Company Name: Optum Global Solutions (Philippines), Inc.
Address: 1st to 4th Floors, Science Hub Tower 3, Block 38, Campus Avenue corner Turin Street, Mckinley Hill, Fort Bonifacio, Taguig City 1634
Nature of Business: Business Process Outsourcing/Business Support Systems
Contact details of the Company: Regina Grace Benito | regina_benito@optum.com
Job Position: Managing Director
Job Description:
The Managing Director is the most critical leadership role in the country and a significant asset in the Optum Global Advantage (OGA) leadership team. This leader will be a key contributor to the growth of the organisation by pulling levers on performance, government relations, corporate branding and best-in-class employee engagement.
• The Managing Director will be responsible for the Country centre – from a strategy, execution/delivery, governance and oversight perspective. S/he will enable the site’s growth strategy, align with the corporate vision and standards, implement the global standards for the local site teams, represent Optum [India/ Philippines/Ireland/UK] externally, focus on how to attract, retain and develop great talent and strengthen Optum as a leading health services and innovation company.
• The Managing Director will bring a deep understanding of key functional enablers and will be responsible for striking a collaboration between these functions thus creating a distinctive value for the enterprise.
• The leader would have direct and indirect responsibilities that combine to leading all operations in the country, including support functions and enabling capabilities for operations. The individual would directly control all operations strategy, planning, and execution, workforce planning and execution, improvement, administration responsibilities and communication. S/he will also provide leadership to and will be accountable for the performance and results of broad functions.
• The leader is expected to partner with a diverse group of senior stakeholders across the enterprise to create value and deliver outcomes. Amongst the key stakeholders are Business Leaders, Human Capital, Global and Regional enabling functions, Horizontal leads and relevant Government Function bodies, across the OGA leadership team.
Key Accountabilities - The key accountabilities for the Managing Director will include:
• The Managing Director shall be e a high-energy leader, responsible for providing leadership to the country and building a high-performance, agile work environment. S/he will be responsible for developing, translating and communicating the Group’s strategic vision and the resultant plans for the local site teams. S/he will provide the leadership to the local site teams, will be actively involved in building strong relationships with the leadership team to collaborate, co-innovate and support group level priorities.
• The Managing Director will have a functional accountability in addition to overall country deliverables. S/he will be accountable for key functions such as technology, operations, clinical, etc.
• The Managing Director will have ownership and accountability for the financial performance of the entity. S/he will therefore, bring an understanding of budgeting and forecasting tools, and processes to analyse the budgetary performance and variances throughout the fiscal year, and recommend and/or make necessary adjustments and corrections.
• The Managing Director will have ownership on developing the most effective operating model within the Country.
• The Managing Director will drive productivity and efficiency across all locations, report status on major initiatives and goals. S/he will drive efficient and effective, agile processes to deliver quality solutions on time and within budget; facilitate project prioritization and use of resources and implement best practices to improve productivity. S/he will work on managing resource allocation based on business priorities and budgetary requirements, and on ensuring that a suitable operating discipline is established and maintained - processes, controls and metrics are adhered to and in driving change across the organization, focused on bringing in productivity enhancements through automation, tools, simplification, digitization and more.
• As the senior most leader, the Managing Director will be a chief communicator and culture steward and will be responsible for ensuring the organization has high engagement, continues to innovate and is able to attract, retain and motivate the best talent. In this context, s/he will implement best practices for performance management, employee engagement and drive strategic talent decisions.
• The Managing Director will also build and effectively manage partnerships and supplier relationships. This will also involve engaging with senior management at leading technology players, developing commercial arrangements with Partners, service elements to Partners and optimize management capabilities. S/he will bring an innovation-oriented mind-set to identify and appropriately build/ buy digital transformation capabilities, automation, smart applications to further develop the capabilities of the Global Capability Center.
• The Managing Director will be responsible to partner with the human capital function and build organisational capability and management depth to meet the pressing demands of rapid growth. The individual will need to ensure that the leadership team is being developed, coached and mentored to scale and build out its competencies. A critical part of his/her role will be to manage talent through strong succession planning, management training and effectiveness, and to build diversity and bench strength at all levels. Very importantly, s/he will need to ensure that the right people are in the right positions and to conduct timely reviews to identify and bridge gaps in performance. S/he should be an inspiring leader who leads by example, builds high integrity within the team, and champions a strong commitment to the company’s values and long-term vision.
• The Managing Director will also hold an important ‘ambassadorship’ role, representing Optum in external events/forums, associations and in the media, playing a key role in reinforcing its image as an innovative, pioneer player in the healthcare space, transforming this space and building new capabilities. This will help to leverage opportunities for partnerships, new business opportunities and to attract the relevant talent pool.
• The Managing Director will be responsible for bringing the contributing functions together to provide solutions. The incumbent will be expected to transcend the boundaries of direct and indirect reporting lines and ensure solutions are scalable, sustainable and tech driven.
Leadership Skills - The ideal candidate will demonstrate the following leadership practices:
• Vision and Strategy Formulation: S/he will have the ability to assess the most likely future, partner with teams in developing and running scenarios. Have the ability to create the best strategic path, articulate vision and strategy and keep the plans on track.
• Achievement Drive: S/he will set ambitious goals for the teams, enable and empower his/her team to show initiative and approach tasks with energy and confidence. The incumbent will be expected to motivate others with infectious enthusiasm and also partner effectively by deploying self against goals and objectives.
• Developing Others: S/he will assemble aligned talent and clearly communicate goals and aspirations. The incumbent will be expected to create team accountability by leveraging best practice teaming processes. The incumbent will further the organization agenda by establishing a collaborative culture. Leading from the front, the incumbent would be expected to debrief team successes and failures.
• Leading Change and Transitions: In a complex business environment, s/he will be expected to anticipate the need for change and times for transitions. To support the transition, the incumbent would need to develop detailed change plans ahead of the need and apply best practice change initiatives and techniques. The leader would help prepare people and groups for transition by understanding the emotions that groups/ individuals feel during change and transitions.
• Motivating and Influencing: S/he will have a deeper understanding of what moves people to change, would have the interest and energy to deal with people individually and in teams. The leader will seek to inspire and motivate people by appealing to values, ideals and needs.
• Uncertainty and Ambiguity Comfort: We work in an ever-evolving business environment and our leaders are expected to assess degrees of uncertainty and ambiguity related to key challenges. S/he will be expected to use probability thinking and language to communicate ambiguity and make uncertainty easier for others. Leading from the front, s/he will help others with the anxiety of ambiguity.
• Systems Thinking: S/he will have the ability to see the bigger picture of how systems operate interdependently. Critical expectation will be to manage enterprise-wide alignment of organizational systems and utilize the right system for change and organizational functioning.