Vice President of Belonging and Workforce Development
Children’s Wisconsin

The Vice President of Belonging and Workforce Development will be responsible for developing, implementing and advancing a comprehensive and integrated inclusion, diversity and equity (ID&E) strategy in partnership with Children’s senior leaders. This leader will be looked upon to advise senior leaders, medical and operational leaders to address inequities and promote opportunities in the health care system for our workforce, culture, equity and community. The Vice President will ensure strategic and tactical alignment between ID&E governance and supporting entities including the System Senior Team, ID&E Cabinet, the Inclusive Resource Groups (IRGs) and key organizational and community partnerships. This leader will also evolve goals and metrics to direct and track movement toward Children’s strategic objectives.

Children’s Wisconsin is the only system dedicated solely to the health and well-being of children. In Milwaukee and throughout the state, they provide kids and their families a wide range of care and support - everything from routine care for earaches or sore throats to life saving advances and treatment options. Children’s Wisconsin is a private, independent, not-for-profit health care system dedicated solely to the health and well-being of children, with two hospitals, located in Milwaukee and the Fox Valley.

Children’s Wisconsin has had a long commitment to addressing inclusion, diversity and equity. This is evident in the progress Children’s Wisconsin has made in increasing the numbers and percentages of workforce of color to almost 25%. This commitment is also evident in the robust infrastructure and committees to support the new Vice President (governance and operations). There continues to be active participation from leadership and employees throughout the system to meeting ongoing goals. The leadership team is excited to partner with an experienced and effective relational leader to develop additional pipeline and belonging strategies and initiatives to ensure employees thrive. The position will have significant visibility internally and externally.

Essential Functions:

• Exhibits guiding behaviors that reflect Children’s values and support our mission and vision.
• Develops and formalizes a culture of diversity, equity, inclusion, and belonging within the company as well as creating a long-term vision and strategic plan in partnership with Children’s system senior leaders.
• Establishes initiatives, program goals, and advisory groups to advance Children’s ID&E strategic objectives related to inclusion, diversity, equity, customer experience, workforce, and community leadership.
• Partners with operational leaders and providers to address organizational practices in the health care system that impact efforts to improve equity inclusive of health equity.
• Partners with HR team, business leaders and Children’s leaders to execute ID&E strategy and programs to more effectively source, recruit, develop, retain and promote a diverse workforce and foster an environment of belonging and inclusion at all levels of the organization.
• Enhance a workforce development strategy with clearly defined pathways with external partners that will identify, train and develop a diverse, skilled workforce.
• Acts as a catalyst and strategic leader who will guide Children’s ID&E community initiatives in partnership with key stakeholder groups including Child Wellbeing. Promotes and fosters strategic alliances and partnerships between Children’s and community stakeholders for the purpose of building strong community connections involving ID&E to advance Children’s mission and vision. This includes participating in activities to impact health disparities societal diversity and inclusion and equity efforts in the communities we serve.
• Actively partner and collaborate with leaders in health equity and community health to develop mutually beneficial and integrated strategies to be seen as a leader in implementing health equity strategies that will improve community health and decrease health disparities.
• Understand and address the inclusion and belonging challenges experienced by Children’s Wisconsin employees at all levels. Develop strategies and initiatives with the executive leadership team to address these challenges. Partners with current leadership structures, the employee resource groups and department/professional specific teams (ID&E Teams) to address practices and policies to promote inclusion and belonging.
• Partner with Human Resources to develop new recruitment and retention and promotions strategies. Ensures work is aligned in support of Children’s strategic plan.
• Responsible for internal and external promotion and communications plan for ID&E strategy in partnership with Marketing and Communications.
• Communicates and facilitates the development of and access to inclusion, diversity and equity resources (training, literature, organizational effectiveness models, etc.).
• Partner with L&D and HR Business Partners to integrate initiatives into talent practices including performance management, leadership development, succession planning, total rewards, retention, Hi-Po programs, and mentoring programs.
• Establishes a measurement scorecard to track progress toward strategic objectives and explicitly ties progress on belonging and workforce initiatives to other critical measures of success including quality, safety, finance, patient and employee experience. Assesses and monitors program effectiveness and keeps leadership informed through quarterly reporting.
• Provides strategic direction for training initiatives on cultural competency, gender differences, disability, sexual harassment, and other topics designed to increase awareness and support of equity and inclusion.
• Serves as a liaison to our campus (MCW and Froedtert) partners on diversity, equity and inclusion matters.
• Provides oversight for development of a supplier diversity strategy with internal stakeholders including supply chain, legal services, and finance for procuring Children’s goods and services.
• Develops and manages the budget for areas of responsibility.
• Proactively researches and communicates emerging ID&E trends and risks identifying opportunities to advance Children’s strategy, workforce, and culture.
• Builds and leads department team members through regular feedback, performance evaluation, and talent management activities.
• Oversee the development of the Affirmative Action plan and consult with the leaders of the Culturally and Linguistically Appropriate Services (CLAS)

Minimum Knowledge, Skills and Abilities Required:

• Bachelor's degree required, with a Master's degree or equivalent professional experience preferred.
• A minimum of seven years' experience demonstrating leadership in advancing ID&E or relevant experience within a complex organization including possession of knowledge on contemporary diversity and inclusion concepts and issues.
• Experience and knowledge of health equity is desired.
• A minimum of eight years’ leadership experience
• Strong business acumen, with ability to understand organization dynamics and navigate corporate cultures.
• Strategic thinker with ability to link and integrate diversity and inclusion objectives with business goals and future trends.
• Proven record of identifying opportunities and delivering innovative solutions.
• Ability to build and maintain effective relationships and partnerships at all levels, both internal and external to the company. The ability to influence leaders at all levels without direct authority is crucial to this role.
• Experience in leading multiple project-based initiatives across complex organizations.
• Strong verbal and written communication skills.
• Ability to effectively engage others at all levels of the organization.
• Interpersonal skills are necessary to provide effective leadership for ID&E team.

Demonstrated track record of success with the following leadership competencies: Persuades, Drives Engagement, Customer Focus, Ensures Accountability, Values Differences, and Situational Adaptability. Manages Complexity, and Action Oriented and influence.

To apply for the role or submit nominations, please contact Abby Walsh at abby@grantcooper.com