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VP-diversity & Comm Engagement

Cincinnati, OH, USA | Cincinnati Children's Hospital

  • Industry:
    Healthcare - Hospitals
  • Position Type:
  • Functions:
    General Management
  • Experience:
    10-12 years
Job Description:
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The Vice President of Diversity & Community Engagement is a newly elevated role responsible for leading two major institutional functions: 1) diversity, equity and inclusion; and, 2) community engagement. In each of these areas, the Vice President will be responsible for the development and deployment of strategies which support and sustain an inclusive culture across the CCHMC enterprise.


Providing leadership in these areas is in support of CCHMC's aspiration to be a leader in the community for diversity, equity, and inclusion, as well as a partner in creating jobs that attract, develop and advance diverse populations, while delivering culturally sensitive patient care.


The Vice President will also be responsible for building strong relationships with local communities, neighborhoods, and regional organizations in a manner which builds CCHMC's credibility, enhances its reputation, and supports its mission of improving child health outcomes and health equity. A key focus will be on conceptualizing, developing, and facilitating the implementation of projects which demonstrate CCHMC's commitment to be a valued neighbor in the communities it serves. The Vice President will also be responsible for actively promoting the alignment of internal initiatives, programs, communications and collaborations focused on community health and CCHMC's role in supporting vibrant neighborhoods in Cincinnati. With the support of the Senior Vice President & Chief HR Officer (who also serves as the Chief Diversity Officer), the Vice President will be a key spokesperson for CCHMC in community meetings and with the media, where appropriate.


Reflecting the voice of employees and the imperatives for an inclusive environment, the Vice President will own the design and implementation of the programs, processes, policies, and initiatives that will continuously enhance diversity, inclusion and cultural competence. The Vice President's key focus will be on developing outcome measures and managing strategic and tactical diversity and culturally- competent care initiatives with the goal of enhancing the quality of services provided to patients/families, while also improving the quality of work life for CCHMC's employees. This person will serve as an advocate for the medical, business and legal case for diversity.


The Vice President of Diversity & Community Engagement will be responsible for the following:


Diversity Strategy Leadership: Provide vision, leadership, coordination and strategic direction for the design and implementation of an institutional platform for diversity, equity, inclusion, and respect for all CCHMC employees, patients, families and vendors. Serve as a thought leader and resource to CCHMC's management in ensuring the organization's strategic plan for diversity, equity, inclusion and cultural competence is aligned with CCHMC's overall strategic and operating plans with the appropriate metrics to measure performance and success over time.


Community Leadership: With input from CCHMC's senior leadership, develop and implement a strategic plan for community engagement and represent CCHMC externally in promoting a positive image in various community, state and regional activities, as well as on boards/committees. Partner with CCHMC's Government Affairs leadership relative to city and state advocacy initiatives, as well as communicate and interact with officials in matters related to CCHMC's community engagement, diversity, inclusion, equity, and the social determinants of health, in partnership with Community Health, which impact children in CCHMC's service area.


Employee Experience:Partner with the Vice President of Employee Experience, and other members of the HR leadership team, to support the design and implementation of the overall employee experience strategy to attract, develop and retain a diverse workforce and maintain a culture of equity, civility and inclusion.


Talent Identification & Retention Strategies: Drive diverse talent identification and retention strategies for faculty and non-faculty employees. Work with leaders to identify areas to increase diversity to meet family/patient centered care goals. Partner with leaders to spearhead recruitment and retention programs to reach potential employees of different cultures to modify CCHMC's cultural image. Develop and analyze actionable, proactive metrics that support monitoring, needs analysis and strategic insights regarding diversity, equity and inclusion trends, as well as the development of resources to support this effort. Assist with the preparation of reports and correspondence, including but not limited to employment, diversity, equity, and inclusion activities required by state and federal agencies.


Change Leadership: Serve as change agent relative to improving representation of underrepresented minorities and women from entry-level to senior-level positions. Adapt language and presentation styles to different audiences comfortably crossing organizational boundaries with fluidity. Create a culture where all employees have a sense of belonging, equitable treatment, and the opportunity to thrive. Monitor organizational design, effectiveness and capabilities to make recommendations to senior leadership for appropriate changes and improvements to integrate diversity, equity and inclusion into all areas of CCHMC.


Business Leadership: Prepare, evaluate and manage annual fiscal operating and capital budgets. Determine annual budgetary priorities and resource requirements (operating and capital), institutional strategic plans and key metrics. Lead institutional diversity, equity and inclusion, community engagement, governance processes and representation on committees/ councils. Provide leadership and governance to employee giving campaigns as institutionally approved (e.g. CCHMC, United Way, ArtsWave, March of Dimes, Heart, etc.) and CCHMC sponsorships.


Consulting: Partner with clients throughout CCHMC to solve issues related to diversity, equity, inclusion and cultural competence by designing approaches, developing and implementing processes, and evaluating results. Serve as a liaison to CCHMC functions that own culturally competent patient care and supplier diversity initiatives. Partner across CCHMC to assist in faculty recruitment and retention initiatives, build consensus and the business case for diversity and inclusion.


Learning: Partner 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. Ensure all diversity training and educational programs increase the organization's awareness of cultural differences and how best to address these variations of perspective, tradition and unique cultures.


Equity and Compliance: Serve as a resource across CCHMC on issues of discrimination and harassment, ensuring equity for all. Champion internal and external focus on applying an equity lens to all of CCHMC initiatives and programs, as well as oversight and coordination for Affirmative Action and Equal Employment Opportunity programs, Title IX, and compliance with federal and state laws.


Design specifications against which success can be measured for diversity, equity, inclusion, and community engagement and benefit. Analyze real time metrics to assess and actively handle diversity and community related key performance indicators and define strategies for improvement and management.


Develop, monitor and communicate diversity and inclusion metrics at the institution level and by major divisions (e.g. CCRF, Surgery, Finance, Information Systems, Medical Staff, etc.)


Utilize workforce analytics to support proactive workforce planning.


Incorporate LEAN principles to drive continuous improvement and systemic problem solving.


Discover and build systems that address root causes of employee, cultural, or organizational pain points, not just symptoms.


Ensure effective ongoing human resource policy deployment, review and implementation consistent with organizational strategy and direction.


Diversity, Equity and Inclusion Experience


Minimum of 10 years of relevant experience with at least five years in a leadership role establishing diversity, equity and inclusion and talent management strategies, including policies and processes necessary for successful implementation within a large, dynamic, multi-site organization.


Must possess relevant knowledge of employment compliance requirements and employee relations practices.


Thought Leader


Ability to research, identify and implement best practices of diversity and inclusion, as well as demonstrate an excellent command of contemporary diversity, equity, inclusion and multi-culturalism concepts and issues.


Process Improvement and Change Management


Hands-on, metrics-driven and results-oriented with track record of leading, managing and influencing process improvement and change management initiatives.


Strong strategic planning skills and demonstrated leadership with organizational change for programmatic improvement.


Six Sigma, Lean or certification in other process improvement methodologies is highly desirable.


Team Builder


Experience building a talent and/or diversity function focused on attracting, retaining, developing, and motivating diverse high-performance talent.


Prior experience working in a multi-cultural environment strongly preferred.


Effective Communicator


Must possess well-developed communication, interpersonal and relationship skills.


Ability to effectively communicate the business case for diversity and the successful implementation of diversity initiatives at the business-level within a complex entity such as a health care system or large corporation.


Community Engagement


Credibility to position CCHMC as a national leader in children's healthcare and as a valued neighbor in the communities served.


Comfortable being embedded in the community with a vision of what CCHMC means to Cincinnati and the surrounding area.


Academic Credentials


An undergraduate degree is required.


A post-graduate degree in Business, Education, Industrial/Organizational Psychology, HR Management, HR Development or Organizational Development, Law, or other related discipline is highly desirable.


Transformational Leader/Innovative Mindset


Strong influence management skills with a commitment to advancing diversity and inclusion in all its forms.


Ability to innovate and challenge current norms to drive and manage change in large complex organizations, ideally in healthcare, academic medicine, higher education or research environments.


Problem solver who can work seamlessly across the HR function and business enterprise connecting with all key stakeholders.


Strategic Agility/Visionary


Capability to develop strategies consistent with the CCHMC's vision, mission, and values, as well as the HR vision and mission, and workforce best practices.


Strategic thinker with the capability of contributing to the Performance Leadership Team.


Strong financial acumen in understanding business goals, financial realities and the impact of department practices on cost, affordability and sustainability.


Ability to accomplish goals and objectives for organizational/employee development and enterprise learning within a moderate budget. Can strike a balance between "buying" and "building" solutions and assessing which investments are most critical to achieve results


Inspire & Influence/Communication Credibility


Serve as a visible, involved and engaged leader to employees throughout the organization by modelling CCHMC Care Promises and HR Guiding Principles and Partnership Principles.


Strong communication skills, with excellence in writing, presentation development and delivery, and public speaking to varied audiences.


Proficient in the use of technology to support project delivery and communications.


Ability to listen well and translate information into outcomes that leaders and employees can digest and understand.


Culture & Talent Builder


Exceptional leader with the ability to work at the highest levels of the organization while relating well to the general work force.


Ability to execute with high-standards of excellence to ensure subordinated functions are run effectively and consistently with policies and compliance requirements.


Relationship Development


Ability to forge alliances, inspire and build confidence in representing CCHMC to internal and external groups on diverse and complex topics.


Ability to establish strong personal credibility and build client relationships throughout the organization to deliver client-driven solutions.


Ability to work effectively across organizations and engage key constituents, garnering active support for critical learning and development initiatives.


Purpose/Values-Driven


Highly relational leader supportive of diverse talent and perspectives who will model the core values and mission of CCHMC while ensuring CCHMC is a great place to work.


Highly Effective Communicator


Balances high IQ with high EQ. Empathetic leader who connects with all levels of the organization. Advances the agenda, creating a compelling vision for future possibilities that pushes strategic thinking.

Integrity and Ethics


Operates with unquestionable principles of the highest ethics and integrity; transparent in dealings on behalf of the organization; respects and operates within corporate guidelines and when there are no guidelines, does the right thing.


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