Hospital Operations Manager

Job Summary

Responsible for managing multiple large-scale projects within an assigned functional area or across various entities. Takes ownership of the overall project lifecycle by guiding teams and staff, facilitating communication between stakeholders, and monitoring progress toward project goals. Ensures that the project is completed successfully and provides support to team members and stakeholders as they complete essential tasks. Leads and provides guidance and support to project team members.

Patient Care

Does this position require patient care? No

Essential Functions

• Develops comprehensive project plans and monitors and manages multiple projects from initiation through completion.
• Secures required resources and uses formal processes and tools to manage resources, budgets, risks, and changes.
• Manages projects to ensure on-time completion, within specifications, and within budget.
• Communicates regularly on project status with project stakeholders.
• Owes project plans for multiple large-scale projects.
• Provides guidance to project coordinators and project managers.
• Identifies potential risks early, analyzes the possible impact, and develops mitigation strategies.

Qualifications

• Education: Bachelor's Degree in related field of study required; Master's Degree in related field of study preferred.
• Licenses and Credentials: Experience in project management 5-7 years required; Team leadership experience 0-1 year required.
• Knowledge, Skills And Abilities: Excellent project management skills, including the ability to plan, organize, and execute projects effectively; Ability to collaborate effectively with healthcare professionals across multiple disciplines and experiences; Excellent communication skills, both written and verbal, with the ability to communicate complex technical concepts to non-technical stakeholders; Proficiency in project management software; Excellent analytical and problem-solving abilities; Ability to adapt to a fast-paced environment and manage multiple projects simultaneously.

Physical Requirements

• Standing: Occasional (3-33%)
• Walking: Occasional (3-33%)
• Sitting: Constantly (67-100%)
• Lifting: Occasional (3-33%) up to 35 lbs
• Carrying: Occasional (3-33%) up to 35 lbs
• Pushing: Rarely (Less than 2%)
• Pulling: Rarely (Less than 2%)
• Climbing: Rarely (Less than 2%)
• Balancing: Occasional (3-33%)
• Stooping: Occasional (3-33%)
• Kneeling: Rarely (Less than 2%)
• Crouching: Rarely (Less than 2%)
• Crawling: Rarely (Less than 2%)
• Reaching: Occasional (3-33%)
• Gross Manipulation: Constantly (67-100%)
• Fine Manipulation: Frequently (34-66%)
• Feeling: Constantly (67-100%)
• Foot Use: Rarely (Less than 2%)
• Vision - Far: Constantly (67-100%)
• Vision - Near: Constantly (67-100%)
• Talking: Constantly (67-100%)
• Hearing: Constantly (67-100%)

Additional Job Details

Remote Type: Hybrid
Work Location: 115 Mill Street
Scheduled Weekly Hours: 40
Employee Type: Regular
Work Shift: Day (United States of America)

Pay Range

$79,560.00 - $115,720.80/Annual
Grade: 7

EEO Statement

At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors. The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth.

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.