VP of Cognitive Health and Innovation

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Business Growth Strategy & Market Development 25%

• Develop and execute Companias overall business and growth strategy.

• Drive growth in revenue census utilization referrals and market reach across Compania services.

• Establish clear growth and performance goals and ensure accountability for results.

• Build strong referral pipelines and strategic partnerships with physicians health systems memory clinics senior living organizations community organizations and other partners.

• Partner with Marketing to strengthen lead generation market awareness prospective member follow-up conversion and CRM utilization.

• Identify new customer segments markets payer opportunities partnerships and sources of earned revenue.

• Develop business cases and growth plans for new services and opportunities.

• Use market referral conversion operational and financial data to drive business decisions and adjust strategy.

2. Financial Performance & Business Management 20%

• Own Companias financial and operating performance including P&L accountability.

• Develop and manage annual budgets forecasts and business plans.

• Monitor revenue expenses margin census utilization pricing productivity and other key business drivers.

• Develop and implement strategies to improve financial performance and long-term sustainability.

• Evaluate pricing payer opportunities contracts partnerships and new revenue models.

• Partner with Finance on forecasting financial analysis and performance management.

• Establish key performance indicators and take corrective action when performance is below target.

3. Program Operations & Service Delivery 20%

Provide leadership and operational oversight for Companias existing services including:

• Enrichment Center

• Lifestyle Companion

• Personal Assistant

• Caregiver Coaching

• Guide services

Responsibilities include:

• Ensure high-quality and consistent service delivery across all Compania programs.

• Optimize staffing workflows scheduling capacity and utilization.

• Establish clear expectations and accountability for program leaders.

• Strengthen coordination and integration across Compania services.

• Monitor member and caregiver experience service quality and operational performance.

• Ensure appropriate documentation policies procedures and regulatory compliance.

• Partner across IOA to improve processes and remove barriers to effective service delivery.

4. Cognitive Assessment & New Service-Line Development 15% (once existing program have scaled)

Lead the development launch and growth of IOAs new cognitive assessment service line and other emerging dementia and cognitive health offerings.

Responsibilities include:

• Develop the cognitive assessment business and operating model in collaboration with internal and external clinical experts.

• Establish assessment referral triage and follow-up pathways.

• Build healthcare and community referral relationships to generate demand.

• Define staffing workflows pricing performance measures and financial expectations.

• Develop an effective model for connecting assessment findings to Compania IOA and external services.

• Develop a plan to pilot evaluate refine and scale the cognitive assessment service.

• Identify opportunities for additional dementia and cognitive health service lines based on member and caregiver needs market demand clinical guidance and financial feasibility.

• Explore evidence-informed offerings that may include music art cognitive and other therapeutic services.

• Develop business and operating models for new services and lead implementation as opportunities are approved.

• Ensure new services are evidence-informed operationally feasible differentiated in the market and financially sustainable.

5. Quality Outcomes & Integrated Services 10%

• Advance evidence-informed approaches to dementia care and caregiver support.

• Strengthen interdisciplinary coordination across Compania services.

• Partner with Quality & Performance Excellence on process improvement and quality initiatives.

• Develop meaningful member caregiver quality and operational outcome measures.

• Use data and member/caregiver feedback to improve programs and services.

• Support research evaluation and external partnerships that help demonstrate the impact of Companias services.

• Ensure growth and financial performance remain aligned with IOAs mission and commitment to quality.

6. Leadership & Talent Development 10%

• Recruit develop coach and retain high-performing leaders and staff.

• Establish clear accountability for business growth financial performance service quality and member experience.

• Foster a culture that values both mission impact and strong business performance.

• Develop leadership capacity and succession plans within Compania.

• Promote collaboration innovation accountability and continuous improvement.

• Work collaboratively with Finance Marketing Philanthropy Quality & Performance Excellence Human Resources and other IOA divisions and functions.

• Represent Compania as a senior leader internally and externally.

REQUIRED QUALIFICATIONS

Education

• Advanced degree in Business Administration Healthcare Administration Public Health Social Work Nursing Psychology Gerontology Occupational Therapy or another related healthcare aging-services clinical or business discipline.

• Clinical licensure is valued but not .

Experience

• Seven to twelve plus years of progressively responsible leadership experience in healthcare aging services dementia/cognitive health home- and community-based services or a related service environment.

• Demonstrated success building and growing a business service line program or market with measurable results in revenue census utilization referrals conversion or market growth.

• Strong P&L budgeting forecasting and financial management experience.

• Demonstrated experience developing and executing business-growth strategies.

• Demonstrated success in business development referral development and strategic partnerships.

• Experience developing launching and scaling new programs or service lines.

• Experience using CRM pipeline market operational and financial data to drive performance.

• Demonstrated success leading multidisciplinary teams and developing high-performing leaders.

• Experience working collaboratively with healthcare providers community organizations and other external partners.

PREFERRED QUALIFICATIONS

• Direct experience in dementia cognitive health geriatrics caregiver services or aging services.

• Experience developing referral relationships with physicians health systems memory clinics senior living organizations managed care organizations or other healthcare partners.

• Experience developing healthcare or aging-services business models and new sources of earned revenue.

• Knowledge of healthcare reimbursement and payer relationships.

• Experience with evidence-informed program development quality improvement outcomes measurement or research.

• Experience working in a mission-driven nonprofit or similarly complex organization.

LEADERSHIP COMPETENCIES

• Business Growth & Market Development

• Strategic Leadership

• Financial Acumen

• Operational Excellence

• Entrepreneurial Thinking

• New Business & Service-Line Development

• Partnership Development

• Data-Driven Decision Making

• Innovation & Change Leadership

• Quality Improvement

• Executive Communication

• Talent Development

• Systems Thinking

KEY MEASURES OF SUCCESS

Success in this role will be demonstrated through measurable progress in:

• Revenue growth and financial sustainability

• Census and utilization growth across Compania services

• Referral pipeline growth and productivity

• Inquiry-to-enrollment conversion

• Development of new healthcare and community partnerships

• Successful development launch and growth of the cognitive assessment service line

• Development and successful introduction of additional dementia and cognitive health services

• Member and caregiver experience and outcomes

• Quality and operational performance

• Team member engagement performance and retention

• Achievement of annual strategic growth and financial goals

COMPENSATION:

• Range:$220000- $235000/annual

This amount is not necessarily reflective of actual compensation that may be earned nor a promise of any specific pay for any specific employee which is always dependent on actual experience education and other factors.

This range does not include any additional equity benefits or other non-monetary compensation which may be included.