Cincinnati Children's Hospital Medical Center - Human Resources Management Careers

Human Resources Management Jobs
at Cincinnati Children's Hospital Medical Center

Full Job Title: AVP Chief Diversity Officer

Job Number: 90604

Location: Cincinnati, OH

Date Posted: 3-6-2017



DEPARTMENT: Human Resources/Learning & Development

SUPERVISOR'S TITLE: Senior Vice President, Human Resources/Learning & Development

COLLABORATIVE RELATIONSHIPS: President & CEO, Senior Vice Presidents, Vice Presidents, Assistant Vice Presidents, Business Directors, Clinical Directors, Faculty Members, Patient Services, Pastoral Care, Cincinnati Children's Research Foundation, Administrative Department Management Representatives (Finance, Legal Services, Learning & Development, Human Resources)

TITLES SUPERVISED: Manager, technical, professional and administrative staff

TOTAL NUMBER OF FTEs DIRECTLY OR INDIRECTLY SUPERVISED: 10-20

PURPOSE OF POSITION: Conceptualize, define, assess, nurture, and cultivate diversity, inclusion and cultural competence as an institutional and education resource. Develop and manage both the strategic and tactical diversity and culturally-competent care initiatives with the goal of enhancing the quality of services provided to patients/families and improving the quality of work life for employees. Manage linguistic services to provide not only linguistic translations, but also cultural competency training and translation for all inpatient and ambulatory centers. Serve as an advocate for the business, medical and legal case for diversity.

Responsibilities
·DIVERSITY STRATEGY LEADERSHIP
Provide vision, leadership, coordination and strategic planning for the design and implementation of an institutional-wide platform to ensure diversity, inclusion, equity and respect for all employees, patient, families and vendors throughout CCHMC. Serve as an expert and a resource to organizational leaders and managers to ensure CCHMC's strategic plan for diversity, inclusion and cultural competence is aligned with CCHMC's strategic and operating plans with the appropriate metrics to measure performance and success over time. Assist in developing strategies to monitor and evaluate organization-wide progress toward creating a diverse and equitable work and learning environment to include continuous monitoring of CCHMC culture and climate. Support regular review and analysis of leading edge, best practices, and benchmarking relating to initiatives. Establish and maintain on-going relationships with peers and partners in key organizations and companies.
·CHANGE LEADERSHIP
Serve as a change agent. Partner with senior leaders and managers to lead and facilitate change in the delivery of culturally competent services. Design and implement initiatives/processes which anticipate and/or respond to key competitive issues. Help senior leadership shape the CCHMC culture to be one that both embraces the need for change and diverse thought, and develops the capacity to renew and transform itself to meet competitive threats or opportunities. Infuse diversity into discussions, such as budget, new initiatives, strategic plans and future priorities of CCHMC. Monitor organization design, effectiveness and capabilities, and make recommendations to senior leadership for appropriate changes and improvements to integrate diversity and inclusion in to all areas of CCHMC. Must be able to cross numerous organizational boundaries with the fluid ability to adapt language and styles to different audiences.
·COMMUNITY LEADERSHIP
Identify, develop, foster and maintain strong internal and external relationships for the purpose of integrating diversity, inclusion and cultural competence initiatives which advance diversity-building partnerships in the community. Promote a positive image and positive external relations for CCHMC by communicating and interacting with city, state and other officials in matter related to CCHMC diversity and inclusion efforts. Represent CCHMC in various community, state and regional activities designed to promote diversity, inclusion and cultural competence.
·PROGRAM MANAGEMENT
Promote an inclusive work environment by supporting employee-initiated initiatives, resource development and provide advocacy for affinity groups that support initiatives promoting a culture that is diverse and inclusive. Manage the direction and implementation of targeted programs and coordinate the development, implementation and monitoring of Employee Resource Groups, committees and councils (Diversity Advisory Council, Employee Advisory Council, Employee Resource Groups, Employee Forums, Lunch and Learn, Diversity Scorecards, diversity awards, grants, and lists, and other initiatives) that enhance the understanding and bridge differences up, down and across CCHMC. Develop and present an array of innovative ideas and program concepts for consideration, selection and implementation.
·CONSULTING
Partner with clients throughout CCHMC to solve issues related to diversity, inclusion and cultural competence by designing approaches, developing and implementing processes, and evaluating results. Help clients understand the value of a solution that includes diversity, inclusion and cultural competency components. Serve as a liaison to CCHMC functions that own cultural competent patient care and supplier diversity initiatives. Partner across CCHMC to assist the organization in faculty recruitment and retention initiatives, build consensus and the business case for diversity & inclusion, and achieve buy-in. Although not singularly responsible for results, is results oriented and committed to encouraging the change agenda to achieve significant results. Ability to illustrate how diversity is an integral component to the successful fulfillment of CCHMC's vision and mission.
·PEOPLE MANAGEMENT
Drive diverse talent identification and retention strategies for faculty and non-faculty employees. Work with leaders to identify areas to increase diversity of the workforce to meet family/patient centered care goals, and partner with leaders to spearhead ways to develop recruitment and retention programs to reach out to potential employees of different cultures and, to modify CCHMC's cultural image to ensure we continue to attract a more diverse workforce. Ensure recruitment and retention of staff whose values and attributes are congruent with CCHMC's vision and mission. Design specifications against which success in this area can be measured. Develop and analyze actionable, proactive metrics that support monitoring, needs analysis and strategic insights regarding diversity and inclusion trends, as well as the development of resources to support this effort. Systematically measure collected data. Assess performance over time, improve and redesign services based on the evaluation, and reassess continuously. Assist with the preparation of reports and correspondence, including but not limited to employment, equity, diversity and inclusion activities required by state and federal agencies.
·LEARNING
Partners with Learning & Development, assess, design, and deliver diversity education, training and development to support strategic goals and operational objectives. Provide leadership on diversity training content. Ensures that all diversity training and education programs increase the organization's awareness of cultural differences and how best to address these variations of perspective, tradition and unique cultures. Provide leadership and coordination for training, development, and education initiatives that ensures support of CCHMC's vision and mission by coordinating diversity and inclusion plans, goals and objectives to work toward expected outcomes.
·BUSINESS LEADERSHIP
Provide oversight for the Diversity, Inclusion & Culturally Competent Department in preparation, evaluation and management of annual fiscal operating and capital equipment budgets. Review operating expense variances monthly and resolve discrepancies with responsible managers. Review submission of periodic cost and productivity analysis. Support improved efficiency and eliminate wasteful processes and procedures. Manage the development, implementation and assessment of departmental policies, procedures and philosophy consistent with Cincinnati Children's policies and values. Identify, select, and manage relationships with diversity solution providers and suppliers.

Skills & Competencies

Required:
·Advanced degree in Business, Education, Industrial/Organizational Psychology, Human Resources Mgmt., Human Resource Development or Organizational Development, or Law Degree
·10 years of management experience in a combination of Diversity Managment, Human Resource Management, Human Resource Development, Organization Development, Industrial and Organizational Psychology and related fields.
·Successful track record of implementing diversity and work-life plans and programs in a large organization
·Ability to research, identify & implement best practices of diversity & inclusion, as well as demonstrating an excellent command of contemporary diversity, equity, inclusion & multi-culturalism concepts and issues

Preferred:
·Successfully communicate the business case for diversity initiatives and successfully implement initiatives at the business level within a complex entity such as a health care system or large corporation
·Manage organizational change in a complex entity such as a health care system, university, a school system, or a corporation
·Results oriented and committed to encouraging the change agenda to achieve results

Cincinnati Children’s is an Equal Opportunity Employer. Qualified applicants receive consideration for employment without regard to race, color, religion, sex, national origin, age, genetic information, physical or mental disability, military or veteran status, sexual orientation, gender identity/expression, or other protected status in accordance with applicable federal, state, and local laws and regulations. If you would like more information about equal employment opportunity (EEO) rights as an applicant under the law, please click here

Cincinnati Children’s will not discriminate against applicants and employee for inquiring about, discussing or disclosing their pay or, in certain circumstances, the pay of their co-workers. If you would like more information about the Pay Transparency Nondiscrimination Provision, please click here