Open position

Job Type: Regular

Time Type: Full time

Work Shift: Day (United States of America)

FLSA Status: Exempt

When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives.

The Executive Onboarding/Program Administrator will play a key role in managing and overseeing the onboarding process for senior-level executives within the system. This position is responsible for ensuring that all new executive leaders experience a smooth transition into their roles by coordinating all aspects of their orientation, training, and integration into the organization. Additionally, this role involves conducting research and analytics to assess the impact of onboarding and leadership development programs, identify areas for improvement, and provide data-driven insights to enhance executive integration and engagement.

Job Description:

Primary Responsibilities:

• Onboarding Program Development: Collaborate with executive recruitment, senior leadership, and department heads to design and customize onboarding processes for executive-level hires, considering the unique needs and expectations of top-level talent. Foster a culture of diversity, equity, and inclusion. Uphold an operating model for Executive Recruitment, which has been designed to standardize services, enhance diverse slates, and create seamless handoffs throughout the hiring process- while minimizing administrative touch points for all parties. This operating model results in best-in-class recruitment practices to support executives and candidates.
• Orientation Planning: Organize and coordinate executive orientation sessions, including introductions to company culture, values, and key stakeholders.
• Interview Scheduling: Coordinate complex interview schedules and arrange travel. Coordinate meetings and interviews with the ETL team and stakeholders.
• Integration: Facilitate cross-functional meetings and interactions to ensure that new executives build strong relationships with key team members and departments.
• Feedback Mechanism: Establish a feedback loop to gather input from executives regarding their onboarding experience, identifying areas for improvement and making necessary adjustments.
• Performance Support: Provide ongoing support to executives in their early months, addressing any challenges or questions they may have and assisting with problem solving.
• Compliance and Documentation: Ensure that all required paperwork, compliance training, and legal requirements are completed and documented in accordance with company policies. Prepare offers of employment, initiate and assess background/education checks and collect all necessary new hire information.
• Metrics and Evaluation: Track and measure the effectiveness of the executive onboarding program by collecting and analyzing data on retention, performance, and satisfaction.
• Administrative Support: Collaborate on ongoing documentation and tracking for Executive Recruitment as requested. Maintain OneDrive of Executive Search work including job descriptions, templates, forms, and sensitive client and candidate information.
• Research and Analytics: Build and maintain executive tracking and reporting documents/spreadsheets for executive searches and pipelines.

Required Qualifications:

• Years of Experience (3+)
• Bachelor's degree in Human Resources, Organizational Development, or a related field. 
• Proven experience in onboarding, talent development, or executive coaching, with a focus on executive-level hires. Excellent communication and interpersonal skills, with the ability to build rapport with executives and senior leadership.
• High level of discretion and professionalism when dealing with confidential information and executive matters. Project management skills to oversee the execution of onboarding initiatives.
• Strategic thinking and problem-solving abilities to address executive onboarding processes effectively.
• Ability to adapt and customize onboarding programs to meet the unique needs of different executives and roles within the organization.

Competencies:

• Decision Making: Ability to make decisions that are guided by precedents, policies and objectives. Regularly makes decisions and recommendations on issues affecting a department or functional area.
• Problem Solving: Ability to address problems that are broad, complex, and abstract, often involving Medical Center-wide issues and requiring substantial creativity, resourcefulness, staff engagement, Lean diagnostic techniques, negotiation, and diplomacy to develop solutions.
• Independence of Action: Ability to set goals and priorities for functional area. May make recommendations for department policies, practices and programs. Manager or Director provides broad guidance and overall direction.
• Written Communications: Ability to communicate complex information in English effectively in writing to all levels of staff, management, and external customers across functional areas.
• Oral Communications: Ability to comprehend and communicate complex verbal information in English to medical center staff, patients, families and external customers.
• Knowledge: Ability to demonstrate broad and comprehensive knowledge of theories, concepts, practices, and policies with the ability to use them in complex and/or unprecedented situations across multiple functional areas.
• Team Work: Ability to collaborate across teams to support projects or groups both internal and external to the Medical Center and across functional areas.
• Customer Service: Ability to lead operational initiatives to meet or exceed customer service standards and expectations in assigned unit(s) and/or across multiple areas in a timely and respectful manner.

Social/Environmental Requirements:

• Work requires close attention to task for work to be accurately completed. Intermittent breaks during the workday do not compromise the work. 
• Work is varied every day, and the employee needs to be adaptable to respond to these changes and use independent judgment and manage priorities. 
• No substantial exposure to adverse environmental conditions 
• Health Care Status: NHCW: No patient contact. - Health Care Worker Status may vary by department 

Sensory Requirements:

• Close work (paperwork, visual examination), Monitor Use, Visual monotony, Visual clarity, Conversation,  Telephone.  

Physical Requirements:

• Sedentary work: Exerting up to 10 pounds of force occasionally in carrying, lifting, pushing, pulling objects. Sitting most of the time, with walking and standing required only occasionally 
• This job requires constant sitting, frequent Keyboard use. 
• Business travel to attend client meetings, recruitment events, as needed.

Inclusion Statement:

BILH places great value on being a diverse and inclusive community. BILH is dedicated to diversity, equity, and inclusion as we aim to reflect the diversity of the patients in the communities that we serve. We believe in equal access to quality care, as well as employment and advancement opportunities encompassing the full spectrum or human diversity: race, gender, sexual orientation, religion, ethnicity, national origin and all the other forms of group and individual identity and expression that make us better able to provide innovative and cutting-edge healthcare and research. To make our vision a reality, we are most interested in finding spectacular candidates for this posting and encourage applicants of all backgrounds to apply even if every qualification listed is not met. 

As a health care organization, we have a responsibility to do everything in our power to care for and protect our patients, our colleagues and our communities. Beth Israel Lahey Health requires that all staff be vaccinated against influenza (flu) and COVID-19 as a condition of employment. Learn more about this requirement.

More than 35,000 people working together. Nurses, doctors, technicians, therapists, researchers, teachers and more, making a difference in patients' lives. Your skill and compassion can make us even stronger.

Equal Opportunity Employer/Veterans/Disabled