Executive Director PrairieLINK Health Alliance

Stormont-Vail · Topeka

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Job Information
Exemption Status: Exempt

A Brief Overview
The Executive Director of PrairieLINK Health Alliance (PLHA), is a Clinically Integrated Network (CIN). provides executive leadership for strategic planning, implementation, and ongoing operations, including physician-led governance, partner engagement, quality improvement, care coordination, data analytics, telehealth integration, and value-based care opportunities. The Executive Director collaborates with participating hospitals, clinics, physicians, community organizations, academic partners, and others to advance the goals and objectives of the CIN. This position is funded through RHTP – RPGP grant funds.

Education Qualifications

• Bachelor's Degree Healthcare administration, Business Administration, Public Health, Nursing, Health Sciences, or related field Required
• Master's Degree Healthcare administration, Business Administration, Public Health, Nursing, or related field Preferred

Experience Qualifications

• 5 years Progressive leadership experience in healthcare administration, operations, population health, network development, quality improvement, strategy, or related fields Required
• Demonstrated experience leading complex healthcare projects and organizational initiatives Required
• Experience working collaboratively with physicians and multidisciplinary healthcare teams Required
• Experience with clinically integrated networks, accountable care organizations, population health programs, or value-based care initiatives Preferred
• Experience managing grant-funded programs and external partnerships Preferred
• Knowledge of rural healthcare delivery models and Critical Access Hospital operations Preferred

Skills and Abilities

• Strong understanding of healthcare operations and delivery systems
• Executive leadership, strategic planning, network development, and operational implementation
• Physician engagement, governance support, stakeholder facilitation, and partnership management
• Healthcare quality improvement, data analytics, performance measurement, and population health concepts
• Effective verbal and written communication, presentation, problem-solving, critical thinking, collaboration, and change management skills
• Value-based care, rural healthcare delivery, grant management, and sustainability planning

What you will do

• The role provides initial implementation and development according to the Rural Health Transformation Program (RHTP) Regional Partners Grant Program (RPGP), including partnership collaboration with rural health partners, Kansas State University, and Midland Care Connection, Inc. Leads development and ongoing operations of PLHA in alignment with the RPGP Grant, organizational goals, strategic priorities, operating budgets, performance objectives, and milestones.
• Supports and operationalizes PLHA's governance structure, including coordination of the Board of Managers and physician-led operating committees, such as clinical integration, quality, IT, and other workgroups.
• Builds alignment, participation, and operational readiness among network members for clinical integration activities, quality programs, care coordination, telehealth integration, population health initiatives, and value-based care opportunities.
• Directs network operations and develops operational policies, procedures, workflows, performance expectations, dashboards, reporting processes, and continuous improvement activities focused on quality, efficiency, access, and network performance. Responsible for Grant reporting requirements.
• In partnership with Quality and Information Technology leadership, oversees performance measurement, reporting, data-sharing, analytics infrastructure, and data-driven decision-making related to quality, utilization, operational, and financial performance indicators.
• In partnership with involved team leaders, recruits, develops, supervises, and provides leadership to PLHA operational staff and personnel supporting care coordination, quality improvement, analytics, information technology, and project management functions.
• Identifies, pursues, and supports grant funding and strategic funding opportunities that advance PLHA's mission, program goals, and long-term sustainability.
• Collaborates with Stormont Vail Health finance, legal, and executive leaders, as well as PLHA members, to evaluate, develop, and implement value-based care opportunities and alternative payment models that advance the network's long-term strategic and financial objectives.
• Prepares recommendations, reports, presentations, and supporting materials for governance review, leadership decision-making, partner meetings, and grant-related updates.
• Facilitates physician engagement, partner communication, and participation across network organizations to foster accountability, collaboration, transparency, and service excellence.
• Monitors network operational and financial performance and develops recommendations that support long-term sustainability, growth, and performance improvement.
• Identifies and evaluates opportunities, trends, technologies, payment models, and partnership options that strengthen rural health access, specialty services, care coordination, and network growth.
• Promotes employee engagement, professional growth, team development, innovation, and collaboration across PLHA related functions.
• Maintains documentation of work plans, milestones, deliverables, policies, meeting materials, and performance improvement activities as needed for operational and grant accountability.
• Attends meetings and may participate on internal and external committees, workgroups, community forums, and rural health partnership activities as directed.

Travel Requirements

• 30% Ability to travel to participating hospitals, clinics, partner organizations, meetings, and community sites across Kansas as needed to support PLHA operations, governance, and partner engagement.

Required for All Jobs

• Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
• Performs other duties as assigned

Patient Facing Options

• Position is Not Patient Facing

Remote Work Guidelines

• Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
• Stable access to electricity and a minimum of 25mb upload and internet speed.
• Dedicate full attention to the job duties and communication with others during working hours.
• Adhere to break and attendance schedules agreed upon with supervisor.
• Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.

Remote Work Capability

• Hybrid

Scope

• No Supervisory Responsibility
• Has Budget Responsibility

Physical Demands

• Balancing: Rarely less than 1 hour
• Carrying: Rarely less than 1 hour
• Climbing (Stairs): Rarely less than 1 hour
• Crawling: Rarely less than 1 hour
• Crouching: Rarely less than 1 hour
• Driving (Automatic): Occasionally 1-3 Hours
• Eye/Hand/Foot Coordination: Occasionally 1-3 Hours
• Feeling: Occasionally 1-3 Hours
• Grasping (Fine Motor): Occasionally 1-3 Hours
• Grasping (Gross Hand): Occasionally 1-3 Hours
• Handling: Occasionally 1-3 Hours
• Hearing: Frequently 3-5 Hours
• Kneeling: Rarely less than 1 hour
• Lifting: Occasionally 1-3 Hours
• Operate Foot Controls: Occasionally 1-3 Hours
• Pulling: Rarely less than 1 hour
• Pushing: Rarely less than 1 hour
• Reaching (Forward): Occasionally 1-3 Hours
• Reaching (Overhead): Occasionally 1-3 Hours
• Repetitive Motions: Frequently 3-5 Hours
• Sitting: Frequently 3-5 Hours
• Standing: Occasionally 1-3 Hours
• Stooping: Rarely less than 1 hour
• Talking: Frequently 3-5 Hours
• Walking: Frequently 3-5 Hours

Working Conditions

• Extreme Temperatures: Rarely less than 1 hour
• Noise/Sounds: Occasionally 1-3 Hours

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.

Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.

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