Director - Performance Excellence & Results Management (Remote)

Director Of Performance Excellence And Results Management

The Director Of Performance Excellence And Results Management will play a crucial role in the planning, execution, and management of the Revenue Cycle Organization's Objectives And Key Results (OKR) program. This position will ensure that the OKR framework is effectively implemented, maintained, and continuously improved to align with the organization's strategic objectives. The Director will focus on driving progress, fostering accountability, and ensuring that key results are attained, contributing to both departmental and organizational goals. This role will serve as the primary point of contact for OKR specific inquiries, project initiatives and will oversee the administration and development of combined OKR and KPI management tools.

Locations : Stanford Health Care

What You Will Do

• OKR Program And KPI Management :
• Lead the planning, execution, and management of the Revenue Cycle Organization's OKR program to ensure alignment with strategic objectives and yearly KPI's.
• Collaborate with OKR coaches, coordinators, key result champions, and Executive leadership to drive effective communication and timeline adherence.
• Provide recommendations to Executive leadership based on performance metrics and progress, facilitating informed and timely decision-making.
• Oversees team responsible for the development, implementation, monitoring, assessment, feedback, and results report out of OKR program framework and methodology.
• Performance Monitoring And Reporting :
• Track and communicate work aligned with defined key results and revenue cycle established KPI's, escalating concerns as necessary while highlighting successes to the Program Executive Sponsor :
• This includes developing clear metrics and milestones to assess performance and ensuring that all team members are aligned with their respective contributions toward these key results. The Director will conduct regular check-ins and status updates to communicate progress, address any issues or barriers impeding results, and escalate critical concerns to the Program Executive Sponsor as needed. Additionally, they will be tasked with documenting and celebrating successes, recognizing individuals and teams who have significantly contributed to achieving key results, thereby fostering a culture of recognition and motivation across the organization.
• Synthesize and report final outcomes, impact assessments, and actionable insights to relevant stakeholders at the end of each cycle :
• The Director will analyze performance data to synthesize final outcomes and impact assessments that reflect the overall effectiveness of the initiatives undertaken. This process will involve gathering input from various stakeholders and interpreting the data to extract meaningful insights. The Director will lead and present the key findings, including successes, areas for improvement, and specific recommendations to drive future OKR's and actions. These program summaries will be presented to relevant stakeholders, including Executive leadership, functional teams, and cross-functional partners, so that they can understand the outcomes of the OKR efforts.
• Apply learnings from previous key results to inform future planning cycles, adapting strategies as needed :
• Fosters a culture of continuous improvement within the Revenue Cycle organization. After each cycle, the Director will systematically review the performance against key results and KPI's to identify lessons learned, best practices, and factors that contributed to the success or challenges. Based on these insights, the Director will work collaboratively with teams to refine and adapt strategies, ensuring that future OKR planning cycles are informed by past experiences. This will include updating the OKR framework, adjusting target metrics, and implementing new approaches to enhance overall performance. By actively promoting a feedback loop, the Director will ensure that knowledge gained from previous cycles is leveraged effectively, driving ongoing adaptability and growth within the Revenue Cycle.
• Cross-Functional Collaboration :
• Collaborate with Executive leadership, functional teams, and cross-functional partners to establish clear, measurable objectives that align with the overarching strategic goals of the organization, drive initiatives that will enhance revenue cycle performance. This involves conducting thorough assessments of market conditions, operational capabilities, and organizational priorities to set ambitious yet achievable key results. Champion deployment coaching sessions to ensure that best practices are shared and implemented across the revenue cycle organization.
• Strategic Insights And Recommendations :
• Analyze key metrics and benchmarks to uncover trends and insights that inform management decisions.
• Develop and present strategic recommendations to leadership based on performance data, facilitating informed decision-making.
• Performs regular market research to stay on top of industry best practices, innovations, and strategies to remain competitive.

Education Qualifications

Experience Qualifications

Required Knowledge, Skills And Abilities

Physical Demands And Work Conditions

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 :

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