Why UnityPoint Health?  

Commitment to our Team – We’re proud to be recognized as a Top 150 Place to Work in Healthcare by Becker's Healthcare several years in a row for our commitment to our team members.   

Culture – At UnityPoint Health, you matter. Come for a fulfilling career and experience a culture guided by uncompromising values and an unwavering belief in doing what's right for the people we serve.   

Benefits – Our competitive Total Rewards program offers benefits options that align with your needs and priorities, no matter what life stage you’re in.    

• Caring is what we do, and it starts with our team members: expect paid time off, parental leave, 401K matching and an employee recognition program as we support you both personally and professionally. 
• You can only give your best when you feel your best, and we help you live well with dental and health insurance, paid holidays, short and long-term disability and more. We even offer pet insurance for your four-legged family members to give you peace of mind.  
• We strive to make things easier and more personal in health care to set us apart from the rest, and you can experience that commitment through early access to earned wages with Daily Pay, a tuition reimbursement program designed to help you further your career and adoption assistance to help you grow your family in the way that works for you.  

Diversity, Equity and Inclusion Commitment – At UnityPoint Health, we honor the ways people are unique and embrace what brings us together. Our collective goal is to champion a culture of belonging where everyone feels valued and respected.  

Development – We believe equipping you with support and development opportunities is an essential part of delivering a remarkable employment experience.  

Community Involvement – Be an essential part of our core purpose—to improve the health of the people and communities we serve.   

The nurse manager has 24-hour accountability and responsibility for patients in the Med-Surg and Intensive Care Unit (ICU). The manager is responsible for creating safe, healthy environments that support the work of the health care teams and contributes to patient engagement.  The manager   assists in creating   a professional environment where team members are able to contribute to optimal patient outcomes and grow professionally.  Participates as a member of the department of nursing management team in planning, policy formation and decision making with reference to the role, function, and operations of a specific nursing department. In summary, is accountable for patient care, management duties and fiscal management of a specific nursing department.

Manages the Business - Financial, Human Resource, Performance Improvement Technology Management
• Assumes responsibility for operational and capital budget development, monitoring, analysis, and variance reporting.
• Effectively utilizes   tools provided for financial, quality, and staffing monitoring and management.
• Remains knowledgeable of Human Resource labor laws including those pertinent to hiring, FMLA, short- and long-term disability, etc.
• Complies with Human Resources policies, procedures and processes in regard to recruitment, interviewing, hiring, orientation, retention and performance management
• Assumes accountability for the orientation plans of new employees and the annual competency plans for staff; aligns plans with unit goals and desired outcomes. 
• Creates overall plan and goals for department orientation plans as needed to assure successful integration of the employee into the organization.
• Utilizes available tools and data to measure and monitor performance related to quality of care, patient safety, and patient satisfaction; including but not limited to Key Performance Indicators, Nurse Sensitive Indicators, Balanced Scorecard, HCAHPS scores and audits. Creates action plans for areas needing improvement. 
• Focuses on a culture of safety by proactively seeking safety concerns and promptly reporting and/or responding to incident reports using root cause analysis and process improvement tools (Adaptive Design).
• Complies with regulatory requirements of such agencies as Department of Public Health, HFAP, OSHA, etc. that are related to customer, employee, and environmental safety.
• Establishes   departmental goals which are aligned with the strategic goals and plan of the organization; continuously   monitors of progress toward goals.
• Able to communicate to employees how the goals of the department connect to the overall strategic plan of the organization. 
• Exhibits an understanding of all elements of change management   while implementing organizational or unit changes evidenced by achievement of desired results of the change.
• Establishes a spirit of inquiry within the work area and promotes the use of evidence to advance nursing practice. 
• Analyzes care provided within area of responsibility from a systems perspective.  Collaborates with other leaders to improve care coordination   between areas and levels of care. 
• Understands and uses the tools of performance improvement e.g. Adaptive Design, and PDSA.
Leading People
• Establishes an environmental culture   for retention as evidenced by results of employee engagement surveys and workforce data.  Utilizes survey data to make improvements in the work environment based on employee feedback.
• Establishes a culture of trust with employees through employee rounding and   timely, effective coaching and performance management.  Helps team members set goals to optimize personal and departmental performance. 
• Supports and continually develops shared governance structure in the department and at the organizational level.  Serves as a role model to staff and peers in supporting the strategies and tactics of the nursing enterprise.
• Facilitates discussion on career planning and personal development with all staff.  Works collaboratively with staff to create and execute a personal development plans as a retention strategy
• Serves as a mentor and role model for staff, students and colleagues.
• Maintains a just culture.
• Recognizes that differences among team members strengthens the team and is able to facilitate that growth; acknowledges the importance of cultural competence in the workforce.
Self- Reflection and Personal Leadership Development
• Demonstrates emotional intelligence and applies that knowledge in day to day leadership activities.
• Adept in skills required to effectively lead a team including conflict management, change management, negotiation, and mediation.
• Communicates effectively and respectfully by verbalizing thoughts directly, taking time to listen and validating feedback.
• Facilitates team conversations that allow for individual participation and contribution of all members.
• Seeks to understand and collaborate with other departments to assure safe and quality care while assuring customer satisfaction
• Remains up to date on issues and trends in nursing and healthcare to continually elevate professional practice in the department and organization.
Key Accountability
• Contributes to overall organizational performance by participating on committees and task forces to advance the performance of nursing and/or the organization.
• Leads the ICU Committee
• Utilizes feedback from others to improve one’s own professional performance in the role.
• Models professional activities such as continuing education, participation in professional organizations, certification, evidence-based practice, book or journal clubs, etc.

Education:
• Graduate of an accredited nursing program
• BSN/MSN preferred
Experience:
• Two or more years of progressing leadership positions in the healthcare environment.
License(s)/Certification(s):
• Current Iowa License to practice as a Registered Nurse
• Valid driver’s license when driving any vehicle for work-related reasons.
• Advance Cardio Life Support (ACLS) current or completion within the first 6 months of employment.
• Pediatric Advanced Life Support (PALS) current or completion within the first year of employment.
• Trauma Nursing Core Course (TNCC) current or completion within the first year of employment or after first year, at next class offered by UPH-Grinnell.
• Certification in related specialty preferred.
• Neonatal Resuscitation Program (NRP) current or completed within the first year.
• Certification in related specialty preferred.