About this opportunity
Care New England lists this Nurse Manager Women's Emergency Department opportunity in northern, Kentucky. Review the employer’s description below for duties, qualifications and application requirements.
Job description
Job Summary
The Nurse Manager is a professional nurse leader with 24-hour accountability for the operational, clinical, quality, financial, and people outcomes of one or more patient care units. Serving as the vital link between organizational strategy and frontline care delivery, the Nurse Manager fosters a culture of safety, compassion, professional practice, innovation, and continuous improvement.
The Nurse Manager leads interdisciplinary teams to achieve exceptional patient outcomes, workforce engagement, operational excellence, and regulatory compliance. This role creates and sustains a healthy work environment that promotes staff well‑being, evidence‑based practice, shared governance, patient‑centered care, and equity in healthcare delivery.
The Nurse Manager serves as a transformational leader, change agent, mentor, and advocate for patients, families, and caregivers while advancing the mission, vision, values, and strategic priorities of the organization.
Duties & Responsibilities
1. Clinical Quality and Patient Safety
Ensures delivery of safe, high-quality, evidence‑based patient care.
Establishes and maintains a culture of patient safety and high reliability.
Monitors quality metrics and develops action plans to improve outcomes.
Leads efforts to reduce hospital‑acquired conditions, preventable harm, falls, pressure injuries, infections, and medication errors.
Ensures compliance with regulatory, accreditation, and organizational standards.
Promotes patient and family engagement in care delivery and decision‑making.
Supports utilization of evidence‑based practice and nursing research to improve care outcomes.
Maintains continuous regulatory readiness.
2. Operational and Financial Management
Maintains accountability for budget performance, productivity, staffing effectiveness, and resource utilization.
Develops and manages operating and capital budgets in collaboration with Finance.
Monitors labor expenses, supply costs, and throughput metrics.
Implements strategies to improve efficiency while maintaining quality and patient experience.
Uses data and analytics to drive operational decision‑making.
Ensures responsible stewardship of organizational resources.
3. Workforce Leadership and Talent Management
Creates and sustains a healthy work environment that promotes engagement, resilience, and professional fulfillment.
Recruits, retains, develops, and mentors a diverse nursing workforce.
Provides coaching, performance feedback, and professional development opportunities.
Ensures competency assessment, role accountability, and ongoing staff development.
Supports succession planning and leadership development.
Addresses performance concerns in a timely and constructive manner.
Recognizes and celebrates individual and team achievements.
4. Employee Engagement and Professional Practice
Promotes professional nursing practice and nursing excellence.
Supports shared governance structures and staff participation in decision‑making.
Fosters a culture of accountability, autonomy, and continuous learning.
Encourages specialty certification, professional growth, and lifelong learning.
Partners with nursing education and professional practice teams to support competency and career advancement.
5. Performance Improvement and Innovation
Leads quality improvement initiatives using evidence‑based methodologies.
Evaluates unit performance using outcome, process, operational, and patient experience metrics.
Facilitates root cause analyses, action planning, and sustainability efforts.
Identifies opportunities for innovation and process redesign.
Utilizes performance dashboards to ensure accountability for results.
Promotes adoption of best practices and emerging healthcare innovations.
6. Strategic Leadership
Translates organizational priorities into measurable unit‑based goals.
Leads change initiatives and supports organizational transformation.
Engages staff in strategic planning and implementation efforts.
Identifies barriers to success and develops solutions to achieve desired outcomes.
Participates in organizational committees, councils, and leadership forums.
Aligns departmental goals with health system strategic objectives.
7. Relationship Management and Interprofessional Collaboration
Builds strong collaborative relationships with nurse leader peers, physicians, advanced practice providers, allied health professionals, and operational leaders.
Facilitates effective communication and conflict resolution.
Promotes teamwork and accountability across disciplines.
Serves as a role model for professional behavior and respectful communication.
Partners with stakeholders to improve patient, employee, and organizational outcomes.
8. Technology and Informatics
Promotes effective use of clinical and operational technologies.
Utilizes electronic health records, workforce management systems, and data analytics tools to support decision‑making.
Supports implementation of new technologies and digital solutions.
Encourages staff adoption of technologies that improve quality, safety, and efficiency.
9. Diversity, Equity, Inclusion, and Belonging
Creates an inclusive work environment where all team members are valued, respected, and empowered.
Promotes culturally responsive care and workforce practices.
Supports initiatives that advance health equity and reduce disparities.
Demonstrates commitment to diversity, equity, inclusion, and belonging in leadership practices and decision‑making.
10. Professional Accountability
Maintains current nursing knowledge and leadership competencies.
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Who can apply
Review the original listing for work authorization, qualifications and employer requirements.