Description

SYSTEM DIRECTOR OF PROVIDER RECRUITMENT

JOB SUMMARY

The System Director of Provider Recruitment is responsible for leading the department responsible for coordinating and implementing the strategic initiatives developed by the system to accomplish its goal of recruiting quality physicians and advanced providers for the Deaconess Medical Staff. This individual will exhibit leadership, initiative, creativity and flexibility over the team responsible for achieving provider recruitment goals throughout Deaconess Health System and its affiliates.

ESSENTIAL FUNCTIONS

LEADING:

 

• Manages Recruitment department employees’ performance including providing coaching, feedback, and development opportunities on a regular basis. 
• Hires and facilitates training of Provider Recruitment employees. 
• Onboards and aligns regional recruitment departments as facilities join the system. 
• Prepares and oversees budget(s) and demonstrates fiscal responsibility.

 

PLANNING:

 

• Ensures coordination of provider recruitment efforts across the health system. 
• Facilitates the annual provider recruitment prioritization process including working with executives on provider needs analysis.
• Facilitates the execution of the provider recruitment plan. 
• Serves as a resource to identify/develop hiring strategies to meet needs. 
• Tracks, trends, and communicates provider recruitment metrics and develops action plans for improvement. 
• Develops and maintains working knowledge of the health system in order to assist with recruitment efforts. 

MARKETING/SOURCING:

ESSENTIAL FUNCTIONS 

• Develops coordinated plan for provider recruitment marketing across the health system including conferences, residency programs, fellowships, etc.
• Represents Deaconess at various community functions, meetings, conferences, and Deaconess events.
• Oversees the development of recruitment ads, mailers and other printed/interactive media.
• Oversees information for Deaconess Internet website and Deaconess Intranet. 
• Negotiates with and assists in selecting/arranging locums agreements across the system for contracted providers through staffing agencies as requested. 

RECRUITING:

• Performs recruitment for complex and/or difficult searches. 
• Reviewing provider inquiries to determine suitability for position. 
• Conducting phone screens/interviews candidates of designated position as requested by managers. 
• Referring qualified applicants to hiring managers for further consideration. 
• Facilitating interviews including creating visit itinerary and making any necessary arrangements for applicant and family if applicable. 
• As needed, requesting references and Release form to be completed by applicants. 
• Coordinating with system departments for the on-boarding of new providers (i.e., credentialing, HR, etc.). 
• Working with applicant during move to the area.

Requirements

EDUCATION

Education Level                                                       Education Details

Required/ Preferred                                              Bachelor’s Degree Required

WORK EXPERIENCE

Experience                                                           Experience Details                                                                                                   Required/ Preferred                                          

Minimum of five                                                and/or training; or equivalent combination of education and experience          Required

years' relevant experience                                   Previous experience in healthcare                                                                          Preferred

KNOWLEDGE, SKILLS, AND ABILITIES

KSAs

Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.

Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form.

Ability to deal with problems involving several concrete variables in standardized situations.

To perform this job successfully, an individual should have proficient use of Access Database software, Internet software, Publisher, Excel, PowerPoint, Office, and performing internet searches as needed.

LICENSES AND/OR CERTIFICATIONS

 Licenses/Certification Details                                  Required/ Preferred

 Valid Driver's License                                               Required

TELECOMMUTING

Remote Work Capable

 

Functional Demands

 

Label                                      Light

Short Description                Light physical requirements

Full Description                Light Work - Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly (Constantly: activity or condition exists 2/3 or more of the time) to move objects. Physical demand requirements are in excess of those for Sedentary Work. Even though the weight lifted may be only a negligible amount, a job should be rated Light Work: (1) when it requires walking or standing to a significant degree; or (2) when it requires sitting most of the time but entails pushing and/or pulling of arm or leg controls; and/or (3) when the job requires working at a production rate pace entailing the constant pushing and/or pulling of materials even though the weight of those materials is negligible. NOTE: The constant stress and strain of maintaining a production rate pace, especially in an industrial setting, can be and is physically demanding of a worker even though the amount of force exerted is negligible.

Disclaimer

The duties, responsibilities, and qualifications listed above are intended to describe the general nature and level of work being performed by individuals assigned to this job. This is not intended to be an all-inclusive list of duties, responsibilities, and qualifications. The company reserves the right to modify, add, or remove duties and responsibilities at its discretion. This job description does not constitute an employment contract and the employer retains the right to terminate employment at will, with or without cause, at any time. The company is an equal opportunity employer and prohibits discrimination based on race, color, gender, age, disability, religion, or any other legally protected characteristic.

 

Leadership Type:                       Mid-Level Leadership

Gradation for Mid-Level Leadership Level: Ensures Open Communication & Authenticity

ENGAGE TALENT

Inspire an emotional connection between employees and Deaconess through a shared purpose

Promote open and honest communication

Deliver a personalized employment experience

Ensure all employees feel like they are part of a community and that you care

Provide employees the autonomy to make their work better and deliver higher performance

Help employees achieve their professional and personal best

Gradation for Mid-Level Leadership Level: Connector

COLLABORATE

Work with a System focus

Take time to build partnerships to leverage when accomplishing results

Operate as a team player by appropriately involving others in decisions that affect them

Readily offer to help or coach others, even when demands are significant

Cultivate a broad network to exchange ideas and rally support

Act to preserve relationships, even under difficult or heated circumstances

Share information organically and formally across the system and takes responsibility for Deaconess holistically

Gradation for Mid-Level Leadership Level: Cultivates Environment of Selecting Top Talent & Continuous Development

SELECT AND DEVELOP TALENT

Attract and select high-caliber talent to meet current and future needs

Ensure the success of new hires through department orientation, relationship building and advocacy to enhance the Deaconess brand

Encourage and value diversity in Deaconess’ talent base

Create an environment that provides direction and promotes continuous learning and development

Recognize and unleash the full potential of others by providing the needed resources, coaching, experiences and other support

Accurately appraise strengths and weaknesses of direct reports

Gradation for Mid-Level Leadership Level: Motivates Purposeful Actions

INSPIRE VISION AND PURPOSE

Share a compelling picture of the vision and strategy that motivates others to action

Communicate about future possibilities in a positive way

Create milestones and visible measures of success to rally support behind the vision

Articulate the vision and purpose in a relatable way

Lead change in ways that value both employees and projects

Integrate our vision and values into operational strategies

Gradation for Mid-Level Leadership Level: Takes Ownership, Results Focused

ACCOUNTABILITY

Set bold standards that raise the bar of performance for self and others

Foster sense of urgency to meet and exceed goals

Maintain consistent high level of productivity

Take immediate and independent action to resolve problems when they arise

Establish a safe culture to give and receive feedback

Follow through on commitments and make sure others do the same

Take personal responsibility for decisions, actions, successes and failures

Gradation for Mid-Level Leadership Level: Empowers Others & Inspires Confidence

 

PURPOSEFUL LEADERSHIP

Do not shirk bold actions because of the fear of failure

Take on ambiguity and push self and others to expand beyond what is comfortable

Help others to adapt to change by broadly communicating the why behind decisions and providing support to those most affected

Maintain a consistently positive outlook and sense of humor in difficult situations

Gradation for Mid-Level Leadership Level: Identifies Operational Opportunities for Improving Care and Service for Stakeholders

WORK WITH A PATIENT AND CUSTOMER FOCUS

Understand and address patient needs

Build and deliver solutions that exceed patient expectations

Establish and maintain positive patient relationships

Empathize with and care about patients and patient families

Consistently and proactively search for significant ways to improve patient experience

Seek and use specific feedback from patient to improve processes and services

Gradation for Mid-Level Leadership Level: Develops Innovative Opportunities and Sets Goals to Achieve

THINK AND LEAD STRATEGICALLY

Evaluate and pursue initiatives and opportunities based on their long-term value and fit within Deaconess strategies and vision

Promote a culture of inquiry and challenge the status quo

See ahead to future possibilities and translates them into tactics

Anticipate future trends and implications

Create competitive and breakthrough strategies

Generate multiple options evaluating benefits, trade-offs, and short- and long-term goals

Gradation for Mid-Level Leadership Level: Influences Immediate and Long-Term Decisions to Shape Outcomes

APPLY BUSINESS AND HEALTHCARE ACUMEN

Apply broad knowledge to address complex and critical issues

Use industry and financial analysis to create and evaluate strategic options and opportunities

Manage the financial performance of the team or service line

Evaluate and address trends impacting health care (technological, competitive, social, economic)

Use business skills and professional insights to influence and shape healthcare

Incorporate the benefits and tradeoffs of healthcare models, regulations, delivery impacts to the system, employees, and patients

Gradation for Mid-Level Leadership Level: Challenges Status Quo to See Beyond What Is to What Could Be

 

INNOVATE

Establish aspirational, quantitative targets and timelines

Manage risks by capitalizing on well thought out insights and decision making

Deploy a test-and-learn philosophy to reach the full potential of new ideas

Bring new ideas to challenge current state and deliver higher quality, lower cost, easier to access healthcare

Solicit feedback from others and develop unique solutions to challenges

COMMITMENT TO SAFETY & RISK MITIGATION - Mid-level Leadership

Accountable for the results related to the identification and mitigation of risks and hazards of the organization

Assures established response rate for the Safety Culture Survey