Hospice RN Administrator II

About the role

Lead with Compassion. Serve with Purpose. We have an exciting and rewarding opportunity for a RN Hospice Administrator to join our leadership team. This role is ideal for a licensed Registered Nurse (RN) with strong leadership experience in hospice care, home health, or clinical operations management. If you’re a natural leader who is passionate about patient-centered care, team development, and clinical excellence, we invite you to bring your talent to a place where you can truly make a difference.

Responsibilities

• Provides leadership for a mid-sized hospice program, accountable for clinical quality, operational performance, and balanced, sustainable census growth.
• Demonstrates a commitment to excellence through focusing on quality care and/or service.
• Incorporates continuous quality improvement principles in day-to-day activities.
• Promotes and monitors compliance with requirements and standards established by accrediting or licensing agencies, regulatory agencies and state or federal law relevant to areas of responsibility.
• Uses statistical and qualitative information to manage quality.
• Requires employees to exhibit technical knowledge and effective skill education related to their job.
• Accepts responsibility for remaining current in the latest trends, developments and technologies relative to area of work by: Actively pursuing self-development, attending in-services, and circulating relevant information to appropriate employees.
• Develops, recommends and implements policies and procedures, in collaboration with the Governing Body, that guide and support the provision of services.
• Manages Human Resources effectively.
• Shows consistency between words and actions.
• Promotes/provides for core orientation plus location and job specific orientation, in-service training and continuing education for employees, volunteers and contract personnel.
• Conducts educational programs for outside agencies as deemed necessary.
• Recommends a sufficient number of qualified and competent persons to provide services.
• Responsible for the selection, supervision, and evaluation of interdisciplinary team members.
• Collaborates with the Governing Body, Corporate leadership and employees to establish goals and standards for performance; reviews and monitors progress regularly and redirects efforts where goals are not being met.
• Determines qualifications and competence of employees.
• Completes all performance evaluations prior to due date.
• Takes appropriate and timely action in disciplinary situations; documents actions taken in accordance with policy.
• Makes appropriate assignments among employees in accordance with their personal abilities and limitations; ensures fair and consistent workload distribution.
• Manages Office Operations effectively.
• Directs the multiple teams of the assigned location, if applicable.
• Plans and organizes tasks and resources to achieve strategic goals and objectives.
• Consistently demonstrates the ability to recognize, establish and deal with priorities.
• Makes measurements towards set goals; takes corrective action on projects, as appropriate.
• Considers the impact of department/location/provider decisions on the overall functioning of the company and its hospice affiliates.
• Reviews and analyzes facts of a situation when developing a plan of action; considers all relevant information to make the most informed decision possible.
• Achieves predetermined objectives and goals.
• Selects outside sources for needed services.
• Safeguards against fraud, waste, abuse, and misuse of funds.
• Ensures contract management is maintained for services from outside vendors/providers.
• Achieves predetermined objectives and goals.
• Ensures documentation of services is accurate and timely.
• Monitors and supervises quality of patients' care of assigned location(s).
• Processes emergency calls and requests for assistance.
• Aids in problem solving for patients in all settings.
• Prepares, monitors, and reviews monthly bills, supply costs, expense requests, mileage reimbursement, payroll and other expenses.
• Provides recommendations for service area regarding market opportunities for new programs or service.
• Ensures accuracy of marketing materials, public information materials and activities.
• Provides a safe environment for patients, visitors, customers and employees.
• Investigates and completes detailed reports of any incidents/accidents, grievances, complaints, medication errors and other problems within the time frames established by policy, and implements corrective and/or preventive action immediately.
• Works with physicians, patients, families, staff and others regarding problems, needs and concerns.
• Supervises and evaluates family satisfaction surveys.
• Incorporates safety topics into staff meetings.
• Regularly reviews safety policies and procedures (to include the Emergency Preparedness Plan); ensures that all employees are oriented to and understand their role in safety policies and procedures.
• Manages Financial Resources prudently and effectively.
• Completes financial reviews on recommended schedule.
• Budget worksheets are completed and submitted by scheduled deadlines.
• Anual expenditures are within annual budget except where variances are volume driven and have been approved.
• Continually seeks ways to reduce costs without affecting quality.
• Controls use of overtime and temporary personnel except when justified by increased volume or decreased staffing levels.
• Recommends space and other resources for needed services.
• May be asked to perform routine visits to patient homes or institutional setting and/or participate in on-call schedule.

  Requirements

  • Registered Nurse with minimum of Associate’s Degree in Nursing required.
  • Bachelor’s degree in nursing (BSN) from an accredited school of nursing preferred.
  • Three to five years’ healthcare sales/management experience preferred.
  • Minimum one year management/supervisory experience required.
  • Two or more years’ experience in hospice/home care required.
  • Mets all state-specific requirements for the Administrator role.
  • Three years’ experience in direct patient care in a clinical setting preferred.
  • Strong understanding of hospice regulations, compliance, and Medicare conditions of participation.
  • Proven ability to manage teams, budgets, and interdisciplinary operations.
  • Exceptional communication, organizational, and leadership skills.
  • Commitment to high-quality, compassionate care for patients and families.
  • Current license to practice nursing in the state of requested employment, if applicable.
  • CPR Certification.
  • Current automobile insurance and valid driver’s license.

  Qualifications

  • Current license to practice nursing in the state of requested employment, if applicable.
  • CPR Certification.
  • Current automobile insurance and valid driver’s license.

  Skills

  • Leadership
  • Quality Improvement
  • Compliance
  • Team Management
  • Financial Management
  • Communication
  • Organizational Skills
  • Leadership Skills
  • High-Quality Care
  • Compassion
  • Medicare Conditions of Participation
  • Hospice Regulations
  • Medication Error Prevention
  • Emergency Preparedness
  • Staff Orientation
  • Performance Evaluation
  • Disciplinary Action
  • Workload Distribution
  • Office Operations
  • Interdisciplinary Team Management
  • Goal Setting
  • Progress Monitoring
  • Corrective Action
  • Project Management
  • Resource Management
  • Cost Reduction
  • On-Call Schedule
  • Healthcare Sales/Management Experience
  • Direct Patient Care
  • Interdisciplinary Team Supervision
  • Family Satisfaction Surveys
  • Safety Policy Review
  • Safety Topic Incorporation
  • Financial Review
  • Budget Planning
  • Contract Management
  • Service Area Recommendations
  • Market Opportunity Analysis
  • Marketing Material Accuracy
  • Public Information Materials
  • Incident Reporting
  • Problem Solving
  • Employee Evaluation
  • Employee Supervision
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding
  • Employee Performance
  • Employee Discipline
  • Employee Safety
  • Employee Wellness
  • Employee Benefits
  • Employee Compensation
  • Employee Development
  • Employee Retention
  • Employee Engagement
  • Employee Recognition
  • Employee Communication
  • Employee Feedback
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding
  • Employee Performance
  • Employee Discipline
  • Employee Safety
  • Employee Wellness
  • Employee Benefits
  • Employee Compensation
  • Employee Development
  • Employee Retention
  • Employee Engagement
  • Employee Recognition
  • Employee Communication
  • Employee Feedback
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding
  • Employee Performance
  • Employee Discipline
  • Employee Safety
  • Employee Wellness
  • Employee Benefits
  • Employee Compensation
  • Employee Development
  • Employee Retention
  • Employee Engagement
  • Employee Recognition
  • Employee Communication
  • Employee Feedback
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding
  • Employee Performance
  • Employee Discipline
  • Employee Safety
  • Employee Wellness
  • Employee Benefits
  • Employee Compensation
  • Employee Development
  • Employee Retention
  • Employee Engagement
  • Employee Recognition
  • Employee Communication
  • Employee Feedback
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding
  • Employee Performance
  • Employee Discipline
  • Employee Safety
  • Employee Wellness
  • Employee Benefits
  • Employee Compensation
  • Employee Development
  • Employee Retention
  • Employee Engagement
  • Employee Recognition
  • Employee Communication
  • Employee Feedback
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding
  • Employee Performance
  • Employee Discipline
  • Employee Safety
  • Employee Wellness
  • Employee Benefits
  • Employee Compensation
  • Employee Development
  • Employee Retention
  • Employee Engagement
  • Employee Recognition
  • Employee Communication
  • Employee Feedback
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding
  • Employee Performance
  • Employee Discipline
  • Employee Safety
  • Employee Wellness
  • Employee Benefits
  • Employee Compensation
  • Employee Development
  • Employee Retention
  • Employee Engagement
  • Employee Recognition
  • Employee Communication
  • Employee Feedback
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding
  • Employee Performance
  • Employee Discipline
  • Employee Safety
  • Employee Wellness
  • Employee Benefits
  • Employee Compensation
  • Employee Development
  • Employee Retention
  • Employee Engagement
  • Employee Recognition
  • Employee Communication
  • Employee Feedback
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding
  • Employee Performance
  • Employee Discipline
  • Employee Safety
  • Employee Wellness
  • Employee Benefits
  • Employee Compensation
  • Employee Development
  • Employee Retention
  • Employee Engagement
  • Employee Recognition
  • Employee Communication
  • Employee Feedback
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding
  • Employee Performance
  • Employee Discipline
  • Employee Safety
  • Employee Wellness
  • Employee Benefits
  • Employee Compensation
  • Employee Development
  • Employee Retention
  • Employee Engagement
  • Employee Recognition
  • Employee Communication
  • Employee Feedback
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding
  • Employee Performance
  • Employee Discipline
  • Employee Safety
  • Employee Wellness
  • Employee Benefits
  • Employee Compensation
  • Employee Development
  • Employee Retention
  • Employee Engagement
  • Employee Recognition
  • Employee Communication
  • Employee Feedback
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding
  • Employee Performance
  • Employee Discipline
  • Employee Safety
  • Employee Wellness
  • Employee Benefits
  • Employee Compensation
  • Employee Development
  • Employee Retention
  • Employee Engagement
  • Employee Recognition
  • Employee Communication
  • Employee Feedback
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding
  • Employee Performance
  • Employee Discipline
  • Employee Safety
  • Employee Wellness
  • Employee Benefits
  • Employee Compensation
  • Employee Development
  • Employee Retention
  • Employee Engagement
  • Employee Recognition
  • Employee Communication
  • Employee Feedback
  • Employee Training
  • Employee Recruitment
  • Employee Onboarding