ZipRecruiter

Log In

1

Executive Case Manager Jobs in Kansas (NOW HIRING)

LUX Infusion

Territory Account Executive

Kansas City, KS · On-site

$60K - $110K/yr

We're looking for a Territory Account Executive who wants their work to mean something - someone ... case managers, and discharge planners * Educate providers on LUX Infusion's specialty and home ...

CGS Immersive

  • Medical

  • Dental

  • Life

Build and continuously optimize Outreach sequences by industry, persona, use case, and level of ... Experience building and managing multichannel prospecting sequences. * Ability to sell or position ...

ProviDRs Care

Registered Nurse (RN) Supervisor

Wichita, KS · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Utilization Review RNs, RN Case Managers, Medical Assistant Care Navigators This position is ... carriers, and executive leadership. Clinical Responsibilities * Perform Utilization ...

Bold Metrics

You'll run everything from first outreach through discovery, business case, negotiation and ... Strong Organizational and project management skills * Innate problem solvers who want to grow in a ...

ProviDRs Care

Registered Nurse (RN) Supervisor

Wichita, KS · On-site

$70K - $85K/hr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Utilization Review RNs, RN Case Managers, Medical Assistant Care Navigators This position is ... carriers, and executive leadership. Clinical Responsibilities * Perform Utilization Review ...

CommonSpirit Health

RN Care Coordinator

Garden City, KS · On-site

$31.25 - $49.84/hr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

No Job Details Job Summary and Responsibilities RN Case Managers may be eligible for a relocation ... Sanford, EVP, Chief Nursing Officer Success Profile What makes a successful RN Care Coordinator at ...

LUX Infusion

Territory Account Executive

Kansas City, KS · Remote

$60K - $110K/yr

We're looking for a Territory Account Executive who wants their work to mean something -- someone ... case managers, and discharge planners * Educate providers on LUX Infusion's specialty and home ...

LUX Infusion

Territory Account Executive

Kansas City, KS · On-site

$60K - $110K/yr

We're looking for a Territory Account Executive who wants their work to mean something - someone ... case managers, and discharge planners * Educate providers on LUX Infusion's specialty and home ...

Elevance Health

Infrastructure Architect Executive

Leawood, KS · Hybrid

$64.25 - $82.25/hr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Prepares business case, lobbies to secure funding for, and drives implementation of new ... Privileged Identity Management (PIM) and privileged access management * Just-in-Time (JIT ...

previous pagenext page

Showing results 21-40

All JobsCase JobsExecutive Case Manager JobsExecutive Case Manager Jobs in Kansas

Executive Case Manager information

What is the difference between Executive Case Manager vs Case Manager?

AspectExecutive Case ManagerCase Manager
CredentialsTypically requires a bachelor's degree in social work, nursing, or related field; certifications like CCM or NASW are commonUsually requires a bachelor's degree; certifications like CCM are also common but less specialized
Work EnvironmentOften works with high-level clients, executives, or complex cases in healthcare or corporate settingsWorks with diverse client populations in healthcare, social services, or community settings
Employer & IndustryHospitals, insurance companies, corporate health programsHospitals, clinics, social service agencies, community organizations

While both roles involve coordinating care and advocating for clients, Executive Case Managers typically handle more complex cases with higher-level clients and may require advanced certifications. Case Managers generally work with a broader client base across various settings, focusing on standard case management tasks.

Is executive case management a stressful job?

Executive case management can be stressful due to the high level of responsibility, complex client needs, and tight deadlines. Professionals in this role often need strong organizational skills, emotional resilience, and the ability to handle sensitive situations regularly.

How does an executive case manager collaborate with multidisciplinary teams to ensure comprehensive client support?

Executive Case Managers frequently work alongside professionals from healthcare, legal, social services, and administrative departments to provide holistic support for clients. This collaboration involves regular meetings, sharing updates, and jointly developing or adjusting care plans to address complex needs. Strong communication and organizational skills are essential, as the Executive Case Manager often acts as the central coordinator, ensuring all parties are informed and aligned. This teamwork not only benefits the client but also fosters a supportive and solution-focused work environment.

What skills and qualifications are needed to thrive as an executive case manager?

To thrive as an Executive Case Manager, you need a thorough understanding of case management principles, healthcare regulations, and typically a bachelor’s or master’s degree in nursing, social work, or a related field. Familiarity with case management software, electronic health records (EHRs), and certifications such as CCM (Certified Case Manager) or ACM (Accredited Case Manager) are often required. Outstanding communication, problem-solving, and leadership skills help you coordinate complex care plans and advocate for clients. These competencies ensure effective resource allocation, improved outcomes, and high client satisfaction in challenging healthcare environments.

What is an executive case manager?

An Executive Case Manager is a professional responsible for overseeing and coordinating comprehensive care plans for high-level clients, such as executives or VIPs, within healthcare, legal, or corporate settings. They ensure clients receive personalized services by liaising between clients, service providers, and organizations to address complex needs efficiently. Their duties often include assessment, planning, facilitation, advocacy, and monitoring of services to achieve the best possible outcomes for their clients.

How hard is it to become an executive case manager?

Becoming an executive case manager typically requires a bachelor's degree in social work, healthcare, or a related field, along with several years of experience in case management or healthcare settings. Many roles also prefer or require professional certifications such as the Certified Case Manager (CCM) or similar credentials. Developing strong organizational, communication, and leadership skills is essential for advancement in this role.
What are the most commonly searched types of Case Manager jobs in Kansas? The most popular types of Case Manager jobs in Kansas are:
What are popular job titles related to Executive Case Manager jobs in Kansas? For Executive Case Manager jobs in Kansas, the most frequently searched job titles are:
What job categories do people searching Executive Case Manager jobs in Kansas look for? The top searched job categories for Executive Case Manager jobs in Kansas are:
What cities in Kansas are hiring for Executive Case Manager jobs? Cities in Kansas with the most Executive Case Manager job openings:
Executive Case Manager jobs near you

Executive Director

Advocates for Immigrant Rights and Reconciliation

Kansas City, KS • On-site

Full-time

Posted 6 days ago

Job description

Executive Director
Classification: Exempt Status
Status: Regular, Full-Time
Location: Kansas City metropolitan area; regular in-person presence required for staff supervision, program oversight, community engagement, and organizational leadership
Reports to: Board of Directors
About Advocates for Immigrant Rights & Reconciliation
Advocates for Immigrant Rights & Reconciliation (AIRR) is a grassroots organization committed to advancing immigrant rights, dignity, education, advocacy, and community leadership in the Kansas City region. AIRR works alongside immigrant communities and local, regional, and national partners to provide educational programs, including Know Your Rights trainings and immigration education, organize community-based campaigns, build collective leadership and power, and connect individuals and families with information and opportunities to take action.
Organizational Snapshot
  • Team structure: Four employees, including two direct reports to the Executive Director, with additional support from project-based consultants and contractors.
  • Board structure: Nine Board members and a Finance, Fundraising, and Governance Committee.

Position Overview
The Executive Director is AIRR's senior organizational leader and is responsible for translating its mission, values, and strategy into sustained organizational impact. Reporting to and partnering with the Board of Directors, the Executive Director provides hands-on leadership across fundraising and resource development, organizing and campaign strategy, people and volunteer leadership, external relationships, and the financial and operational systems needed to sustain AIRR's growth.
AIRR is entering an important stage of organizational development. As its scale, urgency, and impact grow, AIRR needs an executive leader who can strengthen its foundation, expand and diversify its resources, support sustainable workloads and organizational health, and deepen accountability to immigrant communities while protecting the grassroots, power-building identity that defines the organization. AIRR understands organizing as a strategy for developing collective leadership and community power, not solely as outreach, service delivery, public education, or conventional nonprofit growth.
The Executive Director serves as AIRR's primary external representative with funders, partners, public officials, coalitions, and media while remaining deeply engaged with staff, volunteers, and directly affected community leaders. Leadership at AIRR requires building alignment through collective and participatory decision-making, communicating directly and transparently through tension and disagreement, and treating community leaders as meaningful partners in shaping the organization's work. The Executive Director must lead collaboratively while maintaining clear responsibility for implementation, organizational performance, results, and complex decisions.
Core Responsibilities
Strategic Leadership and Board Partnership
  • Serve as the Board's primary strategic partner, translating mission, priorities, and strategy into an annual operating plan, budget, and clear areas of accountability.
  • Balance long-term sustainability and growth planning with the immediate needs of the communities AIRR serves.
  • Serve as primary staff liaison to the Board, preparing timely materials and recommendations and promptly escalating significant financial, legal, operational, or reputational concerns.

Fundraising and External Relationships
  • Develop and execute a sustainable, diversified revenue strategy spanning institutional grants, individual giving, sponsorships, events, and strategic partnerships.
  • Ensure effective execution of the full grants lifecycle, including prospect identification, proposal development, grant administration, compliance, relationship management, and funder reporting, personally leading high-priority efforts as needed.
  • Build authentic, durable relationships with current and prospective donors and funders and engage the Board appropriately in resource development.
  • Strengthen AIRR's case for support and ensure that fundraising and external communications accurately reflect its mission, organizing model, community relationships, and impact.
  • Represent AIRR with funders, partners, coalitions, public officials, media, and other external audiences in a culturally responsive and mission-aligned manner.

Organizing and Community Power-Building
  • Provide strategic direction for local and regional advocacy campaigns grounded in AIRR's organizing and power-building model, and supervise and support the staff and leaders responsible for implementation.
  • Build and sustain trusted, accountable relationships with immigrant community members, volunteer leaders, organizers, and directly affected constituencies.
  • Create meaningful and structured opportunities for community members and volunteer leaders to help shape AIRR's priorities, programs, campaigns, and major decisions.
  • Maintain accountability to directly affected communities as programs, partnerships, campaigns, and revenue grow.
  • Track the effectiveness of organizing and leadership-development strategies using measures that reflect community power, leadership growth, and mission impact.

People Leadership and Organizational Culture
  • Recruit, supervise, coach, support, and evaluate staff and oversee contractors, interns, and volunteer leadership structures.
  • Develop staff and volunteer leaders through feedback, accountability, training, and professional growth.
  • Build sustainable staff, volunteer, and community-leader pipelines through training, coaching, delegation, and meaningful opportunities for leadership.
  • Foster a transparent and participatory workplace culture that engages tension and conflict directly, honestly, equitably, and with care.
  • Protect organizational health by supporting sustainable workloads, effective collaboration, sound people practices, and appropriate compliance with employment policies and requirements.

Financial and Operational Stewardship
  • Develop annual budgets, forecasts, and financial recommendations and monitor revenue, expenses, cash flow, grant restrictions, reserves, and internal controls.
  • Provide the Board with timely and understandable financial information, identify emerging risks, and recommend corrective action when needed.
  • Ensure organizational compliance and forward-looking planning, including key 501(c)(3), grant, employment, insurance, reporting, and records-management requirements, in partnership with staff and professional advisors.
  • Maintain reliable administrative infrastructure, including contracts, technology, insurance, facilities, data and document management, and confidentiality protections for community members, donors, volunteers, and staff.
  • Assess and strengthen AIRR's operational systems so they can support responsible growth without creating unnecessary bureaucracy or weakening community accountability.

What Success Looks Like
Within the First 90 Days
  • Complete a structured onboarding and develop a grounded understanding of AIRR's history, organizing model, programs, finances, partnerships, culture, and current priorities.
  • Meet all staff and Board members, a representative group of volunteer and community leaders, and priority community, funding, and organizational partners.
  • Assume oversight of the operating budget, cash flow, active grants, key contracts, compliance obligations, and major organizational commitments.
  • Present an initial organizational assessment and planning framework to the Board based on structured listening, document review, and operational analysis.
  • Establish shared expectations with the Board regarding decision-making, communication, performance oversight, and mutual accountability.

Within the First Year
  • A Board-approved annual operating and organizational-development plan is in active implementation, with clear priorities, measures, responsibilities, and timelines.
  • A sustainable, diversified revenue strategy is underway, supported by a documented pipeline and strengthened funder and donor relationships.
  • Trusted working relationships are established across staff, Board, volunteer, funder, partner, and community constituencies.
  • Financial, compliance, human resources, grant-management, and document-management systems are reliable, appropriately scaled, and consistently used.
  • Staff members have clear goals, regular feedback, and development plans, and volunteer and community leaders have meaningful pathways for growth and decision-making.
  • AIRR's organizing and power-building strategy has advanced, with its grassroots identity and accountability to immigrant communities intact.

Leadership Approach and Values
  • Demonstrated commitment to AIRR's mission and values, including rejecting narratives that divide immigrants into deserving and undeserving groups.
  • Ability to lead through relationships rather than relying solely on hierarchy, while providing clear direction and maintaining accountability for outcomes.
  • Commitment to meaningful participation by staff, volunteers, and directly affected community leaders in decisions that shape the organization and its work.
  • Willingness to communicate directly and transparently, engage disagreement constructively, and make difficult decisions when required.
  • Commitment to staff care, sustainable workloads, organizational health, equity, confidentiality, and responsible stewardship of community trust.
  • Grounding in the lived realities of immigrant communities, whether through personal experience or sustained, accountable relationships built over time.

Qualifications
Required Qualifications
  • At least five years of relevant, progressively responsible leadership experience, with a demonstrated record of delivering meaningful organizational, policy, campaign, fundraising, or community outcomes.
  • Leadership experience in a nonprofit, advocacy, community organizing, public service, philanthropy, or other mission-driven environment, including direct experience working within or alongside a community-organizing or power-building model.
  • Demonstrated fundraising and donor-development capability that has resulted in secured revenue, strengthened funding relationships, or a more diversified funding base.
  • Experience developing, managing, or monitoring organizational or program budgets, with the ability to understand, explain, and use nonprofit financial information in decision-making.
  • Experience supervising, coaching, coordinating, or developing staff, contractors, volunteers, or community leaders and contributing to a healthy and accountable organizational culture.
  • Experience working with a nonprofit Board, advisory body, coalition, or comparable governance or stakeholder group.
  • Professional proficiency in Spanish and English, including the ability to communicate, facilitate meetings, build relationships, and represent the organization in both languages.
  • A demonstrated record of building trusted and accountable relationships with immigrant communities through organizing, advocacy, professional, volunteer, or community leadership experience.
  • Strong written and verbal communication, facilitation, relationship-building, public-presentation, and conflict-navigation skills.
  • High judgment, emotional intelligence, integrity, discretion, and comfort leading through ambiguity, competing priorities, growth, and change.

Preferred Qualifications
  • Experience serving in a senior leadership or hands-on executive role within a small or growing organization.
  • Experience leading advocacy campaigns, coalition work, or strategies designed to influence local, state, or federal policy.
  • Knowledge of the Kansas City region's immigrant, nonprofit, philanthropic, government, faith-based, and advocacy communities.
  • Knowledge of federal, state, and local immigration policy and the ways immigration systems affect communities in the Kansas City region.
  • Experience strengthening organizational infrastructure, internal controls, grant compliance, human resources practices, or operational systems during a period of growth or transition.
  • A bachelor's degree, advanced study, or an equivalent combination of education, training, and relevant experience in nonprofit management, organizational leadership, public policy, community development, or a related field. Formal education is preferred but not required.

Work Environment and Schedule
  • This position is based in the Kansas City metropolitan area. Regular in-person presence is required for staff supervision and team collaboration, program and campaign oversight, community events and partner meetings, and organizational leadership, typically 3-4 days per week or as organizational needs require. Outside of these commitments, the role has reasonable week-to-week flexibility in where work is performed, with expectations established in partnership with the Board.
  • AIRR is a grassroots, community-based nonprofit environment. This is a hands-on executive role that combines organizational leadership with direct involvement in key fundraising, relationship-building, campaign, and operational priorities.
  • Evening and weekend commitments are expected, typically 2-3 per month, with occasional surge periods around campaigns, community actions, fundraising activities, and major events. AIRR supports reasonable schedule flexibility in recognition of these commitments.
  • Regular travel within the Kansas City metropolitan area is required. Periodic in-state travel is also expected, including advocacy days at the state capitol and occasional trainings or convenings, typically tied to legislative sessions and a small number of trainings each year. Out-of-state travel is infrequent, typically limited to occasional conferences or partner meetings.
  • The essential functions of the role may be performed with reasonable accommodation. AIRR will work with qualified applicants and employees to identify reasonable accommodations consistent with applicable law.

Compensation and Benefits
  • Competi

Apply