Position Status:
Full time
Shift:
First Shift (Days - Less than 12 hours per shift) (United States of America)
Hours per week:
40
Job Information
Exemption Status: Exempt
A Brief Overview
The Director Business Development – Rural Health serves as Stormont Vail Health's strategic leader for rural health development, innovation, and transformation. This position is responsible for advancing the organization's rural strategy through the development of business partnerships, community collaborations, healthcare transformation initiatives, innovative care delivery models, and other opportunities that strengthen access, improve outcomes, and support the long-term development of Stormont Vail's rural health priorities. The Director provides executive leadership for Stormont Vail Health's participation in the Kansas Rural Health Transformation Program (RHTP) and other state, regional, and federal rural health initiatives. The position identifies emerging opportunities, cultivates strategic relationships, represents Stormont Vail Health in rural healthcare forums, and enhances the organization's reputation as a recognized leader in rural healthcare service, innovation and transformation. The Director serves as the organization's primary leader for rural health strategy and maintains accountability for advancing rural growth initiatives, developing strategic partnerships, shaping public policy engagement, and positioning Stormont Vail Health as a leading rural healthcare organization. The position collaborates with the System Director of Network and Regional Relations, the Director of PrairieLINK, and other administrative and operational leaders of the organization.
Education Qualifications
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Bachelor's Degree Healthcare Administration, Business Administration, Public Health, Nursing, Health Sciences, or related field. Required
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Master's Degree Healthcare Administration, Business Administration, Public Health, Health Policy, Rural Health or related field. Preferred
Experience Qualifications
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5 years Progressively responsible leadership experience in healthcare strategy, business development, rural healthcare, health system operations, community development, public policy or related field. Required
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Demonstrated success leading complex strategic initiatives involving multiple organizations and stakeholders. Required
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Experience working with rural hospitals, healthcare associations, governmental agencies, community organizations, or regional partnerships Preferred
Skills and Abilities
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Strong understanding of healthcare operations and delivery systems.
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Executive leadership, strategic planning, network development, and operational implementation.
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Experience in business development methodology and project management.
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Effective verbal and written communication, presentation, problem-solving, critical thinking, collaboration, and change management skills.
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Experience with grant-funded initiatives, healthcare transformation programs, and strategic partnership development.
What you will do
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The role provides strategic rural health leadership. Develop and execute Stormont Vail Health's comprehensive rural health strategy in alignment with organizational priorities. Identify opportunities to expand the organization's role, influence, and impact in rural healthcare delivery and transformation. Advise executive leadership regarding rural healthcare trends, policy developments, market opportunities, and strategic investments. Lead the evaluation and development of new rural partnerships, affiliations, service models, and growth opportunities. Ensure rural health initiatives align with the organization's strategic plan and long-term growth objectives.
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Serve as the organizational lead for all Rural Health Transformation Program (RHTP) activities, providing oversight, coordination, and accountability for all RHTP-funded initiatives, including grant implementation, compliance, reporting, performance monitoring, and stakeholder engagement. • In partnership with Stormont Vail grant administration leaders and external consultants, ensure alignment across the health system and among individual RHTP-funded programs, including RPGP, PrairieLINK, REH-CAP, and other funded initiatives. • Oversee achievement of grant milestones, timelines, deliverables, budgets, and regulatory requirements while serving as the central point of coordination with state, regional, and internal partners. • Collaborate with organizational leaders to secure and leverage resources that strengthen rural healthcare services, infrastructure, and long-term community impact.
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Manage governance structures, accountability frameworks, and performance monitoring processes that support successful implementation of rural health initiatives and strategic partnerships. • Provide oversight of rural health program financial performance, grant resources, budgets, sustainability plans, and return on investment to ensure long-term organizational and community benefit. • Develop and evaluate business cases, funding strategies, and resource requirements for rural health initiatives while coordinating executive reporting, risk management, issue escalation, and cross-functional alignment to achieve organizational objectives.
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Identify, develop, and evaluate opportunities to expand Stormont Vail Health's presence and impact in rural communities through partnerships with hospitals, health systems, clinics, community organizations, academic institutions, and governmental agencies. Serve as Stormont Vail Health's primary representative in rural healthcare coalitions and collaborative initiatives. Advance healthcare access, workforce development, clinical integration, population health, and strategic business development through stakeholder engagement, market analysis, and alignment of resources and investments. • Assess emerging healthcare trends, technologies, and innovations that strengthen rural healthcare delivery and support regional growth.
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Enhance Stormont Vail Health's visibility, reputation, and influence as a leader in rural healthcare. • Represent the organization through speaking engagements, conferences, professional associations, policy discussions, and industry forums. • Promote the organization's rural health achievements and strategic vision through engagement with external audiences. • Support development of strategic communications and advocacy efforts related to rural healthcare issues.
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Prepares recommendations, reports, presentations, and supporting materials for governance review, leadership decision-making, partner meetings, and grant-related updates.
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Facilitates physician engagement, partner communication, and participation across network organizations to foster accountability, collaboration, transparency, and service excellence.
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Monitors network operational and financial performance and develops recommendations that support long-term sustainability, growth, and performance improvement.
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Identifies and evaluates opportunities, trends, technologies, payment models, and partnership options that strengthen rural health access, specialty services, care coordination, and network growth.
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Promotes employee engagement, professional growth, team development, innovation, and collaboration across PLHA related functions.
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Maintains documentation of work plans, milestones, deliverables, policies, meeting materials, and performance improvement activities as needed for operational and grant accountability.
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Attends meetings and may participate on internal and external committees, workgroups, community forums, and rural health partnership activities as directed.
Travel Requirements
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30% Ability to travel to participating hospitals, clinics, partner organizations, meetings, and community sites across Kansas as needed to support rural health partnerships and growth.
Required for All Jobs
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Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
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Performs other duties as assigned
Patient Facing Options
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Position is Not Patient Facing
Remote Work Guidelines
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Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
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Stable access to electricity and a minimum of 25mb upload and internet speed.
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Dedicate full attention to the job duties and communication with others during working hours.
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Adhere to break and attendance schedules agreed upon with supervisor.
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Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.
Remote Work Capability
Scope
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No Supervisory Responsibility
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Has Budget Responsibility
Physical Demands
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Balancing: Rarely less than 1 hour
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Carrying: Rarely less than 1 hour
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Climbing (Stairs): Rarely less than 1 hour
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Crawling: Rarely less than 1 hour
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Crouching: Rarely less than 1 hour
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Driving (Automatic): Occasionally 1-3 Hours
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Eye/Hand/Foot Coordination: Frequently 3-5 Hours
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Feeling: Occasionally 1-3 Hours
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Grasping (Fine Motor): Rarely less than 1 hour
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Grasping (Gross Hand): Rarely less than 1 hour
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Handling: Rarely less than 1 hour
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Hearing: Frequently 3-5 Hours
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Kneeling: Rarely less than 1 hour
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Lifting: Rarely less than 1 hour
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Operate Foot Controls: Rarely less than 1 hour
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Pulling: Rarely less than 1 hour
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Pushing: Rarely less than 1 hour
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Reaching (Forward): Rarely less than 1 hour
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Reaching (Overhead): Rarely less than 1 hour
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Repetitive Motions: Frequently 3-5 Hours
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Sitting: Frequently 3-5 Hours
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Standing: Frequently 3-5 Hours
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Stooping: Rarely less than 1 hour
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Talking: Frequently 3-5 Hours
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Walking: Frequently 3-5 Hours
Working Conditions
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Extreme Temperatures: Rarely less than 1 hour
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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.
