Jobs / United States / Omada Health INC
Senior Director, Capacity Planning, Workforce Operations & Analytics
Omada Health INC · 🇺🇸 Remote, USA · Remote
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 7 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest May 2026) — the step every H-1B hire needs first. USCIS also records 1 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
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Sponsor Radar — Omada Health INC
The US Department of Labor certified 7 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest May 2026) — the step every H-1B hire needs first. USCIS also records 1 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Omada Health INC →
About the role
Omada Health is on a mission to bend the curve of chronic disease. Job overview: Omada is seeking a Senior Director, Capacity Planning, Workforce Operations & Analytics to lead all teams in this department as it scales into a world‑class, human‑led and AI‑enabled operations and analytics function that supports Omada’s multi‑condition platform across Health Coaching, Cardiometabolic Specialists, Physical Activity Specialists, Behavioral Health, Physical Therapy, Member Support, Member Navigation and Supply Chain. This leader will be accountable for end‑to‑end department strategy and execution, translating enterprise and care team goals into clear priorities and operating systems for workforce capacity planning, staffing operations, licensing and credential management, and care team analytics. Reporting to the VP Operational Excellence, the Senior Director will oversee the centralized department that supports care team capacity planning and staffing, including the administration of Omada’s third party licensing and credentialing software, and runs the care team analytics “spoke” within Omada’s hub‑and‑spoke analytics model. This role includes full department leadership: setting 1–3 year strategic priorities, controlling key cost of revenue and gross margin levers, and leading the adoption of AI-enabled predictive modeling and analytics to improve capacity planning, staffing efficiency, and decision-making across care teams. Your Impact: As Senior Director, Capacity Planning, Workforce Operations & Analytics, you will: • Own the care teams Capacity Planning, Workforce Operations & Analytics operating vision and roadmap • Define and maintain a clear operating vision for the department as the “operational brain and data engine” for care teams. • Translate company and care teams strategies into a concrete 1–3 year departmental strategy covering capacity planning, workforce staffing operations, licensing and credential management, and care team analytics/AI enablement. • Design and run the Capacity Planning, Workforce Operations & Analytics operating system • Own and evolve the operating rhythms, standards, and visibility systems for the department (e.g., forecasting cadences, scheduling and intraday management, department business reviews, data mart and dashboard foundations). • Create and maintain scalable rules for shrinkage, occupancy, and staffing allocation that reduce variation, enable predictable quality, and tie operational decisions directly to cost of revenue and gross margin outcomes. • Lead and scale multi‑motion capacity planning and staffing operations • Own capacity planning and staffing models that support Health Coaching, Cardiometabolic Specialists, Physical Activity Specialists, Behavioral Health, Member Support and Member Navigation, ensuring accurate, efficient coverage at sustainable cost‑to‑serve. • Build out new capabilities including Physical Therapy state‑based capacity planning and staffing, integrating licensure and credential constraints into state‑level supply planning and staffing decisions. • Lead Licensing and Credential Management for care teams and clinical staff • Oversee system administration for a third party licensing and credentialing management system. • Ensure credential status is accurate, compliant, and embedded into capacity and staffing decisions. • Partner with Clinical, Legal/Compliance, and People teams to build workflows, controls, and data integrations that reduce regulatory risk while enabling flexible, efficient deployment of care team capacity across states. • Own the short term and long term analytics roadmap with the Senior Leadership Team • Lead care team analytics as an analytics “spoke,” elevating existing analytics into an AI‑enabled function that supports o