Requisition Number 18-0034
Post Date 6/14/2018
Title Vice President, Strategic Policy Planning
City Washington, DC

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. We are currently seeking a Vice President for Strategic Policy Planning, Policy department, located in our Washington, D.C. office.

An experienced cross-sector health care policy analyst, the Vice President for Strategic Policy Planning will serve as the leader for the American Hospital Association’s (AHA) effort to identify long-term public policy issues, as well as options for solutions, that will further the vision and mission of the AHA, and benefit hospitals, health systems, patients and communities. The Vice President will also identify issues that might require further study and analysis to further inform both membership and public dialogue. In addition, where appropriate, the position would lead the consideration of policy options through the association’s formal policy development process. The Vice President would also provide leadership in working with other stakeholders in these activities. This position will draw upon resources and staff from across the entire association for contributions to these efforts, and may include the formation of issue teams. In addition, the incumbent will manage external consultants necessary to support the work, and provide leadership in organizing member work groups to ensure member involvement to gain the benefit of their insights and perspectives.

As part of the AHA’s Core Management Team, this is a high-level position with strategic importance and visibility within the association and will require close coordination with the CEO and the AHA Executive Management Group, as well as oversight from the AHA Board of Trustees.

Essential Functions
1. Thought Leadership.  Work closely with the CEO, the senior vice president for policy, and other senior leaders throughout the AHA to establish an agenda for long-term policy planning that will identify and address key strategic issues for the future related to AHA’s public policy agenda and health care trends, and frame recommendations for action.

2. Advocacy and Representation.  As directed by and in alignment with AHA advocacy activities, lead the development and execution of associated programs and partnerships that will further the association’s strategic policy initiatives.

3. Knowledge Exchange.  In collaboration with the AHA policy team, identify and incorporate key studies and health care analyses as part of the AHA’s Advocacy Agenda, and, in consultation with AHA Communications team, develop strategic communication plans to disseminate work to the health care field and general public.

4. Agent of Change.  Lead internal association-wide action teams and member work groups to drive the effort and ensure effective collaboration, coordination and integration of AHA’s work related to the selected strategic policy issues. Establish mechanisms and cultivate relationships necessary to obtain broad member and stakeholder feedback on this issue. In addition, strengthen and foster relationships with external stakeholders, which may include consumers, payers, employers and the government, resulting in collaboration and partnerships that create a national voice on key health care policy issues.

5. Performs other duties, as assigned.
Requirements  Qualifications
• Master's degree in Health Care Administration, Policy, Business or related.

• 12 plus years overall experience with a minimum of 12 years in the health care industry working with issues that affect the hospital field and relating to value.

• Experience developing, executing and implementing strategies.

• Experience working within a health care related association is preferred.

Knowledge Requirements: Expert knowledge of a broad range of policy issues that affect hospitals and health systems in particular, and the health care field in general. Knowledge of the legislative and policy-making process is strongly preferred.

Technical Requirements: Intermediate computer and Microsoft Office (Outlook, Word, PowerPoint, Excel) skills are required.Ability to learn new technology is required.

Abilities Required: Ability to create and lead teams. Ability to build collaborative relationships. Ability to work independently as well as part of a team. Ability to manage multiple projects and meet deadlines.
• 10-30% required travel.

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.
• Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
• Please view Equal Employment Opportunity Posters provided by OFCCP here.
• 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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