Sr Director of Community & Specialty Services

SUMMARY:

The Sr. Director of Community and Specialty Services is responsible for overseeing the strategic and operational management of community health programs and specialized service lines. This role ensures that both community and specialty services align with the organization's mission, vision, and strategic goals while delivering high-quality, culturally responsive care in an integrated healthcare model.

ESSENTIAL FUNCTIONS:

Specific duties include, but are not limited to:

• Lead the development, implementation, and evaluation of community health programs and specialty service lines to meet the needs of the population.

• Provide oversight and strategic direction to the Director of Diabetes Prevention and the Director of Community Health Services, ensuring alignment with organizational goals and objectives.

• Collaborate with stakeholders to identify opportunities for expanding or enhancing community and specialty care offerings.

• Ensure compliance with regulatory standards and accreditation requirements for all managed programs.

• Develop and monitor budgets, staffing plans, and resource allocation for community health and specialty service departments.

• Foster a culture of continuous improvement, focusing on patient outcomes, service excellence, and culturally sensitive care.

• Coordinate closely with the Sr. Director of Quality and the Sr. Director of Ancillary Services to ensure a cohesive approach to integrated care delivery.

• Mentor and develop staff within community health and specialty services to enhance skills, career growth, and leadership potential.

• Utilize data analytics to assess performance, identify gaps in care, and implement strategies for improvement.

• Represent the organization in discussions with external stakeholders, including tribal, local, and federal partners, to advocate for and promote community and specialty health initiatives.

• Engage in strategic planning, oversight, leading initiatives, managing critical projects, and aligning operations with organizational strategies.

• Monitor, evaluate, and improve processes to meet organizational benchmarks.

• Create, refine, and enforce organizational policies and procedures.

• Make impactful decisions, address complex challenges, and implement solutions effectively.

• Perform other duties as assigned.

REQUIREMENTS:

• Participates in Core Connections training and applies GPTLHB Core Connections concepts and practices in their work.

• Familiarity and/or experience working with American Indian populations and respect for and knowledge of traditional, cultural, and spiritual practices of diverse American Indian communities, as well as an ability to work with other culturally and ethnically diverse populations.

• Proficiency with computer programs (Word, Excel, PowerPoint) and other Internet technologies.

• Valid driver's license must be kept current, and certificates, credentials or licenses must be kept current and consistent with regulations required by applicable federal, state and/or grant regulations as applies to position.

• Work in a cooperative and professional manner with OHC and GPTLHB staff.

• Treat Great Plains tribes and collaborators with dignity and respect.

• Utilize effective verbal and written communication skills.

• Advance personal educational development by attending training sessions and seminars as appropriate.

• Exemplify excellent customer service with tribal stakeholders, health board colleagues, program partners, service recipients, visitors and guests.

• Foster a work environment of wellness, courtesy, friendliness, helpfulness and respect.

• Consistently demonstrate respect for and acceptance of differing capabilities, cultures, gender, age, sexual orientation and/or personalities.

• Maintain and ensure organizational privacy and confidentiality.

• Promote an alcohol, tobacco and drug-free lifestyle.

SUPERVISORY CONTROLS:

The supervisor makes assignments by defining objectives, priorities, and deadlines and assists the employee with unusual situations that do not have clear precedents.

The employee plans and carries out the successive steps and handles problems and deviations in the work assignments in accordance with instructions, policies, previous training, the scope of license/certification, or accepted practices in the occupation.

Completed work is usually evaluated for technical soundness, appropriateness, and conformity to policy and requirements. The methods used in arriving at the end results are not usually reviewed in detail.

GUIDELINES:

Guidelines are available but are not completely applicable to the work or have gaps in specificity.

The employee must use judgment in interpreting and adapting guidelines, such as agency policies, regulations, precedents, accreditation requirements, advanced clinical protocols, and work directions for application to specific cases or problems. The employee analyzes results and recommends changes.

The employee uses initiative and resourcefulness in deviating from traditional methods or researching trends and patterns to develop new methods, criteria, or proposed new policies.

COMPLEXITY:

The work typically includes varied duties that require many different and unrelated processes and methods, such as those relating to well established aspects of an administrative or professional field. Decisions regarding what needs to be done include the assessment of unusual circumstances, variations in approach, and incomplete or conflicting data.

The work requires making many decisions concerning such things as interpretation of considerable data, planning of the work, or refinement of the methods and techniques to be used.

SCOPE AND EFFECT:

The work involves planning, developing, and carrying out vital administrative or scientific programs.

The programs are essential to the missions of the organization or affect large numbers of people on a long-term or continuing basis.

PERSONAL CONTACTS:

The personal contacts are with employees in the organization but outside the immediate department. People contacted generally are engaged in different functions, missions, and kinds of work, and may be representatives from various levels and departments within the organization, partner organizations, Tribal affiliate organizations, and employees of other healthcare organizations. Personal contact, at this level, may also made with members of the general public, as individuals or groups, in a moderately structured setting.

PURPOSE OF CONTACTS:

The purpose is to influence, motivate, interrogate, or control persons or groups. The persons contacted may be fearful, skeptical, uncooperative, or dangerous. Therefore, the employee must be skillful in approaching the individual or group in order to obtain the desired effect, such as gaining compliance with established policies and regulations by persuasion or negotiation, or gaining information by establishing rapport with a suspicious informant.

PHYSICAL DEMANDS:

The work is sedentary. Typically, the employee sits comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items, such as papers, books, or small parts; or driving an automobile. The employee must be able to read, write, speak and hear.

WORK ENVIRONMENT:

The work involves moderate risks or discomforts that require special safety precautions, e.g., working around moving parts, carts, or machines; exposure to contagious diseases or irritant chemicals. Employees may be required to use protective clothing or gear, such as masks, gowns, coats, boots, goggles, gloves, or shields.

SUPERVISORY AND MANAGEMENT RESPONSIBILITY:

This is a department head with final responsibility and authority for the accomplishment of objectives, utilization of resources, and personnel administration decisions within a major jurisdictional subdivision. The employee is accountable for the effective and efficient management of the work to achieve goals and objectives. The employee usually receives limited guidance in the form of approval/denial on matters of policy, service levels, goals or objectives from high authorities.

Direct Reports:

Clinic Manager; Director of Diabetes Prevention; Director of Community Health Services;

QUALIFICATIONS

MINIMUM EDUCATION & EXPERIENCE REQUIREMENTS:

Education/Relevant Experience: Master's degree and three (3) years of relevant experience, or bachelor's degree and five (5) years of progressively responsible relevant experience. The experience required for supervisory/management positions will be inclusive of at least three (3) years of supervisory/management experience.

This is a senior professional and/or management position that requires post-secondary education and/or considerable experience or a clinical degree requiring a clinical rotation/internship. Individuals must have applicable education and/or experience applying principles, concepts, and methodology of a professional or administrative occupation to permit the independent performance of recurring assignments or carrying out difficult/complex assignments, operations, and procedures; or applicable education and/or experience applying a wide range of technical methods, principles, and practices similar to a narrow area of a professional field such as the design and planning of difficult, but well- precedented projects.
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