Summary:

The Performance Metrics Advisor will provide in depth qualitative analyses on critical processes, metric and data performance and operating level metrics performance and other key performance indicators to identify trends, forecast outcomes, and proactively identify underperformance of critical indicators. This position is responsible for capacity planning and workforce management support for operational areas, analysis of required data and health plan information, assists with design of recommendations for actions and makes recommendations based on that analysis regarding potential improvement opportunities. Additionally, the Advisor determines characteristics of different data populations and prepares this information to enable internal management or external committees to understand, evaluate and decide issues based on their probable impact. At the higher level, this position functions as a business unit partner advising on potential performance and organizational optimization.

Essential Responsibilities/Accountabilities:
All Levels:• Captures strategic metrics on performance to plan, strategic initiative progress and root-cause analysis for senior leaders within the supported divisions responsible for the strategic, operating, financial, customer, health care, internal and growth perspectives. • As a member of a team, designs studies or reviews data collected as part of the Health Plan's core business.• Describes the data patterns and analyses as compared to national indices and identifies adverse trends and unusual patterns. • Educates and assists others with complex tasks and promotes professional communications; sharing ideas with other teams and departments in an effective manner which reflects positively on the company, while learning about Health Plan operations and data resources to better service the customers.• Assists in the development of quality indicators and activities with relation to data collection, analysis, and reporting processes, establishing baselines, and conducting evaluation of activities against the activity target goal(s).• Plans, schedules, monitors, and reports on activities related to Quality Office performance improvement initiatives. Performance improvement responsibilities include internal Quality Office as well as performance improvement for the cross-divisional interfaces between Quality Office, operations, and IT. • May lead the cross divisional team(s) in performing current state and future state analysis, gap analysis, leading the identification of improvement opportunities, monitoring progress against work plans and end results. • Provides resource management input to all functional operating teams including, but not limited to: staffing models, benchmarking, workflow studies, training, and queuing techniques. • Keeps up to date on industry developments, in evaluation methodology related to outcomes. Makes recommendation to business owner to change or add to existing methodologies. • Ensures compliance with the Company's existing financial policies and procedures; ensures that proper operational procedures, financial policies and internal controls are followed.• Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies' mission and values and adhering to the Corporate Code of Conduct, and Leading to the Lifetime Way values and beliefs.• Maintains high regard for member privacy in accordance with the corporate privacy policies and procedures.• Regular and reliable attendance is expected and required.• Performs other functions as assigned by management.

Technical Analytics Focus:
Level I:• Integrates complex data analysis through the use of multiple resources, systems, and modeling tools. • Conducts operational performance analysis for the Divisions, which include the following core competencies; data modeling, data analysis, using data to improve business-decision making, and quantitative analysis. • Develops and delivers forecasts for potential operational performance issues, concerns, backlogs, limitations and metrics outcomes; recommends solutions to control existing issues and prevent future issues. • Prepares various committee reports, graphical displays data and identification of outliers to share with leadership and quality committees for action and follow-up.

Level II:
In addition to Level I• Using financial modeling tools, predicts the impact of re-engineering initiatives and changes as a result of new business strategies and monitors outcomes. • Independently designs studies or reviews data collected as part of the Corporation's core business, (along with benchmark information and competitive intelligence sources) and translates this to actionable information for the corporation to implement. • Designs efficient methods to investigate and /or explain variations from year to year or versus national thresholds and other benchmarks, validate data collection tools used.

Relationship Management Focus:
Level I:• Serves as an advisor/liaison to management of the supported divisions with regard to analytical guidance in the preparation of all forecasts tied to resource management, transaction reporting and metrics reporting. • Directs process improvement and process optimization development from recommendation through post-implementation review including - holding meetings, analyzing data, working with business owners from within Operations as well as operating teams impacted by the business decision.• Advises on performance and organization optimization opportunities. • Assembles and leads initiatives teams based on needed skill sets to effectively accomplish initiative objectives.• Identifies and implements efficiencies to reduce overtime, increase production and improve performance.• Prepares reports and makes detailed presentations to project teams, department heads and all levels of management.

Level II:• Partners with Customer Service, Membership and Billing and Claims senior management internally and externally to ensure accomplishment of corporate goals.• Works with subject matter experts to ensure MTM, HEDIS, Performance Guarantees and NCQA goals are achieved. Provides analysis on new or updates to these measures to ensure processes are changed accordingly.

Minimum Qualifications:
All Levels:• Bachelor's Degree in Business, Statistics, Informatics or related discipline and a minimum of 3 years of progressive experience in Operations, Metrics/Reporting, IT Metrics, Finance, Accounting, Health Care Analytics, or related fields required. • Excellent analytical, deductive, and problem solving skills required.• Excellent leadership, communication, human relations skills with people in all levels of the organization.• Experience in using the statistical software package(s) for the purposes of both data management and analysis• LSS certification and/or experience a plus.• Outstanding presentation, and organizational skills required• Must be able to credibly interact with all levels of management in the organization• Computer proficiency, including extensive experience in Microsoft Office Suite Maintains proficiency in multiple databases, data collection software, and reporting tools including iFacets HPXR (specific to EHP), COGNOS reporting, Informatics or related software.• Knowledge of data bases/data base development/data mining desired

Level II:• Bachelor's Degree in Business, Statistics, Informatics or related discipline and a minimum of 5 years of progressive experience in Performance Analytics, Operations, Metrics/Reporting, IT Metrics, Finance, Accounting, Health Care Analytics, or related fields required. • Demonstrated ability to identify root causes of business and/or workflow problems and determine innovative sources for solutions and opportunities.• Understanding of complex financial and accounting principles, budgets, statements, and financial and operational forecasting and data presentation is preferred• Expertise in using the statistical software package(s) for the purposes of both data management and analysis.• Position requires a highly diverse skill-set with emphasis on analysis, consulting, and report writing.• Knowledge of workflows, procedures, operating structure and key performance drivers within the operating areas of the organization is preferred• Strong project management and technical problem solving ability required.• In depth knowledge of one of the key areas within Operations including - Customer Service, Membership and Billing and Claims. Must know workflows, procedures and operating structure.• Working knowledge of most areas that partner with Operations - Medical, POD, etc.• Mastery of work management concepts, process improvement skills, project management expertise, and proven group facilitation and presentation skills. • Must have solid communication skills - both verbal and written.

Physical Requirements
Regional travel as required to support project / business requirements.

The Lifetime Healthcare Companies aim to attract the best talent from diverse socioeconomic, cultural and experiential backgrounds, to diversify our workforce and best reflect the communities we serve.

Our mission is to foster an environment where diversity and inclusion are explicitly recognized as fundamental parts of our organizational culture. We believe that diversity of thought and background drives innovation which enables us to provide leading-edge healthcare insurance and services. With that mission in mind, we recruit the best candidates from all communities, to diversify and strengthen our workforce.

OUR COMPANY CULTURE:
Employees are united by our Lifetime Way Values & Behaviors that include compassion, pride, excellence, innovation and having fun! We aim to be an employer of choice by valuing workforce diversity, innovative thinking, employee development, and by offering competitive compensation and benefits.

In support of the Americans with Disabilities Act, this job description lists only those responsibilities and qualifications deemed essential to the position.

Equal Opportunity Employer

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)