• Lead end-to-end problem management activities for high-impact or recurring service issues. • Coordinate and facilitate root cause analysis efforts using evidence from incident records, monitoring tools, bridge notes, logs, vendor inputs, and stakeholder interviews. • Build clear timelines, identify contributing factors, document a single confirmed root cause when supported by evidence, and track open unknowns when evidence is incomplete. • Produce high-quality post-incident and problem analysis reports for technical, operational, and leadership audiences. • Drive corrective actions, preventive actions, lessons learned, and follow-up improvement work to closure. • Partner with Incident Management, Change Management, Operations, Engineering, and service owners to reduce repeat failures and improve resilience. • Monitor trends across incidents and problems to identify recurring patterns, systemic weaknesses, and opportunities for service improvement. • Support service review discussions and help ensure performance, availability, and operational commitments are being met. • Contribute operational insight to change planning, service improvement initiatives, and related program efforts as needed.

• Acts as a liaison between the IT development group and business units for the development and implementation of new systems and enhancement of existing systems. • Evaluates new applications and identifies systems requirements. • Evaluates new IT developments and evolving business requirements and recommends appropriate systems alternatives and/or enhancements to current systems. • Prepares communications and makes presentations on system enhancements and/or alternatives. • Ensures the successful implementation of business analysis solutions, including leading and managing technology projects, and planning, coordinating, and executing the successful implementation of technology solutions. • Assesses the feasibility and potential impact of adopting new business analysis advances and makes recommendations for their implementation. • Assists with evaluating new technologies, tools, and systems that can enhance business processes and operations. • Conducts reviews, tests, and evaluations to ensure that technology solutions meet the defined quality standards. • Directs individuals in the development and implementation of technology strategies and roadmaps aligned with business analysis objectives. • Collaborates with stakeholders and technology teams to foster strong relationships, ensuring that their needs and expectations are effectively addressed. • Liaises with cross-functional teams, under minimal supervision, to gather and document business requirements, translate them into technical specifications, and provide recommendations for technology solutions. • Determines whether vendor deliverables align with business requirements and adhere to quality standards. • Establishes a culture of continuous improvement by identifying opportunities for enhancing efficiency, streamlining processes, and implementing industry best practices.

• Implement and evolve the tiered coaching model aligned to leadership levels, transitions and talent priorities. • Manage internal and external coaching resources to ensure high quality, consistency, and measurable impact. • Oversee end to end coaching lifecycle (selection, matching, engagement and evaluation). • Establish standards, governance, frameworks, and best practices for coaching delivery. • Lead the implementation of leadership assessments across critical transitions and accelerator programs. • Ensure a framework exists to translate assessment insights into clear, actionable development plans. • Integrate assessment data into coaching strategy, leadership programs, and talent processes. • Manage coaching resources (internal coaches and external vendors). • Oversee the Coordinator, Coaches and Community of practice. • Ensure quality control across all assessment and coaching experiences. • Build standardized approaches to connect assessment insights into development actions. • Ensure leadership development efforts are targeted at addressing capability gaps and future business needs. • Partner with senior leaders, HR partners, and business stakeholders to align coaching and assessment strategies with enterprise priorities. • Support executive-level discussions on leadership capability and succession readiness. • Partner with teams to build dashboards and reporting mechanisms. • Define and track key metrics related to leadership capability, readiness, and development impact. • Use data to continuously improve coaching and assessment strategies.

• Negotiates, executes, and analyzes contracts with larger and more complex healthcare group/system providers • Conducts high-level review and analysis of contracts with large hospitals and health systems • Manages and facilitates dispute resolution processes to address issues arising from provider contracts • Implements strategies to enhance and expand the provider network • Aligns provider contracts with financial goals and cost-saving initiatives • Ensures that all provider contracts adhere to regulatory requirements • Provides leadership, guidance, and mentorship to a team of professionals