Job Description

Site: The Brigham and Women's Hospital, Inc.

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

Reporting to the Senior Director, AMC Emergency Medicine, the Administrative Director provides the day-to-day operational and administrative management for the Emergency Departments at the Brigham and Women’s Hospital (BWH) and Brigham and Women’s Faulkner Hospital (BWFH). This position executes the strategic priorities established by the Emergency Medicine Senior Leadership Team. The Administrative Director will manage administrative staff supporting AMC faculty and key departmental initiatives. The incumbent will also provide oversight to the MGH ACLS Program, which includes payroll oversight, payment processing, and program support. The incumbent will also serve as the primary ED Site Liaison for BWH and BWFH ED chart deficiency processes to ensure compliance with the department revenue cycle management activities. The Administrative Director will support special projects and strategic initiatives as identified by department Chair, Vice President, and Senior Director.

Qualifications

Responsibilities

Administrative Staff

• Manages 10 administrative professionals with titles ranging from Administrative Assistants to Project Coordinators that support AMC faculty, divisions, and key departmental initiatives.
• Manage 1 Senior Operations Manager that support BWH and BWFH ED Operations and oversees the ED Materials Management Worker team.
• Optimizes mix of staff and efficiently allocates staff to faculty and divisions to support calendar and events management as well as other administrative support activities.
• Creates systems for managing administrative office space at 125 Nashua St (MGH) and 10 Vining St (BWH).
• Oversees shadowing processes and will be expected to onboard and offboard long-term Extended Workers on Beeline.
• Assists in the recruiting, interviewing, hiring, corrective action, payroll, performance evaluations, and equity reviews.
• Leads task assignments and delegation, onboarding, escalation, and support tasks independently.
• Responsible for ensuring staff is aware of hospital and MGB strategic goals and objectives and how these directly affect the goals and objectives for their respective areas.

Leadership and Strategy

• Responsible for assisting the Senior Director, AMC Emergency Medicine, Senior Clinical Directors, and Nurse Directors with aligning the operational structure of the department with the MGB strategic framework and Enterprise Emergency Medicine strategy.
• Consults with the Senior Director, AMC Emergency Medicine on issues related to administrative and clinical operations.
• Represents the ED in various BWH, BWFH and MGB committees, councils, and project teams to provide leadership and input into the development and execution of strategic initiatives.
• Provides effective communication that keep ED leaders and administrative staff updated on matters affecting the ED.
• Supports and facilitates continuous improvement activities in collaboration with the Senior Director, AMC Emergency Medicine, Senior Clinical Directors, Nurse Directors, and other leaders across the Department, MGH, BWH, and MGB.
• Supports the BWH and BWFH ED Clinical Operations Leadership Teams with annual strategic goal setting activities and helps monitor performance toward the established goals.

Clinical Operations

• Monitors the performance of the ED’s clinical operations and ensures new initiatives maximize safety, quality, efficiency, and equity while simultaneously identifying opportunities to reduce costs.
• In conjunction with provider, nurse, and other clinical and administrative leaders, ensures policies, activities, record keeping, and reporting are in compliance with applicable local, state, and federal regulations and accepted rules of accrediting agencies.
• Maintains a thorough understanding of compliance regulations and policies relevant to the Department, including but not limited to those published by the hospitals, TJC, CMS, OIG, DPH, and other local, state, and federal agencies.

Fiscal

• Works with MGB EM Finance and EM Leadership teams in preparation of capital budget requests for the BWH and BWFH EDs.
• Supports recommended programs and policies to increase revenues and reduce costs and assists in preparing business plans to demonstrate return on investment.
• Maintains a thorough understanding of clinical reimbursement and managed care issues specific to the Department.
• Identifies opportunities to optimize clinical reimbursement and implements new policies and procedures as needed.
• Assists preparation of financial reports and analyses upon request.

Special Projects and Strategic Initiatives

• Lead and coordinate high-priority departmental special projects as assigned by department Chair, Vice President, and Senior Director from concept through implementation, ensuring timelines, milestones, and deliverables are achieved.
• Partner with senior department leadership to identify operational improvement opportunities and develop action plans that enhance efficiency, service quality, and team performance.
• Serve as the primary ED Site Liaison for BWH and BWFH ED Chart Deficiencies. This will involve running Epic Workqueue Reports, chart reviews, and communication to clinicians regarding their Chart Deficiencies, escalating concerns as appropriate.
• Design, streamline, and document business processes, policies, and workflows to improve scalability and organizational effectiveness.
• Assists the Senior Director and Operations Director in development of business plans and financial modeling to understand costs and benefits of various proposals and initiatives. This may include new revenue opportunities such as telemedicine, observation care, urgent care, expanded clinical practices, new procedures, and other ventures.
• Support annual planning cycles, including goal setting, staffing plans and membership rosters, and progress tracking for key departmental priorities.
• Prepare executive-level reports, presentations, and briefing materials for leadership meetings, retreats, committees, and strategic planning sessions.
• Prepare annual benchmarking survey submission in collaboration with department leadership and data analytics team.
• Research industry best practices, benchmark peer organizations, and recommend innovative approaches to strengthen departmental operations.

ACLS Program

• Manages ACLS Program, comprised of 15-20 part time and per diem roles, or about 5 FTE in total.
• Directs the general activities of the departmental ACLS Program. Works with the ACLS Coordinator and various teaching physicians where administrative and financial support is required. Oversees the appropriate use of sundry funds related to programmatic activities. Oversees payroll for up to 15-20 staff, including submission of special payments.
• Provides administrative oversight to the long-term Extended Workers on Beeline.

Qualifications

The Administrative Director must satisfy the following additional minimum qualifications

• Graduate degree in business administration, healthcare administration, or public health (or comparable discipline) strongly preferred.
• Current or prior experience in academic medicine preferred.
• Minimum of 5 post-graduate years of directly-related, progressively responsible experience required, including supervisory experience.

Additional Job Details (if applicable)

Remote Type

Hybrid

Work Location

10 Vining Street

Scheduled Weekly Hours

40

Employee Type

Regular

Work Shift

Day (United States of America)

Pay Range

$124,342.40 - $180,897.60/Annual

Grade

9

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.

EEO Statement:

2200 The Brigham and Women's Hospital, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran’s Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at (857)-282-7642.

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.