Divisional Onboarding Program Manager

The position is focused on the onboarding and training experience for new teammates and the outcomes of the program including new teammate stability, time to train and program adoption. The Divisional Onboarding Manager cultivates a sense of community and belonging for frontline teammates, foster engagement and aid in meeting retention goals. This position requires a business minded professional who can diagnose operational issues, implement procedural suggestions for improvement, and track measurements to support expected outcomes.

Responsibilities:

Partner to the Divisional Vice President (DVP) for workforce planning and teammate mapping

• Collaborate with Recruiting Manager and Regional Operations Directors to execute on annual workforce planning goals, ensuring current and future staffing needs are met.
• Partner with recruiting and RODs to track candidate offers, approvals, and start dates
• Make sure a new teammates' hiring manager is correct in Workday for Day 1
• Work with RODs and FAs to align with preceptor on role expectations and ensure preceptor is mapped to new teammate in StarLearning prior to Day 1 of training

Own the new teammate experience for the division through structured onboarding and training routines

• Serve as SME for all elements of the Rise Program
• Liaison for division on any Rise-related questions, concerns, or feedback
• Influence and communicate training wins and opportunities to FAs and RODs
• Attend Rise Champion Calls in Group and Village
• Connect with new FAs on RISE overview/content and expectations
• Proactively coordinate and schedule welcome visits and ramp partner designation no later than Week 6, to encourage confidence and a soft landing into an independent patient assignment
• Partner with RODs to ensure FAs are having weekly check ins to review curriculum progress, and incorporate topics from Conversation Guide (located in FA Playbook) into weekly TM Check-ins
• Advocate and model the importance of strong relationship building and learning the interpersonal skills needed for the new teammates success and retention.
• (optional) Host Onboarding Calls- Review Rise training Dashboards with RODs and FAs to drive consistent training routines and identify root cause for TM's falling behind.
• (optional) Partner with FAs to verify experienced TMs have been provided the Study Guide to prepare for the knowledge verification assessment

Ensure facilities and leaders are prepared for new teammate training

• Send communication to FAs with TMs starting in next class 2 weeks out. Include Rise onboarding checklist & key call outs for new processes with Rise.
• Validate that the Facility Welcome Kit is used to ensure Warm Welcome for new TMs on Day 1.
• Ensure facilities have adequate technology to support the learner's journey through the curriculum.
• Verify class lists and supplies sent to new TMs.
• Confirm new TMs have the space and technology to get started.
• Ensure facilities have someone on point to walk the new teammate through WebEx and its features.
• Help FAs create new TM schedules aligned with RISE Above Studio classes in Module 1.

Provide support, continuing education, and ongoing mentoring to local facility preceptors

• Work with your division to identify your Preceptor needs based on workforce planning numbers and help drive completion of trained Preceptors to meet demands.
• Leverage the preceptor selection resources when selecting and certifying a new preceptor teammate.
• Review current preceptors to ensure they are up-to-date on maintaining their certification and completed training for Rise (insights on training completion available via PET tool, updated weekly).
• Identify regional gaps in training and review plan for continued preceptor development with RODs.
• May conducts preceptor quarterly meetings and in-services for preceptors, as needed.

May perform other duties as assigned- possible activities include:

• SIP and School of Nursing (SON) partnership with recruiting, including in-person school visits, presentation, career fairs)
• Run hiring events for the division (both virtual and in-person)

Requirements:

• Former Educational Experience with Adult Population (2-4 years)
• Associate`s degree
• Preferred: prior Leadership experience and Dialysis nursing experience
• Ability to travel 20-50% of the time locally

What We'll Provide:

More than just pay, our DaVita Rewards package connects teammates to what matters most. Teammates are eligible to begin receiving benefits on the first day of the month following or coinciding with one month of continuous employment. Below are some of our benefit offerings.

• Comprehensive benefits:Medical, dental, vision, 401(k) match, paid time off, PTO cash out
• Support for you and your family:Family resources, EAP counseling sessions, accessHeadspace , backup child and elder care, maternity/paternity leave and more
• Professional development programs:DaVita offers a variety of programs to help strong performers grow within their career and also offers on-demand virtual leadership and development courses through DaVita's online training platform StarLearning.

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This position will be open for a minimum of three days.

Salary/ Wage Range

Compensation for the role will depend on a number of factors, including a candidate's qualifications, skills, competencies and experience and may fall outside of the range shown. DaVita offers a competitive total rewards package, which includes a 401k match, healthcare coverage and a broad range of other benefits. Learn more at https://careers.davita.com/benefits

Colorado Residents: Please do not respond to any questions in this initial application that may seek age-identifying information such as age, date of birth, or dates of school attendance or graduation. You may also redact this information from any materials you submit during the application process. You will not be penalized for redacting or removing this information.