Children's Hospital Colorado
Here, the nation’s brightest nurses, physicians, scientists, researchers, therapists and care providers are creating the future of child health. With an optimist’s outlook, a trailblazing spirit and a celebrated history, we’re making new strides every day.
We’ve been Magnet-designated four times by the American Nurses Credentialing Center and are consistently recognized among the nation’s top 10 pediatric hospitals by U.S. News & World Report.
As a national leader in pediatric care, we serve children and families from all over the nation. Our System of Care includes four pediatric hospitals, 12 specialty care centers, 400+ outreach clinics and 7,000 healthcare professionals representing the full spectrum of pediatric care specialties.
We need your expertise.
A career at Children’s Colorado will challenge you, inspire you, and motivate you to make a difference in the life of a child. Here, it’s different. Do you have what it takes?
Additional Information
Department: Executive – Administration
Hours per week: 40, eligible for benefits
Shift: Executive Leader Position
Job Overview
The Vice President (VP), Strategic Provider Integration, is responsible for the development and leadership of the Pediatric Care Network (PCN), our pediatric clinically integrated network, and our new medical group. The VP, Strategic Provider Integration has both internal facing (to Hospital Board and administration) and external facing (to physician leaders, payers, legal counsels, other health systems, and the broader community) leadership responsibilities. The VP sets the vision, strategic direction and goals for the PCN and medical group and ensures successful implementation and monitoring of provider initiatives.
Responsibilities
POPULATION SPECIFIC CARE
- No direct patient care.
Essential Functions
An employee in this position may be called upon to do any or all of the following essential functions. These examples do not include all of the functions which the employee may be expected to perform.
- Leads the development and implementation of the strategic direction for the PCN, medical group services, and other provider services and alignment efforts; aligning them with market demands, strategic opportunities, and the strategic plan of Children’s Hospital Colorado.
- Develops roadmap to create new medical group to employ, lease, contract, bill and collect for pediatric providers.
- Establishes and maintains legal and business entity, governance and leadership models within Children’s Hospital Colorado for PCN and medical group services.
- Creates and maintains physician enterprise infrastructure including but not limited to quality, finance, communication, provider compensation, compliance, legal, IT, and reporting.
- Partners with managed care to develop data-driven contracting services with commercial and government health plans.
- Drives alignment and shared communication across provider services including new medical group and PCN.
- Advances and maintains compelling brand, identity and marketing services for medical group and PCN.
- Develops and implements processes for completing due diligence of medical groups, employing providers and on-boarding new provider groups.
- Develops the PCN to promote the health and well-being of children and communities through an innovative, collaborative, and coordinated system of pediatric care.
- Evaluates network adequacy and defines PCN network gaps and needs. Leads the growth and expansion of the PCN in terms of (a) provider groups aligned, (b) geographies serviced and (c) high value services offered to PCN providers.
- Pursues a single system of pediatric care across primary, specialty and hospital care services through innovative programs in data sharing and integration, quality improvement, utilization management, specialist coordination and engagement, care coordination, performance reporting and high value services.
- Defines and advances value with health plans, employers and families through (a) value-based and fee for service contracting and (b) population health initiatives.
- Oversees strategic approach for data capture, and business analytics functions, to advance decision making across value-based care initiatives, quality and business efficiency/optimization, new market and service opportunities, etc.
- Participates in leadership activities for the organization, contributing to the achievement of goals and objectives; evaluates operational performance. Serves as a champion of organizational culture, influencing culture change to support organizational objectives. Develops, implements, and maintains functions and services to meet organizational needs. Handles operational and customer service escalations for operation.
- Manages communications to the organization on the vision, strategy, and projects within operations that carry significant impact. Maintains effective working relationships with executives across the enterprise to drive performance towards the enterprise’s strategic plan; builds and maintains relationships with external stakeholders and community groups to support both operational and enterprise-wide strategic initiatives.
- Assigns and reviews annual goals and strategic goals, provides work instruction (OTJ or formal training) and develops leaders and team members. Evaluates performance of leaders and team members, providing continuous feedback. Manages discipline and performance issues; hires and fires leaders. Reviews and approves resource plans for function(s) within operation.
- Carries overall financial management responsibility for the function, reviewing and approving recommendations made by leaders.
- Develops and implements broad operational policies; serves as executive sponsor on major projects for functional areas. Provides advice and guidance to senior leadership on the operational impact of strategic initiatives.
- Ensures compliance against federal, state, and local regulations for the function.
Other Information
COMPETENCIES
- BUILDING ORGANIZATIONAL TALENT – Establishing systems and processes to attract, develop, engage, and retain talented individuals; creating a work environment where people can realize their full potential, thus allowing the organization to meet current and future business challenges
- COACHING & DEVELOPING OTHERS – Providing feedback, instruction, and development guidance to help others excel in their current or future job responsibilities; planning and supporting the development of individual skills and abilities.
- COMPELLING COMMUNICATION – Clearly and succinctly conveying information and ideas to individuals and groups; communicating in a focused and compelling way that captures and holds others’ attention.
- COURAGE – Proactively confronting difficult issues; making valiant choices and taking bold action in the face of opposition or fear.
- DIVERSITY & INCLUSIVITY – Is sensitive to cultural diversity, race, gender, and other individual differences in the workforce; recognizes the value of diverse perspectives and experiences and fosters a work environment reflective of the community at large.
- DRIVING EXECUTION – Translating strategic priorities into operational reality; aligning communication, accountabilities, resource capabilities, internal processes, and ongoing measurement systems to ensure that strategic priorities yield measurable and sustainable results.
- EMOTIONAL INTELLIGENCE – Establishing and sustaining trusting relationships by accurately perceiving and interpreting one’s own and others’ emotions and behavior in the context of the political environment; leveraging insights to effectively manage one’s own responses and reactions.
- EMPOWERMENT & DELEGATION – Sharing authority and responsibilities with others to move decision making and accountability downward through the organization, enable individuals to stretch their capabilities, and accomplish the business unit’s strategic priorities.
- FINANCIAL ACUMEN – Utilizing financial data to diagnose business strengths and weaknesses and identify the implications for potential strategies; keeping a financial perspective in the forefront when making strategic decisions.
- INFLUENCE – Creating and executing influence strategies that persuade key stakeholders to take action that will advance shared interests and business goals. Cultivates and supports partnerships.
- LEADING CHANGE – Identifying and driving organizational and cultural changes needed to adapt strategically to changing market demands, technology, and internal initiatives; catalyzing new approaches to improve results by transforming organizational culture, systems, or products/services.
- OPERATIONAL DECISION MAKING – Securing and comparing information from multiple sources to identify business issues; committing to an action after weighing alternative solutions against important decision criteria.
- PASSION FOR RESULTS – Driving high standards for individual, team, and organizational accomplishment; tenaciously working to meet or exceed challenging goals; deriving satisfaction from goal achievement and continuous improvement.
SCOPE AND LEVEL
- GUIDELINES – Guidelines are in the form of stated mission and vision for organization and legal and professional regulations and objectives.
- COMPLEXITY – Work assignment is unstructured and leader is responsible for establishing and directing the vision and objectives of the operation. Duties performed include operational and organizational planning; developing standards, priorities, guidelines, processes, measurement (evaluation) systems; implementation of production and performance management standards; and allocating resources. Work is strategic in nature.
- DECISION MAKING – Employee is responsible for directing an operation that requires developing and implementing strategies, objectives, and policies; defining an organizational structure and required resources; establishing operational performance standards.
- COMMUNICATION – Communication at this level is primarily externally focused. Involves establishing and maintaining effective working relationships with leaders and executives. Provides information and negotiates solutions to operational issues that have major consequences or long-term significance.
- SUPERVISION RECEIVED – Responsible and accountable for driving strategy and achieving results for operation. Work is reviewed for the attainment of strategic goals, overall service delivery, compliance, and fiscal accountability.
Qualifications
- EDUCATION – Master’s degree in Health Administration or other related field.
- EXPERIENCE – Ten years of leadership experience.
- EQUIVALENCY – Bachelor’s degree plus two years of additional leadership experience in lieu of Master’s degree.
Physical Requirements
Ability to Perform Essential Functions of the Job
- Audio-Visual: Hearing: Good
- Audio-Visual: Near Vision: Good
- General Activity: Sit: 2-4 hrs. per day
- Motion: Bend: Up to 1/3 of time
- Use of Hands/Feet: Both Hands: Precise Motor Function (Or Fine Manipulation)
- Weight Lifted/Force Exerted: Up to 10 pounds: Up to 1/3 of time
WORK ENVIRONMENT
- Exposure: Exposure to chemicals: Occasional.
- Exposure: Exposure to noise/vibration: Occasional.
- Mental and Emotional Requirements: Independent discretion/decision making.
- Mental and Emotional Requirements: Makes decisions under pressure.
- Mental and Emotional Requirements: Manages stress appropriately.
- Mental and Emotional Requirements: Works with others effectively.
- Mental Stress: multi-tasking, meeting deadlines, prioritizing.
Equal Employment Opportunity
It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors. We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, or any other status protected by law or regulation. Be aware that none of the questions are intended to imply illegal preferences or discrimination based on non-job-related information.
Salary Information
Hourly Rate of Pay: $.00
Benefits Information
As a Children’s Hospital Colorado team member, you will receive a competitive pay and benefits package designed to take care of your needs that includes base pay, incentives, paid time off, medical/dental/vision insurance, company provided life and disability insurance, 403b employer match (retirement savings), and a robust wellness program.
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