Manager, Growth and Reporting

Covera's Population Health program is scaling rapidly across multiple states and a growing roster of national and regional health plan and provider clients. Each client needs a clear, credible performance story: what the program found, what closed, what it was worth, and where it should grow next. The Manager, Growth and Reporting owns that story, turning the program's analytics into client-facing reporting, performance-review materials, and expansion business cases that drive retention and wallet-share growth.

The seam is deliberate: Performance Analytics produces the numbers; this role turns numbers into insight and growth; Customer Engagement runs the client relationship rhythm. You are the bridge between what the data says and what the client decides to do next.

This role will initially report to the Chief Financial & Operations Officer before transitioning to the VP, Population Health as that leader joins the organization. This reporting structure is intentional and reflects the long-term design of the team.

• Own client performance reporting: the recurring reporting packages and performance-review materials for every client, built on the Performance Analytics function's data.
• Own the performance narrative: translating gap identification, closure results, and program value into materials a health plan or provider executive acts on, with disciplined distinctions the client can trust; submitted is not closed, and immature cohorts are labeled as such.
• Make reporting actionable at the practice level: which practices are converting, which need intervention, and what happens next, built with the analytics and clinical functions, so every performance review ends in an action, not just a summary.
• Support growth: identify and build the case for wallet-share expansion with existing clients, including additional services, pathologies, and populations, with supporting materials.
• Work with Covera's clinical team to understand the clinical and economic pathway for each pathology the program surfaces, what appropriate care looks like and what it is worth, grounded in claims analysis or credible third-party studies, and build that understanding into client materials so growth conversations carry clinical and economic weight.
• Build a consistent, scalable reporting framework, including a stage-level funnel view from finding to closure, that holds up as the book grows, rather than bespoke decks per client, and uphold the standard that no definitive claims about a partner's results or future direction appear in external materials without that partner's approval.
• In your first 90 days: take over the live reporting calendar without a gap in cadence, ship the standard reporting package, stand up reporting for newly onboarding clients, and deliver the first expansion business case with program leadership.

• Experience turning healthcare performance data into executive-facing narratives: client success, consulting, health plan account management, or program reporting backgrounds all fit.
• Working familiarity with the reports behind the story: claims-based analysis, eligibility data, and Medicare reporting such as MAO-004 or CDI, enough to understand what the data means, pressure-test it, and articulate the actionable insight, even though producing it belongs to the analytics function.
• Comfort building pathology-level value narratives: the clinical pathway, the economics of appropriate care, and the evidence base behind both, developed in partnership with clinical experts.
• Strong materials craft: you build clear, credible decks and documents quickly, and know the difference between reporting data and telling a client what it means.
• Commercial instinct: you spot the expansion opportunity inside a performance review and can build the case for it.
• Hypothesis-driven by habit: you ask the relevant questions, form a view, test it, verify the result, and repeat. We will ask what you built, what changed as a result, and what failed.
• Fluency with value-based care and Medicare programs sufficient to hold the room with plan and provider stakeholders.
• Collaborative by structure: this role succeeds through tight seams with analytics, customer engagement, and clinical partners.

At Covera Health, AI is not a novelty. It's a core part of how we work. Every team member is expected to actively use AI in their day-to-day role, and we invest in building that fluency across the organization. If you lean into new tools and are energized by what's still possible, you'll fit in.

• Comprehensive medical plans - choose from three plans, including one with 100% of premiums covered for you and your dependents
• Vision & Dental
• Hybrid Time Off Policy (Flexible Time Off (FTO) Policy for exempt employees and Paid Time Off (PTO) Policy for non-exempt employees) 
• Sick days in accordance with your state law
• 12 weeks of paid parental leave
• 12 Fixed Holidays (company closed)
• 5 Covera Days
• 401(k) Retirement Plan
• Annual Professional Development Stipend to invest in courses, books, or any other professional development related activity
• Annual Wellness stipend for fitness, mental health or other wellness expenses

The minimum and maximum base salary for this position ranges from $130,000 to $160,000, in addition to a discretionary bonus and comprehensive benefits package. Final compensation will be based on a number of factors including but not limited to, a candidate’s qualifications, skills, competencies, experience, expertise and location.

We may use automated tools and/or AI to assist in reviewing applications.

We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity, or Veteran status. Equal Opportunity is the Law, and Covera Health is proud to be an equal-opportunity workplace and affirmative action employer. If you have a specific need that requires accommodation, please let a member of the People Team know.

Unfortunately, job seekers are sometimes targeted by scammers pretending to represent legitimate companies, including Covera Health. Our recruiting team will only communicate with you using an @coverahealth.com email address. We will never ask you to provide banking information, payment, or other financial details as part of the interview or hiring process. If you're ever unsure whether a recruiting communication is legitimate, please contact our Talent Acquisition team at [email protected] for verification.