- Salary
- $118k – $172k
- Location
- 75 Francis Street Boston (Tower), United States of America
- Workplace
- Onsite
- Type
- Full-time
- Department
- Healthcare
- Seniority
- Director
- Education
- PhD
- Source
- Workday
Description
Mass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham.
Job Summary
Assistant Nurse Director - Intensive Care Units:Medical ICU - 3BC & Medical Surgical ICU - 11C
Full Time- 40 Hours | BWH Boston Main Campus
About this job:
The Assistant Nurse Director (AND) is an important member of the unit-based leadership team in clinical practice environments to extend leadership presence and provide clinical support.
Under the leadership/direction of the nurse director, the AND is a representative of the Department of Nursing and supports the nurse director in translating the vision and values of the department at the unit-level for the purpose of meeting the needs of patients and families and in creating a therapeutic, healing patient/family centered practice environment.
The AND helps to develop the very best staff, assists with assessing clinical patterns within populations, and facilitates mobilization/allocation of resources to meet the immediate needs of patients and families. The AND may perform leadership functions as developmentally appropriate under the mentorship and coaching of the nurse director and may be assigned the management of specific projects.
PRINCIPAL DUTIES AND RESPONSIBILITIES:
Operational Leadership:
• Promote, facilitate and support excellent nursing practice, Department of Nursing vision, and unit based mission, values, and goals.
• Facilitates true collaboration and effective communication and respect for diverse perspectives through role-modeling and coaching clinical staff and members of the inter-professional team.
• Participates in daily huddles/rounds with clinical staff for the purpose of clinical consultation, coaching, and problem solving.
Team Management
• Manages day-to-day staffing based on unit-based guidelines approved by the nurse director which include staff nurses, charges, patient care associates, unit coordinators and other ancillary staff as directed.
• Manages resources in a changing environment by allocating resources to respond to dynamic changes in patient census and acuity.
• Provides guidance to clinical staff on patient assignments with continuity of care and knowing the patient as a core value in addition to facilitating the development of clinical staff.
• Participates in scheduling and approving requests from clinical staff under the direction of the nurse director.
• Participates in the investigation and administration of corrective action under the direction of the nurse director/nurse administrator including performance improvement plans based on objective data, direct observation, clinical practice, quality metrics, and documented performance concerns.
• Provides nurse director with recommendation for corrective action and performance improvement plans.
• Provides nurse director with recommendations for evaluations for clinical staff.
Quality Improvement, and Performance Management
• Partners with the Nurse Director to establish measurable quality and operational goals, monitor progress, evaluate outcomes, and sustain improvements.
• Participates in the investigation, root cause analysis, follow-up, and resolution of patient safety events, quality concerns, and operational issues
• Collaborates with the Nurse Director and interdisciplinary team to develop and implement action plans to improve clinical outcomes, patient safety, staff performance, and patient experience.
• Leads and/or participates in quality and performance improvement initiatives using evidence-based practices, data analysis, Lean principles, PDSA methodology, audits and reviews, or other recognized quality improvement frameworks, as appropriate.
• Promotes a culture of continuous improvement, accountability, and psychological safety by encouraging staff to identify safety concerns, report opportunities for improvement, participate in problem-solving, and contribute to sustainable solutions.
Qualifications
QUALIFICATIONS:
1. Current registration in nursing in the Commonwealth of Massachusetts.
2. Bachelor’s of Nursing degree required.
3. MSN, DNP, PhD, or Master’s degree in a related field, preferred.
4. Current certification required or to be attained within two-year period from date of hire; certification must be maintained while employed in this position.
5. CCRN / ACLS certification preferred.
6. Nursing experience 2-3 years required
7. Critical care clinical nursing experience required.
8. Leadership experience preferred.
SKILLS AND ABILITIES REQUIRED:
Demonstrates clinical expertise in assigned area.
Demonstrates ability to utilize management concepts in the direct supervision of nursing and non-nursing personnel.
Demonstrates effective decision-making ability and provides leadership to nursing and non-nursing personnel.
Demonstrates effective interpersonal communication skills.
SUPERVISORY RESPONSIBILITIES:
Responsible for supervising directly and indirectly a staff of registered nurses, technical and support personnel.
ACCOUNTABILITY:
Reports to the nurse director of the designated area.
WORKING CONDITIONS:
Works in a variety of patient care environments where there is an exposure to communicable disease and hazardous material.
Additional Job Details (if applicable)
Remote Type
Work Location
Scheduled Weekly Hours
Employee Type
Work Shift
Pay Range
$118,435.20 - $172,234.40/Annual
Grade
8
EEO Statement:
Mass General Brigham Competency Framework
At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.