Professional Development Manager, Critical Care Surgical Trauma
- Location
- 1620 Tremont Street Boston (One Brigham Circle)
- Workplace
- On-site
- Compensation
- $147k – $214k
About this role
Site: The Brigham and Women's Hospital, Inc.
40 Hours | Full-Time | Boston Main Campus
Position Overview
The Professional Development Manager (PDM) is a nursing leadership position at the director level responsible for advancing clinical excellence, professional development, nursing practice, and workforce readiness across the Critical Care Surgical Trauma team.
The PDM provides professional development support for nursing staff across the Surgical Intermediate Care and Intensive Care teams.
Working in close partnership with Nurse Directors and other nursing leaders, the PDM develops and implements an integrated professional development strategy that supports organizational priorities, patient outcomes, regulatory requirements, and the unique clinical needs of the Critical Care Surgical Trauma population.
Highlights of the PDM role:
• Nursing Leadership: Serve as a visible departmental nurse leader, support frontline teams, communicate effectively, contribute to policy development, and advance patient safety and clinical excellence. Multitask and prioritize in a complex clinical environment.
• Onboarding & Orientation: Coordinate onboarding, orientation, and specialty education for new staff. Oversee preceptor selection, development, and scheduling, and provide structured touchpoints to address learning needs and support successful integration.
• Quality & Patient Safety: Lead quality improvement, safety reporting, and performance improvement initiatives across the unit, nursing division, and hospital. Support Joint Commission readiness and specialty certifications, including trauma and transplant.
• Competency Management: Lead annual education and competency requirements, ensuring staff maintain organizational, clinical, and specialty competencies. Use data, documentation, workflows, and practice trends to identify gaps and improvement opportunities.
• Staff Education & Clinical Practice: Provide real-time coaching, bedside education, and unit rounding. Address practice gaps, lead unit-based practice councils, support staff meetings, and collaborate on research to strengthen clinical practice.
• Professional Development: Support staff growth through mentorship, preceptor development, recognition, certification, continuing education, and professional organization engagement. Partner with Nurse Directors to address individual and team development needs.
• Compensation and benefits: Enjoy MGB’s generous package which includes several medical plans, dental, matched 403B, pension/cash balance, generous paid time off, tuition reimbursement and much more!
GENERAL OVERVIEW
The Professional Development Manager (PDM), in collaboration with the Associate Chief Nursing Office (ACNO) for the Center for Nursing Excellence and the Associate Chief Nursing Officer/Senior Nursing Director of the division to which the PDM is assigned, and in partnering with the Nurse Directors of the assigned division, is accountable for designing, coordinating, and implementing programs for staff development, education, research, quality, and defining and implementing evidence-based practice. PDM will promote an environment that facilitates professional growth and role competence, with a concentrated focus on specialty proficiency and regulatory compliance.
In collaboration with the Nurse Director, the PDM is accountable for hiring and evaluating staff performance and will actively participate in the budgetary process. The PDM will ensure that current evidence-based practice is consistent across the division. The well-qualified candidate will promote a just culture and a culture of safety. Their goals will be patient- and family-centered.
PDM will serve as a highly visible leader and role model in the development/ obtainment of hospital unit and division mission and goals. PDM will embrace the concept of change and lead staff through the change process as evidenced by adoption of new behaviors or processes and improved outcome measures.
Essential Functions
Design, develop, and update a wide range of training programs tailored to meet the specific needs of different hospital staff members, including nursing, clinical, and non-clinical employees.
-Conduct regular assessments to identify skill gaps and learning needs among nursing and other hospital staff and use the results to inform training initiatives.
-Create and implement comprehensive training curricula aligning with the hospital's strategic goals and objectives, ensuring staff members receive continuous development opportunities.
-Organize and conduct engaging and interactive training sessions, workshops, seminars, and other learning activities to address topics such as patient care, safety protocols, leadership development, technology, and compliance.
-Oversee the onboarding process for new employees, coordinating with department heads to provide a smooth integration into the hospital culture and role-specific training.
-Maintain accurate records of employee training and development activities, monitoring progress and performance improvements resulting from professional development initiatives.
-Collaborate with external training providers, institutions, and organizations to access additional resources and expertise, enabling the hospital to offer a broad range of learning opportunities.
-Explore and implement innovative training technologies, e-learning platforms, and tools to enhance the delivery and effectiveness of training programs.
PRINCIPAL DUTIES AND RESPONSIBILITIES:
• Participates in leadership strategic planning meetings
• Applies theoretical and experiential knowledge of nursing practice to determine project and program strategies related to staff competency, new programs, new technologies, research, and evidence-based practice.
• Provides expertise, direction and is responsible for the development of goals and objectives for educational programs.
• Leads evidence-based practice initiatives.
• Provides leadership coverage for patient care and nursing practice in the absence of a Nurse Director.
• Conducts annual and ongoing evaluation of nurses, patient care assistants, emergency services assistants, and medical assistants and provides formal and informal feedback.
• Identifies learning needs and develops and implements programs for patient education within the area of specialization.
• Facilitates the acquisition of advanced clinical skills in clinical staff nurses and graduate students through role modeling, practice, coaching and consultation in the clinical setting.
• Participates in the development of programs/systems to meet the requirements of state and federal regulatory agencies to ensure compliance.
• Participates in hospital surveys. Encourages and recommends nurses for committee work based on their interest and clinical expertise.
• Represents the Chief Nursing Officer /Associate Chief Nurses/Senior Nursing Director on committees as needed.
• Develops and/or revises policies/guidelines based on changes in practice, new research findings/equipment, or products along with ensuring education/in-servicing is completed.
• Communicates clear expectations for BWH/Department of Nursing quality initiatives and outcomes measures and strategies to enhance performance measures.
• Leads quality and safety efforts while promoting a just culture framework. Participates in root cause analysis and implements/supports improvement efforts.
FISCAL MANAGEMENT:
• Creates a budget for programmatic work and monitors expenditures in accordance with budget allocations.
• Provides recommendations for capital budget purchases.
• Promotes cost effective delivery of care and programs and keeps within budget.
• Determines training resource requirements for designated programs.
PROFESSIONAL DEVELOPMENT:
• Participates in and presents at hospital and service line committees, councils, and educational programs. Keeps current on issues, practice, and new trends related to environment of care, technology, and supplies and the education of professional and non-professional care coordination personnel.
• Maintains and updates clinical knowledge and skills based on current nursing and health care practices.
• Identifies own learning needs and goals, and designs a plan to meet them.
• Supports the nursing professional practice model and care delivery model.
• Participates in annual peer feedback. Participates in activities that foster peer support and networking.
• Fulfills professional role through involvement in professional organization activities, presentations, and publications.
PROFESSIONAL RELATIONSHIPS:
• Demonstrates professional, courteous, and respectful demeanor in working with patients, families, staff, and providers.
• Collaborates with inter-professional teams on identified programs/projects
RESEARCH RESPONSIBILITIES:
• Uses nursing theories and research findings to plan, design, and evaluate nursing practice and to generate researchable clinical problems.
• Promotes staff and student utilization of the research process. Utilizes scientific method in collecting data on clinical practice issues.
• Has knowledge of the IRB process. Identifies research questions and pursues opportunities to fund and implement research.
• Applies for research grants and participates in hospital research initiatives as applicable.
• Presents locally, nationally, or internationally about research findings and engages in other educational activities, such as publications, consultations, and courses.
• Remains current with clinical research to ensure scholarly and innovative nursing practice.
OTHER:
• Participates in special projects as directed by the Chief Nursing Officer/Associate Chief Nurse/Senior Nursing DirectorOnsite1620 Tremont Street40RegularDay (United States of America)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 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
Professional Development Manager – Leader (PDM) – Critical Care Surgical Trauma40 Hours | Full-Time | Boston Main Campus
Position Overview
The Professional Development Manager (PDM) is a nursing leadership position at the director level responsible for advancing clinical excellence, professional development, nursing practice, and workforce readiness across the Critical Care Surgical Trauma team.
The PDM provides professional development support for nursing staff across the Surgical Intermediate Care and Intensive Care teams.
Working in close partnership with Nurse Directors and other nursing leaders, the PDM develops and implements an integrated professional development strategy that supports organizational priorities, patient outcomes, regulatory requirements, and the unique clinical needs of the Critical Care Surgical Trauma population.
Highlights of the PDM role:
• Nursing Leadership: Serve as a visible departmental nurse leader, support frontline teams, communicate effectively, contribute to policy development, and advance patient safety and clinical excellence. Multitask and prioritize in a complex clinical environment.
• Onboarding & Orientation: Coordinate onboarding, orientation, and specialty education for new staff. Oversee preceptor selection, development, and scheduling, and provide structured touchpoints to address learning needs and support successful integration.
• Quality & Patient Safety: Lead quality improvement, safety reporting, and performance improvement initiatives across the unit, nursing division, and hospital. Support Joint Commission readiness and specialty certifications, including trauma and transplant.
• Competency Management: Lead annual education and competency requirements, ensuring staff maintain organizational, clinical, and specialty competencies. Use data, documentation, workflows, and practice trends to identify gaps and improvement opportunities.
• Staff Education & Clinical Practice: Provide real-time coaching, bedside education, and unit rounding. Address practice gaps, lead unit-based practice councils, support staff meetings, and collaborate on research to strengthen clinical practice.
• Professional Development: Support staff growth through mentorship, preceptor development, recognition, certification, continuing education, and professional organization engagement. Partner with Nurse Directors to address individual and team development needs.
• Compensation and benefits: Enjoy MGB’s generous package which includes several medical plans, dental, matched 403B, pension/cash balance, generous paid time off, tuition reimbursement and much more!
GENERAL OVERVIEW
The Professional Development Manager (PDM), in collaboration with the Associate Chief Nursing Office (ACNO) for the Center for Nursing Excellence and the Associate Chief Nursing Officer/Senior Nursing Director of the division to which the PDM is assigned, and in partnering with the Nurse Directors of the assigned division, is accountable for designing, coordinating, and implementing programs for staff development, education, research, quality, and defining and implementing evidence-based practice. PDM will promote an environment that facilitates professional growth and role competence, with a concentrated focus on specialty proficiency and regulatory compliance.
In collaboration with the Nurse Director, the PDM is accountable for hiring and evaluating staff performance and will actively participate in the budgetary process. The PDM will ensure that current evidence-based practice is consistent across the division. The well-qualified candidate will promote a just culture and a culture of safety. Their goals will be patient- and family-centered.
PDM will serve as a highly visible leader and role model in the development/ obtainment of hospital unit and division mission and goals. PDM will embrace the concept of change and lead staff through the change process as evidenced by adoption of new behaviors or processes and improved outcome measures.
Essential Functions
Design, develop, and update a wide range of training programs tailored to meet the specific needs of different hospital staff members, including nursing, clinical, and non-clinical employees.
-Conduct regular assessments to identify skill gaps and learning needs among nursing and other hospital staff and use the results to inform training initiatives.
-Create and implement comprehensive training curricula aligning with the hospital's strategic goals and objectives, ensuring staff members receive continuous development opportunities.
-Organize and conduct engaging and interactive training sessions, workshops, seminars, and other learning activities to address topics such as patient care, safety protocols, leadership development, technology, and compliance.
-Oversee the onboarding process for new employees, coordinating with department heads to provide a smooth integration into the hospital culture and role-specific training.
-Maintain accurate records of employee training and development activities, monitoring progress and performance improvements resulting from professional development initiatives.
-Collaborate with external training providers, institutions, and organizations to access additional resources and expertise, enabling the hospital to offer a broad range of learning opportunities.
-Explore and implement innovative training technologies, e-learning platforms, and tools to enhance the delivery and effectiveness of training programs.
PRINCIPAL DUTIES AND RESPONSIBILITIES:
• Participates in leadership strategic planning meetings
• Applies theoretical and experiential knowledge of nursing practice to determine project and program strategies related to staff competency, new programs, new technologies, research, and evidence-based practice.
• Provides expertise, direction and is responsible for the development of goals and objectives for educational programs.
• Leads evidence-based practice initiatives.
• Provides leadership coverage for patient care and nursing practice in the absence of a Nurse Director.
• Conducts annual and ongoing evaluation of nurses, patient care assistants, emergency services assistants, and medical assistants and provides formal and informal feedback.
• Identifies learning needs and develops and implements programs for patient education within the area of specialization.
• Facilitates the acquisition of advanced clinical skills in clinical staff nurses and graduate students through role modeling, practice, coaching and consultation in the clinical setting.
• Participates in the development of programs/systems to meet the requirements of state and federal regulatory agencies to ensure compliance.
• Participates in hospital surveys. Encourages and recommends nurses for committee work based on their interest and clinical expertise.
• Represents the Chief Nursing Officer /Associate Chief Nurses/Senior Nursing Director on committees as needed.
• Develops and/or revises policies/guidelines based on changes in practice, new research findings/equipment, or products along with ensuring education/in-servicing is completed.
• Communicates clear expectations for BWH/Department of Nursing quality initiatives and outcomes measures and strategies to enhance performance measures.
• Leads quality and safety efforts while promoting a just culture framework. Participates in root cause analysis and implements/supports improvement efforts.
FISCAL MANAGEMENT:
• Creates a budget for programmatic work and monitors expenditures in accordance with budget allocations.
• Provides recommendations for capital budget purchases.
• Promotes cost effective delivery of care and programs and keeps within budget.
• Determines training resource requirements for designated programs.
PROFESSIONAL DEVELOPMENT:
• Participates in and presents at hospital and service line committees, councils, and educational programs. Keeps current on issues, practice, and new trends related to environment of care, technology, and supplies and the education of professional and non-professional care coordination personnel.
• Maintains and updates clinical knowledge and skills based on current nursing and health care practices.
• Identifies own learning needs and goals, and designs a plan to meet them.
• Supports the nursing professional practice model and care delivery model.
• Participates in annual peer feedback. Participates in activities that foster peer support and networking.
• Fulfills professional role through involvement in professional organization activities, presentations, and publications.
PROFESSIONAL RELATIONSHIPS:
• Demonstrates professional, courteous, and respectful demeanor in working with patients, families, staff, and providers.
• Collaborates with inter-professional teams on identified programs/projects
RESEARCH RESPONSIBILITIES:
• Uses nursing theories and research findings to plan, design, and evaluate nursing practice and to generate researchable clinical problems.
• Promotes staff and student utilization of the research process. Utilizes scientific method in collecting data on clinical practice issues.
• Has knowledge of the IRB process. Identifies research questions and pursues opportunities to fund and implement research.
• Applies for research grants and participates in hospital research initiatives as applicable.
• Presents locally, nationally, or internationally about research findings and engages in other educational activities, such as publications, consultations, and courses.
• Remains current with clinical research to ensure scholarly and innovative nursing practice.
OTHER:
• Participates in special projects as directed by the Chief Nursing Officer/Associate Chief Nurse/Senior Nursing Director
Qualifications
Education/ Licensure
- Current Massachusetts licensure as a registered nurse required.
- Degree requirements: MSN (or) MS with a major in Nursing (or) DNP (or) PhD with a major in Nursing (or) a BSN with a Master's degree in a related field, required. Can this role accept experience in lieu of a degree? No.
- Current certification required; Certification must be maintained while employed in this position.
- Demonstrated evidence of competent nursing practice in clinical area or specialty.
Experience/Skills:
- Five years of nursing experience required.
- Critical care experience required.
- Experience in designing, developing, and implementing training programs and educational content in a healthcare or hospital setting required.
- Leadership experience preferred.
- Ability to collaborate on professional development pathways.
- Familiar with individual and team coaching, performance improvement methods and competency-based assessments.
- Focus on quality improvement initiatives such as HAPI, CAUTI, CLABSI.
- Familiarity with regulatory agency requirements such as Joint Commission Surveys including CMS Transplant Survey, Trauma Certification and Magnet accreditation program, etc.
- Experience with research poster presentations and publishing journal articles preferred.
Knowledge, Skills and Abilities
- Strong understanding of healthcare and nursing industry regulations, compliance standards, and best practices.
- Excellent communication and presentation skills, with the ability to engage and motivate various audiences.
- Demonstrated leadership and team management abilities.
- Familiarity with learning management systems and e-learning platforms is desirable.
- Analytical skills to evaluate training program effectiveness and measure staff development progress.
- A passion for continuous learning and a commitment to staying abreast of industry trends and advancements.
Additional Job Details (if applicable)
Remote Type
Work Location
Scheduled Weekly Hours
Employee Type
Work Shift
Pay Range
$147,097.60 - $213,959.20/AnnualGrade
9At 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:
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.
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