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The role has facilitative characteristics and requires significant leadership, mediation, political and negotiation skills and abilities. The Director will promote the Medical Center's defined vision and strategic plan for business development and outreach services. The Director will lead the business intelligence analytics and physician sourcing teams and work closely with Senior Business Managers, Department Directors and Senior Leadership to ensure the success of the organizational infrastructure as it relates to outreach services and the development of new services.
MINIMUM QUALIFICATIONS:
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
1. Bachelor's in Health Care Administration, Business Administration or a closely related field.
EXPERIENCE:
1. A minimum of 10 years' experience in healthcare operations including at least five years in a leadership role.
2. Management style that can manage change within existing culture.
PREFERRED QUALIFICATIONS:
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
1.A Master's degree in one of these areas is preferred.
EXPERIENCE:
1. ACHE Membership recommended.
CORE DUTIES AND RESPONSIBILITIES: The statements described here are intended to describe the general nature of work being performed by people assigned to this position. They are not intended to be constructed as an all-inclusive list of all responsibilities and duties. Other duties may be assigned.
1. Works with leadership teams throughout the system, serving as a resource to help enhance revenues, achieve effective utilization and quality goals and objectives, analyze and utilize information to develop and support management decisions.
2. Leads business development and provider sourcing teams.
3. Manages day-to-day operations of the Business Development Department including hiring, evaluations, and budgeting.
4 Develops and fosters effective collaboration between all departments and community providers to provide integrated performance improvement.
5. Facilitates an integrated approach in the development of new and outreach services, and display an ability to work effectively within the health system's decision-making and organizational structures.
6 Communicates key information to the stakeholders of all service areas with respect to marketplace needs, the competitive environment, , and customer-focused programs and services.
7. Plans, organizes, and implements work assignments and projects. Promotes a harmonious, collegial environment.
9. Performs other related duties incidental to the work described herein. Leads and supports key committees pertaining to new Outreach service areas.
10. Performs other related duties incidental to the work described herein.
WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Cognizant of environmental factors, infection control issues and maintains a safe environment.
SKILLS AND ABILITIES:
1. Ability to be scheduled for work based on operational needs of the hospital.
2. Possesses the ability to deal tactfully and harmoniously with guests.
3. Strong interpersonal skills.
4. Strong analytical skills.
5. Effective manager of time with the ability to set priorities.
6. Ability to organize and prioritize time and tasks to achieve a well-coordinated work effort and to effectively meet work schedules, including an ability to integrate multiple factors which may have an impact on patient care, including variance in human resources.
Additional Job Description:
Scheduled Weekly Hours:
40Shift:
Exempt/Non-Exempt:
United States of America (Exempt)Company:
UNTWN Uniontown HospitalCost Center:
500 UNTWN AdministrationAddress:
500 W Berkeley StreetUniontownPennsylvaniaEqual Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Please view Equal Employment Opportunity Posters provided by OFCCP here.
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)