At Children’s Health, we want every team member--regardless of role--to be a leader: in their work with patients and families, in their teams, in their advocacy for children, or in a formal supervisory position.
As we evolve our reach to “make life better for children,” we embrace a commitment to selecting and building great leaders. The new Director of Leadership Development and Delivery will guide and mature this vision, first by leading the way and modeling extraordinary leadership and then by preparing others to contribute at their highest potential.
Strategically plans, develops and implements leadership development programs and processes, ensuring alignment with organizational values and strategic goals. Leads a team of leadership and organizational development consultants, executive faculty, and learning delivery experts, equipped to apply research and industry best practices to assess, design, and facilitate interventions that effectively prepare leaders and professionals to improve individual and team performance.
Job Profile for a Director at Children’s Health:
- Typically provides leadership to managers and /or higher - level professional staff
- Typical span of control: Administrative 5-8, Clinical 6-8, Support Services 6-8; e.g. Admin: Fin, IT, Legal, HR, Public Affairs; Support Services: EVS, Security, Engineering, Food Services
- Typically accountable for the performance and results of multiple teams performing related activities
- Develops long-term plans and strategies for area of defined responsibility aligned with established functional strategies, and works with subordinate managers to operationalize and execute the strategy
- Communicates priorities and expectations, monitors progress, and provides direction and course corrections along the way
- Makes decisions guided by resource availability and functional objectives that affect the results of the function
- Analyzes key trends and input from individuals in the team to make meaningful changes that directly and significantly affect short-term results
- Establishes budgets and holds subordinate managers accountable for managing to achieve expected financial results
- Works on cross functional teams to develop and implement solutions that have a broad impact on the organization's operations and processes
Job Specific Responsibilities:
- Applies talent management framework to the development strategy for people leaders at Children's Health, from general onboarding to accelerated development. Aligns assessment methods, formal programs, and coaching models with leadership success profiles
- Models outstanding coaching and facilitation skills and provides direction for Learning Institute delivery team in support of centralized learning and development objectives, including, but not limited to business applications, EMR and related systems, New Employee Orientation and New Leader Onboarding, and professional/leadership development courses. Identifies opportunities for and proposes systematic interventions for improving leadership and team performance across the organization. Leads projects to implement approved interventions.
- In support of strategic workforce planning, oversees the annual talent review and development planning strategy, process, and reporting. Drives the ongoing review of leadership capability and potential, meaningful development planning, and "emerging talent" review.
- Facilitates decisions related to the financial investment of centralized development resources, including assessments centers, vendor-designed curriculum, 360° surveys, consulting support; manages relevant vendor relationships
- As appropriate, partners with the Instructional Design team to design and build custom learning solutions that improve leadership performance through proven leadership competencies, employee engagement methods, effective execution of administrative task, role and process clarity, healthcare industry and finance acumen
- Ensures appropriate stewardship of the Learning Center facilities and equipment
- 1-3 years leading in health care system environment preferred.
- 3-5 years of C-Suite partnership, coaching, or consulting in a complex/matrixed organization required.
- 5-7 years leadership program design, implementation and management required.
- 7+ years supervisory experience required.
Specific Knowledge, Skills and Abilities for a Director at Children’s Health:
- Maintain effectiveness when experiencing major changes in work responsibilities or environment; adjust effectively to work within new work structures, processes, requirements, or cultures.
- Use appropriate interpersonal styles to establish effective relationships with customers and internal partners; interact with others in a way that promotes openness and trust and gives them confidence in one's intentions.
- Translate strategic priorities into operational reality; align communication, accountabilities, resource capabilities, internal processes, and ongoing measurement systems to ensure that strategic priorities yield measureable and sustainable results.
- Identify and drive organizational and cultural changes needed to adapt strategically to changing market demands, technology, and internal initiatives; catalyze new approaches to improve results by transforming organizational culture, systems, or products/services.
- Vividly communicate a compelling view of the future state in a way that helps others understand and feel how business outcomes will be different when the vision and values become a reality.
- Provides feedback, instruction, and development guidance to help others excel in their current or future job responsibilities; plan and support the development of individual skills and abilities.
- Interact with others in a way that gives them confidence in one's intentions and those of the organization.
- Demonstrate a poised, credible, and confident demeanor that reassures others and commands respect; convey and image that is consistent with the organization's vision and values.
- Clearly and succinctly convey information and ideas to individuals and groups; communicate in a focused and compelling way that captures and holds others' attention.
- Graduate or professional work or advanced degree; or equivalent experience required.
Licenses & Certifications:
- Certification in commonly used Organizational Development and Learning Development tools (360 assessments, coaching, survey design, etc.) preferred.
- Certification for DDI courses (Development Dimensions International) preferred.
- Light - Exerting up to 20 lbs. occasionally, 10 lbs. frequently, or negligible amounts constantly and may require walking or standing to a significant degree.