Director, Continuous System Improvement

Job Description

Job Description

Salary : $124,320 - $160,580

Director, Continuous System Improvement

Title : Director, Continuous System Improvement

Salary Range : $124,320 to $160,580

Classification : Full-time; Exempt; Non-Represented

Location : Seattle, WA; In person & eligible for telework

Organizational Overview

The King County Regional Homelessness Authority (KCRHA) is a public administrative agency that oversees homelessness-related programs and funding in the Seattle-King County region. Created by an interlocal agreement between the City of Seattle and King County in 2019, KCRHA is responsible for unifying and coordinating the homelessness response system across our large and diverse region. KCRHA works with a wide range of stakeholders, with a focus on continuous improvement across the system, centering lived experience and making the most effective use of public funds. Our mission is to address and bring everyone inside throughout King County using equity and social justice principles.

Team Overview

The Director, Continuous System Improvement will join the Equity and Impact Department. This department supports equity and impact with a holistic approach and includes the Ombuds, Community Impact, and Lived Experience.

Role Description

We are seeking an innovative and data-driven professional to join our Equity and Impact Dept as our Director, Continuous System Improvement. This role will support a dynamic and responsive system-approach to creating and improving tools and systems internally and in support of collaboration with external stakeholders. This work enhances our structures, fostering a culture of cross-sector accountability and support among internal employees and external stakeholders, enhancing overall organizational effectiveness, ensures continual enhancement for equity initiatives, and provides adaptability to support stewardship of resources and support of staff.

The ideal candidate will be a strategic thinker with a passion for using data to drive organizational change and improve stakeholder relationships. They should have a track record of implementing successful ONA initiatives and using network insights to improve team dynamics, accountability, and external partnerships. A collaborative approach and the ability to influence without direct authority are essential, as is a deep understanding of how network structures impact organizational culture, performance, and stakeholder relationships. This role requires someone who can balance analytical rigor with practical application, translating complex network data into clear, actionable strategies for fostering accountability and enhancing collaboration across all stakeholder groups, both internal and external to the organization. The ideal candidate will be a strategic thinker with a passion for using data to drive organizational change and improve stakeholder relationships. They should have a track record of implementing successful ONA initiatives and using network insights to improve team dynamics, accountability, and external partnerships. A collaborative approach and the ability to influence without direct authority are essential, as is a deep understanding of how network structures impact organizational culture, performance, and stakeholder relationships. This role requires someone who can balance analytical rigor with practical application, translating complex network data into clear, actionable strategies for fostering accountability and enhancing collaboration across all stakeholder groups, both internal and external to the organization.

Accountabilities

Organizational Network Analysis

Implement and manage comprehensive ONA initiatives to map communication patterns, information flow, and collaboration networks within the organization and with external stakeholders.

Collaborate with HR to design and conduct network surveys, ensuring high participation rates and data quality across all stakeholder groups.

Collaborate with Chief, Equity and Impact and HR on cultural analytics

Analyze ONA data to identify key influencers, communication bottlenecks, and collaboration opportunities both internally and externally.

Culture Development

Use ONA insights to develop strategies that promote cross-sector excellence in collaboration to improve our homeless response system

Design and implement a community support, structure, and accountability framework that uses network analysis findings, considering both internal and external relationships, to structure an ongoing iterative process that can respond to environmental and community shifts.

Work with HR to align performance management processes with ONA-derived accountability metrics for employees and external collaborators.

Stakeholder Engagement and Management

Develop strategies to enhance engagement and accountability with external stakeholders based on ONA insights.

Support tool development and implementation and provide communication plans to effectively convey accountability expectations to all stakeholders.

Design feedback mechanisms to continuously improve stakeholder relationships and accountability.

Data-Driven Decision Making

Translate ONA results into actionable recommendations for leadership and stakeholder management teams.

Develop key performance indicators (KPIs) that measure varies accountability and system improvement initiatives and collaboration effectiveness across all stakeholder groups.

Create regular reports and visualizations to communicate network insights to internal and external stakeholders.

Provide data on internal functions and processes to ensure resource needs are identified and met in an approach that begins at ensuring efficiency of current resource use

Track CEO and other executive data needs and be accountable for ensuring that requested information is available. Analysis any gaps in this process and enhance system when possible

Support leaders within the dept and, as appropriate and directed, across the org in ensuring that identified resource needs initiate a process that includes efforts in system enhancement and data collection and analysis to ensure that appropriate resource is identified and executives have evidence of need

Cross-Functional Collaboration

Partner with HR to integrate ONA insights into talent management, team building, and organizational development initiatives.

Collaborate with CIT and IT to support staff and to align and ensure proper data collection and privacy protocols for ONA initiatives, especially concerning external stakeholder data.

Engage with department leaders and external relationship managers to implement ONA-based improvements in team structures and workflows.

Ensure robust support for dept staff by cross-training with Sr Dir of CI and providing leadership support to this team and, as needed, across dept

Continuous Improvement

Stay abreast of latest ONA methodologies and tools, continuously refining the organization's approach to internal and external network analysis.

Develop and conduct training sessions on ONA and its role in fostering accountability across all stakeholder groups.

Regularly assess the impact of ONA initiatives on organizational performance, culture, and external relationships.

In collaboration with the Sr Dir of CI and other leaders, identify data related staff training needs and provide mentorship, support, and skill development

Minimum Requirements

Fluency in equity and racial justice concepts and language, understanding their privilege and power, and can bring equity impact analysis to life in the context of their tasks

Ability to operate in a politically sensitive environment, with nuance and attention to detail

Strong background in organizational network analysis, data analytics, or related field, with experience in both internal and external stakeholder management

Experience with ONA tools and methodologies (e.g., PARTNER CPRM, Innovisor, Polinode) and their application to diverse stakeholder groups

Excellent data interpretation and visualization skills, with the ability to present insights relevant to various stakeholder types

Strong understanding of organizational behavior, culture change principles, and stakeholder management

Ability to collaborate effectively with HR and other departments, as well as external partners

Exceptional communication skills, with the ability to present complex data insights to diverse audiences, including external stakeholders

Commitment to data privacy and ethical considerations in network analysis, especially when dealing with external stakeholder data

Leadership experience in using tools and systems to support innovation and growth within a mission-driven organization

Additional Requirements

Experience with government and community stakeholders, along with knowledge of the homelessness and housing landscape in King County, a plus.

Benefits

KCRHA offers a comprehensive benets package.

Health : Medical, dental, and vision coverage, Flexible Spending Account (FSA)

Insurance : Life insurance and Long-Term Disability (LTD) coverage, Supplemental Life

Retirement : Pension and Deferred Compensations Plan for eligible employees.

Paid Time Off : Unlimited vacation, 96 hours of paid sick and safe leave, 12 ocial holidays, and 2 personal holidays.

Employee Assistance Program (EAP) : Confidential support for personal and work-related challenges.

EEO Statement

KCRHA is committed to a policy of Equal Employment Opportunity and will not discriminate against an applicant or employee based on race, creed, religion, color, national origin, age, alienage or citizenship status, ancestry, nationality, national origin, marital or domestic partnership or civil union status, familial status, sex, pregnancy, gender identity, or any other characteristic protected by federal, state or local law. In addition, KCRHA will provide reasonable accommodation for qualified individuals with disabilities.

Salary : $124,320 - $160,580