Human Factors Engineer

Job Responsibilities:

• Provide oversight of multi-department programs related to quality improvement and performance management.
• Implement and sustain a coordinated approach to achieve quality outcomes.
• Oversee formulation of annual work plans across quality goals (including peer review, performance measurement, patient safety events occurrence management, and continuous survey readiness).
• Direct and execute data collection, abstraction, and aggregation of peer review for assigned departments.
• Organize systems for ongoing monitoring, evaluating, and facilitating compliance with changing regulatory requirements.
• Respond to and provide on-site assistance with local, state, federal, and other accrediting institutions, and assist with resolution of identified issues.
• Investigate patient safety events and conduct cause analysis for process improvement across all clinical and care areas.
• Continuously collaborate with staff/faculty for ongoing education on risk assessment and prevention tools and identification of opportunities for quality improvement.
• Guide early-career quality team members on complex quality systems and processes.
• Support ergonomics and using human factors science, recommend changes that will improve overall system performance, and improve health information technology (HIT).
• Assist clinicians, clinical leaders and administrators to manage and understand human factors measures and to use quantitative and qualitative data analysis to drive HF science-based decision making.
• Maintains regular, predictable attendance.
• Performs all other duties as assigned.

Minimum Education and/or Training:

• Bachelor's degree in human factors engineering or psychology, experimental or engineering psychology, ergonomics or related field required. Master's or PhD preferred.

Minimum Experience:

• Five (5) years experience demonstrating application of human factors, (e.g., quality and patient safety; regulatory requirements and survey processes; business process redesign; patient satisfaction measurement; standards of care; medical record documentation; hospital-based quality/safety programs).

Licensure, Registration and/or Certification Required by Law:

• None

Licensure, Registration and/or Certification Required by SJCRH Only:

• None

Special Skills, Knowledge and Abilities:

• Understanding of human factors science, theories, models, methods, design and analysis
• Experience conducting usability evaluations and human in the loop simulations, and conducting data collection, analysis, and reporting
• Able to draw insights from different sets of data and quickly understand why issues are happening.
• Solves problems quickly by identifying the right causes.
• Encourages others to see the opportunities ahead amidst changing circumstances even when the details have not been finalized.
• Leads team meetings on a need basis and effectively communicates with cross-functional teams for results.
• Understands and uses digital tools of communication as needed.
• Speaks up in meetings, raises concerns, and shares information with team.
• Remains calm in challenging and uncertain times by focusing on the end goals and solving problems.
• Defuses any unforeseen developments and problems by leveraging data analysis and insights. Maintains focus on goals.
• Drives engagement and ownership for group to deliver ambitious results and solutions.
• Guides rigorous gathering and analysis of data, and presentation of results to drive more effective decision making across areas.
• Proposes and implements improvements and solutions by synthesizing findings over time or across projects/areas.
• Applies understanding of unique context of stakeholders and adapts overall education approach appropriately to drive quality/safety outcomes.
• Anticipates potential disagreements around quality/safety proposals from key stakeholders to facilitate authentic solution-focused conversations.
• Leverages knowledge of project management tools and methodologies to manage less complex programs, end to end.
• Defines scope and milestones clearly with a clear understanding of customer needs and overall program goals.
• Identifies and regularly communicates with critical cross functional stakeholders, managing resources & conflicts and drive accountabilities.
• Has the ability to interpret changes in relevant quality/safety standards and regulations, previous regulatory history, and related implications on different systems/processes within domain/area of focus.
• Provides inputs and guidance to team leadership focused on driving compliance, based on external regulatory landscape.
• Identifies and proposes/implements systemic solutions to address/preempt critical deviations/issues.
• Oversees risk assessment and management plans within area to enable rapid response and prevention/recovery from high-probability/high-impact events.
• Leverages deep expertise to unearth complex underlying causes for defects/issues; works cross-functionally to implement well-rounded solutions for mitigation.

Physical Demands and Working Conditions:

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• While performing the duties of this job, the employee is regularly required to stand; walk; sit; kneel, use hands to finger, handle, or feel; and talk or hear.
• The employee must occasionally lift and/or move up to 25 pounds.
• Specific vision abilities required by this job include close vision, depth perception and the ability to adjust focus.
• The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• The noise level in the work environment is usually quiet.
• An essential function of the job is to be able to comply with all applicable federal, state and local safety and health regulations that would apply to this job.
• The employee must move about the work space to access work surface and shelves, cabinets, drawers, and equipment that are at, below or above the work surface.
• Nothing in this job description limits management's right to assign or reassign duties and responsibilities to this job at any time as business needs dictate. This job description reflects management's assignment of essential functions; it does not proscribe or restrict the tasks that may be assigned. The information contained herein is not intended to be an all-inclusive list of the duties and responsibilities of the job, nor is it intended to be an all-inclusive list of the skills and abilities required to do the job.

Compensation

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Diversity, Equity and Inclusion

St. Jude Children's Research Hospital has a diverse, global patient population and workforce, built on the principles of diversity, equity and inclusion. Our founder Danny Thomas envisioned a hospital that would treat children of the world-regardless of race, religion or a family's ability to pay. Learn more about our history and commitment.

Today, we continue the mission to advance cures and means of prevention for pediatric catastrophic diseases through research and treatment. As we accelerate this progress globally, we believe our legacy of diversity, equity and inclusion is foundational to success. With the commitment of leaders at all levels of the organization, we strive to ensure the St. Jude culture, leadership approaches and talent processes are equitable and culturally responsive. View our Diversity, Equity and Inclusion Report to learn about the hospital's roots in diversity, equity and inclusion, where we are today and our aspirations for an even better future.

No Search Firms

St. Jude Children's Research Hospital does not accept unsolicited assistance from search firms for employment opportunities. Please do not call or email. All resumes submitted by search firms to any employee or other representative at St. Jude via email, the internet or in any form and/or method without a valid written search agreement in place and approved by HR will result in no fee being paid in the event the candidate is hired by St. Jude.