Here, it's different. Come join us.

Children's Hospital Colorado has defined and delivered pediatric healthcare excellence for more than 100 years.

Here, the nation's brightest nurses, physicians, scientists, researchers, therapists, and care providers are creating the future of child health. With an optimist's outlook, a trailblazing spirit, and a celebrated history, we're making new strides every day.

We've been Magnet-designated four times by the American Nurses Credentialing Center and are consistently recognized among the best of the best pediatric hospitals with #1 rankings in Colorado and the region by U.S. News & World Report.

As a national leader in pediatric care, we serve children and families from all over the nation. Our System of Care includes four pediatric hospitals, 11 specialty care centers, 1,300+ outreach clinics and more than 10,000 healthcare professionals representing the full spectrum of pediatric care specialties.

Here, we know it takes all of us, every role, to deliver the best possible care to each child and family we treat.

That's why we build our teams toward a foundation of equity in access, advancement, and opportunity. We know teams of individuals with different identities and backgrounds can nurture creativity and innovation. We know we can see, treat, and heal children better when our team reflects the diversity of our patient population. We strive to attract and retain diverse talent because we know a truly inclusive and equitable workforce will help us one day realize our most basic calling: to heal every child who comes through our doors.

A career at Children's Colorado will challenge you, inspire you, and motivate you to make a difference in the life of a child. Here, it's different.

The Manager of Spiritual Care is responsible for the oversight of spiritual care professional practice across the CHCO system of care. They partner with Family Services leaders to develop initiatives that advance patient and family centered care and meet the spiritual needs of patients, families, and team members. The Spiritual Care Manager advocates for the spiritual needs of patients, families, and staff through partnerships with the multidisciplinary healthcare team and organizational leadership. The Manager of Spiritual Care is responsible for the organization and coordination of spiritual care services with community faith leaders and with the patient/family's faith communities when requested. They are responsible for the direct supervision and development of chaplains and bereavement coordinators across Denver Metro, and they collaborate with the Spiritual Care leaders in Southern Colorado.

Department: Spiritual Care
Hours per week: 40, eligible for benefits
Shift: Monday-Friday days

• Education: Master of Divinity, Pastoral Counseling, Theology, or related field.
• Experience: Five years' experience as a chaplain. A minimum of one-year supervisory experience is preferred.
• Certification(s): Board Certified Chaplain (BCC) required, and/ or Certified Educator with the Association of Clinical Pastoral Educators (ACPE - CE)

POPULATION SPECIFIC CARE

• a.) Neonate - <30 days
• b.) Infancy - >30 days to 1yr
• c.) Toddlers - >1yr to 3yrs
• d.) Pre-Schoolers - >3yrs to 5yrs
• e.) School age - >5yrs to 13yrs
• f.) Adolescent - >13yrs to 18yrs
• g.) Adult - >18yrs to 65yrs.

ESSENTIAL FUNCTIONS

An employee in this position may be called upon to do any or all of the following essential functions. These examples do not include all of the functions which the employee may be expected to perform.

Leads spiritual care team members in providing direct care to patients and families by conducting needs assessments, developing, and implementing interventions, and monitoring the progress, cooperation, and acceptance of services.

Selects, trains, develops, and evaluates department team members. Creates a worker-friendly environment that develops and realizes the full potential of department team members.

Evaluates performance of team members, providing continuous feedback and establishes performance metrics for spiritual care team members. Oversees discipline and performance issues.

Assesses professional competency and clinical practice of spiritual care team members.

Directs and manages the daily operations of the department to ensure policies, procedures, and guidelines are being followed. Utilizes evidence-based practice to develop and maintain policies, procedures, and guidelines for practice.

Establishes performance metrics for department. Works with spiritual care team members to achieve department outcomes, performance, and professional development standards; identifies opportunities for continual improvement to performance standards.

Oversees education and training for students, interns, and/or residents.

Provides spiritual care and counseling for CHCO team members, as appropriate.

Facilitates faith community leaders' support and integration of services as it relates to healing for patients and families of CHCO.

Serves as a champion of enterprise-wide culture, influencing culture change to support functional objectives.

Provides input into financial management activities including operational and restricted fund budgetary decisions and cost-containment. Develops departmental budget recommendations and monitors expenditures to ensure compliance organizational financial goals. Serves as a representative on various committees. Participates or leads research and quality improvement projects and manages communications to the enterprise on projects and initiatives related to functional areas. Resolves escalated, complex, or controversial operational and patient/family issues, making decisions that are inclusive of multiple perspectives and solves underlying problems.

SCOPE & LEVEL

Guidelines: Guidelines are in the form of stated vision and objectives for the division or department.

Complexity: Work assignment is unstructured, and leader is responsible for implementing and managing a variety of objectives, resources, and initiatives to achieve the goals of the function. Duties performed include operational planning; developing standards, priorities, guidelines, processes, measurement (evaluation) systems; implementation of production and performance management standards; and allocating resources. Work is tactical and operational in nature.

Decision Making: Employee is responsible for planning, organizing, allocating resources, ensuring compliance with procedures, and achieving the objectives of the function.

Communications: Communication at this level is primarily internally focused and involves establishing and maintaining effective working relationships with team members, peers, directors, and executives. Provides guidance and interpretation of the enterprise's policies, procedures, and standards. Provides information to higher-level directors and executives.

Supervision Received: Responsible for achieving the objectives of function within the scope of established guidelines. Employee is expected to resolve problems that arise in the normal course of the work. Work is reviewed for soundness of judgment and feasibility of decisions.

Ability to Perform Essential Functions of the Job

• Audio-Visual: Far Vision: Fair
• Audio-Visual: Hearing: Good
• Audio-Visual: Near Vision: Good

WORK ENVIRONMENT

• General Activity: Stand/Walk 4-6 hrs. per day
• Exposure: Exposure to blood/body fluid: Occasional.
• Exposure: Exposure to cold/heat: Occasional.
• Exposure: Exposure to infectious diseases: Occasional.
• Exposure: Exposure to dampness: Occasional.
• Mental and Emotional Requirements: Makes decisions under pressure.
• Mental and Emotional Requirements: Manages stress appropriately.
• Mental and Emotional Requirements: Works with others effectively

It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors. We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, or any other status protected by law or regulation. Be aware that none of the questions are intended to imply illegal preferences or discrimination based on non-job-related information.

The position is expected to stay open until the posted close date. Please submit your application as soon as possible as the posting is subject to close at any time once a sufficient pool of qualified applicants is obtained.

Here, you matter. As a Children's Hospital Colorado team member, you will receive a competitive pay and benefits package designed to take care of your needs that includes base pay, incentives, paid time off, medical/dental/vision insurance, company provided life and disability insurance, paid parental leave, 403b employer match (retirement savings), a robust wellness program, and access to professional development tools, including an education benefit to help you advance your career.

As part of our Total Rewards package, Children's Colorado offers an annual employee bonus program that rewards eligible team members based on organizational performance. If organizational goals are met for the year, the bonus is paid out the following April.

Children's Colorado delivers annual base pay increases to eligible team members based on their performance over the previous year.