Product Manager, Clinician Payments

We're building a world of health around every individual - shaping a more connected, convenient and compassionate health experience. At CVS Health®, you'll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger - helping to simplify health care one person, one family and one community at a time.

Signify Health

Remote position in US with some travel required

Signify Health deploys more than 5,000 clinicians across every county in the United States. Whether those clinicians show up, where they deploy, and how long they stay is shaped - in part - by compensation. The Clinician Payments team owns the infrastructure that calculates, distributes, and displays clinician pay: base rates, incentive structures, time tracking, and the tools clinicians and operators use to understand and trust every dollar.

This PM will own two things at once: a complex payments platform that processes real compensation for a real workforce, and a growing variable compensation engine that turns incentive levers into behavioral tools - filling capacity gaps, driving deployment into high-need markets, and rewarding the outcomes that matter most to the business. Neither is a maintenance role. The roadmap includes rebuilding how $2.5M+ in annual discretionary incentive spend gets configured, approved, and measured - replacing manual spreadsheet workflows with a reusable infrastructure capable of supporting eight distinct incentive lever types from a single platform.

Most PM roles require stakeholder alignment. This one requires stakeholder orchestration under genuine constraint. Every incentive lever - every bonus, travel premium, and market multiplier - touches Operations (decides where and what), Legal and HR (approve the mechanism and the language), Finance (audits spend), and Communications (consults on how it's communicated to clinicians) before anything gets built or a single dollar moves.

The 30-day regulatory lead time required for W2 workforce notifications means the PM cannot improvise: they must sequence approvals, anticipate objections, and hold a complex RACI together under time pressure.

The PM in this role is the connective tissue across these functions. If you've worked in environments where stakeholder complexity was the real bottleneck - not the technology - this is a role where that skill directly determines what ships.

On the engineering side, the bar for written communication is high. Precision matters. You'll write specs that engineers can execute without ambiguity, and you'll need to be a genuine partner to technical teams navigating a complicated domain.

Variable Compensation Engine (Clinician-Facing Incentives):
The primary initiative on the roadmap. This includes Zone Pay (Market Multipliers) and Travel with Additional Pay, In-Market Capacity Boost, State License Incentive, Score Multiplier, Clinician Bridge Compensation, and Make-Whole Bonus incentives. You'll build the reusable infrastructure - not one-off levers - and own the framework for connecting incentive spend to measurable workforce outcomes.

MySignify Pay:
The clinician-facing pay visibility experience. Clinicians trust what they can see and verify; this product earns and maintains that trust at scale.

OCC Pay Module:
The operator-facing tool within the Operations Control Center. Payroll, Pay Support, Operations managers need to understand the pay environment their clinicians are operating in; you'll own the module that gives them that visibility.

Time Tracking:
The foundation of pay accuracy for a W2 workforce. Part-time classification, hours compliance, and documentation correctness aren't administrative concerns - they're regulatory requirements with real financial and legal consequences.

• Own the end-to-end roadmap for the Midas Clinician Payments portfolio
  - Variable Compensation Engine, MySignify Pay, OCC Pay Module, and time tracking
• Design and drive the Variable Compensation Engine: define the reusable incentive infrastructure, partner with Ops on lever configuration, and build the reporting that connects spend to workforce behavior
• Navigate a high-complexity stakeholder map
  - Payroll (submissions, reconciliation, approvals), Ops leadership (zone coverage strategy), HR and Legal (W2 workforce compliance, incentive design approval, 30-day regulatory notification requirements), Finance (spend tracking and audit), and Comms (clinician-facing messaging) - with fluency, precision, and consistent forward momentum
• Write specs that engineering teams can execute with confidence; translate ambiguous business requirements into unambiguous technical definitions
• Partner with Finance and Operations to define how incentive effectiveness is measured - what a dollar of zone pay buys in deployment behavior, and…