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Vice President, Information Services Business Operations
Children's Health
About the Role
At Children's Health, technology is one of the ways we make life better for kids, and this role sits at the center of that work. As Vice President of Information Services Business Operations, you will lead the Office of the CTO (OCTO), reporting directly to the CTO, with responsibility for the systems and teams that keep our organization running efficiently and moving forward.
This role is weighted toward technical and operational depth in enterprise resource planning, complemented by a smaller but essential strategic component. The right candidate is someone who has stayed close to the operational work of ERP rather than someone whose experience has become primarily strategic. We welcome candidates from healthcare and beyond. What matters most is deep, hands-on ERP expertise, ideally with Infor, though strong backgrounds in Oracle or Workday are also welcome.
What You'll Do
ERP and Enterprise Systems Leadership
• Lead cloud ERP strategy across Financial Services Management (FSM), Human Capital Management (HCM), and Supply Chain Management (SCM), with a strong preference for candidates who bring hands on Infor experience.
• Serve as the organization's primary technical authority on our ERP platform and vendor relationship, providing informed evaluation of vendor performance, roadmap, and recommendations.
• Drive workflow development and optimization, release management, and integration with third party solutions including API and HL7 connectivity.
• Oversee data visualization, reporting, and the development of automation and control tower capabilities that leverage Business Systems data.
• Guide the strategic integration of third-party systems and tools, such as Phenom and ServiceNow, into the broader ERP environment in a disciplined and well governed way.
Strategic and Operational Leadership
• Develop and implement IS strategies aligned with Children's Health organizational objectives and short-term operational plans.
• Serve as a member of the Senior Leadership Team and act as a change champion for key organizational initiatives across the enterprise.
• Translate technical initiatives into measurable business OKRs and KPIs, communicating outcomes to executive stakeholders.
• Establish and manage performance metrics, conducting regular assessments and recommending improvements.
• Balance day-to-day operational ownership of ERP systems with the strategic judgment needed to guide long term platform decisions.
Financial Oversight and Vendor Management
• Oversee IS budgeting, financial planning, and cost management to optimize resource allocation.
• Evaluate and manage professional services engagements and oversee third party implementation and support relationships.
• Establish governance frameworks ensuring compliance with healthcare industry standards and regulations.
• Ensure vendor security posture and risk compliance with a focus on the healthcare regulatory environment.
• Bring a strong, technically grounded point of view when working with our ERP vendor, given the level of oversight this partnership requires.
Workforce Development and Innovation
• Lead workforce planning, talent acquisition, and professional development to build a high performing IS team.
• Foster a culture of innovation within the IS department, championing new technologies and process improvements.
• Manage change at scale, specifically driving organizational adoption of Business Applications functionality.
• Build cross-functional stakeholder relationships and co-ownership partnerships across the enterprise.
What We're Looking For
Education: Bachelor's degree or equivalent experience required.
Experience: Minimum 10 years of related experience leading complex functions or initiatives in a highly matrixed organization, with substantial hands-on experience in ERP operations. We are looking for candidates whose experience leans more technical and operational than purely strategic.
Strong preference for direct experience with Infor. Candidates with deep experience in Oracle, Workday, or other major cloud ERP platforms are also welcome to apply.
Experience in the healthcare industry is preferred but not required. Candidates from other industries with strong ERP platform expertise and the ability to quickly learn about the healthcare regulatory environment will be considered.
Key Competencies
• Technical Depth: Maintains current, hands-on knowledge of ERP platforms and can independently evaluate vendor performance and technical tradeoffs.
• Adaptability: Maintains effectiveness through major organizational or environmental change.
• Executive Communication: Conveys complex ideas clearly and compellingly to diverse audiences at all levels.
• Strategic Thinking: Translates long term vision into operational plans with measurable outcomes.
• Relationship Building: Establishes trust-based partnerships with customers, internal stakeholders, and external partners.
• Business Acumen: Integrates clinical, financial, and market data to inform strategic direction in healthcare.
• People Leadership: Coaches, develops, and inspires teams to excel in current and future responsibilities.
• Change Leadership: Catalyzes cultural and organizational transformation to meet evolving market and technology demands.
Why Children's Health?
At Children's Health, we are dedicated to making life better for children. As a nationally recognized pediatric health system, we offer a mission driven environment where your leadership directly impacts the health and wellbeing of our community's youngest patients. You will join a culture that values innovation, accountability, and collaboration at the highest levels of the organization.
As an equal opportunity employer, Children's Health does not discriminate against employees or applicants because of race, color, religion, sex, gender identity and expression, sexual orientation, age, national origin, veteran or military status, disability, or genetic information or any other Federal or State legally protected status or class. This applies to all aspects of the employer employee relationship including but not limited to recruitment, hiring, promotion, transfer pay, training, discipline, workforce adjustments, termination, employee benefits, and any other employment related activity.
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