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We have an opportunity to join the Alliance as the Legal Services Director overseeing the Legal Services Department. This role may be performed remotely from Pacific or Mountain time zones and requires an active, in‑good‑standing license to practice law in California.

WHAT YOU'LL BE RESPONSIBLE FOR

Reporting to the Chief Compliance Officer, this position:

• Provides strategic management oversight in implementing, directing, and monitoring the Alliance’s Legal Services Department, which provides advice and counsel and performs enterprise risk management for Alliance operations
• Directs the Legal Services Department, acts as a leader and subject matter expert and provides direction and advice on legal and administrative contracting issues and overall business operations
• Manages and coordinates litigation and disputes related to Alliance operations
• Directs health plan administrative contracting, including maintenance of agreements and negotiation and re-negotiation of contracts in coordination with Alliance staff and external counsel
• Directs, manages, and supervises Legal Services Department staff

ABOUT THE TEAM

The Legal Services Department plays a central role in the Alliance’s legal and contractual operations. Our team oversees the full contract lifecycle from initial drafting through execution, amendment, and close‑out, and provides legal counsel to leadership and staff on operational matters, strategic initiatives, and issues involving legal and regulatory compliance.

THE IDEAL CANDIDATE

• A leader who mentors and empowers staff, cultivates subject‑matter expertise, and supports autonomy while maintaining professional standards and accountability.
• Transactional and advisory‑focused attorney skilled in contracting best practices, negotiation, and risk assessment, with solid healthcare experience and a working understanding of litigation posture and procedures.
• Strategic operator who can define the department's vision, assess gaps, design structures and workflows, and implement effective processes and tools.
• Practical process improver who takes a measured approach to change, brings structure to legal work, and supports streamlined, well‑coordinated contracting and advice and counsel work.
• Collaborative influencer who builds strong cross‑department relationships, leads change management, and fosters a service‑oriented, stakeholder‑focused culture.
• Sound decision‑maker with strong judgment, able to balance big‑picture strategy with detail awareness, adapt to business needs, and articulate risk tolerance.
• Knowledgeable in public‑entity and healthcare regulations, including Medi‑Cal/Medicare requirements, California public entity laws, and regulatory alignment expectations.

WHAT YOU'LL NEED TO BE SUCCESSFUL

To read the full position description and list of requirements, click here.

• Knowledge of:
• Health care laws
• Knox-Keene Health Care Service Plan Act and Regulations, Affordable Care Act, Health Insurance Portability and Accountability Act (HIPAA), Stark Law, and False Claims Act
• Medi-Cal, Medicaid, and Medicare rules, requirements, and regulations
• State regulatory agencies, such as DHCS, Centers for Medicare and Medicaid Services (CMS), and Department of Managed Health Care (DMHC)
• Principles and practices of operational oversight and program and project management
• Principles and practices of contract negotiation and review
• Ability to:
  • Provide prudent legal recommendations and counsel to executive team members and Board members
  • Develop legal strategies and objectives based upon analysis of relevant information and resources, and make recommendations
  • Perform risk assessment, anticipate and respond to risks, and provide risk mitigation support
  • Provide leadership, facilitate meetings, and partner with and guide managers and employees in the resolution of issues
  • Act as a technical resource and explain complex laws, regulations, processes, and programs related to areas of responsibility
  • Review and assess overall department function, core work, goals, and structure, develop and implement short- and long-term planning to achieve strategic plans, and complete an annual department assessment
  • Direct, manage, supervise, mentor, train and evaluate the work of staff
• Education and Experience:
  • Juris Doctor degree from an accredited law school, admitted to and in good standing with the State Bar of California, and possession of an active license to practice law in California
  • A minimum of seven years of experience as a practicing health care attorney performing research and analysis of legal, statutory, and regulatory information, which included a minimum of five years of management level experience and a minimum of three years of experience related to health plan operations; or an equivalent combination of education and experience may be qualifying

OTHER INFORMATION

• We are in a hybrid work environment and we anticipate that the interview process will take place remotely via Microsoft Teams.
• While some staff may work full telecommuting schedules, attendance at quarterly company-wide events or department meetings will be expected.
• In-office or in-community presence may be required for some positions and is dependent on business need. Details about this can be reviewed during the interview process.

COMPENSATION INFORMATION

• Zone 1 Pay Range: $250K - $300K
  Typical areas in Zone 1: Santa Cruz, San Benito, and Monterey Counties, Bay Area, Sacramento, Los Angeles and San Diego areas
  
  
• Zone 2 Pay Range: $230K - $280K
  Typical areas in Zone 2: Mariposa and Merced Counties, Fresno area, Bakersfield, Eastern California, San Luis Obispo area, and the Central Valley (except Sacramento)

The applicable salary ranges are based on work location and are aligned to a zone according to the cost of labor in your area. All ranges are subject to change in the future. We are happy to provide the full compensation range for the role, answer any questions that you have, or share the applicable pay zone for your location if it’s not one of the typical areas listed. You can reach out to [email protected], and a member from our Talent Acquisition team will be in touch.

The hiring ranges represent a good‑faith estimate of what we expect to pay for this role upon hire and are not the full compensation ranges. Employees typically have opportunities for growth within the full compensation range over time based on performance and merit. Final compensation will be determined by our compensation philosophy, analysis of the selected candidate's qualifications (direct or transferable experience related to the position, education, or training), as well as other factors (internal equity, market factors, and geographic location).