Sr. Director, Sales Performance Optimization

As a Sr. Director, Sales Process Optimization, you will be responsible for bringing your expertise to the position and finding new ways to drive scale. While we have a solid foundation in place today for our sales motion, there are some key areas where there are always opportunities to continuously improve. To be successful in this role, you will need to prioritize what matters most, take an interactive approach to improvement, and have strong cross functional partnerships that will help you accomplish the identified tasks and focus initiatives.

Responsibilities:

• You will work side by side with the SVP of Sales to develop and execute against the national strategy. Some of those key focus areas are as follows:
• Establishing a Best-in-Class Sales Process: Working with the Director of Marketing and the Sr. Director of GTM Enablement, there is a strategic imperative for us to align on best on best practices for each step of the sales process. We will build a playbook for each step of the sales process that will assist in improving our advancement ratios and overall win rates.
• Ongoing Training and Development: Following through with the marketing and enablement teams, we will need to establish an effective training rollout for the Best-in-Class Playbook. This should often include knowledge checks, defined role play exercises, and a certification process.
• New Product Rollouts: Working with the AGM team, product marketing, and enablement - you will be responsible for an effective roll out process to both the Sales teams. You will also work with our GTM Operations team to make sure we have the right infrastructure in place, including ensuring product SKUs are established. You will also work with our Finance / Deal Desk team to understand the pricing models for new products, and strategize on how we can best position these products with both active and new clients.
• Reporting / Insights:  Working with the Director of Reporting and Analytics, continue to develop and refine reporting packages that improve our ability to hold the team accountable to KPIs, while also providing strategic insights that inform how we can adjust our strategy and focus most effectively.
• Team Based Selling: Establishing a workgroup that includes top performing Sales RVPs, Solutions Consultants, Marketing leads, Clinical leads, Care Team leads, and Consultant Relations that will focus on how we can improve our team-based selling approach. This includes a more defined approach to our meeting preparation process as well and how we can uplevel cross functional team members that are engaging in active opportunities.
• RFP Process Optimization: Working with the Director of Proposals to continually optimize our approach to RFP in a way that will allow us to better support current and future volume requirements. This will include a better focus on which RFPs we should not engage in, when and how the Sales team should engage more in the process, and where we have the opportunity to work through active RFP evaluations more effectively.
• Prospect Data / Analytics: Working with the Sr. Manager of Client Analytics to identify new ways we can bring company specific data into the sales process with new logo prospects in an effort to increase interest and urgency to move through a formal evaluation process.
• Centers of Influence: Working with the Sr. Director of Consultant Relations and the Director of Broker Relations to establish more clear direction and accountability for how the Sales and Consultant team can work most effectively together to increase Centers of Influence awareness of our solutions, as well as increase our level of preference with the consultants that already engage with us today.
• Rules of Engagement - Health Plans and Enterprise: Working with the Policy and Governance Manager to establish and document improves rules of engagement for how the Health Plan and Enterprise teams can work most effectively together. This could include revised account ownership and process, and incentives.
• Health Plan - Execution Strategy: Align with the GM, GTM Operations, and Health Plan teams as a thought leader in how we can best take action on a sell-through strategy where there is a significant return of time and effort invested. This will include more formally establishing our approach to working with the sales teams and account managers within the Health Plans, and a more defined approach as it pertains to the mid market versus national accounts space. 

Required Qualifications:

• 7+ years of sales experience of sales leadership or sales operations experience
• Demonstrable track record of successfully leading key focus initiatives 
• Strong project management skills
• Strong relationship building ability with the ability to thrive in a matrix environment
• Strong track record of consistently meeting / exceeding performance expectations
• Experience successfully working with complex products / services with long sales cycles

Valued Qualifications:

• Solid knowledge of healthcare benefits landscape and evolution
• Creative thinker that with proven ability to innovate new ideas, and gain cross functional alignment
• Solid understanding of customer and revenue generation

Physical/Cognitive Requirements:

• Prompt and regular attendance at assigned work location.
• Capability to remain seated in a stationary position for prolonged periods.
• Eye-hand coordination and manual dexterity to operate keyboard, computer and other office-related equipment.
• No heavy lifting is expected, though occasional exertion of about 20 lbs of force (e.g., lifting a computer \/ laptop) may be required.
• Capability to work with leadership, employees, and members in an appropriate manner.

The United States new hire base salary target ranges for this full-time position are:

Zone A: $149,450 - $211,100 + equity + benefits

Zone B: $171,868 - $242,770 + equity + benefits

Zone C: $186,813 - $263,880 + equity + benefits

Zone D: $194,285 - $274,430 + equity + benefits

This range reflects the minimum and maximum target for new hire salaries for candidates based on their respective Zone. Below is additional information on Included Health's commitment to maintaining transparent and equitable compensation practices across our distinct geographic zones.

Starting base salary for the successful candidate will depend on several job-related factors, unique to each candidate, which may include, but not limited to, education; training; skill set; years and depth of experience; certifications and licensure; business needs; internal peer equity; organizational considerations; and alignment with geographic and market data. Compensation structures and ranges are tailored to each zone's unique market conditions to ensure that all employees receive fair and competitive compensation based on their roles and locations. Your Recruiter can share details of your geographic alignment upon inquiry.

In addition to earning a base salary, this role is eligible for a performance-based bonus. Details of the Annual Bonus Plan, including performance metrics, target incentives, and potential earnings, will be discussed during the interview process.

In addition to receiving a competitive base salary, the compensation package may include, depending on the role, the following: 

Remote-first culture

401(k) savings plan through Fidelity

Comprehensive medical, vision, and dental coverage through multiple medical plan options (including disability insurance)

Full suite of Included Health telemedicine (e.g. behavioral health, urgent care, etc.) and health care navigation products and services offered at no cost for employees and dependents 

Generous Paid Time Off ("PTO") and Discretionary Time Off (“DTO")

12 weeks of 100% Paid Parental leave

Family Building Benefit with fertility coverage and up to $25,000 for Surrogacy & Adoption financial assistance

Compassionate Leave (paid leave for employees who experience a failed pregnancy, surrogacy, adoption or fertility treatment) 

11 Holidays Paid with one Floating Paid Holiday

Work-From-Home reimbursement to support team collaboration and effective home office work 

24 hours of Paid Volunteer Time Off (“VTO”) Per Year to Volunteer with Charitable Organizations

About Included Health

Included Health is a new kind of healthcare company, delivering integrated virtual care and navigation. We’re on a mission to raise the standard of healthcare for everyone. We break down barriers to provide high-quality care for every person in every community — no matter where they are in their health journey or what type of care they need, from acute to chronic, behavioral to physical. We offer our members care guidance, advocacy, and access to personalized virtual and in-person care for everyday and urgent care, primary care, behavioral health, and specialty care. It’s all included. Learn more at includedhealth.com.

-----

Included Health is an Equal Opportunity Employer and considers applicants for employment without regard to race, color, religion, sex, orientation, national origin, age, disability, genetics or any other basis forbidden under federal, state, or local law. Included Health considers all qualified applicants in accordance with the San Francisco Fair Chance Ordinance.