Interim Chief Executive Officer

Interim Chief Executive Officer IMMEDIATE INTERIM OPPORTUNITY

Reports to: Board of Directors

Duration: 6-9 months

Our client, a well‑known community hospital, is entering a leadership transition while experiencing pressure across the mental health and addiction (MH&A) continuum (ED presentations, inpatient capacity, community flow), workforce strain, and evolving system partnerships. The Interim Chief Executive Officer will:

Stabilize operations and risk with visible, values‑based leadership and a strong safety focus.

Undertake a rapid, evidence‑informed review of MH&A programs (ED/crisis, inpatient, ambulatory/outreach, transitions to community), identifying quick wins and 6–18‑month priorities.

Lift engagement and trust across clinicians, physicians, unions, and corporate teams during the interim period.

Strengthen governance and system relationships (Board, Foundation, medical leadership, Ontario Health partners, local Ontario Health Team, CMHA and community agencies).

Prepare the ground for the permanent CEO, ensuring continuity, a clear plan, and a clean handover.

Scope of Work Enterprise leadership of clinical and corporate portfolios; quality, patient safety and risk; MH&A program review and priority implementation; external relations; fiscal stewardship; people & culture; communications; and Board interface.

Outcomes & Success Measures

Mental Health & Addictions Program (Primary Focus)

Diagnostic review delivered with baseline metrics and gaps mapped to standards and best practices by Day 45.

Top 5 high‑impact improvements launched by Day 90 (e.g., ED‑to‑inpatient flow, crisis alternatives, transition/home supports, case management, physician coverage model).

People & Culture “Listening tour” completed across clinical units, medical staff, unions, and corporate teams by Day 30; publish top themes and actions.

Retention hotspots addressed (schedule stability, relief pools, educator coverage, psychological safety initiatives).

Governance & System Relationships

Concise Board dashboard (safety, flow, MH&A, finance, people) stood up by Board meeting #2; monthly performance discussion anchored on 6–8 indicators.

Joint MH&A improvement drafted with community partners by Day 75; at least two shared‑pathway initiatives launched by Month 6.

Transition/Continuity

Handover pack for the permanent CEO by Week 24: strategy priorities, risk register, active charters, partner map, key talent plan, and 12‑month roadmap.

Candidate Profile (What “Great” Looks Like)

Former hospital CEO/EVP with accountability for MH&A or complex acute portfolios.

Proven delivery of access/flow improvements in MH&A across ED, inpatient, and community transitions.

Track record in patient/staff safety and high‑reliability practices.

Skilled at union and physician relations, workforce stabilization, and culture building during change.

Comfortable with Ontario hospital funding/accountability frameworks and system‑partner governance.

Values‑based, visible, and clinically credible; adept at crisis and change leadership.

Data‑literate operator who simplifies metrics into actionable dashboards.

Excellent communicator; builds trust quickly with Board, physicians, staff, and partners.

Graduate degree in health administration, business, or clinical discipline (e.g., MHA, MBA, MScN).

CHE or ICD.D credentials considered strong assets.

Application Process Please send your CV (AS A WORD DOC) TO: Interim.Applications@LHHknightsbridge.com (Subject: Job Title).

LHH Knightsbridge Interim Management is a service to help our clients address a wide range of scenarios including leadership support due to sudden departures, driving key change initiatives or leading transformation projects. Our interim executives step in with minimal downtime to meet specific objectives and deliver results. All have held senior positions in the past and have now chosen to offer their unique depth and breadth of experience to organizations on a limited engagement basis.

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Lee Hecht Harrison Knightsbridge Corp. is committed to providing equitable treatment and accommodation to ensure a barrier‑free recruitment process. In accordance with the Ontario Human Rights Code, Accessibility for Ontarians with Disabilities Act and our AODA policy, a request for accommodation will be accepted as part of the hiring process. If you require accommodation to apply or if selected to participate in an assessment process, please provide your accommodation needs in advance to the Recruitment Lead for this opportunity.

We thank all interested candidates in advance; however, only individuals selected for interviews will be contacted.

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