Executive Director - Strategy & Performance Excellence (Remote)

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This is a Stanford Health Care job.

A Brief Overview
The Executive Director of Strategy and Performance Excellence will contribute significantly to the financial health of Stanford Health Care by elevating operational excellence and fostering a high-performing, result-driven workforce. This role is responsible for developing the overall enterprise Revenue Cycle strategic initiatives that will drive strong financial outcomes while maintaining world-class patient services. Will oversee the development of reporting and analytics for the enterprise's Revenue Cycle, laying down the benchmarking and analytical groundwork that steers operational tactics and vital financial strategies, and informs decisions aimed at enhancing business performance. Facilitates continual operational and performance augmentation through regular evaluation of work processes and talent coupled with stewardship of the training and educational initiatives of the Revenue Cycle Organization.

Locations
Stanford Health Care

What you will do

• Formulates and directs the implementation of the Revenue Cycle strategic plans and objectives, ensuring alignment with the broader Stanford Medicine enterprise organizational strategies in consultation with Executive Directors, Vice Presidents, and Sr. Vice Presidents.

• Spearheads the operational elements of the strategic initiatives blueprint.

• Sets crucial metrics and puts into motion a reporting framework to monitor outcomes that fuels accountability for Revenue Cycle performance enhancement, to ensure annual objectives and key results are accomplished.

• Uncovers opportunities for standardization and process enhancement via operational and talent assessments management, and through the institution’s internal quality assurance program.

• Takes charge of the continuous evolution of Revenue Cycle’s training and education programs, ensuring that they are agile to adapt to changing business requirements.

• Partners with operational leaders and executives to chart scrutinize and apply descriptive, diagnostic, and predictive analytical approaches, with an aim to offer operational improvement insights to both internal and external Revenue Cycle stakeholders.

• Upholds industry benchmarking standards for the Revenue Cycle, fostering alignment between improvement strategies and these benchmarks.

• Facilitates creation of content and messaging for Enterprise-Wide Revenue Cycle Executive Council.

• Recognizes and addresses process, technology, and organizational changes required to respond to evolving healthcare industry issues and trends.

• Discovers opportunities and strategies for integrating Revenue Cycle culture and processes with ancillary departments.

• In collaboration with Revenue Cycle leadership, assesses new and existing business vendor relationships and keeps abreast of methodologies for performance tracking.

• Serves as a subject matter expert to advise direct reports in decision-making relying on established policies and budgetary requirements.

Education Qualifications

• Bachelor's Degree in a related field from an accredited college or university Required

Experience Qualifications

• 15 years or more of healthcare revenue cycle experience Required

• Senior leadership experience in a large, complex organization Preferred

• EPIC EHR

• Working knowledge of Objectives and Key Results (OKR) methodology

Required Knowledge, Skills and Abilities

• Dynamic and energetic leader, with extensive experience and a successful background in managing revenue cycle processes, devising strategic plans, and fostering talent development:

• Leadership Skills - Strength in guiding and inspiring cross-functional team performance, fostering a unified effort towards reaching organizational objectives.

• Strategic Thinking - Ability to devise and ensure the successful execution of strategic plans in alignment with broader organizational strategies.

• Operational Management - Proven skills in directing staff, overseeing operational elements, setting performance measures, improving operational processes and managing talent assessments.

• Communication Skills - Excellence in written and verbal communication, ability to deliver complex information to senior leadership, proficiency in creating engaging content, and conveying precise messaging for different stakeholders.

• Analytical Skills - Expertise in creating, interpreting, and applying metrics and reporting frameworks, along with proficiency in using analytical applications for generating insights and making informed decisions.

• Industry Knowledge - Demonstrated familiarity with healthcare revenue cycle methodologies, Lean or Six Sigma techniques, project management systems, Revenue Cycle industry benchmarking standards, and trends in the healthcare industry.

• Financial Acumen - Understanding of financial measures and the Revenue Cycle to assess performance and establish goals that align with the financial objectives of the organization.

• Continuous Improvement Mindset - Ability to spot opportunities for standardization and process improvement, including the capacity to learn new tools swiftly for process improvement/change management.

• Adaptability - Flexibility in leading the evolution of training and education programs by adapting to altering business requirements.

• Advisory Skills - The ability to act as a subject matter expert, guide decision making, and provide advice based on policies, budgetary constraints, training methodologies, and benchmarking data.

• Cross-functional Collaboration - Ability to collaborate with leaders from different departments and amalgamate organizational culture and processes.

• Vendor Management - Skills to evaluate and manage vendor relationships and understand methodologies for performance tracking.

• Critical Thinking Skills - Superior skills in identifying, assessing, and ordering competing interests and priorities.

• Motivational Skills - High motivational skills for achieving excellence.

• Advanced Presentation Skills - Ability to deliver complex information in a comprehensive and engaging manner.

• Commitment to Life-Long Learning and Improvement - Lifelong commitment to learning and self-improvement.

• Project Management and Systems Expertise - Strong understanding of project management processes and systems, including knowledge of hospital information systems like Epic.

Physical Demands and Work Conditions
Blood Borne Pathogens

• Category III - Tasks that involve NO exposure to blood, body fluids or tissues, and Category I tasks that are not a condition of employment

These principles apply to ALL employees:

SHC Commitment to Providing an Exceptional Patient & Family Experience

Stanford Health Care sets a high standard for delivering value and an exceptional experience for our patients and families. Candidates for employment and existing employees must adopt and execute C-I-CARE standards for all of patients, families and towards each other. C-I-CARE is the foundation of Stanford’s patient-experience and represents a framework for patient-centered interactions. Simply put, we do what it takes to enable and empower patients and families to focus on health, healing and recovery.

You will do this by executing against our three experience pillars, from the patient and family’s perspective:

• Know Me: Anticipate my needs and status to deliver effective care

• Show Me the Way: Guide and prompt my actions to arrive at better outcomes and better health

• Coordinate for Me: Own the complexity of my care through coordination

#LI-RL1

Equal Opportunity Employer Stanford Health Care (SHC) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SHC does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity and/or expression, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements.

The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training. This pay scale is not a promise of a particular wage.