Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advance technology. Capital Health is a five-time Magnet-Recognized health system for nursing excellence and is comprised of 2 hospitals. Capital Health Medical Group is made up of more than 250 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.

Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization.  As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.

The listed minimum pay reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).

Minimum Pay:

$68,577.60

Position Overview

SUMMARY (Basic Purpose of the Job)Provides managerial oversight for hiring, operations, and staff (clergy, employees, and volunteers) including conducting evaluations, coordinating compliance, hiring of per diem coverage staff, maintaining budget, and other duties. Assimilates into the hospital framework and manages the administrative, compliance, payroll, and supply ordering for department. Responsible for re-designing a Spiritual Services program at either HPW or RMC Capital Health hospitals. Able to provide vision, strategy, and implementation of a robust program to support patients and staff. Responds to patients, family, and staff to provide interfaith spiritual support. Performs daily rounds on patients at bedside. Develops strong base of community clergy partnerships, and develops and hosts an Interfaith Spiritual Care Advisory Council of area religious constituents. Facilitates religious holiday event awareness and staff services as needed.ESSENTIAL FUNCTIONSInfuses Capital Health with a dynamic, responsive interfaith Pastoral Care presence by developing and providing services designed to meet the religious and/or spiritual needs of patients, families, and/or staff. As manager, lead the department in developing new program, implementing, and overseeing the delivery of a new spiritual services program.Performs daily rounding on patients at bedside to anticipate and support patients' needs. Coordinates sacramental and other needs with area clergy, hires staff for coverage, develops local contacts and uses volunteers appropriately for visiting patients. Able to supervise, coach, and mentor all staff.Maintains relationships with local community clergy to meet the needs of our patients (Ash Wednesday, Sabbath, etc.) Reviews annual calendar of key spiritual events to proactively anticipate needs. Designs, implements, and hosts a Spiritual Services Clergy Advisory board that meets with agenda and topics to integrate community into hospital program.Works with hospital administrative software, department processes, attends meetings, and is responsible for the timely compliance, supply ordering, and running of the department.Facilitates religious holiday event awareness and staff services as needed.Works with hospital administrative software, department processes, attends meetings, and is responsible for the timely compliance, supply ordering, and running of the department, including budget, payroll, scheduling, coverage monitoring, and operations as needed within the department.Performs other duties as assigned by Director.MINIMUM REQUIREMENTSEducation: Bachelor's Degree. Master’s Degree in Divinity or Theology preferred. Board certification preferred.Experience: One year health care or chaplaincy experience. Completion of three to four Clinical Pastoral Education/Training (CPE) units required.Knowledge and Skills: Strong organizational, managerial, operational, educational, and time management skills needed. Ability to work with diverse cultural and religious populations. Excellent listening skills.Special Training: Completion of three to four Clinical Pastoral Education/Training (CPE) units.Mental, Behavioral and Emotional Abilities: Compassionate, unbiased, discreet, good listener. able to build relationships. Interest in working with patients at bedside daily.PHYSICAL DEMANDS AND WORK ENVIRONMENTFrequent physical demands include:Occasional physical demands include: Sitting , Standing , Walking , Climbing (e.g., stairs or ladders) , Carry objects , Push/Pull , Twisting , Bending , Reaching forward , Reaching overhead , Squat/kneel/crawl , Wrist position deviation , Pinching/fine motor activities , Keyboard use/repetitive motionContinuous physical demands include: Talk or HearLifting Floor to Waist 15 lbs. Lifting Waist Level and Above 10 lbs.Sensory Requirements include: Accurate Near Vision, Accurate Far Vision, Color Discrimination, Moderate Depth Perception, Accurate HearingAnticipated Occupational Exposure Risks Include the following: Airborne Communicable Disease , Uneven Surfaces or Elevations , Extreme Noise Levels , Dust/Particulate Matter

IND123

Offers are contingent upon successful completion of our onboarding process and pre-employment physical.  Capital Health will require all applicants to have an annual flu vaccine prior to start date, with the exception of individuals with medical and religious exemptions.

"Company will never ask candidates for social security numbers or date of birth during application phase. If you are asked for this information online, you may be a target for identity theft."

For benefit eligible roles, in addition to cash compensation, we provide a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, robust PTO plan, overtime to eligible roles, and other benefits, including "elective" benefits employees may select to best fit the needs and personal situations of our diverse workforce.

The pay rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity.  Bonus and/or incentive eligibility are determined by role and level.

The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare.  Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.