Manager, Acute Care Management

Job description

Founded in 1977 as the Senior Care Action Network, SCAN began with a simple but radical idea: that older adults deserve to stay healthy and independent. That belief was championed by a group of community activists we still honor today as the “12 Angry Seniors.” Their mission continues to guide everything we do. Today, SCAN is a nonprofit health organization serving more than 500,000 people across Arizona, California, Nevada, New Mexico, Texas, and Washington, with over $8 billion in annual revenue. With nearly five decades of experience, we have built a distinctive, values-driven platform dedicated to improving care for older adults. Our work spans Medicare Advantage, fully integrated care models, primary care, care for the most medically and socially complex populations, and next-generation care delivery models. Across all of this, we are united by a shared commitment: combining compassion with discipline, innovation with stewardship, and growth with integrity. At SCAN, we believe scale should strengthen—not dilute—our mission. We are building the future of care for older adults, grounded in purpose, accountability, and respect for the people and communities we serve. The Job The Manager of Acute Care Management is responsible for the leadership, management, and operational oversight of care coordination and case management programs. This role provides direction to clinical and non-clinical staff, ensures effective coordination of member care across the continuum, monitors operational performance, supports quality and regulatory requirements, and promotes effective collaboration with internal and external stakeholders. The Manager is accountable for achieving departmental goals related to service delivery, operational effectiveness, compliance, quality outcomes, and staff development. You Will Direct and oversee daily care coordination and case management operations, including workload distribution, staff assignments, census management, productivity standards, and escalation processes. Lead, develop, and manage assigned staff, including recruitment, onboarding, coaching, performance management, corrective action, succession planning, and employee engagement activities. Directly supervises staff and is responsible for hiring, onboarding, coaching, productivity management, performance evaluations, corrective action, employee development, workforce planning, and team engagement activities. Provides leadership and operational oversight for licensed clinical staff. Provide operational oversight of care coordination activities to support effective transitions of care, discharge planning, complex case management, and member-centered service delivery. Establish, monitor, and evaluate operational and quality performance metrics, identifying trends and implementing actions to improve outcomes, service levels, productivity, and efficiency. Ensure compliance with regulatory, contractual, accreditation, and organizational requirements through audits, documentation reviews, staff education, corrective action planning, and ongoing monitoring. Partner with Medical Directors, providers, hospitals, vendors, and cross-functional business partners to address operational challenges, resolve escalated issues, and support care coordination objectives. Develop, implement, and maintain policies, procedures, workflows, training materials, and operational documentation to promote consistency, quality, and operational effectiveness. Lead continuous improvement initiatives through analysis of operational data, identification of opportunities, implementation of solutions, and adoption of innovative technologies and best practices. Prepare and communicate operational reports, analyses, and recommendations to leadership regarding performance, staffing, quality outcomes, compliance activities, and program effectiveness. Serve as a subject matter expert for care coordination operations and foster a culture of collaboration, accountability, inclusion, innovation, and service excellence. Supervises/Manages Others (i.e. hires, performance reviews, corrective action, etc.) Actively support and advance SCAN’s vision, mission, and strategic goals. Other duties as assigned. We seek Rebels who are curious about AI and its power to transform how we operate and serve our members. Your Qualifications Active, unrestricted Registered Nurse (RN) license strongly preferred. Certified Case Manager (CCM) certification or equivalent case management certification preferred. Licensed Vocational Nurse (LVN) candidates with extensive experience in case management, care coordination, transitions of care, utilization management, or population health management will also be considered. Demonstrated expertise in managing complex member populations, interdisciplinary care coordination, and healthcare resource navigation is highly desirable. 3-5 years of healthcare, care management, case management, utilization management, or related experience preferred. 2-3 years of leadership experience with direct people management responsibilities preferred. Experience leading clinical operations, care coordination, case management, or related healthcare programs. Managed care, Medicare Advantage, health plan, hospital, medical group, IPA, SNF, or post-acute care experience. Clinical Operations Management – Knowledge of care management, care coordination, utilization management, regulatory requirements, and healthcare delivery models. Performance & Metrics Management – Ability to analyze operational data, productivity metrics, quality indicators, and trends to drive performance and continuous improvement. Process Improvement & Workflow Optimization – Ability to evaluate operational processes, identify opportunities for improvement, develop solutions, and implement sustainable changes that improve efficiency and outcomes. Knowledge of care coordination, case management, healthcare operations, and applicable regulatory requirements. Skill in analyzing operational data, metrics, and performance indicators to support decision-making and continuous improvement. Ability to develop, implement, and improve workflows, processes, and operational practices to achieve departmental and organizational objectives. What’s in it for you? Base salary range: $92,400 to $133,671 annually Work Mode: Mostly Remote- Employees who reside outside the local area are expected to work remotely and travel to SCAN's headquarters approximately once per month for in-person meetings, team collaboration, training, and other business needs. SCAN's headquarters is currently located in Long Beach, California, and is expected to relocate to Cerritos, California, in 2027. An annual employee bonus program Robust Wellness Program Generous paid-time-off (PTO) Eleven paid holidays per year, plus 1 floating holiday, plus 1 birthday holiday Excellent 401(k) Retirement Saving Plan with employer match and contribution Robust employee recognition program Tuition reimbursement An opportunity to become part of a team that makes a difference to our members and our community every day! We're always looking for talented people to join our team! Qualified applicants are encouraged to apply now! At SCAN we believe that it is our business to improve the state of our world. Each of us has a responsibility to drive Equality in our communities and workplaces. We are committed to creating a workforce that reflects our community through inclusive programs and initiatives such as equal pay, employee resource groups, inclusive benefits, and more. SCAN is proud to be an Equal Employment Opportunity and Affirmative Action workplace. Individuals seeking employment will receive consideration for employment without regard to race, color, national origin, religion, age, sex (including pregnancy, childbirth or related medical conditions), sexual orientation, gender perception or identity, age, marital status, disability, protected veteran status or any other status protected by law. A background check is required. #LI-BB1 #LI-Hybrid 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)