Location: Chicago, Illinois
Hospital: Rush University Medical Center
Department: Organizational Development
Work Type: Full Time
Work Schedule: 8 Hr (9:00 AM - 5:00 PM)
Pay Range: $32.00 - $46.44 per hour
Rush salaries are determined by many factors including, but not limited to, education, job-related experience and skills, as well as internal equity and industry specific market data. The pay range for each role reflects Rush's anticipated wage or salary reasonably expected to be offered for the position. Offers may vary depending on the circumstances of each case. This role has a corresponding incentive plan based on multiple factors. incentive compensation and additional benefits can be found on our Rush benefits page (https://www.rush.edu/rush-careers/employee-benefits)
Summary:
The Success Coach enhances employee experience and supports workforce retention by developing, implementing, and managing programs that positively impact all stages of the employee lifecycle. The role combines employee experience strategy with individualized employee success coaching to support onboarding, engagement, recognition, career development, and retention initiatives.
The position serves as a strategic partner to leaders while providing direct support and coaching to targeted new hires facing barriers to workplace success during their first 180 days of employment. As Rush University Medical Center is the largest employer on Chicago's West Side, the role supports new employees from the twelve West Side communities served through the Anchor Mission. Through data-driven interventions, cross-functional collaboration, and community partnerships, the Success Coach helps team members feel supported, engaged, and empowered to succeed. This is a grant-funded role for one calendar year, with possible extension or organizational creation of the role under discussion but not guaranteed.
Other information:
Required Job Qualifications:
• Bachelor's degree in Human Resources, Organizational Development, Workforce Development, Social Work, Counseling, Business, Education, or a related field, or an equivalent combination of education and relevant work experience.
• Three to five years of experience in employee experience, organizational development, workforce development, employee engagement, career coaching, human resources, program management, or a related field.
• Demonstrated experience designing and implementing employee-focused programs and initiatives.
• Strong coaching, consulting, facilitation, relationship-building, verbal, written, presentation, and interpersonal communication skills, with a high level of energy and enthusiasm.
• Experience analyzing workforce or employee data and presenting findings to leadership.
• Strong project management, organizational, and time-management capabilities.
• Proficiency with Microsoft Office applications and employee survey/reporting platforms.
• Ability to collaborate effectively with leaders and employees at all levels of the organization.
• Ability to work independently, manage multiple priorities, and drive results in a complex environment.
Preferred Job Qualifications:
• Master's degree in Human Resources, Organizational Development, Industrial-Organizational Psychology, Business Administration, Social Work, Counseling, Health Administration, or a related field.
• Experience in healthcare, higher education, or a large, complex organization.
• Knowledge of healthcare careers, career pathways, and related educational requirements and opportunities.
• Knowledge of workforce development programs, community resources, and public workforce funding sources.
• Experience providing employment coaching, career services, or employee support services.
• Professional certification in Human Resources, Employee Experience, Organizational Development, Coaching, or Change Management.
Competencies/Performance Expectations:
• Builds trust and role-models Rush values and service excellence.
• Works independently to solve problems and make well-informed decisions.
• Adapts behaviors and work methods in response to new information, changing conditions, customer needs, and unexpected outcomes.
• Navigates obstacles while maintaining project timelines and commitments.
• Demonstrates team-building and group-facilitation skills.
• Identifies and escalates key issues and trends to the appropriate leader.
• Acts as a change agent who advances organizational culture, quality, and continuous improvement.
Management Responsibility: This position has no direct reports. The role coordinates projects and initiatives that rely on contributions from leaders, internal customers, community partners, and other stakeholders.
Disclaimer:
The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities or requirements.
Responsibilities:
• Maintain an active caseload of targeted new hires and conduct regular in-person and virtual coaching sessions during their first 180 days of employment.
• Assess barriers to employee success and develop, monitor, and adjust individualized action and career development plans, including career coaching, goal-setting, and essential skill development.
• Develop formal assessment and coaching processes in partnership with Talent Acquisition, Community Affairs, Learning & Development, and other relevant partners.
• Connect employees with internal and external resources addressing transportation, housing, food assistance, appropriate work clothing, mental health, financial well-being, education, work readiness, and other support needs.
• Build partnerships with community-based organizations, workforce investment boards, social-service agencies, government agencies, and other community stakeholders to expand employee access to support.
• As appropriate, shadow employees and recommend ways to enhance service delivery.
• Educate employees about healthcare career pathways and related educational opportunities, educational assistance, workforce development, and professional growth resources, while building trusted relationships with employees, leaders, and community stakeholders.
• Consult with leaders and operational partners to identify, design, implement, and measure initiatives that strengthen new-hire engagement, retention, recognition, onboarding, and organizational culture.
• Develop and manage the onboarding portion of employee lifecycle programs using industry best practices and organizational needs.
• Partner with Human Resources Centers of Excellence, Learning & Development, Talent Acquisition, Internal Communications, and operational leaders to implement employee experience initiatives.
• Design communication and change-management strategies; support recognition, culture-building, onboarding, and organizational events.
• Prepare presentations, dashboards, executive-level reports, and ad hoc reports requested by internal customers and departments; identify process improvements that advance the employee experience and organizational priorities.
• Maintain accurate documentation, case notes, program records, and retention metrics.
• Analyze engagement, retention, onboarding, and workforce development data to identify trends and improvement opportunities.
• Define key process and outcome metrics; develop dashboards and reporting tools to measure program effectiveness and business impact; and present findings and recommendations to leadership and key stakeholders.
• Use data-driven insights and metric results to recommend, implement, and monitor improvements that strengthen employee experience, engagement, and retention.
• Manage multiple projects, as assigned, simultaneously while navigating obstacles, ensuring timely completion, and aligning work with organizational priorities.
