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8 Hour Day Shift
Executive/Senior Management


Via Christi Health's rich history of serving the people of Kansas and the surrounding region dates back more than 100 years to the healing ministries of our founding congregations. Today, Via Christi Health is the largest provider of health care services in Kansas. We serve Kansas and northeast Oklahoma through our doctors, hospitals, senior villages and health services.

The Job Description provided here blends descriptions for the role as it is today as well as the role as it will be in the future.  Via Christi has recently become fully sponsored by Ascension Health, triggering a process of integration of services.  Traditionally, the role has involved such responsibilities as oversight of benefit plan design; creation and validation of compensation structures; building of an organizational development strategy; internal integration of the talent acquisition process; and implementation and building out of HRIS.  Future state of this role includes managing service level agreements with Ascension Health, blending services provided by Ascension with services at the local Ministry-level.  This includes communicating direction and strategy within Via Christi, and defining how strategy driven from Ascension Health supports the work being done within Via Christi.  Integration with Ascension Health will be a multi-year process and this role requires the ability to function in the traditional CHRO role, in the future fully-integrated CHRO role, and in the process between these two points.
Position Summary:
The CHRO is responsible for defining and implementing the Human Resources and Organizational Development vision, and related goals and objectives consistent with the Mission and Core Values of Via Christi.  The role serves as a member of the Via Christi senior leadership team, responsible for the organization’s Human Resources function. In collaboration with senior leadership, local ministry HR leaders and Ascension Health, the CHRO will be the catalyst for the development and execution of a human capital strategy that leverages Via Christi’s human resources.  The CHRO will help Via Christi become a High Reliability Organization for the areas of responsibility of the role.  The CHRO will lead the HR team and oversee the HR budgeting and expense management process for HR.
Key Responsibilities/Essential Functions: 
Following are responsibilities and duties included in leading the HR function.  They are critical success factors the CHRO will either be directly involved with, or provide guidance on to help HR as a team be successful.
HR Vision and Strategic Planning

  • Vision and Planning.  Create and implement an integrated human resources vision and operating plan that aligns people strategies with business strategies, and also aligns with Ascension Health strategies and vision.  Participate in regular assessments of the organization’s strengths, risks, trends, and labor market dynamics as they relate to the drivers of the health ministry.  Liaise with board and governing committees to plan and report on the effectiveness of the organization’s enabling strategies.
  • High Reliability Organization.  Partner with other organization leaders to move the organization to a High Reliability Organization, specifically focusing on fostering teamwork and leadership to build a person-centered environment that provides excellent service in a safe environment with quality outcomes, rooting this work in our Mission and Core Values.
  • Mission Integration.  Support Mission Integration in shaping and championing a workplace culture that offers opportunities for professional, personal and spiritual growth; reflects a commitment to human flourishing; and, promotes the Catholic Social Teaching heritage of the organization.  Incorporate Mission Integration into the programs and practices in HR.
  • Ascension Integration.  Represent Via Christi’s perspective, needs and current practices in the development of Ascension Health human resources programs and initiatives.  Create and execute plans to integrate national initiatives with local initiatives to optimize organization capability and effectiveness.
  • Diversity and Inclusion.  Provide leadership in the ongoing development and implementation of organizational strategies and programs to enhance Via Christi’s commitment to diversity and workforce transformation.

Leadership of HR Function

  • Leadership of Human Resources Team . Provide direction, assure role and goal clarity, provide performance feedback, development and coaching, preparing HR staff leaders for ministry advancement and succession.  Evaluate Human Resources for continuous improvement of the efficiency and effectiveness of the group, including through the integration of services with Ascension Health.
  • Workplace Metrics.  Use data systems to define, track, analyze and report key functional performance metrics for use in strategy development, management decision-making, and evaluation of human resource system effectiveness.  As systems are transitioned to Ascension Health, serve as a liaison between Ascension Health and Via Christi key stakeholders to provide the workplace metrics, analysis and interpretation needed to support decisions within Via Christi.
  • HR Service Delivery.  Oversee delivery of effective and efficient human resources services.  Monitor service quality from shared services and third-party providers, as well as productivity metrics of services provided.  Support migration of targeted HR services into the Ascension Health shared services environment.
  • Expense Management.  Direct financial planning activities for the HR function related to expense management, cost controls and revenue generation opportunities.  Direct the preparation of operating and capital expenditure requests and financial forecasts for HR.

Talent Planning, Acquisition, and Management

  • Workforce Planning.  Develop comprehensive workforce plans, including recruitment, development and retention strategies, that identify current and future skill and leadership requirements, consistent with the organization’s vision, strategy and operational needs. 
  • Talent Stewardship.  Serve as the organization’s strategic expert in the areas of succession planning, development and retention.  Lead implementation of the annual Senior Leadership Talent Review process for Ascension Health’s Talent Stewardship Program, coaching senior leaders and monitoring outcomes throughout the process.  Promote development at all levels in the organization through career planning, development, and education and training programs.  Lead the implementation of a learning management system and success management tools.
  • Talent Acquisition.  Provide oversight for the recruitment and staffing functions for the organization.  Oversee candidate sourcing processes and partnerships to develop a pipeline of talent in critical skills areas.  Transition selected Talent Acquisition functions to Ascension Health, serving as a liaison with the Ascension Health Talent Acquisition team to continue to ensure staffing needs are met post transition.
  • Performance Management.  Ensure integration of performance management system with rewards and talent stewardship process where leadership is provided with education and coaching for managing performance. Maintain a performance management system that drives goal alignment at all levels in the organization, in time transitioning to the Ascension Health performance management system. 
  • Staff Engagement—Associates and Physicians.  Advise leaders in approaches to culture building, strengthening commitment and improving the work environment.  Champion the Model Community Survey process.  Facilitate analysis of survey results and action planning that blend the culture of engagement and the culture of safety. 

Learning and Development

  • Organizational Development.  Develop the resources, programs, and communication vehicles to transfer human resources knowledge and best practices in a manner that promotes collaboration, encourages learning and innovation, promotes shared accountability and responsibility, and takes advantage of information and technology gained from sources both inside and outside health care. 
  • Change Leadership.  Collaborate with ministry leadership to define and execute integrated change plans that advance the mission, promote integration, increase organization effectiveness and improve ministry results. 
  •  Senior Leader Coaching and Consulting.  Consult with and advise senior leaders in seeking collaborative solutions to human capability issues that enable achievement of the ministry’s broad objectives.  Provide feedback, coaching and advice to the CEO, senior leaders and Board members, as appropriate, regarding organizational and leadership effectiveness.

Total Rewards Design and Delivery

  • Total Rewards System.  Facilitate the design, development and delivery of a market-competitive, performance-based total rewards system.  Review and revise, as appropriate, existing total reward practices, including compensation and benefit policies, to ensure that programs are competitive and support the organization’s culture and strategic goals; develop and administer systems of financial and non-financial incentives to attract and retain talent and to ensure employee engagement and commitment to Via Christi mission and core values.
  • Work Environment.  Create a safe and healthy work environment for employees, including the provision of state-of-the-art health and wellness benefits that encourage personal health accountability, as well as the coordination of the employee health function including all employment physical requirements, workers compensation, and OSHA compliance.

Labor and Community Relations

  • Staff Engagement and Labor Relations.  Lead organization efforts to maintain positive relations with all staff—associates and physicians— through consistent application of policies and procedures, effective communication, relevant leadership training and timely issue resolution.  Where possible, serve a leadership role in maintaining an environment where associates feel fully supported by leadership and do not feel the need for third-party representation. As necessary, negotiate competitive labor agreements.
  • Workplace Regulatory Compliance.  Ensure compliance with Federal, State, and health care agency regulations as they pertain to the human resources function, providing expert consultation to leaders with regard to employer risks. Prepare for and respond to external agency audits and charges as necessary.
  • Community Relations.  Develop relationships with local agency representatives and professional associations to promote exchange of ideas and information. Support media relations in responding to HR-related media inquiries.

Education and/or Experience
  • Bachelor’s degree is required.  Bachelor’s degree in Business, Human Resources or related field preferred. Masters degree in Business, Human Resources or related field is strongly preferred.
  • At least five (5) years experience managing HR at the level of Human Resources Director or Human Resources Vice President, with experience in all aspects of human resources.
  • A proven track record of leading successful organizational changes through collaboration and the ability to execute on a vision.
  • Experience with continuous improvement methodologies, Magnet hospitals, and leading in a matrixed, complex multi-site organization is preferred.
  • HR professional certifications such as SPHR, PHR, etc are preferred.
  • Health care experience encompassing the continuum of care is preferred.
Personal Characteristics
  • A visionary leader with the ability to develop a solid plan to achieve the vision for HR.
  • A “system” person with a history of seeking out and developing collaborative relationships with diverse stakeholders across a complex organization.
  • A contemporary leadership style which emphasizes empowerment, coaching, mentoring, accountability, and development; must be team oriented and team driven.
  • An energized positive leader and team builder. 
  • A change agent with demonstrated sensitivity to the interpersonal, organizational, political, and perceptual dynamics associated with change.
  • An understanding of, and commitment to, diversity.
  • A solid value system and service orientation and willingness to embrace the mission of Via Christi, with sensitivity to the faith-based aspects of the culture of the organization.
  • In all of the above, the self confidence, resilience, and decisiveness necessary to lead and contribute within the context of a complex, competitive, and innovative health care system.
Leadership and Technical Competencies
  • Technical Competencies
    • Plans and Executes HR Strategy
    • Develops Organization & People Capability
    • Leads Talent Stewardship Processes
    • Demonstrates Relational Skills and Organization Savvy
    • Acts as Human Resources Consultant, Collaborator and Coach
    • Ensures Workplace Regulatory Compliance 
  • Leadership Competencies
    • Models Integrity and Values
    • Achieves Values-Based Results
    • Builds Talent
    • Makes Effective Decisions
    • Leads Organization Change
    • Inspires and Engages People
    • Cultivates Partnerships
    • Displays Strategic Influence
  • Additional Competencies
    • Demonstrates Financial Acumen
    • Enables Ministry Formation

Via Christi Health is an Equal Opportunity (EOE) and Affirmative Action Employer. We support diversity in the workplace.

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