Precision Medicine Service Line Director

Here, it's different. Come join us.

Children's Hospital Colorado has defined and delivered pediatric healthcare excellence for more than 100 years.

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 best of the best pediatric hospitals with #1 rankings in Colorado and the region 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, 11 specialty care centers, 1,300+ outreach clinics and more than 10,000 healthcare professionals representing the full spectrum of pediatric care specialties.

Here, we know it takes all of us, every role, to deliver the best possible care to each child and family we treat.

That's why we build our teams toward a foundation of equity in access, advancement, and opportunity. We know teams of individuals with different identities and backgrounds can nurture creativity and innovation. We know we can see, treat, and heal children better when our team reflects the diversity of our patient population. We strive to attract and retain diverse talent because we know a truly inclusive and equitable workforce will help us one day realize our most basic calling: to heal every child who comes through our doors.

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.

The Service Line Director of Precision Medicine provides comprehensive strategic and operational leadership to a cutting-edge, pediatric Precision Medicine Service Line. This position focuses on business development, faculty alignment, marketing, philanthropic growth, clinical coordination across multiple Service Lines, and integration of research initiatives. The role is instrumental in advancing the organizational governance process to align with the long-term vision of the Precision Medicine Service Line, ensuring seamless execution of strategic objectives and operational goals, and providing oversight to a complex revenue cycle process. The role works closely with leadership from the CHCO laboratory, which is a foundational revenue stream for the Precision Medicine service line. This is a leadership position with an emphasis on human capital management, including recruitment, mentorship, performance oversight, and fostering a culture of excellence. This director collaborates within a matrixed leadership model, engaging with the scientific and clinical leadership to foster innovation, excellence, and sustained success of strategic goals.

Department Name: Precision Medicine Administration
Job Status: Full time, 40 hours per week.
Shift: Monday to Friday, 8am to 5pm. In person.

• Education: Bachelor's degree in health care administration, management, finance, nursing, or a directly related field.
• Experience: Five (5) years of total experience in business development, marketing, practice management, clinical management, research coordination and/or a related business operation in a complex healthcare environment with at least three (3) of those years in supervisory or leadership experience.
• Equivalency: Professional experience, beyond requirements, in a related field may substitute for the Bachelor's degree requirement on a year for year basis. Master's or higher degree in a related field may substitute for the non-leadership experience requirements on a year for year basis. Completion of Fellowship Program may substitute for one year of non-leadership experience.

POPULATION SPECIFIC CARE
*No direct patient care.

ESSENTIAL FUNCTIONS
1.In coordination with Strategy and Business Development, develop and implement strategic business plans to differentiate services and achieve growth, assess the progress of business development plans, and prepare regular presentations summarizing accomplishments, barriers, and next steps.
2.Assigns and reviews annual goals for function(s), provides work instruction (OTJ or formal training) and develops leaders. Evaluates performance of leaders, providing continuous feedback. Manages discipline and performance issues; hires and fires leaders. Reviews and approves resource plans for function(s).
3.Oversees new program development and identifies areas of program and process improvement; provides leadership, including to the faculty practice and ancillary teams, by managing the development and implementation of business goals and objectives to aide in the accomplishment of business strategies.
4.Provides project management by creating project charters, developing internal timelines and communications, matrix managing project team, managing risks and obstacles, and reporting out progress to stakeholders.
5.Develops and provides objective criteria for measuring existing and new business opportunities.
6.Participates in marketing, physician relations and promotional initiatives within the service line, developing marketing campaigns, implementing programs and reporting on measured results.
7.Participates in Strategic Growth Work Teams charged with growing new referrals, assessing patient out-migration, defining targets, and establishing key messages.
8.Partners with executives, clinical leaders, ambulatory leaders, physicians, and staff to support initiatives that enable the service line to continuously improve physician and patient satisfaction; expand market segments and respond to emerging opportunities; and achieve quality of care and financial performance standards.
9.Builds and maintains effective working relationships with providers, faculty, and peers in other CHCO operations.
10.In conjunction with our campus partners, partners with other leaders to create STAR business plans with funding strategies, successfully recruit faculty, and overseeing the on-boarding of new faculty members. Monitors, reports, and ensures compliance of physician faculty in government and private payer incentive programs.
11.Maintains a thorough understanding of clinical reimbursement, federal and state regulations, and managed care issues. Identifies opportunities to optimize clinical reimbursement and cost management, implementing new policies and procedures as necessary.
12.Prepares and communicates departmental capital and operating budgets; analyzes trends impacting volume, revenues, and expenses. Closely monitors financial health of service lines. Establishes revenue and expense targets and monitors progress towards targets; prioritizes and allocates resources to allow for the service lines continued success. Partners with Hospital & DOP leadership on Provider and Program Support (PPS) models. Implements interventions as appropriate to meet and or exceed targets.
13.Establishes performance metrics for staff and practice in the form of Service Line Dashboard. Assists staff in achieving performance standards and identifies opportunities for continuous improvement to performance standards. Continuously monitors Dashboard performance and succinctly communicates successes and challenges to leadership.
14.Supports performance improvement initiatives to elevate organization's performance in national rankings (e.g., USNWR). Supports sections and divisions in raising faculty members to regional and national leadership positions (e.g., associations, conferences, etc.)
15.Supports managers and Fund Administrators in developing annual and multi-year Restricted Fund plans.

SCOPE AND LEVEL

Guidelines: Guidelines are in the form of stated vision and goals for the operation.

Complexity: Work assignment is unstructured and leader is responsible for developing, directing, and managing outcomes and multi-year strategies in order to achieve the objectives of the operation. Duties performed include operational planning; developing standards, priorities, guidelines, processes, measurement (evaluation) systems; implementation of production and performance management standards; and allocating resources. Work is strategic and operational in nature.

Decision Making: Employee is responsible for managing multiple functions that requires developing and implementing strategies, business plans, and policies; determining required resources; defining and evaluating performance standards; and resolving complex business problems.

Communications: Communication at this level is internally and externally focused. Involves establishing and maintaining effective, collaborative working relationships with team members, peers, and executives. Provides information and negotiates solutions to functional issues that have major consequences or long-term significance.

Supervision Received: Responsible and accountable for driving strategy and achieving results for function(s). Work is reviewed for soundness of judgment and conclusions, fiscal accountability, and the attainment of goals and objectives of the operation.

Ability to Perform Essential Functions of the Job

Audio-Visual: Color Discrimination: Fair

Audio-Visual: Depth Perception: Fair

Audio-Visual: Far Vision: Good

Audio-Visual: Hearing: Good

Audio-Visual: Near Vision: Good

Use of Hands/Feet: Both Hands - Precise Motor Function (Or Fine Manipulation)

Weight Lifted/Force Exerted: Up to 50 pounds: Up to 1/3 of time

WORK ENVIRONMENT

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.

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.

The position is expected to stay open until the posted close date. Please submit your application as soon as possible as the posting is subject to close at any time once a sufficient pool of qualified applicants is obtained.

Colorado Residents: In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of attendance at or graduation from an educational institution. You will not be penalized for redacting or removing this information.

Here, you matter. 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, paid parental leave, 403b employer match (retirement savings), a robust wellness program, and access to professional development resources to help you advance and grow.

As part of our Total Rewards package, Children's Colorado offers an annual employee bonus program that rewards eligible team members based on organizational performance. If organizational goals are met for the year, the bonus is paid out the following April.

Children's Colorado delivers annual base pay increases to eligible team members based on their performance over the previous year.