Vice President, Health Equity Strategies

Job Details
Description
The American Hospital Association (AHA) is a national organization that represents and serves all types of hospitals, health care networks, and their patients and communities. The AHA has two main offices, located in Washington, D.C. and Chicago. We are currently seeking a Vice President, Health Equity Strategies. This position is a hybrid role (three days in the office, two days working remote) and can be based out of either our Chicago or Washington, D.C. location.

Starting base salary = $190,000 – $237,500 (commensurate with related experience).

The Vice President, Health Equity Strategies, is a senior leader focused on overall health equity and diversity strategy, initiatives, and innovations designed to mobilize the health care field to implement actions that eliminate health disparities and ultimately create more equitable environments for patients and the workforce. Working closing with the Senior Vice President Health Equity Strategies/Executive Director IFDHE (SVP/ED), the position identifies emergent health equity and diversity issues, creates strategy to address the issues and develops and implements innovative programs and initiatives designed to bring solutions to the issues. By building and enhancing relationships with health equity and diversity experts, partner organizations, academic institutions and researchers, the Vice President advances the Institute as a trusted resource to AHA members and stakeholders. Leads cross-association collaboration to advance health equity and diversity goals, programs and initiatives. As a key member of the leadership team, provides perspective, leadership, and management contributions to the functioning of AHA.

Provide thought partnership to SVP/ED in the development of key health equity and diversity strategies that elevate and enhance IFDHE as a leading voice and national resource in this space.
Identify, develop, and implement programs and initiatives that are impacted by social drivers of health to improve the health of communities, resulting in the advancement of health through effective partnerships and innovation in the quality, cost and delivery of care, thereby increasing the value of the Institute’s work to members.
Oversee the development of DEI tools, resources, and services that promote knowledge exchange, thought leadership and support best practices for AHA member needs related to equity and diversity in the delivery of health care. Establish mechanisms and cultivate relations necessary to obtain broad member and stakeholder feedback on these issues.
Direct staff, oversee operations and manage financial targets through effective budgeting, team management, business development and innovation. Ensure high quality of work and services delivered to members. Maintain a positive, supportive and results-driven work environment that encourages staff development.
Develop and maintain relationships with members of the IFDHE Leadership Council to understand operations and strategic challenges facing the field and stay abreast of emerging approaches that can inform policy and organizational practice change. Understand and represent multiple viewpoints and perspectives of members.
Identify and develop relationships with foundations, health equity and diversity experts, diversity practitioners, partner organizations, academic institutions, and researchers to create formal and informal communication channels and opportunities for innovation. Develop and maintain these relationships to advance the field, generate joint work, grow synergistic relationships and develop additional opportunities to share the AHA’s work with a national audience.
As subject matter expert representing IFDHE on advisory groups and at educational and health equity and diversity forums, expand the Institute’s capacity to be seen and heard in more venues.
Effectively and transparently manage contracts and consultants, with an eye toward fiduciary responsibilities and timely communication, to enhance and promote the work of the Institute.
Provide content leadership across AHA projects for health equity and diversity issues. Engage in One AHA activities to collaborate internally with teams and business units across the AHA to develop strategy and business plans, share tools, and deliver products to support members in addressing health equity and diversity challenges. Contribute to cross-association action teams that are relevant to business unit.
We offer an excellent total compensation package, which includes medical/dental coverage (PPO/HMO), vision care, life insurance, short and long-term disability plans, 401(k), tuition reimbursement, paid vacation/holidays/sick days, wellness programs and more!

The American Hospital Association (AHA) is an Equal Opportunity Employer. We evaluate qualified applicants without regard to race, color, religion, sex, national origin, disability, veteran status, and other legally protected characteristics. We will provide reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the employment process, please call (312) 422-3000 and ask for the Director, Human Resources and let us know the nature of your request and your contact information.

The AHA participates in the E-Verify Program. #LI-Hybrid

Qualifications
Education
Required
Masters or better in PUBLIC HEALTH or related field.

Experience
Required
12 years:
Min. 12 years’ senior professional and above experience required. Min. 7 years’ experience leading a high-performing team required. Health care experience is highly preferred. Experience as a leader in hospitals/health systems, public health or government health care agency strongly preferred. Expertise in health equity, diversity & inclusion, best practices, programming. Knowledgeable, results-oriented leader who can build internal & external collaborative relations, manage priorities.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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