HR Portfolio Management Associate Director

At SCA Health, we believe health care is about people – the patients we serve, the physicians we support and the teammates who push us forward. Behind every successful facility, procedure or innovation is a team of 15,000+ professionals working together, learning from each other and living out the mission, vision and values that define our organization. 

As part of Optum, SCA Health is redefining specialty care by developing more accessible, patient-centered practice solutions for a network of more than 370 ambulatory surgical centers, over 400 specialty physician practice clinics and numerous labs and surgical hospitals. Our work spans a broad spectrum of services, all designed to support physicians, health systems and employers in delivering efficient, value-based care to patients without compromising quality or autonomy.  

What sets SCA Health apart isn’t just what we do, it’s how we do it. Each decision we make is rooted in seven core values: 

• Clinical quality 
• Integrity 
• Service excellence 
• Teamwork 
• Accountability 
• Continuous improvement 
• Inclusion 

Our values aren’t empty words – they inform our attitudes, actions and culture. At SCA Health, your work directly impacts patients, physicians and communities. Here, you’ll find opportunities to build your career alongside a team that values your expertise, invests in your success, and shares a common mission to care for patients, serve physicians and improve health care in America.    

At SCA Health, we offer a comprehensive benefits package to support your health, well-being, and financial future. Our offerings include medical, dental, and vision coverage, 401k plan with company match, paid time off, life and disability insurance, and more. Please visit, https://careers.sca.health/why-sca, to learn more about our benefits.

Your ideas should inspire change. If you join our team, they will. 

The Associate Director, HR Portfolio Management will play a critical role in shaping how HR prioritizes, governs, and delivers its highest-impact work. Sitting within HR Strategy and Transformation, this leader will bring structure, visibility, and disciplined execution to a complex portfolio of strategic initiatives.

This is a unique opportunity to do two things at once: lead the active HR transformation portfolio through 2029 while building the future-state portfolio management capability HR needs to intake, prioritize, track, report, and measure work more effectively over time.

The right candidate will be a builder and operator who can turn ambiguity into structure, connect strategy to execution, and help senior leaders make informed decisions about priorities, capacity, risks, dependencies, and value.

Success in this role requires a strategic leader who can shape emerging capabilities, influence enterprise HR priorities, and create the operating discipline HR needs to deliver measurable value through its most important work.

Reporting Relationship

This role reports to the Senior Director, HR M&A, Strategy and Transformation and partners closely with HR transformation leadership, HRLT sponsors, COE leaders, HRBPs, Change Management, and enterprise stakeholders.

Portfolio Intake, Prioritization, and Annual Planning Key Responsibilities

Portfolio Management Operating Model, Intake, and Governance

• Build and manage HR’s portfolio management operating model, including intake, prioritization, governance, decision pathways, tools, and repeatable ways of working.
• Create practical routines that help HR evaluate new work, understand trade-offs, and make clear decisions about what should move forward, pause, shift, or stop.
• Continuously mature the portfolio approach as business needs, leader feedback, and HR priorities evolve.

Portfolio Roadmap, Demand, Capacity, and Dependency Management

• Build and maintain integrated portfolio views that connect HR priorities, milestones, dependencies, risks, constraints, and leadership decision points.
• Establish demand, capacity, resource, and dependency practices that help leaders understand where work exceeds available people, funding, time, or execution readiness.
• Partner with HR leaders and Business Operations to support sequencing, resource planning, enterprise alignment, and visibility into cross-functional impacts.

Executive Insights, Value Realization, and Portfolio Performance

• Develop executive-ready reporting and portfolio narratives that show progress, health, risks, dependencies, capacity, decisions needed, and value delivered.
• Translate complex project and initiative information into concise insights, recommendations, and decision points for senior leaders and governance forums.
• Create and mature HR’s value realization approach by connecting strategic initiatives to expected benefits, success measures, and post-implementation outcomes.

HR Transformation Program Lead

• Serve as program lead for HR transformation efforts through 2029, ensuring priority initiatives are connected, sequenced, and supported with consistent program management discipline.
• Own the integrated HR transformation roadmap, including key milestones, dependencies, decision points, technology releases, change impacts, and readiness needs.
• Design and manage transformation governance routines that keep leaders focused on the most important trade-offs, risks, decisions, barriers, and interventions.
• Partner with transformation leaders, sponsors, project leads, Change Management, Technology, HR Operations, COEs, and HRBPs to coordinate work and remove barriers.

Required Qualifications

• Bachelor’s degree in business, human resources, organizational effectiveness, finance, information systems, or related discipline.
• 8+ years of professional experience in portfolio management, HR program management, HR transformation management, management consulting, or related field.
• Demonstrated experience building or maturing portfolio management infrastructure, including intake, prioritization, governance, roadmap management, reporting, and value tracking.
• Experience supporting large-scale transformation initiatives within HR
• Proven ability to manage a portfolio of complex, cross-functional initiatives with multiple stakeholders, competing priorities, interdependencies, and executive visibility.

Preferred Qualifications

• Experience creating portfolio dashboards, executive reporting, roadmap views, governance materials, demand and capacity models, benefits tracking, or investment visibility tools.
• Experience in HR transformation or managing a large portfolio of strategic initiatives.
• Experience operating in a matrixed organization and influencing senior leaders without direct authority.
• Experience with portfolio or project management platforms, dashboarding tools, data visualization tools, Smartsheet, Excel, PowerPoint, Power BI, ServiceNow, or similar platforms.
• Professional certification in program management, project management, or related disciplines.

Critical Capabilities

• Builder mindset: Creates structure, tools, processes, and infrastructure where they do not yet exist.
• Strategic portfolio thinking: Understands how to evaluate, prioritize, sequence, and govern work based on enterprise value and capacity.
• Executive communication: Translates complexity into clear, concise, leadership-ready insights, recommendations, and decision points.
• Operational discipline: Builds reliable routines, dashboards, follow-up mechanisms, governance practices, and portfolio controls.
• Analytical orientation: Uses data, trends, risks, benefits, and capacity insights to inform decision-making.
• Influence and partnership: Builds trust across HR, Finance, Technology, Operations, COEs, HRBPs, and executive sponsors.
• Transformation judgment: Understands how people, process, technology, governance, and change impacts intersect across complex transformation work.
• Comfort with ambiguity: Operates effectively when priorities are evolving, information is incomplete, and structure must be created in real time