DUTIES INCLUDE BUT ARE NOT LIMITED TO

• Sets the overall strategy and the vision of the laboratory
• Sets the overall tone and builds the laboratory culture
• Responsible for successful team-building within the laboratory and hospital
• Ensures responsibility for the overall financial strategy of the laboratory to meet established goals
• Ensures regulatory and accrediting agency compliance by developing, integrating, coordinating, and providing ongoing support for compliance with regulatory and accrediting agencies.
• Ensures the continued growth of the reference laboratory and hospital by actively utilizing client recruitment, retention, customer relations and marketing strategies.
• Responsible for employee relations, recruitment and retention of employees, and all aspects of human resource management to maintain a high quality and positive work place environment with minimum turnover.
• Ensures excellent delivery of customer service to all laboratory clients, coordination of laboratory services and processes with those of ORHC and its departments.
• Other duties as assigned.

KNOWLEDGE, SKILLS & ABILITIES

• Strong knowledge of accreditation and regulatory requirements
• Strong knowledge of applicable laws and guidelines of laboratory and personnel management (CLIA, HIPAA, CAP, CMS, OIG, FMLA, ADA, etc.)
• Strong computer skills and ability to learn and use new information technology.
• Strong project management skills, strategic planning skills and change management skills
• Strong communication skills; verbal, written, and electronic.

EDUCATION

• Minimum Education: BA/BS in Medical Technology or scientific discipline. Preferred Education: MBA or MA/MS in scientific discipline. (Equivalent combination of education and/or experience will be considered). Hospital or reference laboratory experience preferred.

EXPERIENCE

• Minimum Experience: 5 years Supervisory/Mgmt. Preferred Experience: 8 years Supervisory/Mgmt. in a hospital or reference laboratory setting

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)