Unit Director - Invasive Cardiology UPMC Williamsport

Purpose

The Unit Director maintains 24‑hour accountability for leading and managing the Invasive Cardiology Unit to ensure an outstanding experience for patients and employees. This includes continuously improving the quality of patient care, creating a healthy workplace, and overseeing clinical and administrative/business functions.

Responsibilities

• Collaborates with medical staff to monitor patient outcomes, set clinical quality priorities, recommend and implement professional improvements, and implement unit‑based patient safety initiatives.
• Monitors dashboard indicators and quality metrics, develops action plans to address specific concerns, and improves quality.
• Utilizes research and evidence‑based practice to support clinical care improvements and shares learning with other units or across the system.
• Analyzes nurse and patient satisfaction data and develops action plans as needed.
• Supports and encourages staff nurses in the development and implementation of evidence‑based practice and quality‑improvement initiatives.
• Develops and maintains productive internal and external relationships by building teams, mentoring, and modeling positive communication.
• Resolves and manages conflict effectively and in a timely manner.
• Plans department work schedules collaboratively to support safety, appropriate work hours, and a healthy lifestyle.
• Communicates information and ideas clearly through a variety of media to engage individuals or groups.
• Coaches staff on cultural diversity and addresses workplace horizontal violence and impairment.
• Creates an environment that recognizes and values differences among staff, physicians, patients, and communities.
• Develops a shared vision, applies critical‑thinking skills, and utilizes financial and quality data in the department’s operational plan.
• Involves staff and key stakeholders in vision development within a shared‑governance model.
• Orchestrates complex change, acknowledges psychological transitions, and involves stakeholders and experts in planning and redesign.
• Uses appropriate interpersonal styles and techniques to gain acceptance of ideas, modifying behavior as needed.
• Supports staff during difficult transitions.
• Influences the external environment through participation in professional and advocacy organizations.
• Establishes a culture of caring by promoting patient‑centered decisions within the Relationship‑Based Care framework.
• Ensures nurses practice in accordance with established Clinical Standards of Performance and national best practices.
• Promotes interdisciplinary partnership and consultation through committee participation.
• Sets clinical, financial, and human‑resource priorities aligned with organizational goals.
• Demonstrates fiscal responsibility in budget development and management, holding staff accountable for efficient resource use.
• Sets high performance standards, fostering inquiry, innovation, and professional growth.
• Creates developmental paths and plans to increase staff expertise and caliber.
• Initiates innovation in staff development, clinical orientation, continuing education, and supports specialty certification.
• Develops a best‑practice climate for the growth of students and new nurses; actively recruits nursing students.
• Supports shared governance through a unit‑based professional practice council and utilization of staff feedback.
• Leads and develops all Clinicians reporting directly, building leadership, communication, and mentorship skills.
• Supports Clinicians in oversight of direct reports, including difficult conversations, performance reviews, and recruitment.
• Assists with planning, implementing, and verifying competency assessments for direct‑care providers and staff.

Qualifications

• Minimum of 4 years progressive leadership experience; relevant clinical experience preferred.
• Analytical ability to evaluate staff, address clinical issues, and devise solutions to complex problems.
• Leadership ability to develop staff, establish and maintain performance standards within a national context, and comply with administrative requirements.
• Superior interpersonal and communication skills to create relationships that support a healing environment for patients, families, staff, physicians, and senior management.
• BS/BSN required at time of hire and a master’s degree/MSN required. If the BS is not in nursing, a master’s or higher degree in nursing is required; if the master’s is not in nursing, a BSN is required. If the MSN is not present at hire, the candidate must enroll in a master’s/MSN program within one year and complete it within three years of enrollment.

Licensure and Certifications

• Current licensure as a Registered Professional Nurse (RN) in the practicing state.
• RN license must comply with Act 34 (where applicable).
• If the facility is located in a state participating in the multistate Nursing Licensure Compact (NLC), a multistate license from a participating NLC state is acceptable.
• Out‑of‑state NLC license holders who change residency to the facility’s state must apply for licensure in that state within 60 days of the residency change.

Schedule

Full‑Time, 40 hours per week. Shift: 8 am – 4:30 pm. No weekends or holidays required.