PROGRAM DIRECTOR, INTERNAL WORKFORCE PROGRAM

MAKE A DIFFERENCE AT OCHIN

OCHIN is a nonprofit leader in health care innovation and a trusted partner to a growing national provider network, delivering the clinical insights and tailored technologies needed to expand patient access, strengthen care teams, and improve the health of rural and medically underserved communities.

We are hiring a number of new positions to meet increasing demand. When you choose to join OCHIN, you have the opportunity to continuously grow your skills and do meaningful work to help fulfill our vision of good health and well-being for everyone.

At OCHIN, we value the unique perspectives and experiences of every individual and work hard to maintain a culture rooted in our values.

Founded in Oregon in 2000, OCHIN employs a growing virtual workforce of more than 1,200 skilled professionals, working remotely across 49 states. We offer a generous compensation package and are committed to supporting our employees' entire well-being by fostering a healthy work-life balance and opportunity for professional advancement. We are curious, collaborative learners who strive to live our values every day. OCHIN is excited to support our continued national expansion and the increasing demand for our innovative tools and services by welcoming new talent to our growing team.

The Program Director, Internal Workforce Program, is responsible for leading the operational success, scalability, and long-term impact of OCHIN's internal workforce program, ensuring alignment between evolving business needs and scalable staffing solutions. This role oversees the full apprentice lifecycle from recruitment through training and placement optimizing the ratio, deployment, and progression of apprentices to meet both immediate operational demands and long-term talent needs.

Serving as a key connector between Talent Acquisition, operational leaders, and hiring managers, this leader drives workforce planning discipline, ensures appropriate placement and utilization of apprentices, and aligns program capacity with budget and organizational priorities. The Program Manager is accountable for advancing the training experience and readiness of apprentices, ensuring strong transition outcomes into permanent roles.

This role also identifies and implements opportunities to strengthen and expand the program as a high-impact, cost-effective talent strategy by delivering a sustainable pipeline of skilled resources while enhancing organizational performance and workforce flexibility.

Program Leadership and Administration

• Lead the day-to-day management of the apprentice program, ensuring a consistent, well-governed, and high-quality experience for all participants
• Track apprentice progress across all four phases of the program and ensure appropriate support, milestone completion, and readiness for advancement
• Maintain clear program structure, timelines, reporting, and accountability measures to ensure successful execution
• Monitor apprentice movement, retention, completion rates, and transition outcomes to assess overall program effectiveness

Apprentice Lifecycle Management

• Oversee the onboarding, development, progression, and completion of apprentices throughout the program
• Partner with managers and program stakeholders to address barriers to apprentice success and ensure timely intervention when needed
• Ensure apprentices are progressing in alignment with program expectations, role readiness, and workforce needs
• Develop and maintain tools, resources, and tracking mechanisms to support apprentice performance and advancement

Workforce Planning and Staffing Coordination

• Partner closely with hiring managers to anticipate staffing needs related to apprentice transitions, role changes, and operational coverage
• Coordinate requests for apprentice backfills and ensure open roles are routed to the appropriate Talent Acquisition partner for recruitment and hiring
• Monitor staffing levels across the apprentice program and operations to help ensure business continuity and program sustainability
• Support workforce planning decisions by balancing apprentice development opportunities with operational staffing requirements

Budget and Resource Stewardship

• Monitor and manage program related staffing and resource considerations in alignment with budget expectations
• Partner with leaders to ensure apprentice program decisions support financial stewardship and appropriate workforce allocation
• Track staffing impacts associated with apprentice movement, backfills, and operational coverage needs
• Identify opportunities to improve efficiency, reduce gaps, and optimize program investment

Program Expansion and Continuous Improvement

• Identify and recommend opportunities to elevate, expand, and strengthen the apprentice program as a strategic workforce pipeline
• Partner with internal stakeholders to improve program design, participant experience, manager engagement, and operational outcomes
• In conjunction with Talent Acquisition, develop metrics, insights, and reporting to communicate program performance and inform leadership decisions
• Drive continuous improvement efforts based on data, participant feedback, and evolving organizational needs

Qualifications

• Bachelor's degree in human resources, Business, Healthcare Administration, Organizational Development, or a related field, or equivalent combination of education and experience
• Minimum of 5 years of experience in program management, workforce development, talent programs, operations, or related work
• Experience coordinating across multiple stakeholders, including hiring managers, recruiters, and operational leaders
• Demonstrated ability to manage complex programs with multiple moving parts, timelines, and dependencies
• Strong project management, organizational, and execution skills
• Experience tracking program outcomes, staffing data, or workforce metrics
• Strong communication and relationship management skills with the ability to influence across functions