Senior Medical Director People & Culture and CPMG Compliance Program Job Listing at Colorado Permanente Medical Group in Denver, CO (Job ID 8d2bc5a0-4fb0-4b58-accf-8df67aae083f)

Description

Senior Medical Director People & Culture and CPMG Compliance Program

The Senior Medical Director administrative salary will be $415,271 based on a 1.0 FTE or selected candidate's clinical salary if higher. The total FTE allocated for this role is 0.55 Administrative and 0.45 Clinical FTE. 

This offer is for a three-year leadership term per the CPMG Administrative Role Eligibility Policy. After three years, the leader will have the option to reapply for this position through the standard internal selection process.

Applications will be accepted through 8/21/26.

Please submit a CV and letter of intent.

• 1-2 page letter of intent outlining why you are interested in this position, the strengths you bring, and your vision and opportunities you see in this space. 

REPORTS TO

CPMG Executive Medical Director

JOB SUMMARY  

Reporting to the PMG EMD and accountable to the KPMF VP of HR, the Senior Medical Director, People & Culture and CPMG Compliance Program serves as a strategic enterprise partner to KPMF leadership, shaping and advancing an integrated, organization-wide clinician employee relations, performance management, and compliance strategy that supports organizational priorities, mitigates risk, strengthens leadership accountability, and promotes a consistent, high-performing clinician workforce.

As the leader of clinician-focused HR and compliance services, the Senior Medical Director, People & Culture and CPMG Compliance Program works closely with the KPMF to set standards and deploy an integrated clinician employee relations, performance management, and compliance strategy that advances organizational priorities, promotes consistency, and strengthens leadership accountability. The role is responsible for planning, developing, implementing, and evaluating strategies that proactively mitigate high-risk regulatory and employee relations issues, support effective execution across the organization, and ensure clinician workforce practices are aligned with organizational standards, operational needs, and long-term business objectives.

The Senior Medical Director, People & Culture and CPMG Compliance Program, coordinates clinician-specific support in the market with the Market EMD, KPMF VP, Human Resources, and KPMF Physician HR Role (will develop once this role is created for the KPMF) for services including, but not limited to, clinician professional development, wellness, and culture support. This leader leads the CPMG compliance program, ensuring ongoing adherence to all relevant employment regulations, inclusion initiatives/supervision, and clinical HR standards, thereby supporting the delivery of high-quality, patient-centered care. Regularly assesses compliance risks, conducts internal audits in collaboration with KFHP-CO Compliance, and drives a culture of integrity and accountability across clinician operations. The Senior Medical Director partners closely with the KPMF recruiting and practice performance teams as well as KPMF's benefits team and CPMG's compensation team as needed to ensure an effective total rewards strategy and promote a values-driven culture.

This position directs and/or partners in the oversight of clinician employee activities, directs and/or partners on complex HR investigations, oversees complex reporting of PMG employee information and external benchmarks, and directs activities and initiatives to ensure continued regulatory compliance for multiple business functions.

PRINCIPAL DUTIES & RESPONSIBILITIES

• Ensures the development of effective clinician employee relations strategies that align and support a sustainable clinician employee relations program. Develops implementation of action plans and methods for monitoring progress on the strategy.  Applies effective interpersonal and formal presentation skills and builds trust with key stakeholders to influence optimal organizational outcomes.  Guides problem resolution to issues related to clinician employee relations.  Ensure strategies are considered in the context of the changing environment, the workforce and current regional realities.
• Ensure compliance with all medical group bylaws and policies, liaison with PMG Board on ongoing policy development, improvement, and compliance. Serves as HR representative for all medical group policies referencing “HR” or “VP HR”.
• Serves on the Compliance Oversight Committee to monitor, review, and ensure that CPMG adheres to all relevant legal, regulatory, and ethical standards. Acts as an internal governing body that protects CPMG from legal penalties, financial loss, and reputational damage.
• Responsible for clinician talent review and advising PMG Board of Directors on shareholder approval process
• Strategic consultant to care delivery leadership team on matters including clinician and care delivery team change management
• As a leader of a team, demonstrates continuous learning and maintains a highly skilled and engaged workforce by aligning resource plans with business objectives; overseeing the recruitment, selection, and development of talent; motivating teams; preparing individuals for growth opportunities and advancement; staying current with industry trends, benchmarks, and best practices; providing guidance when difficult decisions need to be made; and ensuring performance management guidelines and expectations drive business needs.
• Provides counsel to executive/senior leaders and managers regarding the interpretation and application of compliance requirements of labor and/or regulatory laws.
• Provides consultation, guidance and coaching to executive/senior leaders and managers for complex, sensitive and high-risk clinician employment related matters.
• Directs and/or partners in the oversight of clinician employee relations activities by ensuring team members provide specialized consultation on clinician employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; managing arbitration and negotiation efforts; and defining problem resolution strategies.
• Directs and/or partners on complex HR investigations involving clinicians based on standard KP or negotiated labor practices by overseeing the collection and analysis of quantitative and qualitative data; conducting interviews on escalated issues; reviewing and evaluating research on key business issues; ensuring the creation of appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations.
• Oversee complex reporting of Company employee information and external benchmarks by reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports.
• Directs activities and initiatives to ensure continued regulatory compliance for multiple business functions by staying abreast of, interpreting, and designing strategy around regulatory changes; determining the impact of changes to the business; providing direction on implementation of changes throughout the business; and providing regulatory input before and during inspections to minimize the risks of future non-compliance.
• Serves as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures by reviewing organizational data and processes to identify impact of trends, root causes, and potential solutions to HR issues; delivering data driven recommendations on HR efforts; partnering with leaders to ensure solutions are aligned with both HR and business objectives; evaluating HR impact in consideration of changing business strategies; and overseeing relationships between HR Centers of Excellence and business stakeholders.
• Ensures human resources support activities are aligned with the overall business strategy by overseeing the execution of support to internal and external stakeholders on diverse HR specialties; reviewing and approving human resources activities; identifying and leveraging additional resources and expertise; and ensuring human resources activities are fully documented.
• Advises on the implementation of organizational change efforts by identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with and communicating change management strategy to internal and external stakeholders and vendors; providing input in the creation or revision of change management plans; developing communications; communicating regional differences at a national level; and monitoring ongoing impact of organizational changes or efforts on employees.
• Oversee and manage the CPMG Compliance program, providing regular reports to the CPMG Board of Directors and ensuring full alignment with internal audit functions and external regulatory requirements.
• Partners with Market HR Leadership Team to ensure the delivery of high-quality, timely and responsive services aligned to the goals of the enterprise. Evaluates the effectiveness of services and recommends modifications/changes for areas of responsibility based on client feedback.
• Promotes a culture of integrity, inclusion, and ethical practice across clinician services. Acts as a visible role model for Kaiser Permanente's Code of Ethical Conduct (Principles of Responsibility) and ensures culturally sensitive HR services are delivered at every level.
• Partners with KFHP to ensure medical staff meets KFHP-CO regulations and external regulatory requirements.
• Supports the KPMF recruiting team as needed with market specific recruiting activities.

Other duties as assigned.

JOB SPECIFICATIONS

EDUCATION

REQUIRED

DESCRIPTION

PREFERRED

Medical Degree

MD, DO, with experience in a health care business leadership role not including required experience below.  Completion of approved residency program.

MBA, MHA, or MPH – health administration or related field.

LICENSES, CERTIFICATIONS OR OTHER ESSENTIAL QUALIFICATIONS

REQUIRED

DESCRIPTION

PREFERRED

Minimum

Current unrestricted appropriate Colorado State license, e.g., physician license.,.

Credentialed by KPCO

Colorado Permanente Medical Group Shareholder in Good Standing

Board Certified by ABMS or member of ACPE or another appropriate accreditation

Meets CPMG performance standards for quality, service, access, coding and documentation. Maintains Board Certification and seeks to maintain knowledge of major advances in the practice of medicine and within specialty area.

Minimum five (5) years of progressive leadership experience, including at least 2 years formal supervisory experience.

Bachelor's degree in human resources, business, social science, public administration, health services or related field or equivalent work experience in a directly related field (Current or previously held leadership positions can count toward this requirement) 

Minimum eight (8) years of experience of human resources or in health services, business operations with a significant focus on human resources, or related discipline

Must take the Society Human Resource Management-Senior Certified Professional exam within one (1) year of start date

Minimum two (2) years leadership experience in care delivery operations

Highly respected and credible clinician and leader

Demonstrated excellent verbal and written communication skills

Two (2) years' experience in medical group and physician HR

Two (2) years organizational development experience.

Society Human Resource Management-Senior Certified Professional eligible (work history of at least three (3) years performing strategic level HR/HR-related duties)

Five (5) years' experience working cross-functionally across departments, functions, or business lines.

Five (5) years of health care experience.

Four (4) years' experience managing operational or project budgets.

Master's degree or additional training in Human Resources, Business, Social Science, Public Administration, Operational Excellence, leadership, OD/OE, & culture shaping.

Human Resources Professional Certification (e.g. SHRM-SCP or SPHR-CP).

Professional Coaching Certification

COMPETENCIES

Competencies: Skills, Knowledge & Behaviors that are necessary for performing the job

1. Leading as One: Ability and desire to partner with the Foundation, WPMG, and Health Plan to ensure operational alignment, reductions in waste, and efficient/effective work. 
2. Leading Change: Guidance and encouragement given to a team to successfully navigate change and remain flexible/adaptable. Helping others let go of outdated ways of thinking/acting. Resetting goals and expectations in response to change.  
3. Honesty, Transparency & Courage: Acts in an honest, authentic, and morally responsible way, sharing what they can without sugar-coating. Leans into difficult conversations within and outside of their immediate team. 
4. Accountability & Ownership: Works to create clarity regarding who is on point for any given task or project and sets clear due dates, deliverables, and goals. Holds self and direct reports accountable for performance. Often asks “what more can I do?” Admits mistakes. Does not blame others or make excuses. Follows through with what they say.  
5. Inclusive Leadership: Seeks feedback to improve self and team. Creates an inclusive environment where everyone feels respected and comfortable speaking up, partnering with one another, admitting mistakes, and seeking out different perspectives.   
6. Performance Management: Holds others accountable for behavior and performance. Directs and drives difficult physician, clinician, and staff performance management issues. Provides others with positive and constructive performance feedback on a regular basis. 
7. Communication: Communicates in an authentic, clear, and timely manner even when it is difficult. Fosters a thoughtful give and take that encourages mutual learning/understanding.  
8. Drive for Results: Leverages those doing the work to identify, prioritize, and track performance against the most important metrics. Sets specific and difficult goals with defined incentives for reaching them and celebrates success. Explains the “why” of the work we do and the problems we are trying to solve.  
9. Operational Excellence: Encourages problem solving and continuous improvement mindset, uses systems thinking, builds and encourages others to build standard work and standard processes. Leverages tools like visual boards, huddles, leader standard work, and A3 thinking to empower teams to solve their own problems.   
10.  Enterprise Mindset: thinks holistically about decisions (beyond their individual team, function, and immediate goals). Advocates for KP and KP's members not just their team.  

Disclaimer, Compliance and Service Language-Do Not Edit

DISCLAIMER: The above statements are intended to describe the general nature and level of work being performed by incumbents assigned to this job. This is not intended to be an exhaustive list of all the responsibilities, duties and skills required. The incumbent may be expected to perform other duties as assigned.

COMPLIANCE & INTEGRITY: Consistently supports compliance and the Principles of Responsibility (Kaiser Permanente's Code of Conduct) by maintaining the privacy and confidentiality of information, protecting the assets of the organization, acting with ethics and integrity, reporting non-compliance, and adhering to applicable federal, state and local laws and regulations, accreditation and licensure requirements (if applicable), and Kaiser Permanente's policies and procedures.

Models and reinforces ethical behavior in self and others in accordance to the Principles of Responsibility; adheres to organizational policies and guidelines; supports compliance initiatives; maintains confidences; admits mistakes; conducts business with honesty; shows consistency in words and actions; follows through on commitments.

All Directors, Managers and Supervisors are accountable for communication, implementation, enforcement, monitoring and oversight of compliance policies and practices in their departments.

SERVICE & QUALITY: In addition to defined technical requirements, accountable for consistently demonstrating service behaviors and principles defined by the Kaiser Permanente Service Quality Credo, the KP Mission as well as specific departmental/organizational initiatives. Also accountable for consistently demonstrating the knowledge, skills, abilities, and behaviors necessary to provide superior and culturally sensitive service to each other, to our members, and to purchasers, contracted providers and vendors.

WORKPLACE SAFETY: In addition to defined working conditions and physical requirements, employees are accountable for working safely; following established policies & procedures; utilizing all designated protective personal equipment (PPE) and/or safety equipment assigned for task; and reporting all injuries and hazards to their supervisor immediately.

Supervisors and Managers are accountable for ensuring the safety performance of employees; applying consistent practices in compliance with federal, state and local regulations; providing guidance to maintain a safe and healthy work environment.