Artemis Connection

• Help the State of Montana design a pilot program for dual-eligible members • Assess Population Needs • Analyze the highest-need dual-eligible subpopulations and identify the primary drivers of poor outcomes and high costs • Design Integrated Care Models • Evaluate models suited to rural duals populations and assess feasibility for Montana • Develop Payment Model Recommendations • Design or evaluate payment models with rural-specific adjustments • Address Care Delivery and Workforce Constraints • Recommend approaches to care delivery that account for workforce shortages • Structure Governance and Accountability • Recommend governance and contracting structures for shared accountability across plans, providers, and regional entities

• Develop, refine, and maintain job descriptions, hiring documentation, and recruiting materials for EUA-related positions. • Manage full-cycle recruitment processes, including job postings across LinkedIn, Indeed, and other agreed-upon sourcing channels, candidate sourcing, screening, interview coordination. • Build and maintain talent pipelines through proactive recruiting outreach and sourcing strategies. • Coordinate onboarding and offboarding activities to ensure a smooth and compliant employee experience. • Maintain candidate tracking systems, recruiting documentation, and hiring status reports. • Ensure compliance with labor laws, company policies, reporting requirements, and recruiting best practices. • Support performance management and other human resources initiatives. • Provide general project management, administrative support, and recruiting communications related to EUA hiring initiatives and organizational growth.

• Program management, stakeholder engagement, monitoring, evaluation, and reporting, to support implementation of a Healthcare and Benefits Act • Redesigning organizational structures • Clarifying decision rights across teams and leadership levels • Establishing cross-functional governance frameworks • Increasing decision cycle speed and overall accountability

• Lead enterprise risk assessments • Facilitate risk identification workshops with senior leadership • Help clients design or mature their ERM frameworks • Assess technology and information risk practices • Assess governance structures • Contribute meaningfully to the practice's pipeline

• Assess and Improve Current-State Governance • Evaluate decision-making pathways, forums and committees, escalation routes, roles and responsibilities, and how governance artifacts are used in practice. • Identify gaps, overlaps, and friction points that slow execution or create risk. • Design Governance Structures, Decision Rights, and Accountability • Design or refresh fit-for-purpose governance models, including decision rights, accountability frameworks such as RACIs, escalation protocols, and role clarity across teams and leadership levels. • Build and Operationalize Governance Artifacts and Routines • Develop and implement the governance documentation and operating mechanisms that make governance real and repeatable, including charters, agendas, decision logs, action tracking, policy and standards structures, lifecycle and exception processes, and lightweight operating guidance. • Drive Adoption Through Implementation Planning and Enablement • Translate governance design into roadmaps and workplans, coordinate stakeholders, manage dependencies, and support change enablement through communications, training, and rollout support to drive adoption and sustained usage. • Establish Metrics and Reporting Cadences • Define governance KPIs and KRIs and reporting cadences. Stand up repeatable reporting that gives leadership visibility into adoption, decision speed and follow-through, open issues, and risk signals.

• Lead and execute compliance assessments across one or more regulatory and standards frameworks, including but not limited to SOC 2 Type I/II, ISO 27001, CMMC 2.0, NIST CSF, HIPAA, PCI-DSS, and FedRAMP • Manage multiple concurrent engagements across different clients and frameworks with minimal supervision • Map overlapping frameworks and identify where controls satisfy multiple standards simultaneously • Conduct qualitative and semi-quantitative risk assessments, evaluate control design effectiveness, and recommend compensating or corrective controls appropriate to client operating environments • Draft, review, and revise information security policies, procedures, standards, and control narratives • Support clients through external audits and certification processes, serving as the primary liaison between the client and auditors during evidence collection phases • Contribute meaningfully to the practice's pipeline

• Design the compliance architecture underpinning guidance produced through engagement • Build a structured methodology for evaluating worker classification • Develop compliance guidance for transactions with pre-existing commercial relationships • Address legal dimensions of deferred workforce integration • Integrate workforce transfer law requirements across jurisdictions • Review guidance materials for legal accuracy and applicability

• Develop a comprehensive M&A playbook covering contingent workforce strategy across multiple deal types • Create frameworks and operating procedures for: Traditional M&A integrations Acquihire transactions Delayed integration models • Document standardized workflows, decision trees, and governance models • Identify and address key contingent workforce risks associated with M&A transactions • Develop guidance to mitigate risks related to: Worker misclassification Co-employment exposure Third-party labor compliance • Establish escalation pathways and risk management frameworks • Define a scalable tooling strategy for contingent workforce risk assessment • Recommend automation opportunities to streamline compliance and due diligence processes • Translate existing internal expertise into scalable processes and documentation • Establish governance models and stakeholder engagement frameworks • Ensure playbooks are practical, repeatable, and aligned with enterprise M&A processes

• Audit prior transaction records to understand how workforce matters have been handled historically — what worked, what created risk, and where guidance was absent or inconsistent. • Rebuild and sharpen the existing guidance for standard corporate acquisitions, covering the full arc from initial due diligence through workforce onboarding and stabilization. • Build out a dedicated set of guidance for situations where the company being acquired has an existing commercial relationship with the buyer — a scenario where workforce classification and contractual status create layered, non-obvious risks. • Develop a separate workstream for transactions where workforce integration is intentionally deferred, requiring the acquirer to manage people who are not yet formally part of the organization. • Create a practical tool for evaluating how a target company has classified its workers, with a focus on identifying situations where the label applied does not match the nature of the work being performed. • Synthesize relevant trends in how technology sector deals are being structured, particularly as they affect non-employee workforce considerations. • Contribute strategic thinking to a workstream examining how internal compliance tools could be extended for use by parties outside the organization.

Artemis Connection is a strategic management consultancy working across the for-profit, public and social sectors. We help clients around the world identify their most pressing strategic issues and we staff teams of strategy consultants to roll up their sleeves and deliver impact. We are passionate about helping innovative and entrepreneurial leaders reach their goals through a customized project-based approach, typically focused around: - Bespoke Innovation, Sales, and Marketing Strategy - Purpose driven Transformation including M&A and PMI - Embedded Strategy and Operations roles Our founder is Christy Johnson, an entrepreneur, educator, and former McKinsey Engagement Manager. Our advisors include HR officers, executive coaches, academics, entrepreneurs, and neuroscientists. Our team is made up of seasoned consultants, trained at organizations such as McKinsey & Company, Boston Consulting Group (BCG), Bain, Big 4 Strategy,, and elite educational institutions. About the role: Part-Time Project Manager with prior union experience for one of our clients, a large union in the healthcare sector (Contract role) Duration: ~5 months Time Commitment: ~15 hours/month (average) Location: Remote, with occasional travel around the Pacific Northwest for meeting participation and two, two-day retreats This role helps ensure strategy, planning, and execution stay aligned across a fast-moving and complex environment. The Project Manager will partner closely with the consulting project lead to maintain clear systems, track progress, coordinate meetings and materials, and help the team stay ahead of emerging needs. Success in this role requires someone who is anticipatory, detail-oriented, and comfortable navigating complex client environments with multiple stakeholders and shifting priorities. Because this work supports a diverse membership, candidates who bring cultural competency, or lived experience aligned with diverse communities are strongly encouraged to apply. Key Responsibilities Project Coordination - Track project timelines, deliverables, budgets, and action items - Maintain organized documentation and shared project systems - Identify potential bottlenecks and help the team stay ahead of deadlines Meeting & Retreat Support - Coordinate logistics and materials for internal and client meetings - Prepare agendas, pre-reads, and meeting documentation - Track action items and follow-up tasks - Support planning for regional retreats, including translation and materials coordination Client & Team Communication - Coordinate scheduling and materials between consulting team and client stakeholders - Participate in key meetings to document decisions and next steps - Support internal team check-ins and workplan updates Systems & Operations - Maintain shared tools and documentation (Google Drive, Slack, Monday.com, etc.) - Create simple templates and systems to streamline recurring work Ideal Candidate - Strong project management and organizational skills - Comfortable working in fast-paced, multi-stakeholder environments - Able to anticipate needs and create structure in complex projects - Excellent written communication and documentation skills - Experience supporting unions Time Commitment Average ~15 hours/month over 5 months, with workload varying by phase. Heavier periods include: - Onboarding and project setup - Two regional retreats (approx. 8–10 hours of coordination per retreat) Typical monthly work may include: - Meeting coordination and notes - Workplan updates and action tracking - Materials preparation and documentation management