Director, Organization Performance & Change Leadership

The pay range above represents the minimum and maximum rate for this position in California. Factors that may be used to determine where newly hired employees will be placed in the pay range include the employee specific skills and qualifications, relevant years of experience and comparison to other employees already in this role. Most often, a newly hired employee will be placed below the midpoint of the range. Salary range will vary for remote positions outside of California.

Work Culture:

GCHP strives to create an inclusive, highly collaborative work culture where our people are empowered to grow and thrive.  This philosophy enables us to create the health plan of the future and do our best work – Together.

GCHP promotes a flexible work environment. Employees may work from a home location or in the GCHP office for all or part of their regular workweek (see disclaimer).

GCHP’s focuses on 5 Core Values in the workplace:

•    Integrity

•    Accountability

•    Collaboration

•    Trust 

•    Respect

Disclaimers:

•    Flexible work schedule is based on job duties, department, organization, or business need.

•    Gold Coast Health Plan will not sponsor applicants for work visas.

POSITION SUMMARY

The Director, Organization Performance and Change Leadership reports directly to the CHRO and is responsible for driving strategic business initiatives from development through successful execution under the guidance of executive and functional leadership.  The Director role is critical in leading strategic change and ensuring the alignment and achievement of GCHP’s organization goals. This role is responsible for providing oversight and management of the Gold Coast Health Plan Strategy and Organization Performance cycle, developing and operationalizing goals/portfolio tracking processes for Leadership and the entire organization; lead leadership team processes into an interactive cross-functional Operating Committee from which performance is tracked and managed; provide coaching and support to leadership team on the management of the Operating Committee and as cross-functional leaders driving coordination, collaboration and integration in the achievement of organization goals, and lead key change management strategies for key initiatives, focused on the adoption of new business processes, new technologies and team structures. 

This role is to provide GCHP with change leadership consulting, support and facilitation for strategic planning process, organization goal achievement, and key strategic initiatives (i.e., D-SNP, Workday, and Operations of the Future as examples).

Amount of Travel Required: 5-10%

Reasonable Accommodations Statement

To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions.

ESSENTIAL FUNCTIONS

Job Function & Responsibilities

•    Partner with Strategy, Innovation, Finance and PMO to lead and oversee strategic business initiatives from development through successful execution under the guidance of leadership and departmental heads.  

•    Provide oversight and management of the Strategy and Organization Performance cycle and related governance.   

•    Assist the Executive Team members to determine and prioritize business strategies 

•    Assist and communicate with Executives in decision-making, program management, and initiative implementation.

•    Partners with GCHP leadership team, project teams and other members of the business as required, in the delivery of the following items: 

     •    Develop and operationalize goals/portfolio tracking process for leadership and the entire organization. 

     •    Lead leadership team meetings into an engaged cross-functional Operating Committee from which we track and manage performance 

     •    Provide coaching and support to leadership team in the management of the Operating Committee and as cross-functional leaders driving coordination, collaboration, and integration in the achievement of organization goals.

Organization Design and Performance Improvement: 

•    Partner with GCHP internal resources to create nimble and responsive organizations through the creation of integrated organization designs that support urgent business needs as well as longer-term strategies.

•    Facilitate key strategic meetings and initiatives.

•    Facilitate the building of strategic plans as well support organizations in alignment with organization wide initiatives.

•    Delineate roles and responsibilities, governance, and effectively integrating processes to achieve cost-effective execution, and establish accountability to ensure successful implementation of initiatives.

•    Build effective cross-functional work groups and processes.

Change Acceleration Implementation: 

•    People and Process side of effective Project and key initiative execution.

•    Support functional leaders going through system, process, and strategic changes in making significant, accelerated progress on a successful transition from Strategy to Operational Effectiveness.

•    Improve operational ability to rapidly engage and realize increased business results by designing and supporting the execution of systemic change implementation strategies and scalable, repeatable plans for transitions due to technology change or systems implementation, outsourcing, growth, or workforce adjustment.

•    Build internal resource change competencies to get an increased return on the resources and amount of time your organization has invested.

Team formation and improved effectiveness: 

•    Improve value and decrease costs through increased speed of quality decision making and problem solving.

•    Build aligned cross-functional work groups by increasing team’s understanding of business goals, processes, different values, decision making, conflict, and communication styles to optimize team functioning. 

•    Facilitate team workshops and meetings tied to operational and strategic business needs.

Overall Leadership and Vision:

•    Collaborate with executives to define the vision and strategic direction for the GCHP organization.

•    Ensure alignment of the goals and executive priorities.

Program Governance:

•    Establish and maintain governance structures for the Operation Committee, including decision-making and reporting protocols.

•    Partner with business leaders to guide and support the execution of projects, ensuring timely and successful delivery.

Performance and Benefit Tracking:

•    Oversee the development and implementation of KPIs and metrics to measure success.

•    Ensure the realization of expected benefits from projects, holding business units accountable for results.

Communication and Change Management:

•    Champion the change leadership agenda across GCHP through regular updates, town halls, and internal communications.

•    Address and manage resistance to change through targeted communication strategies.

MINIMUM QUALIFICATIONS

Education & Experience:

•    Bachelor’s Degree in Business Administration, Human Resources, or related field. 

•    10 plus years of experience in Leadership role for an organization with at least 500 employees. 

•    Experience in administering organizational statutory and regulatory mandated requirements.

•    Experience presenting to a Board of Directors and articulating short-term and long-term goals and strategies is preferred.

•    Public Nonprofit and/or Private sector experience welcomed.

Equivalent In lieu of degree:   

•    Will accept 2+ additional years of experience in lieu of a Bachelor’s Degree or which demonstrates the ability to perform the duties of the position.

KNOWLEDGE, SKILLS & ABILITIES 

Preferred Qualifications:    

•    Master’s Degree Preferred in Business Administration, Organization Development, or related field.

Working knowledge of:

•    Effective communication and training techniques.

•    Effective personnel management principles related to recruitment, selection, employee relations, classification, compensation, HRIS and retirement programs.

•    Laws pertaining to employment, such as equal opportunity, workers’ compensation, fair employment, disabilities accommodations, discrimination, harassment, and environment.

•    Staffing and positions utilized in the health care field, particularly in a managed care organization.

•    Six Sigma or other process improvement methodologies.

•    Resources available to meet training needs and techniques for evaluating and assessing ability to perform.

•    Strength in strategy, teamwork, short and long-term planning, team building.

•    Organizational development principles and practical work force applications.

Ability to:

•    Possess strong leadership skills

•    Strategic mindset

•    Ability to foster collaboration across all levels of the organization

•    Communicate effectively both verbally and in writing.

•    Think strategically to align development efforts with business needs.

Computer Skills:

•    Advanced computer skills included in the MS Office Suite (Word, Excel, Access, and PowerPoint).

Certifications & Licenses:        

•    A valid and current Driver's License, Auto Insurance, and SHRM Certification or Six Sigma Experience.

Competency Statements

•    Business Acumen - Ability to grasp and understand business concepts and issues.

•    Decision Making - Ability to make critical decisions while following company procedures.

•    Interpersonal - Ability to get along well with a variety of personalities and individuals.

•    Diversity Oriented - Ability to work effectively with people regardless of their age, gender, race, ethnicity, religion, or job type.

•    Time Management - Ability to utilize the available time to organize and complete work within given deadlines.

•    Consensus Building - Ability to bring about group solidarity to achieve a goal.

•    Relationship Building - Ability to effectively build relationships with customers and co-workers.

•    Presentation Skills - Ability to effectively present information publicly.

•    Leadership - Ability to influence others to perform their jobs effectively and to be responsible for making decisions.

•    Strategic Planning - Ability to develop a vision for the future and create a culture in which the long-range goals can be achieved.

•    Ethical - Ability to demonstrate conduct conforming to a set of values and accepted standards.

•    Judgment - The ability to formulate a sound decision using the available information.

•    Communication, Oral - Ability to communicate effectively with others using the spoken word.  

•    Communication, Written - Ability to communicate in writing clearly and concisely.  

•    Problem Solving - Ability to find a solution for or to deal proactively with work-related problems.