Vice President of Programs

3 days ago

bell, United States KenCrest Full time

Vice President of Programs


Job Overview:


The Vice President of Programs will be responsible for the strategic and operational aspects of all program areas, managing the everyday operations of adult services. While the nature of these services varies, the Vice President advocates for evidence-based service models, continuous innovation, and outcomes that align with individuals' goals and aspirations. The Vice President encourages open communication, collaboration, and coordination in service delivery, ensuring that the individual remains at the forefront of all decisions. This role also involves overseeing delivery processes and guaranteeing the success of cross-functional efforts essential to our commitments to social responsibility and economic accountability. Furthermore, the Vice President promotes a unified vision for evolving our services in ways that empower family, friends, and community involvement. Accountability for implementing changes and executing critical clinical and operational initiatives also rests with the Vice President.


Organizational Development

  • Collaborate with other senior leaders to improve our position in the service markets through advocacy, professional association initiatives, and agency-wide initiatives.
  • Gather information and analyze trends that would impact agency position.
  • Promote organizational capacity to interested partners.
  • Support the prioritization of service initiatives and resource allocation.


Program Leadership and Management

  • Oversee the program operations and provide guidance and strategies to support quality and growth.
  • Support the development and maintenance of collaborations which are essential when services to one person are delivered by multiple units or departments.
  • Assure that processes are in place and managed to promote effective and efficient delivery of services.
  • Engage leaders throughout the service areas to identify opportunities for improvement and innovation.
  • Ensure systems are in place to meet or exceed the quality standards of our funders and the organization.
  • Model decision-making with transparent and accessible processes for managing change and conflict resolution.
  • Challenge the process and methods to ensure that we set the highest standards for success.
  • Continually assess innovations in the field and promote the implementation of practices that will improve the results of the people we support.


Measurement and Accountability

  • Critically evaluate performance data looking for trends or indications that new processes or skills are needed.
  • Support the development of operational practices which build measurement into routines.
  • Analyze fiscal data with an eye to the relationships of cost to quality and the need for further exploration or corrective action.
  • Assure that corrective actions are planned, implemented, and measured.
  • Assure that systems are in place and maintained to keep data flowing, assess the accuracy and reliability as needed.


Communication and Engagement

  • Share agency policies and expectations with a focus on effective implementation.
  • Give voice to the practical concerns of staff on the line and provide opportunities to include those who do the work in planning improvements.
  • Share results and celebrate the success of individuals and teams.
  • Clarify goals, strategies, and priorities and ensure that information is disseminated in a clear and timely manner.
  • Encourage the heart by modeling employee recognition of individuals and teams.
  • Assess the effectiveness of our supervision models, promote leadership and management best practices.
  • Partnering with other organizations and community leaders to advance new innovations, and partnerships that build healthier, more sustainable communities and improve the lives of the people we serve.
  • Champion improvement in the systems and funding of services.


Staff Development

  • Collaborate with HR to implement effective screening and onboarding processes.
  • Work with HR to create and implement evidence-based practices for career advancement.
  • Model a learning organization, expecting that all staff need to learn new approaches and from our successes and missteps.
  • Identify subject matter experts within programs who can serve as champions and support new approaches.
  • Mentor leaders, promote self-evaluation, and help people stretch to their greatest level of contribution.
  • Provide constructive and timely performance feedback.
  • Provide for employee feedback and conflict resolution.
  • Attract, develop, coach, and retain high-performing team members, empowering them to improve their performance and let their gifts shine.
  • Collaborate with HR and other agency departments to create and implement the professional development we need to advance the agency’s capacity to serve and deliver results.


Qualifications:

  • Minimum of 10+ years in a leadership position with proven experience leading and scaling large, multi-state programs, with a focus on operational efficiency, growth, and leadership development.
  • Bachelor's and Master's degree required.
  • Background in IDD or behavioral health is advantageous but not mandatory.
  • Financial oversight experience, including responsibility for budgets, P&L, and billing, ideally in multi-state operations with $100 million or more in annual revenue. Experience in performance-based service models is a plus.
  • Skilled in setting operational standards, ensuring service delivery efficiency, and developing systems for continuous measurement and accountability.
  • Demonstrated ability to drive cross-functional collaboration, foster a positive organizational culture, and implement effective change management strategies.
  • Strong leadership skills, particularly in managing Managers and guiding them towards greater independence and accountability.
  • Strong business understanding and the ability to navigate complex service delivery environments is essential.
  • A leadership style that is both sharp and kind, fostering a culture of growth, innovation, and high performance.
  • A visionary leader who is curious, adaptable, and excited about driving innovation, particularly through leveraging technology to improve service delivery and client experience.
  • A passionate and proactive leader who aligns with the mission of empowering individuals, families, and communities.


KenCrest is an equal opportunity at-will employer and does not discriminate against any employee or applicant for employment because of age, race, religion, color, disability, sex, sexual orientation, or national origin.

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