy.

Responsibilities

• Provide strategic insight and thought leadership to support HMA’s growth across assigned geographies.
• Develop and maintain a strong understanding of regional healthcare and human services ecosystems, including policy environments, key stakeholders, and emerging opportunities.
• Build and sustain senior-level relationships with regional stakeholders, including state government leaders, state-affiliated associations, providers, payers, vendors, and strategic partners.
• Identify regional trends, client needs, and market dynamics to inform firm strategy and service deployment.
• Collect and share market intelligence and client insights to support informed decision-making and long-term positioning.
• Develop and execute a regional business development strategy in collaboration with service line and sector leadership.
• Support the development of a unified regional business plan that defines target initiatives, priority clients, and service line focus areas.
• Identify and prioritize competitive opportunities where HMA is well-positioned to succeed within the region.
• Contribute to proposal strategy by helping define regional “win themes” and assembling teams with appropriate market knowledge.
• Share insights on regional competitors, procurement activity, and client needs to inform pursuit strategy and positioning.
• Gather market intelligence about competitive RFPs prior to them being released through relationships with state, local, provider, and other healthcare leaders and clients.
• Assemble a capture team to prepare for the RFP in advance of the release to determine team members, partnership strategies, viable solutions, and potential competition.
• Triage competitive proposals to determine winnability.
• Lead or support colleagues in the development of a comprehensive approach and response.
• Serve as a connector across service lines, practices, and buyer-type leads to foster collaboration and a cohesive regional presence.
• Facilitate regular communication among colleagues working within the region to ensure alignment on priorities, upcoming procurements, and outreach efforts.
• Promote shared accountability and coordination by supporting regional business development activities and priorities.
• Partner with regional and firm leadership to align regional strategy with broader organizational objectives.
• Support learning and information-sharing opportunities related to regional policy trends, challenges, emerging issues and impact of national trends to regional market.
• Contribute to leadership development within the region by mentoring colleagues, identifying emerging talent, and sharing regional talent insights with firm leadership.
• All other duties as assigned.

Requirements

• A bachelor’s degree in public health, public policy, business administration, or a related discipline is required.
• Minimum of 10 years of professional experience is required in healthcare consulting, policy, operations, or related professional services.
• Demonstrated experience leading market-facing initiatives.
• Demonstrated experience supporting business development efforts.
• Demonstrated experience working collaboratively across complex organizations.
• Experience engaging with state or regional healthcare stakeholders is strongly preferred.
• Experience navigating publicly funded healthcare environments is strongly preferred.

Skills

• Deep knowledge of healthcare and human services systems, including publicly funded programs and regional market dynamics.
• Strong strategic and analytical skills.
• Ability to assess market opportunities and translate insights into actionable strategies.
• Ability to build and maintain effective relationships with senior leaders, clients, and external stakeholders.
• Strong collaboration and influence skills.
• Ability to lead across service lines and practices without direct authority.
• Excellent written and verbal communication skills.
• Ability to synthesize complex information and convey insights clearly.
• Sound judgment, professionalism, and discretion in handling sensitive information and strategic matters.
• Change Enablement: Leads and supports organizational change to improve performance and achieve strategic goals.
• Decision-Making: Makes informed and timely decisions using sound judgment and data.
• Organizational Leadership: Shapes consulting culture and team effectiveness by setting expectations, modeling performance, and fostering engagement.
• Market Insight: Synthesizes policy, stakeholder, and competitive signals into clear market perspective.
• Growth Orchestration: Connects service lines and sector leaders around shared regional priorities.
• Competitive Judgment: Assesses winnability using market position, client context, and competitive dynamics.

Location

• Southwestern Region (Arizona, Nevada, New Mexico, Oklahoma and Texas)

Work Type

• Full-time

Experience Level

• 10+ years of professional experience

Education Level

• Bachelor's degree in public health, public policy, business administration, or a related discipline
• Master's degree in a related field is preferred

Salary/Compensations

• $225,000-$285,000

Benefits

• Health insurance
• Dental insurance
• Vision insurance
• Group life/AD&D
• Voluntary life/AD&D
• Short-term disability
• Long-term disability
• Paid parental leave
• Paid time off
• Paid holidays
• 401(k) employer match and safe harbor contribution
• Long-term equity incentive plan

About the Company

• Health Management Associates (HMA)

Equal Opportunity

• Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
• The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)