Manager Service Lines Orthopedics

Here, it's different. Come join us.

Children's Hospital Colorado has defined and delivered pediatric healthcare excellence for more than 100 years.

Here, the nation's brightest nurses, physicians, scientists, researchers, therapists, and care providers are creating the future of child health. With an optimist's outlook, a trailblazing spirit, and a celebrated history, we're making new strides every day.

We've been Magnet-designated four times by the American Nurses Credentialing Center and are consistently recognized among the best of the best pediatric hospitals with #1 rankings in Colorado and the region by U.S. News & World Report.

As a national leader in pediatric care, we serve children and families from all over the nation. Our System of Care includes four pediatric hospitals, 11 specialty care centers, 1,300+ outreach clinics and more than 10,000 healthcare professionals representing the full spectrum of pediatric care specialties.

Here, we know it takes all of us, every role, to deliver the best possible care to each child and family we treat.

That's why we build our teams toward a foundation of equity in access, advancement, and opportunity. We know teams of individuals with different identities and backgrounds can nurture creativity and innovation. We know we can see, treat, and heal children better when our team reflects the diversity of our patient population. We strive to attract and retain diverse talent because we know a truly inclusive and equitable workforce will help us one day realize our most basic calling: to heal every child who comes through our doors.

A career at Children's Colorado will challenge you, inspire you, and motivate you to make a difference in the life of a child. Here, it's different.

The Manager Service Lines plays a crucial role in advancing service line performance and fostering collaboration between Children's Hospital Colorado and School of Medicine Departments. This management role is responsible for oversight for a specific service line(s), with a focus on developing and implementing faculty business plans, faculty recruitment and coordination, faculty alignment, marketing, faculty practice management, and research coordination. The primary objective is to operationalize strategic and business objectives to achieve a shared strategic plan and operational goals while achieving financial performance. Additionally, this role will be accountable for managing human capital, including talent acquisition, performance management, and leadership development.

Department Name: Orthopedics Instittute
Job Status:Full time, 40 hours per week
Shift: 8am to 4pm, in person role

• EDUCATION - Bachelors' degree in Administration, Health Care Administration, Management, Finance, or related field.
• EXPERIENCE - Minimum (3) three years of relevant healthcare, business, faculty practice administration or related professional experience.
• EQUIVALENCY -
  • Professional experience beyond the minimum qualifications in a related field may substitute for a bachelor's degree on a year for year basis
  • A Master's or higher degree in a related field; or completion of a Fellowship program may substitute on a year for year basis for the minimum qualifications of experience.

POPULATION SPECIFIC CARE
*No direct patient care.

ESSENTIAL FUNCTIONS
1.Collaborates to implement and sustain strategic business plans that support program development, reviews plan progress, and develops quarterly update presentations. Actively participates in the development of strategic business planning regarding business and clinical operations, including organization expansion, model changes, and etc.
2.Creates, implements, and supervises outreach activities. Serves as the primary point of contact for the Physicians Relations department in cultivating specialist support to undertake Primary Care Provider outreach efforts.
3.Assigns and reviews work, provides work instruction (OTJ or formal training) and develops team members. Evaluates performance of team members, providing continuous feedback. Manages discipline and performance issues; hires and fires team members. Identifies resource needs and develops recommendations for meeting needs.
4.Leads analysis for the growth of new referrals, the assessment of patient out-migration, and the establishment of key messages. Supports business relationships with regional, national referring providers and practices in the service line specialties to establish and maintain strong, mutually beneficial partnerships.
5.Partners with service line leadership to maintain and communicate Service Line Dashboard, including analyzing and reporting volume, financial and operating performance for SoM and CHCO.
6.Leads the collection and maintenance of data for U.S. News and World Report Survey and performance improvement initiatives.
7.Oversight of SOM business operations, partnering with Section Head and Management of the revenue cycle and annual budgeting process for the SoM faculty practice, analytics, restricted and grant fund planning, and implementation, managing complex academic financial systems, and financial relationships between organizations.
8.Prepares and manages the hospital budgets (operational and restricted fund budgets), oversees spending to ensure budget compliance throughout the year.
9.Prepares and manages the SoM faculty budgets and financial performance analysis in partnership with DFA, amounting to expenses in excess of and oversees revenue capture trends and spending to ensure budget compliance throughout the year.
10.Manages and approves faculty expenses while keeping track of providers' Continuing Medical Education budgets. Identifies, analyzes, and recommends actions to improve CHCO SL and Faculty practice value proposition, growth opportunities, financial performance, operational excellence, and competitive position.
11.Measures, evaluates, optimizes, and implements faculty time and productivity (wRVUs), number of clinical sessions/shifts, and clinical time versus benchmarks, focusing on practice optimization, equity across faculty, and patient access. Monitors faculty allocation to time spent on clinical, administrative, research, and education activities.
12.Leads SoM faculty practice optimization (validation of billing and collecting) in partnership with CU Medicine; to improve physician billing procedures, audit documentation correctness, and identify patient revenue opportunities. Collaborates with grant professionals to track pre- and post-award grant activities.
13.Collaborates with Clinical Medical Directors and SL Director to achieve specific goals in the assigned division/department that can span ambulatory, perioperative, and inpatient modalities, including but not limited to quality, growth, and patient satisfaction. Represents the Departments and serves as the Department's interface with the CHCO leaders.
14.Facilitates and manages faculty full cycle recruitment process, which includes developing business plans for STAR and recruitment templates, determining funding for positions, developing job postings, managing interviews and the selection process, completing non-compete contracts, obtaining credentials, and completing the on-boarding process. Maintains provider credentials and oversees the recredentialing process. This includes management, oversight, and tracking on all aspects relating to LOA's, assisting in finding coverage for facility, and assisting with HR process between SoM, CU, and CHCO.
15.Determines the space, equipment, supplies, and support systems required to enable the proper operation of the service. Aid in space planning initiatives to include hospital, research, and administrative spaces.
16.Prepares, analyzes, monitors, and transmits financial and statistical reports to relevant corporate entities.
17.Manages master clinic, surgical schedules, and faculty non-clinic activities. In addition, manages other schedules for operational success as appropriate.
18.Responsible for contracts and practice locations associated with faculty outreach initiatives and growth strategies.

SCOPE AND LEVEL

• Guidelines: Guidelines are in the form of stated goals and objectives for function.
• Complexity: Work assignment is unstructured, and leader is responsible for implementing and managing a variety of objectives, resources, and initiatives to achieve the goals of the function. 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 tactical and operational in nature.
• Decision Making: Employee is responsible for planning, organizing, allocating resources, ensuring compliance with procedures, and achieving the objectives of the function.
• Communication: Communication at this level is primarily internally focused and involves establishing and maintaining effective working relationships with team members, peers, directors, and executives. Provides guidance and interpretation of the enterprise's policies, procedures, and standards. Provides information to higher-level directors and executives.
• Supervision Received: Responsible for achieving the objectives of function within the scope of established guidelines. Employee is expected to resolve problems that arise in the normal course of the work. Work is reviewed for soundness of judgment and feasibility of decisions.

Ability to Perform Essential Functions of the Job

PHYSICAL REQUIREMENTS

• Audio-Visual: Color Discrimination - Fair
• Audio-Visual: Depth Perception - Fair
• Audio-Visual: Near Vision: Good
• Audio-Visual: Far Vision: Good
• Audio Visual: Hearing: Good
• Motion: Bend : Up to 1/3 of the time
• Motion: Reach up to 1/3 of the time
• Motion: Carry up to 1/3 of the time
• Motion: Pull up to 1/3 of the time
• Motion: Push up to 1/3 of the time
• Weight Lifted/Force Exerted: Up to 10 lbs. or more of the time
• General Activity: Stand/Walk up to 4hrs a day
• Use of hands/feet: Precise Motion Function (or fine manipulation)

WORK ENVIRONMENT

• Identify (list) work environment conditions
• Exposure: Exposure to blood/body fluid: Occasional
• Exposure: Exposure to cold/heat: Occasional
• Exposure: Exposure to infectious disease: Occasional
• Mental and Emotional Requirements: Manages stress appropriately
• Mental and Emotional Requirements: Works with other effectively
• Mental and Emotional Requirements: Handles multiple priorities effectively.
• Mental and Emotional Requirements: Independent discretion/decision making.
• Mental and Emotional Requirements: Makes decisions under pressure.
• Mental Stress: multi-tasking, meeting deadlines, prioritizing

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.

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.