Maternal Program Manager Jobs in Plainfield, NJ (NOW HIRING)

Too many families in NJ begin parenthood without the support the first 1,000 days require. Maternal and infant health outcomes here lag behind other states; prenatal and postpartum care is uneven, and families navigating pregnancy, birth, and early childhood are too often left to coordinate it alone.

The evidence on what helps is clear: continuous, trusted, community-based support through pregnancy, birth, and a child's earliest years measurably improves outcomes for parents and babies alike.

BRICK's bet is that this workforce should not be imported into our community. It should be built from it — because the people best positioned to walk alongside families are fellow community members, and because a good job in a growing field is itself a family-stabilizing force.

We are hiring a Director to build a career pathway that recruits community members, trains and credentials them as Community Doulas, and supports them on a maternal health career ladder — serving the families in BRICK Healthy Beginnings.

Most workforce programs train people and hand them a certificate. BRICK is building the employer alongside the training. Graduates of this pathway are hired into the BRICK Doula Network, a Medicaid-billable service line this Director will design, launch, and grow.

That means this role owns the full arc: who gets recruited, how they're trained, who certifies them, where they work, what they're paid, how the work gets reimbursed, and whether the whole thing sustains itself. It is a program design job, a workforce job, and a health-care business-model job at once.

For the right person, this is the chance to build something that does not yet exist in Newark — and to prove a model other cities can run.

• Design the end-to-end pathway: recruitment, training, credentialing, supervised field experience, employment, and advancement.
• Build the recruitment pipeline— community organizations, BRICK families and alumni, faith networks, and BRICK's own high school students as an early-exposure feeder.
• Define the career ladder beyond entry-level doula work: lead doula, trainer, supervisor, and adjacent roles in community health.
• Own completion, credentialing, and job-placement rates, and intervene when cohorts fall behind.

• Design the Doula Network's operating model: employment structure, compensation, benefits, supervision ratios, caseload standards, and on-call coverage.
• Recruit, hire, onboard, and retain doulas — and treat retention as a core metric, not an afterthought.
• Build clinical supervision and quality assurance so care is consistent and safe across the network.
• Integrate doula services into the Healthy Beginnings continuum across prenatal, birth, postpartum, and the first 1,000 days.
• Grow the network's capacity in step with referral volume and reimbursement.

• Lead Medicaid strategy end to end: NJ FamilyCare doula certification, MCO contracting, credentialing, billing infrastructure, documentation standards, and revenue cycle.
• Own the unit economics — cost per doula, cost per family served, reimbursement per encounter, and the path to a sustainable blended-revenue model.
• Manage the budget and support fundraising, grant reporting, and funder relationships with a clear sustainability narrative.
• Build the clinical and community partnerships that generate referrals and reimbursement: hospitals, FQHCs, OB practices, WIC, home-visiting programs, and public agencies.

• Build a mission-aligned team, set clear expectations, coach directly, and hold people accountable for outcomes.
• Run a regular performance cycle on pathway and network data, and lead improvement plans when metrics slip.
• Ensure compliance with privacy, documentation, quality, and payer requirements.
• Represent the pathway externally with funders, partners, policymakers, and the community.

Pathway

• # trainees enrolled and % cohort completion rate
• % of graduates credentialed and eligible to bill Medicaid
• % of graduates placed into paid employment in the BRICK Doula Network or another BRICK maternal health role
• % doula retention at twelve monthsMedian starting wage of $ for placed graduates

Network and Family Outcomes

• % of participants with healthy birth outcomes, against a baseline of %
• At least 75% completion of assigned milestone service plan actions across active cases
• % of enrolled families meeting the active participation standard

Sustainability

• $ in Medicaid revenue generated, or % of program cost covered by reimbursement
• Signed contracts with # managed care organizations
• # active clinical referral partnerships

Required

• Significant leadership experience in maternal health, community health, public health, workforce development, or early childhood — with at least [N] years managing teams and budgets.
• You have built or substantially scaled something. This is not a caretaking role; the pathway does not fully exist yet.
• Experience designing or running a training-to-employment program, apprenticeship, or credentialing pipeline.
• Fluency with health care reimbursement — Medicaid, managed care, value-based care, or another third-party payer environment — and comfort owning a revenue line.
• Strong command of the first 1,000 days, birth equity, and community-based care models.
• You use data to make decisions and can build the systems that produce it.
• Deep commitment to racial equity, family voice, and community-led solutions — and to hiring Newark residents into these roles.

Preferred

• Certified doula, birth worker, lactation consultant, or community health worker, or direct experience supervising them.
• Roots in or long-standing relationships within Newark and the South Ward.
• Experience launching a Medicaid-billable service line from scratch.
• Spanish or Portuguese language fluency.
• P&L or earned-revenue ownership.

$100,000 - $129,000 a year

• Health, Dental, Vision, Retirement match, Paid time off, Professional development