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 Director of Patient Safety is responsible developing and implementing strategic plans, annual goals, and performance metrics for the patient quality and safety operations. The Director of Patient Safety manages the development, implementation and monitoring of safety oriented quality assurance and improvement projects, initiatives, and policies. Finally, the Director of Patient Safety develops, maintains, and enforces policies and procedures to ensure compliance against applicable standards and regulations that govern patient quality and safety.

• EDUCATION - Master's degree in healthcare, nursing, pharmacy or business administration required.
• EXPERIENCE - Five years of experience in quality management, statistical analysis, safety, and regulatory requirements, to include three years in a leadership role.

COMPETENCIES

• BUILDING ORGANIZATIONAL TALENT: Establishing systems and processes to attract, develop, engage, and retain talented individuals; creating a work environment where people can realize their full potential, thus allowing the organization to meet current and future business challenges
• COACHING & DEVELOPING OTHERS: Providing feedback, instruction, and development guidance to help others excel in their current or future job responsibilities; planning and supporting the development of individual skills and abilities.
• COMPELLING COMMUNICATION: Clearly and succinctly conveying information and ideas to individuals and groups; communicating in a focused and compelling way that captures and holds others' attention.
• COURAGE: Proactively confronting difficult issues; making valiant choices and taking bold action in the face of opposition or fear.
• DIVERSITY & INCLUSIVITY - Is sensitive to cultural diversity, race, gender, and other individual differences in the workforce; recognizes the value of diverse perspectives and experiences and fosters a work environment reflective of the community at large.
• DRIVING EXECUTION: Translating strategic priorities into operational reality; aligning communication, accountabilities, resource capabilities, internal processes, and ongoing measurement systems to ensure that strategic priorities yield measurable and sustainable results.
• EMOTIONAL INTELLIGENCE: Establishing and sustaining trusting relationships by accurately perceiving and interpreting one's own and others' emotions and behavior in the context of the political environment; leveraging insights to effectively manage one's own responses and reactions.
• EMPOWERMENT & DELEGATION: Sharing authority and responsibilities with others to move decision making and accountability downward through the organization, enable individuals to stretch their capabilities, and accomplish the business unit's strategic priorities.
• FINANCIAL ACUMEN: Utilizing financial data to diagnose business strengths and weaknesses and identify the implications for potential strategies; keeping a financial perspective in the forefront when making strategic decisions.
• INFLUENCE: Creating and executing influence strategies that persuade key stakeholders to take action that will advance shared interests and business goals. Cultivates and supports partnerships.
• LEADING CHANGE: Identifying and driving organizational and cultural changes needed to adapt strategically to changing market demands, technology, and internal initiatives; catalyzing new approaches to improve results by transforming organizational culture, systems, or products/services.
• OPERATIONAL DECISION MAKING: Securing and comparing information from multiple sources to identify business issues; committing to an action after weighing alternative solutions against important decision criteria.
• PASSION FOR RESULTS: Driving high standards for individual, team, and organizational accomplishment; tenaciously working to meet or exceed challenging goals; deriving satisfaction from goal achievement and continuous improvement.

SCOPE AND LEVEL

• Guidelines: Guidelines are in the form of stated vision and goals for the operation.
• Complexity: Work assignment is unstructured and leader is responsible for developing, directing, and managing outcomes and multi-year strategies in order to achieve the objectives of the operation. 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 strategic and operational in nature.
• Decision Making: Employee is responsible for managing multiple functions that requires developing and implementing strategies, business plans, and policies; determining required resources; defining and evaluating performance standards; and resolving complex business problems.
• Communications: Communication at this level is internally and externally focused. Involves establishing and maintaining effective, collaborative working relationships with team members, peers, and executives. Provides information and negotiates solutions to functional issues that have major consequences or long-term significance.
• Supervision Received: Responsible and accountable for driving strategy and achieving results for function(s). Work is reviewed for soundness of judgment and conclusions, fiscal accountability, and the attainment of goals and objectives of the operation.

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.

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.