VP Enterprise Strategy & CRO - 001502

Summary:

The VP drives the strategic direction, development, and communication of the enterprise strategic plan and is accountable for the strategic direction and oversight of all enterprise risk management (ERM) functions. As the Chief Risk Officer (CRO), key responsibilities include identification, assessment, monitoring, mitigating, and reporting of key risks. This includes competitive, regulatory, and technological threats to the enterprise's capital and earnings.

Essential Responsibilities/Accountabilities:

Enterprise Strategy:
• Drives, formulates, and communicates corporate and business strategy across the organization.
• Leads the enterprise strategic plan, including links to the annual budget cycle, monitoring and reporting on plan execution, and making modifications to the plan as needed with support from executive leadership.
• Ensures a consistent planning approach and format across corporate strategy, lines of business, and functional divisions and ensures consistency with corporate strategy timelines, frameworks, and approval processes.
• Ensures links between corporate strategy, business operating plans, and financial plans including communication of strategy to all enterprise employees in partnership with corporate communications.
• Leads the integration of the corporate strategy into the culture of the organization in collaboration with culture leadership. Integrates corporate strategy into leadership and culture training along with annual goal setting and the performance review processes.
• Responsible for the development of initiatives that will deliver on corporate strategy and prioritizes those initiatives in terms of importance, value, and availability of resources.
• Centralizes initiatives that result from the multiple strategic planning workstreams, working cross-functionally to ensure aligned approach.
• Provides analysis and recommendations on corporate financial implications of range of strategic alternatives. Develops market and competitive assessments and implications analysis to drive strategic direction and market response to external influences.
• Provides oversight to large complex special project deliverables, status updates, and key milestones to ensure timely updates to the Executive Leadership Team and Board of Directors.
• Facilitates development of the Enterprise long term strategy including environmental assessment, SWOT review, core strategy articulation, and goal setting. Refreshes strategy routinely. Develops and analyzes business strategy and critical issues.
• Ensures monitoring and oversight of Enterprise strategy through score card development, routine reporting, administration of executive leadership team meetings, escalation of variance to plan, and facilitation of mitigation plans when required.
• Provides regular reporting to the Boards of Directors related to the enterprise strategy program.

Enterprise Risk Management (ERM)
• Advises senior management and the Boards of Directors on balancing the organization's identified and qualified risks. Provides awareness and insights regarding external competitive threats, risks, and customer needs.
• Provides oversight of the annual risk identification, categorization, ranking, and weighting process including the assessment, monitoring, and reporting of key risks.
• Responsible for overseeing the strategic development of the ERM program, policies, and procedures. Oversees all ERM mandatory regulatory reporting. Creates, maintains, and communicates regular updates on ERM planning, status and results, up to and including the Boards of Directors. Creates a risk-aware culture in the organization.
• Develops and actively manages a risk framework and set of risk measurement and management methodologies, and partners in the development of risk appetite and risk tolerance statements.
• Develops and maintains a quantitative and qualitative approach to ERM measurements. Develops, monitors, and maintains financial (investment) risk measures.
• Coordinates with other areas, including Finance, Compliance, Governance and Corporate Audit on risk assessments and risk analyses as needed.
• Presents report to the Boards of Directors on the business' risk profile and assessments.
• Represents the ERM function on various internal committees and work groups at the corporate level.
• Supervises and directs the work of staff on the qualitative and quantitative aspects of the ERM program. Develops and motivates direct report staff.
• Maintains knowledge of regulatory requirements including National Association of Insurance Commissioners (NAIC) Own Risk and Solvency Assessment ORSA, New York State Circular Letters, and other regulatory requirements to ensure corporate compliance.

General
• Consistently demonstrates high standards of integrity by supporting the Lifetime Healthcare Companies' mission and values, adhering to the Corporate Code of Conduct, and leading to the Lifetime Way values and beliefs.
• Maintains high regard for member privacy in accordance with the corporate privacy policies and procedures.
• Maintains knowledge of all relevant legislative and regulatory mandates and ensures that all activities are compliant with these requirements.
• Conducts periodic staff meetings to include timely distribution and education related to departmental and Ethics/Compliance information.
• Regular and reliable attendance is expected and required.
• Performs other duties and functions as assigned by management.

Minimum Qualifications:
• Fifteen or more years of experience in risk management, business administration, insurance, or related field; or Bachelor's degree in business administration, risk management, finance, actuary, or related field with ten or more years of related experience. MBA preferred. Health insurance experience preferred.
• Three or more years of proven leadership experience. Demonstrated experience in establishing research methodologies. Proven ability to develop processes and procedures to achieve objectives efficiently and effectively.
• Extensive knowledge of risk analysis, risk metrics, and compliance standards for the industry.
• Strong problem-solving and collaborative skills including the ability to develop innovative approaches and ideas to meet challenges with resourcefulness.
• Proven track record of strategic goal setting, analysis, and attainment.
• Strong communication skills with all levels of internal and external contacts.

Physical Requirements:

• Ability to travel across the Health Plan service region for meetings and/or trainings as needed.
• Ability to work prolonged periods sitting and/or standing at a workstation and working on a computer.

The Lifetime Healthcare Companies aims to attract the best talent from diverse socioeconomic, cultural, and experiential backgrounds, to diversify our workforce and best reflect the communities we serve.

Our mission is to foster an environment where diversity and inclusion are explicitly recognized as fundamental parts of our organizational culture. We believe that diversity of thought and background drives innovation which enables us to provide leading-edge healthcare insurance and services. With that mission in mind, we recruit the best candidates from all communities, to diversify and strengthen our workforce.

OUR COMPANY CULTURE:

Employees are united by our Lifetime Way Values & Behaviors that include compassion, pride, excellence, innovation and having fun! We aim to be an employer of choice by valuing workforce diversity, innovative thinking, employee development, and by offering competitive compensation and benefits.

In support of the Americans with Disabilities Act, this job description lists only those responsibilities and qualifications deemed essential to the position.

Equal Opportunity Employer

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)