Director of Patient Care Services for Outpatient and Community Prevention Partnerships at PMHI

The Director of Patient Care Services for Outpatient and Community Prevention Partnerships at PMHI provides strategic leadership and operational oversight for outpatient clinical departments and community-based health initiatives. This role is responsible for developing and implementing short- and long-term goals that enhance access to care, promote health equity, and strengthen partnerships with community organizations. The Director ensures the delivery of high-quality, evidence-based care across outpatient settings and leads efforts to integrate prevention strategies into the broader continuum of care.

This position emphasizes collaboration with public health entities, schools, social service agencies, and other community partners to address population health needs. The Director also provides clinical expertise in outpatient medicine, nursing, and behavioral health, and drives innovation in service delivery, patient engagement, and health promotion. Additionally, the role supports Clinical Managers in navigating complex patient/family concerns and advancing team development.

Duties & Responsibilities

• Collaborates with senior leadership to identify and develop organizational objectives. Provides leadership in developing and communicating short- and long-term departmental strategic plans and goals to team leaders and team members to secure buy-in.
• Develops and directs the implementation of goals, objectives, policies, procedures, and performance standards to enhance clinical practice and professional growth. Reviews, approves, and implements recommended changes to plans.
• Provides clinical expertise, promoting evidence-based medicine and nursing, to include the appropriate clinical care standards and standardized processes. Utilizes principles of patient and family centered care to ensure a seamless continuum of care for patients in collaboration with service line and other hospital leadership.
• Drives continuous process improvement in operational and service excellence while considering safety, outcomes, effectiveness, and cost, along with the impact on the delivery of services. Ensures the delivery of quality and safety initiatives and practices through the utilization of improvement tools and principles and industry benchmarks.
• Prioritizes and allocates staff and financial resources to achieve strategies. Utilizes resources to develop or expand operations. Ensures resources are utilized appropriately and shifts resources to meet both patient and department needs within budget restraints.
• Represents the hospital in national/regional professional organizations and in contributing to professional journals. Serves as a representative on various internal committees. Fosters collaborative relationships to assure integration of services.
• Interprets, explains, and ensures compliance with regulatory standards and hospital policies, procedures, and rules to managers and employees.
• Reviews and approves performance metrics established by managers. Works with Clinical Managers to achieve department outcomes, performance and professional development standards; identifies opportunities for continual improvement to performance standards.
• Resolves escalated, complex, or controversial operational and patient/family issues, making decisions that are inclusive of multiple perspectives and solves underlying problems.
• Selects, trains, develops, and evaluates subordinate managers and team members. Champions educational programs in collaboration with the professional development department, nurse managers, and medical directors. Mentors and coaches departmental leaders with consideration of leadership development and succession planning.
• Makes decisions on hiring, terminations, promotions, and disciplinary actions as required.
• Develops and monitors the budget for multiple cost centers to ensure compliance with organizational financial goals. Utilizes financial data evaluate existing programs and formulate a business plan to develop new programs/services.
• By position, collaborates on the development of comprehensive planning, strategic growth and competence alignment for site based clinical matrix operations. Collaborates on performance and management expectations for all operation metrics areas pertaining to staff engagement and service excellence.
• By position, provides relationship management and partnership with Physician Relations and referring providers in sustaining and growing market share across the Network of Care.

Minimum Qualifications

• Education: Master's degree in Nursing or Advanced Respiratory Care or a directly related health care field. Master of Arts or Master of Science in behavioral health related filed if area of specialty is Behavioral Health.
• Experience: Minimum of five (5) years of clinical experience in addition to a minimum of three (3) years of clinical leadership experience.
• Equivalency: None
• Certification(s): Certification as a Nurse Executive, Nurse Executive Advanced, or Certified Respiratory Therapist (CRT) is required within two (2) years of hire if that is area of specialty
• Licensure(s): Current licensure as a Registered Nurse or Registered Respiratory Therapist (RRT) in the State of Colorado is required at the time of hire. State of Colorado Department of Regulatory Agencies (DORA) Licensed Professional Counselor or Licensed Clinical Social Worker (LCSW) or Licensed Psychologist if area of specialty is Behavioral Health.

Salary Information
Annual Salary Range (Based on 40 hours worked per week): $134,579.79 to $224,299.64

Pay is dependent on applicant's relevant experience.

Scope and Level

Guidelines: Guidelines are in the form of stated vision and goals for the operation.

Complexity: Work assignment is unstructured and leader is responsible for developing, directing, and managing outcomes and multi-year strategies in order to achieve the objectives of the operation. Duties performed include operational planning; developing standards, priorities, guidelines, processes, measurement (evaluation) systems; implementation of production and performance management standards; and allocating resources. Work is strategic and operational in nature.

Decision Making: Employee is responsible for managing multiple functions that requires developing and implementing strategies, business plans, and policies; determining required resources; defining and evaluating performance standards; and resolving complex business problems.

Communications: Communication at this level is internally and externally focused. Involves establishing and maintaining effective, collaborative working relationships with team members, peers, and executives. Provides information and negotiates solutions to functional issues that have major consequences or long-term significance.

Supervision Received: Responsible and accountable for driving strategy and achieving results for function(s). Work is reviewed for soundness of judgment and conclusions, fiscal accountability, and the attainment of goals and objectives of the operation.

Competencies

OPERATIONAL DECISION MAKING - Securing and comparing information from multiple sources to identify business issues; committing to an action after weighing alternative solutions against important decision criteria.

DRIVING EXECUTION - Translating strategic priorities into operational reality; aligning communication, accountabilities, resource capabilities, internal processes, and ongoing measurement systems to ensure that strategic priorities yield measurable and sustainable results.

FINANCIAL ACUMEN - Utilizing financial data to diagnose business strengths and weaknesses and identify the implications for potential strategies; keeping a financial perspective in the forefront when making strategic decisions.

BUILDING ORGANIZATIONAL TALENT - Establishing systems and processes to attract, develop, engage, and retain talented individuals; creating a work environment where people can realize their full potential, thus allowing the organization to meet current and future business challenges

INFLUENCE - Creating and executing influence strategies that persuade key stakeholders to take action that will advance shared interests and business goals. Cultivates and supports partnerships.

COMPELLING COMMUNICATION - Clearly and succinctly conveying information and ideas to individuals and groups; communicating in a focused and compelling way that captures and holds others' attention.

EMOTIONAL INTELLIGENCE - Establishing and sustaining trusting relationships by accurately perceiving and interpreting one's own and others' emotions and behavior in the context of the political environment; leveraging insights to effectively manage one's own responses and reactions.

COACHING & DEVELOPING OTHERS - Providing feedback, instruction, and development guidance to help others excel in their current or future job responsibilities; planning and supporting the development of individual skills and abilities.

EMPOWERMENT & DELEGATION - Sharing authority and responsibilities with others to move decision making and accountability downward through the organization, enable individuals to stretch their capabilities, and accomplish the business unit's strategic priorities.

LEADING CHANGE - Identifying and driving organizational and cultural changes needed to adapt strategically to changing market demands, technology, and internal initiatives; catalyzing new approaches to improve results by transforming organizational culture, systems, or products/services.

PASSION FOR RESULTS - Driving high standards for individual, team, and organizational accomplishment; tenaciously working to meet or exceed challenging goals; deriving satisfaction from goal achievement and continuous improvement.

COURAGE - Proactively confronting difficult issues; making valiant choices and taking bold action in the face of opposition or fear.

DIVERSITY & INCLUSIVITY - Is sensitive to cultural diversity, race, gender, and other individual differences in the workforce; recognizes the value of diverse perspectives and experiences and fosters a work environment reflective of the community at large.

Knowledge, Skills & Abilities

• Expert knowledge in medical/ clinical operations.
• Expert knowledge in principles of communication: verbal and written, to deal with all levels of personnel.
• Excellent customer service skills with hospital/ clinic staff, children, parents, and visitors.
• Solid knowledge of computer use and software to include MS office and other software used for hospital operations.
• Skill in developing and maintain effective working relationships with personnel.
• Ability to prioritize and organize tasks in a fast-paced setting.
• Ability to work independently and as a team member.
• Ability to analyze financial information to forecast operational budgets, setting department unit goals and workforce planning.
• Ability to utilize motivational techniques to develop leadership and decision-making within the department.

Benefits Information
Here, you matter. As a Children's Hospital Colorado team member, you will receive a competitive pay and benefits package designed to take care of your needs that includes base pay, incentives, paid time off, medical/dental/vision insurance, company provided life and disability insurance, paid parental leave, 403b employer match (retirement savings), a robust wellness program, and access to professional development tools, including an education benefit to help you advance your career.

As part of our Total Rewards package, Children's Colorado offers an annual employee bonus program that rewards eligible team members based on organizational performance. If organizational goals are met for the year, the bonus is paid out the following April.

Children's Colorado delivers annual base pay increases to eligible team members based on their performance over the previous year.

EEO Statement
It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors. We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, or any other status protected by law or regulation. Be aware that none of the questions are intended to imply illegal preferences or discrimination based on non-job-related information. The position is expected to stay open until the posted close date. Please submit your application as soon as possible as the posting is subject to close at any time once a sufficient pool of qualified applicants is obtained.

Colorado Residents: In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of attendance at or graduation from an educational institution. You will not be penalized for redacting or removing this information.