Director Dignity and Unity Roper Medical Office Building

Remote Type: On-Site Regional Travel

Primary Function/General Purpose of Position  

The Director, Dignity and Unity (D&U) leads the development of effective strategies to create and sustain an inclusive culture and welcoming environment at Roper Saint Francis Hospital (RSFH) that supports equitable practices across the health system. 

Essential Job Functions  

• Create and implement strategic action plans for RSFH that align with System D&U strategies to support the mission, vision, and values through facilitating a positive organizational culture that promotes dignity and unity.
• In collaboration with Workforce Management, Executive Talent Acquisition, and Operational Talent Acquisition, the Director will ensure an inclusive RSFH workforce.
• Provide leadership and partner with ministry leaders to create and scale appropriate training and practices throughout RSFH to increase D&U competencies and the modeling of behaviors that support values.
• In collaboration with the System Director D&U, Partner and support Leadership Councils and Employee Resource Groups (ERGs) to advance system-wide inclusion strategies and foster community and belonging among associates 
• Assist in integration of Healthcare Anchor Network (HAN) inclusive commitments across RSFH and throughout the organization.  
• Ensure all decisions regarding people are based on the inherent dignity of all persons, meritocratic principles, and the common good.
• Analyze D& U XP Survey metrics and develop strategic action plans to address areas of opportunity and assist in the training and education of Leaders and teammates based on system-wide initiatives. 
• Influence decisions through the development of consensus building communications and represent RSFH in the community, supporting outreach efforts, dignity and unity programs, and community/organizational events, as assigned.

This document is not an exhaustive list of all responsibilities, skills, duties, requirements, or working conditions associated with the job. Employees may be required to perform other job-related duties as required by their supervisor, subject to reasonable accommodation. 

• Experience partnering with clinical departments to embed inclusive practices into care delivery. 

• Demonstrated experience building inclusion, belonging, and cultural competency training programs for staff and clinicians 

• Experience developing strategic action plans from climate surveys, focus groups, and organizational needs assessments 

• Familiarity with workforce representation initiatives within healthcare operations 

• Proven ability to influence and partner with senior leadership and HR 

• Experience facilitating meaningful conversations on belonging, access, and organizational culture with varied stakeholder groups 

• Demonstrated strategic and analytical skills 

• Knowledge of applicable federal and state regulations