Overview

This role is responsible for the Keystone Region (Delaware, Indiana, Ohio and Pennsylvania) and candidates should reside in one of these states.

Job Summary

The Regional Director provides market leadership for a defined geography, driving Health Management Associates’ (HMA) strategic growth, market presence, and client development across healthcare and human services. This role is responsible for understanding regional ecosystems, aligning firm capabilities to market needs, and coordinating business development efforts across service lines, practices, and buyer types to support a unified regional strategy.

The Regional Director works closely with service line leaders, growth/sector leadership, and regional senior leadership to strengthen HMA’s position in priority markets, support competitive pursuits, and foster collaboration among colleagues working within the region.

Responsibilities

Work Performed and Job Requirements

• Regional Market Leadership
  • Provide strategic insight and thought leadership to support HMA’s growth across assigned geographies.
  • Develop and maintain a strong understanding of regional healthcare and human services ecosystems, including policy environments, key stakeholders, and emerging opportunities.
  • Build and sustain senior-level relationships with regional stakeholders, including state government leaders, state-affiliated associations, providers, payers, vendors, and strategic partners.
  • Identify regional trends, client needs, and market dynamics to inform firm strategy and service deployment.
  • Collect and share market intelligence and client insights to support informed decision-making and long-term positioning.
• Business Development Strategy & Coordination
  • Develop and execute a regional business development strategy in collaboration with service line and sector leadership to ensure alignment and avoid duplicative or competing efforts.
  • Support the development of a unified regional business plan that defines target initiatives, priority clients, and service line focus areas.
  • Identify and prioritize competitive opportunities where HMA is well-positioned to succeed within the region.
  • Contribute to proposal strategy by helping define regional “win themes” and assembling teams with appropriate market knowledge.
  • Share insights on regional competitors, procurement activity, and client needs to inform pursuit strategy and positioning.
• Engage in Capture and Competitive Proposals
  • Through relationships with state, local, provider, and other healthcare leaders and clients, gather market intelligence about competitive RFPs prior to them being released.
  • Assemble a capture team to prepare for the RFP in advance of the release to determine team members, partnership strategies, viable solutions, and potential competition.
  • Triage competitive proposals to determine winnability.
  • Lead or support colleagues in the development of a comprehensive approach and response.
• Internal Leadership & Coordination
  • Serve as a connector across service lines, practices, and buyer-type leads to foster collaboration and a cohesive regional presence.
  • Facilitate regular communication among colleagues working within the region to ensure alignment on priorities, upcoming procurements, and outreach efforts.
  • Promote shared accountability and coordination by supporting regional business development activities and priorities.
  • Partner with regional and firm leadership to align regional strategy with broader organizational objectives.
  • Support learning and information-sharing opportunities related to regional policy trends, challenges, emerging issues and impact of national trends to regional market.
• Talent & Leadership Support
  • Contribute to leadership development within the region by mentoring colleagues, identifying emerging talent, and sharing regional talent insights with firm leadership.
• All other duties as assigned.

Qualifications

Education/Training

A bachelor’s degree in public health, public policy, business administration, or a related discipline is required. A master’s degree in a related field is preferred.

Experience

Minimum of 10 years of professional experience is required in healthcare consulting, policy, operations, or related professional services, including demonstrated experience leading market-facing initiatives, supporting business development efforts, and working collaboratively across complex organizations. Experience engaging with state or regional healthcare stakeholders and navigating publicly funded healthcare environments is strongly preferred.

Knowledge, Skills and Abilities

• Deep knowledge of healthcare and human services systems, including publicly funded programs and regional market dynamics.
• Strong strategic and analytical skills, with the ability to assess market opportunities and translate insights into actionable strategies.
• Ability to build and maintain effective relationships with senior leaders, clients, and external stakeholders.
• Strong collaboration and influence skills, with the ability to lead across service lines and practices without direct authority.
• Excellent written and verbal communication skills, including the ability to synthesize complex information and convey insights clearly.
• Sound judgment, professionalism, and discretion in handling sensitive information and strategic matters.

Core Competencies

Job Level Competencies 

Change Enablement

• Leads and supports organizational change to improve performance and achieve strategic goals

 Decision-Making

• Makes informed and timely decisions using sound judgment and data

Organizational Leadership

• Shapes consulting culture and team effectiveness by setting expectations, modeling performance, and fostering engagement

Job Specific Competencies

Market Insight

• Synthesizes policy, stakeholder, and competitive signals into clear market perspective
• Distinguishes meaningful opportunities from noise to guide focus

Growth Orchestration

• Connects service lines and sector leaders around shared regional priorities
• Guides growth activity toward areas of strongest strategic fit

Competitive Judgment

• Assesses winnability using market position, client context, and competitive dynamics
• Advises when to pursue, pause, or redirect effort

EEO

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)

Additional Info