CHIEF, WORKFORCE DEVELOPMENT & TECHNICAL ASSISTANCE

OCHIN is a rapidly growing national nonprofit health IT organization with two decades of experience transforming health care delivery to drive health equity. We are hiring for 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 mission.

OCHIN provides leading-edge technology, data analytics, research, and support services to nearly 1,000 community health care sites, reaching nearly 6 million patients nationally. We believe that every individual, no matter their race, ethnicity, background, or zip code, should have fair opportunity to achieve their full health potential. Our work addresses differences in health that are systemic, avoidable, and unjust. We partner, learn, innovate, and advocate, in order to close the gap in health for individuals and communities negatively impacted by racism or other structural inequities.

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

Founded in Oregon in 2000, OCHIN employs a growing virtual workforce of more than 800 diverse professionals, working remotely across 46 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 equitable opportunity for professional advancement. We are curious, collaborative learners who strive to live our values everyday: leadership, collaboration, excellence, innovation, inclusion, and stewardship. 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.

Position Overview

The Chief of Workforce Development & Technical Assistance (Chief, WDTA) provides executive leadership for the development, implementation, scaling, and evaluation of national workforce development, education, training, and technical assistance initiatives across healthcare settings. This role advances access to care by strengthening healthcare workforce capacity-particularly in underserved and high-need communities-through sustainable talent pipelines, scalable workforce models, and high-impact technical assistance.

As an integral member of the Executive Leadership Team, the Chief contributes to enterprise-wide strategy, drives cross-functional alignment, and ensures workforce development and technical assistance are embedded as core enablers of the organization's mission and long-term impact.

The Chief operates as a strategic enterprise leader, partnering across the organization to drive external relationships while ensuring workforce development and technical assistance strategies are cohesive, outcomes-driven, and aligned with health care sector needs.

Essential Duties

Workforce Strategy & Program Leadership

• Design and execute a nation-wide workforce development and technical assistance strategy aligned with organizational mission, enterprise priorities, and access-to-care objectives.
• Serve as the executive owner of the organization's workforce development and technical assistance strategy, setting priorities, standards, and direction for the function.
• Partner with senior leaders across the enterprise to inform, align, and integrate workforce strategies into clinical, operational, policy, and technology priorities.
• Ensure programs are responsive to workforce shortages, emerging skill needs, and health center operational realities.

Workforce Initiative Design, Scaling & Evaluation

• Establish the strategic framework for workforce education, training, and technical assistance initiatives, ensuring consistency, scalability, and long-term impact.
• Lead the design, implementation, and scaling of workforce initiatives that build sustainable talent pipelines across healthcare roles and settings.
• Ensure workforce programs are designed for replication, scalability, and long-term sustainability.
• Advance workforce strategies that support health center workforce capacity, including recruitment, onboarding, retention, upskilling, and leadership development.
• Address sector-wide workforce challenges such as shortages, turnover, burnout, and evolving skill demands through coordinated education, training, and technical assistance approaches.
• Establish performance metrics and evaluation frameworks to demonstrate outcomes, financial leverage, and return on impact for grant or contract-funded workforce and technical assistance initiatives.
• Partner across the enterprise to transition successful grant-funded programs from time-limited funding to long-term operational models.
• Use data and workforce insights to continuously refine programs and respond to changing healthcare delivery needs.

Education, Training & Technical Assistance

• Set the vision and standards for education, training, and technical assistance delivery across diverse audiences, funding streams, and regional contexts.
• Oversee a national portfolio of workforce education, training, and technical assistance offerings tailored to healthcare organizations and communities.
• Ensure technical assistance is data-informed, member- or customer-centered, and aligned with best practices in capacity building.
• Align education and training initiatives with clear career pathways and advancement opportunities, strengthening workforce entry, progression, and retention.

Partnerships

• Partner internally across executive, clinical, operational, policy, and government affairs leaders to advance and align external workforce and technical assistance relationships.
• Provide strategic direction, frameworks, and tools to ensure external workforce and technical assistance partnerships are cohesive, mission-aligned, and consistently executed across the enterprise.
• Coordinate cross-functional engagement strategies that integrate workforce and technical assistance priorities into broader organizational partnerships.
• Represent workforce and technical assistance strategy in select external forums as appropriate, reinforcing a coordinated, enterprise approach.
• Serve as a senior organizational representative with federal agencies, national associations, and funders related to workforce development and technical assistance.
• Provide strategic stewardship of relationships with federal, state, and philanthropic funders related to workforce and technical assistance, ensuring alignment, consistency, and enterprise coordination.

People, Financial & Operational Leadership

• Provide enterprise leadership for a strategic grant and funding portfolio that advances workforce development and technical assistance priorities, aligns with organizational strategy, and supports long-term sustainability.
• Assess grant and contract opportunities for strategic fit, resource requirements, risk, and scalability prior to pursuit.
• Assess organizational capacity, risk, and readiness associated with grant-funded initiatives, ensuring commitments align with enterprise priorities and operational realities.
• Lead, develop, and retain a high-performing workforce development and technical assistance team.
• Oversee program budgets, grant funding, and long-term financial sustainability planning.
• Ensure compliance with regulatory, contractual, and reporting requirements.

• Bachelor's degree required; Master's degree in public education, healthcare administration, workforce development, or related field strongly preferred.
• 10+ years of progressive leadership experience in healthcare workforce development, education, training, or technical assistance at scale.
• Demonstrated success designing and scaling workforce initiatives in complex healthcare environments.
• Experience leading or overseeing large, complex grant portfolios (federal, state, and/or philanthropic), including strategy, compliance, reporting, and sustainability planning.
• Experience working with or alongside state, regional, and federal entities and public-sector funding models.
• Demonstrated success in program evaluation, outcomes measurement, and continuous improvement.
• Strong executive presence with the ability to lead cross-sector collaboration and influence internal and external stakeholders.

COVID-19 Vaccination Requirement

To keep our colleagues, members, and communities safe, OCHIN requires all employees-including remote employees, contractors, interns, and new hires-to be vaccinated with a COVID-19 vaccine, as supported by state and federal public health officials, as a condition of employment. All new hires are required to provide proof of full vaccination or receive approval for a medical or religious exemption before their hire date.

Work Location and Travel Requirements

OCHIN is 100% remote organization.? Work from home requirements are:

• Ability to work independently and efficiently from a home office environment
• High Speed Internet Service
• It is a requirement that employees work in a distraction free workplace
• Travel may be required to support our member organizations on-site based on business requirements for OCHIN

We offer a comprehensive range of benefits. See our website for details: https://ochin.org/employment-openings

Equal Opportunity Statement

OCHIN is proud to be an equal opportunity employer. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills for the benefit of our staff, our mission, and the communities we serve.

As an Equal Opportunity and Affirmative Action employer, OCHIN, Inc. does not discriminate on the basis of race, ethnicity, sex, gender identity, sexual orientation, religion, marital or civil union status, age, disability status, veteran status, or any other protected characteristics. All aspects of employment are based on merit, performance, and business needs.

Base Pay Overview

The typical offer range for this role is minimum to midpoint, with the midpoint representing the average pay in a national market scope for this position. Please keep in mind that this range represents the pay range for all positions in the job grade within which this position falls. The actual salary offer will consider a wide range of factors directly relevant to this position, including, but not limited to, skills, knowledge, training, responsibility, and experience, as well as internal equity and alignment with market data.

#LI-Remote