The Manager of Technical Writing is responsible for managing a team of Technical Writers accountable for documenting processes for all of Operations through standard operating procedures, job aids, and other specifications to support a range of work functions, new initiatives, decision making, and regulatory requirements.
This position must represent the Technical Writing team and collaborate with Medica staff from various departments. The expectation is that the position has advanced working knowledge of team processes and systems with ability to serve as an escalation path for staff. Additionally, the position is responsible for maintaining document accuracy, technical writer efficiency and quality program - setting and tracking to goals, data analysis and insights for documents and the Technical Writing team, and managing document management tool for Operations job aids, SOPs, etc.
To be successful in the role, the Manager, Technical Writing position requires the ability to actively manage multiple projects simultaneously, delegate as needed, and have strong organizational, analytical and problem solving skills. Solid verbal and written communication and interpersonal skills are required to effectively collaborate with internal Medica stakeholders.
Qualifications

• Bachelor's degree or equivalent experience in English, Literature/Composition, Business or related field
• 7 years of related work experience beyond degree
• 3 years of leadership experience, preferably in Operations roles and reflecting increasing span of responsibility/successive promotions

Skills and Abilities

• Experience and/or expertise in Document Management solutions (e.g., SalesForce)
• Demonstrated leadership skills including excellent interpersonal skills
• Creative and innovative problem-solving ability, critical thinking and independent decision-making ability,change management, conflict management, and coaching skills
• Experience with process improvement; identifying and resolving complex issues, proven track record of accomplishing strategic goals and leading change
• Is a self-starter; can initiate project plans and actions once a problem has been identified. Can act independently. Ability to drive a project forward in a matrixed organization
• Ability to work efficiently in an ambiguous environment
• Strong problem solving skills and critical thinking skills

The full salary range for this position is $75,300 -$129,000. Annual salary range placement will depend on a variety of factors including, but not limited to, education, work experience, applicable certifications and/or licensure, the position's scope and responsibility, internal pay equity and external market salary data. In addition to compensation, Medica offers a generous total rewards package that includes competitive medical, dental, vision, PTO, Holidays, paid volunteer time off, 401K contributions, caregiver services and many other benefits to support our employees.
The compensation and benefits information is provided as of the date of this posting. Medica's compensation and benefits are subject to change at any time, with or without notice, subject to applicable law.
Medica's commitment to diversity, equity and inclusion (DEI) includes unifying our workforce through learning and development, recruitment and retention. We consistently communicate the importance of DEI, celebrate achievements, and seek out community partnerships and diverse suppliers that are representative of everyone in our community. We are developing sustainable programs and investing time, talent and resources to ensure that we are living our values. We are an Equal Opportunity/Affirmative Action employer, where all qualified candidates receive consideration for employment indiscriminate of race, religion, ethnicity, national origin, citizenship, gender, gender identity, sexual orientation, age, veteran status, disability, genetic information, or any other protected characteristic.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)