Overview

Inovalon's Talent Acquisition function operates at the intersection of healthcare and technology, delivering the leaders and critical capabilities behind a cloud-based SaaS and DaaS platform serving more than 50,000 customers. The Senior Talent Acquisition Partner is an expert full-cycle recruiter who operates as a Talent Advisor — not just an executor. This role owns a broad portfolio of requisitions across all levels and functions — Customer Operations, Go-to-Market, Corporate, and Engineering/Technical — and shapes hiring strategy alongside senior business leaders.

The Senior TAP challenges conventional thinking — evaluating candidates for long-term capability, skills, not just credentials and past titles. They bring external market intelligence and internal funnel data to every stakeholder conversation, facilitating better hiring decisions across a diverse and dynamic req load. They are trusted advisors across all stakeholder levels and a force multiplier for the TA team.

Duties and Responsibilities

Full-Cycle Search Ownership

• Own full-cycle recruiting across a broad portfolio of requisitions spanning Customer Operations, Go-to-Market, Corporate, and Engineering/Technical functions — from individual contributor through Senior Director level.
• Demonstrate versatility across functional domains: fluent in the talent markets, role profiles, and hiring criteria relevant to each function you support.
• Run a strategic kickoff — not just an intake — that co-builds search strategy, establishes a skills-based success profile, and sets clear expectations with the hiring manager before sourcing begins.
• Evaluate candidates for what they can do and learn, not just what their resume reflects; challenge credential-matching mindset with structured, evidence-based assessment.
• Manage candidate experience through timely, transparent communication, honest feedback, and accurate ATS disposition at every stage.
• Negotiate and extend competitive offers, navigating complexity around compensation, competing offers, and candidate concerns with confidence and market grounding.
• Conduct all recruiting activities in compliance with applicable federal, state, and local employment laws and regulations, including those governing equal employment opportunity and OFCCP.

Talent Advisory & Stakeholder Partnership

• Challenge hiring manager assumptions and reframe search parameters with external market data and internal funnel insights — before the search launches, not after it stalls.
• Bring a prepared point of view to every strategy, debrief, and stakeholder conversation; does not wait to be asked for an opinion.
• Manage stakeholder relationships across all levels — from individual hiring managers and team leads through Directors, VPs, and senior business leaders — adapting communication style, depth of insight, and advisory approach to the audience.
• Coach hiring panels on structured, skills-based interviewing and lead calibration sessions that result in faster, better-informed hiring decisions.
• Identify and document what 'good looks like' for each search — role-specific success criteria, behavioral competencies, and future-ready attributes — and align the panel before interview begins.
• Partner closely with the broader People team — including People Business Partners, Total Rewards, and HR Operations — to align on offer strategy, compensation positioning, headcount planning, and candidate experience; operate as one integrated team, not a siloed function.

Market Intelligence & Sourcing Strategy

• Develop targeted sourcing strategies using competitive intelligence, talent mapping, Boolean search, LinkedIn Recruiter, and other AI-enabled resources— tailored to each role and talent market.
• Maintain functional market expertise: talent supply, compensation positioning, competitor activity, and hiring trends within assigned domain(s).
• Translate market dynamics into clear guidance for hiring managers on availability, timeline realism, compensation competitiveness, and role design trade-offs.
• Source proactively — build warm pipelines for recurring roles and hard-to-fill profiles before requisitions go stale; do not rely solely on inbound applicants.

Data-Driven Insight & Continuous Improvement

• Conduct data post-mortems on closed requisitions — identify patterns, surface root issues, and bring actionable recommendations to the team; not just observations.
• Monitor and report on funnel health for owned requisitions: conversion rates at each stage, source performance, and time-in-stage trends.
• Use AI tools to generate insightful interview notes, improve outreach quality, and sharpen candidate analysis — review all outputs before use and apply judgment, not automation.

Team Contribution & Knowledge Sharing

• Lead at least one meaningful contribution per cycle that benefits the whole TA function — a sourcing playbook, intake framework, assessment guide, SME documentation, or process improvement that teammates actually adopt.
• Share sourcing wins, pipeline intelligence, and market insights openly with teammates; contribute to team knowledge before being asked.

Other Responsibilities

• Maintain compliance with all applicable employment laws and company policies; partner with legal counsel and leadership to manage risk and uphold a culture of integrity.
• Maintain compliance with company policies, procedures, and mission statement; adhere to all confidentiality requirements in all aspects of the role.
• Fulfill those responsibilities and/or duties that may be reasonably provided for the purpose of achieving the operational and business success of the organization.

Job Requirements

• 5+ years of progressive full-cycle recruiting experience in a corporate environment (SaaS strongly preferred), with demonstrated success owning a varied requisition portfolio across multiple business functions — Customer Operations, Go-to-Market, Corporate, and Engineering/Technical — at all levels from individual contributor through Senior Director.
• Some experience recruiting for engineering roles; comfortable partnering with technical hiring managers, screening for engineering competencies, and navigating technical talent markets
• Demonstrated ability to operate as a Talent Advisor — challenging hiring manager assumptions with data, co-building search strategy, and influencing hiring decisions rather than executing orders.
• Proven skills-based hiring expertise: experience designing and deploying scorecards that assess future-ready competencies, not just technical credentials; able to evaluate candidates for capability and long-term potential.
• Proven ability to manage stakeholder relationships across all organizational levels — from hiring managers and team leads through Directors and VPs; adapts advisory approach to the audience while maintaining a consistent standard of partnership quality.
• Strong sourcing capability across passive channels — LinkedIn Recruiter, Boolean search, AI tools — with a demonstrated track record of building proactive pipelines, not relying on inbound.
• Proficiency with ATS platforms and sourcing/AI tools; uses technology to amplify quality and judgment, not to replace it.
• Analytical mindset: able to interpret funnel data, identify patterns across searches, and translate insights into actionable recommendations for hiring managers and the TA team.
• Demonstrated mentoring or coaching impact — has actively developed a more junior colleague or coordinator and can speak to how that relationship produced measurable growth.
• Curiosity and learning agility — proactively identifies skill gaps, experiments with new methods, and shares what they discover with the team; growth is self-directed, not manager-prompted.

Education

• Bachelor's degree or comparable professional experience

Physical Demands and Work Environment

• Sedentary work (i.e. sitting for long periods of time);
• Exerting up to 10 pounds of force occasionally and/or negligible amount of force;
• Frequently or constantly to lift, carry, push, pull or otherwise move objects and repetitive motions;
• Subject to inside environmental conditions; and
• Travel for this position may be required to Employer office locations as well as other general business-related travel.

Overview:  The Sales Instructional Designer is responsible for designing and scaling enablement programs that directly improve seller performance and revenue outcomes. This role partners cross-functionally with Sales, Product, and Sales Excellence to translate go-to-market strategy into structured learning experiences, tools, and reinforcement systems that drive measurable impact. The Sales Instructional Designer will lead needs analysis, curriculum architecture, content development, and performance measurements for a growing mid-market sales organization. The role requires strong analytical capability, business acumen, and the ability to consult with senior sales leaders to diagnose execution gaps and implement scalable solutions.

Duties and Responsibilities:

• Design and deliver high-impact sales enablement programs that improve seller productivity, win rates, and quota attainment.
• Conduct data-driven needs analyses using sales performance metrics to identify execution gaps and prioritize enablement initiatives.
• Lead onboarding strategy to reduce time-to-ramp and accelerate early revenue contribution.
• Develop advanced skills training for sellers and frontline managers focused on discovery, deal strategy, multi-threaded selling, and closing execution.
• Build scalable enablement systems including playbooks, messaging frameworks, competitive positioning tools, and reinforcement programs.
• Partner cross-functionally with Sales Leadership, Product, and Sales Excellence to align enablement initiatives with go-to-market strategy and growth priorities.
• Establish measurable success criteria for all programs and implement reporting to track impact on time-to-quota, forecast accuracy, deal velocity, and bookings.
• Translate complex product and market information into practical, field-ready tools that improve sales execution in live deal environments.
• Leverage learning technology and enablement platforms to support blended learning experiences (live, virtual, on-demand, reinforcement);
• Collaborate with subject matter experts to ensure content accuracy, relevance, and real-world applicability.
• Manage external vendors and learning partners as appropriate to maintain quality and scalability.
• Adhere to all confidentiality and HIPAA requirements as outlined within Inovalon’s Operating Policies and Procedures in all ways and at all times with respect to any aspect of the data handled or services rendered in the undertaking of the position; and
• Fulfill those responsibilities and/or duties that may be reasonably provided by Inovalon for the purpose of achieving operational and financial success of the Employer.

Job Requirements:

• Minimum 5 years of experience in instructional design, enablement, and course materials development.
• Minimum 2 years of experience designing learning solutions specifically for sales or revenue-generating teams.
• Demonstrated knowledge and expertise in instructional design, adult learning theory, and performance-based enablement principles.
• Ability to manage, prioritize, schedule, and meet project deadlines in a fast-paced, revenue-driven environment.
• Strong proficiency with MS Office, modern instructional design and authoring tools, AI-enabled development tools, and Learning Management Systems (LMS).
• Demonstrated ability to align learning initiatives to measurable business metrics such as time-to-ramp, win rates, quota attainment, deal velocity, and forecast accuracy.
• Ability to understand and translate complex product, market, and sales concepts into clear, actionable learning content.
• Accomplished presentation and facilitation skills, including development and delivery of instructor-led and virtual sessions.
• Strong analytical skills with the ability to use performance data to evaluate program effectiveness and drive continuous improvement.
• Strong writing, editing, and content development skills with high attention to detail.
• Ability to work both independently and collaboratively with Sales Leadership, Product teams, and cross-functional stakeholders.
• Ability to thrive in a dynamic, high-growth environment with changing priorities and tight timelines.

Education:

• Bachelor’s degree in a related field required or equivalent experience.

Physical Demands and Work Environment:

• Sedentary work ( i.e. sitting for long periods of time);
• Exerting up to 10 pounds of force occasionally and/or negligible amount of force;
• Frequently or constantly to lift, carry push, pull or otherwise move objects and repetitive motions;
• Subject to inside environmental conditions; and
• Travel for this position will include less than 5% locally usually for training purposes.

ABOUT INOVALON

Inovalon is a leading healthcare analytics and technology company that empowers health plans, providers, and life sciences organizations to make data-driven decisions at scale. Through its integrated cloud-based platforms, Inovalon applies advanced analytics, automation, and AI to improve clinical and quality outcomes, optimize revenue integrity, and reduce administrative burden across the healthcare ecosystem.

ROLE SUMMARY

This role combines analytical rigor with hands-on AI execution. The Business Analyst identifies and quantifies AI automation opportunities across the enterprise and builds the working prototypes that validate them. Rather than handing specifications to a separate build team, this analyst proves the business case by shipping a functional prototype that stakeholders can evaluate and engineering can productionize.

This is a hybrid role for analysts fluent in modern AI tooling — people who can do the financial modeling and stakeholder work of a traditional BA, and also use AI tooling to prototype and demonstrate solutions before committing to engineering investment.

Production builds, ongoing maintenance, and operational ownership of deployed systems sit with engineering and AI Operations counterparts.

This is a fast-moving environment where priorities shift, requirements are often ambiguous, and the tooling evolves weekly. The right person for this role is energized by that — not frustrated by it. They ask questions, chase context on their own, learn new tools before being asked to, and treat uncertainty as a starting condition rather than a blocker.

CORE RESPONSIBILITIES

Opportunity Identification & Business Cases

• Maintain a pipeline of AI automation opportunities sourced from business unit intake, executive priorities, and direct stakeholder discovery
• Build business cases with quantified ROI: cost savings, revenue lift, hours offloaded, quality improvements
• Translate ambiguous business problems into well-scoped automation candidates with clear acceptance criteria
• Track opportunity status, prioritization, and outcomes against original projections

Prototype & Validate

• Build functional prototypes of proposed agents and automations using modern AI tooling (LLM coding assistants, agent frameworks, prompt and skill libraries)
• Validate or invalidate business cases by getting a working version in front of stakeholders within days, not quarters
• Iterate prototypes against real user feedback before committing to engineering investment
• Produce demo-ready artifacts that move executive decisions forward
• Hand off validated prototypes to engineering with clear specifications, success criteria, and stakeholder context

Impact Tracking

• Deliver monthly executive reports covering pipeline health, in-flight initiatives, and realized impact
• Conduct post-implementation reviews comparing projected to actual ROI; capture lessons that improve future estimates

QUALIFICATIONS

Required

• 3+ years in business analysis, management consulting, product operations, or analyst roles
• Hands-on experience using LLMs and agent tooling — prompting, evaluations, and workflow orchestration. Candidates should be prepared to walk through a prototype they have built
• Working proficiency in Python and SQL: sufficient to query databases, parse API responses, manipulate structured data, and debug agent workflows — not expected to write production backend code
• Strong financial acumen: ROI modeling, sensitivity analysis, cost-benefit frameworks
• Strong written and verbal communication; comfortable in front of executives and engineers alike
• Intrinsic curiosity and a bias toward action; comfortable operating with incomplete information, learning new tools independently, and moving quickly in ambiguous environments

Preferred

• Bachelor’s or Master’s in Business, Engineering, Computer Science, or related field
• Experience with modern agent frameworks (LangGraph, AutoGen, MCP, or equivalent)
• Domain knowledge in a compliance-heavy industry such as healthcare, financial services, or insurance
• Background in product management, business operations, or technology consulting
• Familiarity with continuous improvement methodologies

Overview: 
The Business Management & Execution Lead serves as the operational backbone of the organisation. This person is responsible for running the day-to-day operational infrastructure of the business unit and building the structures, rhythms, and clarity that allow the team to execute at its best.
This is a role for a sharp, experienced operator who is comfortable owning complex cross-functional work, influencing senior stakeholders, and driving meaningful change without always having direct authority. The right candidate brings business operations experience, strong judgment, and a genuine bias toward action over analysis.
While embedded within a specific business unit, this role sits within the central Business Management function that reports to the SVP, Head of Business Performance. A core part of the remit is to uphold and advance enterprise-wide operating standards — driving consistency, sharing best practice across BUs, and minimising bespoke processes except where genuinely warranted by the specific needs of the unit. Success in this role is measured not only by the performance of the supported BU, but by the contribution made to raising the bar across the entire Business Performance function.

Duties and Responsibilities:

1. Enterprise Operating Architecture for the Business Unit
•    Design and own the business unit's full operating system: governance model, decision rights, accountability structures, and performance management infrastructure
•    Lead the annual planning and goal-setting process; partner with Finance and central teams to translate enterprise priorities into BU-level OKRs, resource allocation, and execution roadmaps.
•    Define and continuously improve how the BU makes decisions — which forums exist, who owns what, how escalations work, and how tradeoffs are adjudicated — then hold the organisation to that model.
•    Serve as the BU's principal advisor on operational strategy; anticipate structural problems before they surface and arrive with solutions, not just diagnostics.

2. OKR, KPI & Performance Stewardship
•    Own the BU's performance management architecture end-to-end: OKR design and cascade, KPI definition and instrumentation, leading/lagging indicator tracking, and quarterly retrospectives
•    Maintain and continuously evolve executive-ready performance dashboards and scorecards; ensure the BU's performance story is clear, accurate, and decision-ready at all times
•    Proactively identify systemic performance gaps — not just individual misses — and bring cross-functional solution proposals to BU and Business Performance leadership

3. Cross-Functional Governance & Strategic Initiative Leadership
•    Own the BU's relationship and coordination model with adjacent enterprise functions — Finance, HR, Legal, Product, Engineering, GTM, and the central Business Performance team — at a senior level
•    Serve as the BU's primary interface into enterprise-wide programs and transformation initiatives; ensure the BU's voice is represented and its commitments are honored
•    Lead or executive-sponsor the most complex, ambiguous, or politically sensitive initiatives within the BU — those that require senior judgment, cross-functional authority, and sustained accountability beyond what a program manager can provide
•    Actively contribute to enterprise-wide governance standards; flag where BU-level practices diverge from central norms and drive convergence unless a BU-specific exception is clearly justified

4. Executive Reporting & Strategic Narrative
•    Own the BU's contribution to all executive and board-level performance reporting; this includes monthly operating narratives, QBR materials, investment case updates, and ad hoc C-suite readouts
•    Translate complex operational, financial, and strategic data into concise, decision-quality narratives for CEO, Board, and investor-level audiences — not just summaries, but points of view
•    Act as the BU leader's strategic proxy in select forums and cross-functional working groups; carry the authority to make commitments and resolve issues on the BU's behalf
•    Ensure total consistency and integrity between BU-level reporting and enterprise-wide performance standards, definitions, and cadences

5. Operational Excellence & Organizational Scalability
•    Continuously assess and improve the BU's operational maturity; identify structural inefficiencies, governance gaps, and coordination failures — then design and implement durable fixes
•    Build the operating playbooks, frameworks, decision templates, and institutional knowledge that allow the BU to scale without linear growth in coordination overhead
•    Partner with Business Performance leadership to pilot, refine, and scale enterprise-wide performance capabilities.  Proactively identify opportunities to standardise and scale practices across BUs in partnership with the Head of Business Performance; resist the proliferation of bespoke processes without clear justification.

6. Other Responsibilities
• Maintain compliance with all applicable employment laws and company policies; partner with legal counsel and leadership to manage risk and uphold a culture of integrity.
• Maintain compliance with company policies, procedures, and mission statement; adhere to all confidentiality requirements in all aspects of the role; and
• Fulfill those responsibilities and/or duties that may be reasonably provided for the purpose of achieving the operational and business success of the organization.

Job Requirements:
•    10+ years of progressive experience in business operations, strategy & operations, management consulting (strategy/operations practice), or equivalent senior operational leadership roles
•    Demonstrated experience operating at or supporting an SVP/EVP/C-suite level — with a track record of influencing, challenging, and aligning senior executives on strategy and execution
•    Deep fluency in enterprise performance management: OKR design and cascade, KPI architecture, balanced scorecard frameworks, and operating cadence design at scale
•    Strong financial acumen; experience owning or co-owning a business unit's operating plan, headcount model, and investment prioritization process
•    Proven ability to lead complex, ambiguous, cross-functional initiatives without formal authority over the stakeholders required to execute them
•    Executive-level communication skills: capable of preparing and presenting board-quality narratives, not just summaries — someone who writes in recommendations, not just observations
•    Exposure to private equity-backed or high-growth transformation environments where speed, rigor, and resource discipline are simultaneously required
•    Proficiency in enterprise planning tools, OKR platforms, BI/reporting tools (Tableau, Power BI), and project/portfolio management systems
•    Bachelor's degree required; MBA or equivalent advanced degree strongly preferred
•    PgMP, Lean Six Sigma Black Belt, or equivalent operational excellence certification preferred

Physical Demands and Work Environment:
•    Sedentary work (i.e. sitting for long periods of time);
•    Exerting up to 10 pounds of force occasionally and/or negligible amount of force; 
•    Frequently or constantly to lift, carry, push, pull or otherwise move objects and repetitive motions;
•    Subject to inside environmental conditions; and
•    Travel for this position may be required to Employer office locations as well as other general business-related travel.

Overview: Inovalon's TA function operates at the intersection of healthcare and technology — supplying the talent behind a pure-play cloud-based SaaS and DaaS platform that serves over 50,000 customers. The Manager, Talent Acquisition is a player‑coach responsible for leading, developing, and scaling a high‑performing team of Talent Acquisition Partners. This role translates business priorities into hiring strategy, elevates recruiting as a true advisory function, and ensures consistent, rigorous, and skills‑based hiring practices across the organization.

Success in this role means building a team that hires for capability and potential, partners credibly with senior leaders, leverages data to drive decisions, and delivers high‑quality hiring outcomes aligned to Inovalon’s mission and growth objectives.

Duties and Responsibilities:

Team leadership and development

• Lead, coach, and develop a team of Talent Acquisition Partners through regular 1:1s, actionable feedback, and clear performance calibration.
• Establish clear expectations for what “good” looks like; ensure team members understand how performance is measured and where they stand.
• Coach recruiters to operate as Talent Advisors, running strategic kickoffs, challenging assumptions, and evaluating candidates on skills and potential—not credentials alone.
• Identify development opportunities and build growth plans that retain and advance top performers.
• Address performance gaps early and constructively to maintain high standards across the team.
• Foster a collaborative “One Team” culture where feedback is shared openly, wins are celebrated, and expertise is leveraged across the group.

Team operations and capacity

• Assign requisitions based on team capacity, functional expertise, and development goals; manage load distribution proactively — no team member is buried without awareness and a plan.
• Own team-level operational reporting and performance conversations; address gaps directly and constructively.
• Lead team initiatives: onboarding new members, process improvement, AI tool adoption, and candidate experience standards.
• Create the conditions for the team to consistently meet goals — coach on sourcing quality, advisory posture, and stakeholder effectiveness — calibrate expectations before performance suffers.
• Manage offer approval workflows, ensuring accuracy, timeliness, and alignment with compensation guidelines prior to candidate communication.
• Maintain ATS hygiene standards across the team, including requisition setup, candidate disposition, and data integrity; hold team members accountable to consistent platform discipline.
• Review and approve requisition requests in accordance with headcount authorization and workflow requirements.
• Execute ad hoc administrative duties in support of TA operations, including system updates, reporting pulls, and cross-functional coordination as needed.

Stakeholder and business partnership

• Partner closely with HR Business Partners and business leaders to design search strategies for critical, specialized, or high volume hiring needs.
• Bring a clear point of view to talent conversations, informed by data, market insight, and business context—not just requisition status.
• Build trusted relationships with leaders and earn credibility to influence priorities, timelines, and role definitions when data and market realities support it.
• Translate workforce plans and business priorities into executable team hiring strategies, surfacing risks and constraints early with proposed solutions.

Player-coach execution

• Personally manage a limited number of high‑impact or complex full‑cycle searches, modeling the advisory quality standard expected of the team.
• Maintain personal recruiting quality and discipline at the same level required of team members.
• Take ownership of the most sensitive or complex searches when senior‑level judgment, discretion, or stakeholder engagement is required.

Other Responsibilities

• Maintain compliance with all applicable employment laws and company policies; partner with legal counsel and leadership to manage risk and uphold a culture of integrity;
• Maintain compliance with company policies, procedures, and mission statement; adhere to all confidentiality requirements in all aspects of the role; and
• Fulfill those responsibilities and/or duties that may be reasonably provided for the purpose of achieving the operational and business success of the organization.

Job Requirements:

• 7+ years of progressive full-cycle recruiting experience, with a track record of complex or specialized searches in technology, SaaS, healthcare, or similarly complex industry with at least 2 years supporting engineering and/or tech functions
• 2+ years of formal team leadership — through direct people management or demonstrable player-coach scope with measurable team impact.
• Demonstrated experience coaching recruiters to operate as Talent Advisors, including strategic intake execution and skills‑based evaluation.
• Proven ability to partner effectively with senior business leaders and HRBPs
• Strong fluency with modern TA technology, including ATS platforms, sourcing tools, and AI‑enabled recruiting solutions.
• Strong command of recruiting data and analytics, with the ability to translate metrics into actionable insights and decisions.
• Experience implementing or scaling skills‑based hiring, structured interviewing, or quality‑of‑hire initiatives
• Bachelor’s degree or comparable professional experience

Physical Demands and Work Environment:

• Sedentary work (i.e. sitting for long periods of time);
• Exerting up to 10 pounds of force occasionally and/or negligible amount of force;
• Frequently or constantly to lift, carry, push, pull or otherwise move objects and repetitive motions;
• Subject to inside environmental conditions; and
• Travel for this position may be required to Employer office locations as well as other general business-related travel.

Overview:   Inovalon is a leading cloud-based data and analytics platform serving the healthcare industry. As the company continues to scale, including through M&A activity and enterprise-wide transformation, this role has been created to build and lead the function that connects strategy to execution. The AVP, Enterprise Transformation and Integration will own program delivery and integration leadership for the highest-stakes initiatives across the enterprise — including M&A integration, cost optimization, and large-scale business transformation. This role launches as an individual contributor, with 1–2 direct reports expected to be added as the function matures.

This is not a PMO governance role. It is an enterprise execution role for a leader who can personally drive complex, high-stakes programs — from large-scale organizational transformation through to post-merger integration across Day 1, stabilization, and value capture. The right candidate has operated in ambiguous, high-velocity environments — whether in management consulting, corporate development, or an in-house transformation function — and has the executive presence to partner credibly with the C-suite while the organization is under pressure.

Duties and Responsibilities:

M&A Integration & Pre-Close Readiness

• Own the end-to-end M&A integration lifecycle: pre-close readiness assessments, Day 1 operating playbook design, cross-functional workstream governance, and post-close performance tracking through value capture
• Lead pre-integration project work: target operating model design, synergy modeling validation, integration risk assessment, and regulatory/compliance readiness — coordinating with Legal, Finance, HR, IT, and Product
• Serve as the cross-functional integration lead for acquired entities from close through operational stabilization; own integration KPIs, issue escalation, and executive reporting to the C-suite and Board
• Partner with Corporate Development and Finance to translate deal thesis assumptions into integration milestones and synergy realization timelines; hold workstream owners accountable to delivery

Enterprise Transformation & Program Delivery 

• Own the enterprise portfolio of strategic transformation programs — typically spanning organizational change, process transformation, technology modernization, and cost reduction
• Serve as program director on the highest-complexity, highest-visibility initiatives; provide direct program leadership and hands-on delivery accountability, not just oversight or governance
• Build and maintain the program delivery infrastructure: intake and prioritization frameworks, cross-functional workstream governance, dependency management, and risk escalation cadences
• Develop executive-ready program reporting for CEO and Board audiences: initiative status, interdependencies, risk posture, and progress against milestones

Executive Advisory & Strategic Thought Partnership

• Serve as a strategic thought partner to the SVP, Head of Business Performance and other senior executives on transformation strategy, resource prioritization, and enterprise initiative sequencing
• Prepare strategic program updates for the Board and C-suite; own the narrative, not just the slides
• Represent the transformation function in M&A diligence processes assess target operational readiness, identify integration risks, and model integration costs and synergies for deal teams
• Contribute to the annual strategic planning process: program portfolio construction, initiative ROI modelling, and resource allocation recommendations

Other Responsibilities

• Maintain compliance with all applicable employment laws and company policies; partner with legal counsel and leadership to manage risk and uphold a culture of integrity.
• Maintain compliance with company policies, procedures, and mission statement; adhere to all confidentiality requirements in all aspects of the role; and
• Fulfill those responsibilities and/or duties that may be reasonably provided for the purpose of achieving the operational and business success of the organization.

Job Requirements:

• 15+ years of progressive experience in strategy, enterprise program management, M&A integration, management consulting (strategy/operations), or corporate transformation; 5+ years in a senior leadership role with team management responsibility
• Demonstrated M&A integration experience: has personally led or co-led at least one end-to-end integration (pre-close through value capture) in a healthcare, SaaS, or technology-enabled services environment
• Proven track record of leading enterprise cost optimization programs with quantifiable outcomes — not just governance, but delivery accountability
• Executive presence with demonstrated ability to influence, challenge, and present to C-suite and Board-level audiences in high-stakes environments
• Experience leading large-scale change management in matrixed, complex organizations where organizational politics and competing priorities are the norm
• People leadership experience: has hired, developed, and managed a team of program managers or analysts
• Exposure to private equity-backed or high-growth transformation environments where speed, rigor, and resource discipline are simultaneously required
• Bachelor's degree required; MBA or equivalent advanced degree from a top-tier program strongly preferred

Physical Demands and Work Environment:

• Sedentary work (i.e. sitting for long periods of time);
• Exerting up to 10 pounds of force occasionally and/or negligible amount of force;
• Frequently or constantly to lift, carry, push, pull or otherwise move objects and repetitive motions;
• Subject to inside environmental conditions; and
• Travel for this position may be required to Employer office locations as well as other general business-related travel.

Overview: The Technical Support Engineer II is responsible for the day-to-day operations of the Inovalon non-production and production environments. They will be responsible for the installation and configuration of software releases, maintaining a disciplined and stable release management process, ensuring that systems implementations occur in accordance with established Change Control procedures, implementing process improvement and automating deployment processes, providing 24x7 production support, leading and support incident resolution and long-term corrective actions. This is a 1^st tier second-level support role within the Endpoint Services team. Duties are focused on building, testing, and distributing hardware and software to new and existing Associates within an assigned area as well as providing technology support to resolve hardware and software issues both onsite at offices and remotely.  They should be responsible for providing telephone-based technical support of complex hardware/software incidents and service requests across the enterprise. The incumbent will serve as an advocate for internal and external customers in ensuring service requests are fulfilled to their satisfaction.  Responsibilities can include troubleshooting, installation, access provisioning, hardware break/fix, etc.    

Duties and Responsibilities:

• Apply advanced troubleshooting techniques to resolve hardware and software incidents onsite and remotely. 
• Function as an internal and external client representative for technology support within an assigned location(s). 
• Find correlation and problems from incident to resolution, applies emergency fixes to keep end users working while root cause analysis is assessed.
• Provide effective communication of ongoing activity related to service requirements and incidents. 
• Effectively manages work, understands, and meets SLA requirements (personal and team’s work queue) through the utilization of a ticketing process.
• Build, test and distribute equipment to new and existing employees.
• Use industry standard and internally developed tools to troubleshoot and provide local and remote support. 
• Partner with internal teams for ticket distribution at appropriate levels.
• Serve as the highest-level application support for identified issues.
• Review and optimize overall hardware configurations, and develop plans to integrate new hardware and software components.
• Support in process definition, documentation and continuous improvement in best practices.
• Develop and deliver internal training in selected relevant topics.
• Provide technical expertise and consulting to Command Center and Engineering teams.
• Implement and contribute to the knowledge base and Wiki resources to help ensure that indent information is current.
• Participate in industry and other professional networks to ensure awareness of industry standards, trends, and best practices to strengthen organizational and technical knowledge; and
• Develop effective relationships within and among departments and other Agile team members.
• Maintain compliance with Inovalon’s policies, procedures, and mission statement.
• Adhere to all confidentiality and HIPAA requirements as outlined within Inovalon’s Operating Policies and Procedures in all ways and at all times with respect to any aspect of the data handled or services rendered in the undertaking of the position.
• On Call Policy: Participate in an on-call rotation to support critical issues, including outside standard business hours (evenings, weekends, and holidays), ensuring timely response and resolution as per defined SLAs.

Job Requirements:

• Prefer a minimum of 5+ years of experience troubleshooting in a Windows environment, end-user software support, hardware, and working with advanced problems including but not limited to, desktops, laptops, tablets, VOIP phones, printers, fax machines, and smartphones.
• Excellent understanding of Active Directory / Group Policy / Microsoft Intune / Entra.
• Strong customer service and results-oriented.
• 2+ year of working experience with different IT Infrastructure components such as Endpoint device administration / Microsoft Intune / Entra / single sign-on / Linux Servers, Wintel Servers, networks, firewalls, load balancers, VPN, Apache, LDAP, Active Directory, Exchange, Virtualization, Email systems, Enterprise monitoring and access management solutions for single sign-on.
• Problem-solving, initiative, and sound judgment.
• Troubleshoot network connectivity issues across LAN, WAN, and internet connections
• Diagnose firewall-related issues using Cisco FMC and Firepower devices
• Analyze firewall policies, access rules, NAT rules, and logs to identify traffic blocks
• Perform packet flow analysis and connectivity testing (ping, traceroute, packet capture)
• Support incident resolution and provide root cause analysis for network outages
• Collaborate with security, infrastructure, and application teams during troubleshooting
• Document troubleshooting steps, configurations, and standard procedures
• Working knowledge of Zscaler (ZIA/ZPA) and cloud security troubleshooting
• Ability to participate in scheduled non-business hour implementation and maintenance activities.
• Ability to participate in a rotating 24/7 on-call technical support schedule.
• sExperience with Service Now, or another similar ticketing system is a plus.
• Good knowledge of various Scripting Languages (PowerShell, Python).

Education:

• High school diploma required or equivalent experience.
• Associate’s degree in IT, technical field preferred or equivalent experience.

Physical Demands and Work Environment:

• Sedentary work (i.e., sitting for long periods of time).
• Frequently or constantly to lift, carry push, pull or otherwise move objects and repetitive motions.
• Subject to inside environmental conditions.
• Travel for this position will include less than 5% locally usually for training purposes.

Overview

The Application Support Analyst provides incident triage, root-cause analysis, and configuration support for enterprise applications and integrated third-party products. The role collaborates across Technology and Engineering to restore service quickly, document fixes, and improve reliability through knowledge base contributions and change management.

Duties and Responsibilities:

Incident Triage & Resolution

• Collaborate with the application support team to triage production issues and resolve high-priority defects promptly.
• Troubleshoot, identify, track, and ensure resolution of application issues.

• Respond to support requests via phone, email, chat, and in person.
• Prioritize help desk requests based on operational needs and escalate when necessary.

Administration & Configuration

• Perform application administration tasks such as updating standardized codes, mapping tables, and account queues.
• Configure and maintain SaaS platforms for product management and roadmapping (e.g., Aha!, Azure DevOps).
• Manage user accounts and permissions within these platforms.
• Maintain workspace structure and naming conventions for consistency.
• Configure workflows, statuses, and templates to support standardized processes.
• Set up and manage ideas portals (branding, configuration, workflows).
• Oversee integrations with approved tools (e.g., Azure DevOps, GitHub, SSO, Slack).
• Build and maintain reporting and dashboards for leadership visibility.
• Establish and enforce governance and best practices (standards, audits, training).

Documentation & Knowledge

• Update technical documentation for implementations, configurations, and processes.
• Maintain system configuration and procedure documentation for assigned projects.

Cross-Team Collaboration

• Work with Technology and Engineering teams to resolve application issues.
• Coordinate with other departments to deliver fit-for-purpose solutions.
• Liaise with internal teams to ensure compliance and smooth deployment.

Compliance

• Adhere to company policies, HIPAA requirements, and change management procedures.
• Maintain confidentiality and uphold responsibilities related to separation of duties.
• We reserve the right to change this job description from time to time as business needs dictate and will provide notice of such.

Required Skills & Experience:

Experience

• 2+ years in application support; SaaS and healthcare experience preferred.
• Experience configuring and supporting SaaS platforms for product management and roadmapping (e.g., Aha!, Azure DevOps).
• Experience with product roadmapping and strategic planning tools.

Technical Skills

• Proficient in ServiceNow or similar ITSM/CRM platforms (e.g., Salesforce).
• Basic to advanced SQL skills, including writing queries and using SQL Developer.
• Understanding of integration workflows between SaaS platforms and other enterprise systems.

Core Competencies

• Clear communication and client-focused approach.
• Ability to prioritize and manage multiple issues effectively.
• Excellent problem-solving and analytical skills.

Education:

Bachelor’s degree or equivalent work experience required.

Schedule & ITSM:

Standard business hours with participation in on-call rotation if needed. Operates within ServiceNow for incident/problem/change management; adheres to defined SLAs and escalation tiers.

Location & Travel:

Remote/hybrid/on-site; less than 5% local travel usually for training purposes.

Physical Demands and Work Environment:

• Sedentary work (i.e., sitting for long periods of time).
• Exerting up to 10 pounds of force occasionally and/or negligible amount of force.
• Frequently or constantly lift, carry, push, pull, or otherwise move objects and perform repetitive motions.
• Subject to inside environmental conditions.

Overview:   The Senior Systems Development Engineer L4 will focus on defining, implementing, and enforcing governance and standards for Inovalon’s commercial cloud platforms including AWS, Azure, GCP, OCI, and Snowflake. This role requires good understanding of cloud-based infrastructure, virtual machines, storage, networking, and security. This position will split time between developing commercial cloud governance and standards, defining and implementing platform-level features, developing infrastructure as code, and supporting application engineering teams with application design and implementation.

Duties and Responsibilities:

• Assumes responsibility for defining, implementing, and enforcing governance and standards for commercial cloud platforms including AWS, Azure, GCP, OCI, and Snowflake.
• Applies commercial cloud best practices to design, develop, and implement AWS, Azure, and GCP platform-level features.
• Discover, review, and influence new and evolving design, architecture, and standards for building and delivering unique cloud-based infrastructure, applications, and services.
• Collaborate with application engineering teams to create, monitor, and troubleshoot system infrastructure.
• Be an expert in service reliability, sustainability, and efficiency. Collaborate with product, application engineering, and security teams to ensure solutions realize non-functional requirements such as availability, performance, security, maintainability, and cost-efficiency.
• In depth knowledge of infrastructure deployment including knowledge of installation, configuration, troubleshooting of Servers, Storage, and Networking.
• Develop, gather, and leverage metrics to manage cloud-based infrastructure to drive automation, improvement, and performance.

• Windows and/or Linux installation and configuration knowhow and automation skills.
• Strong understanding about AD(Active Directory) , GPO (Group Policy Object), RDS(Remote Desktop Service)
• Implement backup and disaster recovery strategies

Job Requirements:

• Minimum of 5+ years experience as a Cloud Engineer, Site Reliability Engineering, or Systems Engineer.
• Extensive knowledge of existing industry standards, technologies, services, and infrastructure operations of cloud computing platforms such as AWS, Azure, GCP, OCI, or Snowflake.
• Extensive knowledge of infrastructure as code automation and continuous integration/delivery tools such as Azure DevOps, Azure Pipelines, Terraform, or similar.
• Extensive scripting experience with Terraform, Linux Shell, PowerShell, Python, or others.

Education:

• Bachelor's degree in computer science, Software Engineering, or Information Technology
• Master's degree or PhD in Computer Science, a related technical field, or equivalent practical experience preferred.

Physical Demands and Work Environment:

• Sedentary work (i.e. sitting for long periods of time).
• Exerting up to 10 pounds of force occasionally and/or negligible amount of force.
• Subject to inside environmental conditions.
• Travel for this position will include less than 10% locally usually for training purposes.

Role Overview

The Product Management Operations Lead is responsible for operationalizing the Product organization’s strategy by driving planning rigor, portfolio visibility, execution discipline, and outcome based performance management across product lines. Reporting to the Chief Product Officer, this role ensures that product investments are aligned with enterprise priorities and delivered through scalable operating mechanisms that improve speed, predictability, and realized business impact.

The role serves as the central coordination point between Product, Engineering, Data, GTM, Finance, and Client Success teams to enable effective prioritization, roadmap governance, and value realization. It translates strategic direction into actionable planning frameworks, standardized operating cadences, and performance measurement systems that enable the Product organization to execute consistently across a complex and growing portfolio.
In a data driven environment such as Inovalon, the Product Management Operations Lead also supports AI readiness by enabling standardized product telemetry, instrumentation, and structured feedback loops required to embed intelligence into workflows and support development of proprietary models.

Core Responsibilities
Product Planning and Prioritization

Lead annual product planning processes across business lines
Support development of business cases for major product investments
Implement standardized intake and prioritization frameworks
Ensure roadmap alignment with enterprise growth and margin objectives

Portfolio Execution and Governance
Maintain visibility into portfolio level initiatives and milestones
Track execution progress against committed timelines and outcomes
Highlight delivery risks, resource gaps, and dependency conflicts
Enable trade off decisions through ROI and adoption based insights

Operating Cadence and Process Implementation
Implement standardized product lifecycle and development processes
Manage governance forums such as roadmap reviews and prioritization councils
Improve coordination between Product, Engineering, and Commercial teams
Support adoption of discovery led and outcome based delivery practices

Product Performance Measurement
Define and track product KPIs aligned to business outcomes
Implement mechanisms to measure adoption and realized value
Maintain dashboards reflecting portfolio health and performance
Support executive reporting for product investment decisions

AI Ready Product Instrumentation
Partner with Engineering and Data teams to standardize usage instrumentation
Ensure product workflows capture structured feedback signals
Support labeling and data capture for proprietary AI model training
Align product telemetry with analytics and intelligence requirements

Cross Functional Readiness
Coordinate intake of market, regulatory, and client driven product requests
Support product readiness for commercialization and major releases
Align Product deliverables with Sales and Client Success commitments
Assist in preparation for strategic client deals and implementations

Tooling and Capability Enablement
Manage product planning and analytics tools
Standardize roadmap documentation and planning artifacts
Support onboarding and enablement of Product Managers
Drive adoption of best practices across the Product organization