Administrative Manager Senior

Administrative Manager Senior

Site: The General Hospital Corporation

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

Receiving general direction from the Senior Administrative Director, the incumbent is responsible for oversight and management of administrative support staff in the ED clinical setting, including all front desk staff, coordinators, registrars, charge coordinators and alternate pathways coordinators. The incumbent also provides oversight of administrative support operations in the clinical environment, information systems, QA data analysis, and project management. Serves as liaison with personnel in and outside the Department, as well as with those external to MGH, such as vendors and agency representatives. Oversees and coordinates development and implementation of QA programs for ED administrative support functions and processes. Provides lead project management support to ED teams and initiatives. Participates in programmatic development, long-range planning, and project development. Manages administrative support staff, approximately 80 FTEs. Direct Reports include 3 Administrative Operations Managers and 1 Administrative Supervisor, who directly supervise these support positions in a 24/7 operation. Plays a key role in ED emergency preparedness planning and activity. Is available 24/7 via pager to deal with critical issues such as staff shortages, high volume and acuity, emergency situations, mass casualty incidents, information systems downtime, etc. Provides leadership and subject matter expert input in the ED implementation of new administrative/clinical information systems. Oversees development of ED training programs, tools, competencies, and systems for administrative staff. Participates in programmatic development, long-range planning and project development. Manages administrative aspects of the Alternate Pathways to MGH Admissions programs including transfer to other MGB facilities and affiliated instututions. This individual will serve as a representative for the Department on interdisciplinary and interdepartmental committees and task forces. This position requires discretion and judgment to organize priorities, complete tasks and handle confidential information.

Qualifications

Education

• Bachelor's Degree Healthcare Administration required or Bachelor's Degree Related Field of Study required or Master's Degree Related Field of Study preferred

• Can this role accept experience in lieu of a degree?

• No

• Licenses and Credentials

Experience

• Administrative experience in a healthcare setting 5-7 years required and Experience in a management or leadership role 3-5 years required

• Knowledge, Skills and Abilities

• Proven leadership and strategic management capabilities.

• Excellent organizational and problem-solving skills.

• Advanced proficiency in office software (e.g., Microsoft Office Suite) and electronic health records (EHR) systems.

• Exceptional communication, interpersonal, and negotiation skills.

• Ability to handle sensitive information with discretion and maintain confidentiality.

• Strong analytical skills and the ability to manage complex projects and initiatives.

• Additional Job Details (if applicable)

• Physical Requirements

• Standing Occasionally (3-33%)

• Walking Occasionally (3-33%)

• Sitting Constantly (67-100%)

• Lifting Occasionally (3-33%) 20lbs - 50lbs

• Carrying Occasionally (3-33%) 20lbs - 50lbs

• Pushing Rarely (Less than 2%)

• Pulling Rarely (Less than 2%)

• Climbing Rarely (Less than 2%)

• Balancing Occasionally (3-33%)

• Stooping Occasionally (3-33%)

• Kneeling Rarely (Less than 2%)

• Crouching Rarely (Less than 2%)

• Crawling Rarely (Less than 2%)

• Reaching Occasionally (3-33%)

• Gross Manipulation (Handling) Constantly (67-100%)

• Fine Manipulation (Fingering) 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%)

• Remote Type

• Onsite

• Work Location

• 55 Fruit Street

• Scheduled Weekly Hours

• 40

• Employee Type

• Regular

• Work Shift

• Day (United States of America)

• Pay Range

• $86,611.20 - $126,027.20/Annual

• Grade

• 8

• 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. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package.

• 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.