Vice President - Clinical & Operational Transformation

GENERAL SUMMARY:

The Vice President Clinical and Operational Transformation, reporting to SVP, Transformation and Performance Excellence, is responsible for catalyzing Henry Ford Health to execute transformative clinical and administrative service delivery models to lead the market in clinical care outcomes, patient experience and affordability. The role will collaborate closely with Planning, Finance, Analytics, Information Technology, and Innovation to drive this agenda. Especially valuable will be superb execution and change management skills with the responsibility for partnering with leaders to develop and scale large-scale transformation internally so that it creates impact for the system as a whole. In partnership with the executive team, this individual will support creation of an engaging change story for the why of the transformation including context, vision, and a call to action that resonates with individuals.

Through the leadership of a highly skilled team of transformation consultants, the VP Clinical and Operational Transformation will align team resources to meet these transformational objectives through identifying opportunities, supporting high impact initiatives, advancing projects to drive improved performance and building organizational capability. 

The VP Clinical and Operational Transformation will be responsible for coordinating the dissemination of cutting-edge change management and clinical/operational redesign methodologies including use of technology, analytics and future back thinking to create increased value for our customers and the enterprise.

PRINCIPLE DUTIES AND RESPONSIBILITIES:

Results Driven and Problem Solving

1.    Proactively identifies transformation initiatives to achieve enterprise-wide value focused on future clinical and administrative service delivery models. Develops and maintains the master clinical and operational transformation plan including prioritizing and sequencing initiatives based on impact and feasibility. This plan will initially include transformational initiatives for Destination Grand, Reimaging Work and Clinical Transformation focused on Precision Health.

2.    Takes complex organizational challenges and develops approaches to addressing that include structure, process, technology, and cultural elements. Anticipates, identifies and helps removes roadblocks. Highlights cross-cutting opportunities vs. silo thinking. Identifies skill gaps and capability needs.

3.    Leads large cross-functional transformation programs and provides subject matter expertise and industry best practices related to clinical and business transformation.

4.    Drives innovation, use of contemporary analytics and other qualitative problem-solving strategies to analyze opportunities, develop solutions, implement changes and track results.

5.    Provides expert guidance to scale and achieve highly reliable outcomes as a result of transformation efforts. 

Relationship Management

1.    Collaborates with enterprise executives to ensure transformation, integration and performance optimization efforts are effectively implemented and supported at all levels. This leader brings a consistent approach to change management, and collaborates effectively with corporate functions like human resources, finance, legal, and communications to assure effective and regular communications, training and support during transformations.

2.    Serves as a strategic advisor to organizational leadership on transformation and execution priorities. Serves as a positive disruptor to leadership teams. Influences stakeholders to new ways of thinking and working.

3.    Challenges leadership and teams to think differently. Focuses on leadership effectiveness and help the organization’s leaders role model the behavior expected in the organization.

4.    Fosters a compelling transformation and reliability change story that resonates from the senior leaders to the frontline staff to key stakeholders.

5.    Interacts regularly with System Senior Leaders as clients and principal decision makers for initiative prioritization and execution. Works collaboratively with administrators, managers, and physicians on projects within their areas.

6.    Manages complex relationships to build trust, resolve conflict and drive results while providing significant value to operational partnerships.

7.    Develops a network of industry and out of industry experts in order to research and utilize innovations and best practices from other industries. 

Talent Development

1.    Recruits and retains highly skilled team through the creation of a differentiated work environment that attracts and retains team members whose ambition is aligned to a world class career destination.

2.    Monitors recruitment, retention, development, and engagement of the function’s leaders and team members, and promotes a culture of belonging and respect within the team and across end customers.

3.    Advances the transformation and performance optimization capabilities, knowledge, and consultative approach of the team.

4.    Manages resourcing of efforts including internal and external consultant optimization. Leads or assigns resources for the planning and execution of transformation initiatives including the identification and training of ad hoc resources. Draws and develops talent from across the organization and assign the right resources to maximize project outcome and minimize project cost. Deploys staff based on subject matter expertise, project execution, transformation, and performance improvement acumen.

5.    Develops and mentors transformation consultants through on-boarding, open communication, training and development opportunities and performance management processes; builds and maintains employee engagement and motivation; ensures the team is appropriately staffed with required competencies; fosters a diverse and inclusive workplace.

6.    Develops transformation and business acumen throughout the organization.