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System Nurse Retentionist 35
Building Location:
Building B - St Marys Medical Center
Department:
1005100 NURSING ADMINISTRATION - EH SS
The System Nurse Retentionist (SNR) drives the retention of a multi-generational nursing workforce, with a dedicated focus on Certified Registered Nurse Anesthetists (CRNAs) and Student Registered Nurse Anesthetists (SRNAs), according to their unique personal and professional development preferences. Using evidence-based strategies and innovative, differentiating tactics, the SNR develops a focused nurse retention program that drives measurable outcomes that meet or exceed benchmark performance. The focused nurse retention program will be sustainable, system-wide, and build in adaptation, innovation and assist Essentia Health to manage significant environmental workforce challenges and opportunities. The SNR serves as a central point of contact for retention efforts and ensures nurse retention efforts are focused, tracked, and reported to measure return on investment. The SNR collaborates with system leaders, nurse leaders, human resources and talent management leaders, physicians, acute care/ambulatory leaders, community providers, and other service providers to achieve tactics and measurable outcomes.
Education Qualifications:
- Bachelor's of Science or Arts in Nursing required
- Master's degree in Nursing preferred; a Master's degree in Business Administration, Healthcare Administration or relevant field is possible as long a candidate possesses a Bachelor's of Science or Arts in Nursing
- Serve as the primary system resource for CRNA and SRNA retention, workforce development, and practice support.
- Develop a focused Nurse Retention Program comprised of, but not limited to, healthy work environments, develop leaders' acumen around retention, career ladders, nurse residency program and development pathways, and innovations to integrate nursing practice and professionalism across a multisystem organization
- Ensure continuous innovations on nurse retention strategies, with consideration for generational nuances, contemporary nursing roles, and contextual environmental challenges
- Establish priorities by key target audience (role, generation, etc.) based on existing programs, promising programs, and evidence from literature
- Collaborate with human resources, talent management, leaders at all levels of the organizations and academic practice partnerships to develop key retention strategies and tactics and align with the Nursing and organization's strategic plans
- Initiate intentional relationship building with key resources, to include, but not limited to human resources, talent management, workforce development, nurse residency program director, nursing leaders, marketing/communications, magnet program directors, and academic practice partnerships
- Participate in recruitment events assisting human resources and talent management in streamlining the nurse hiring process, describing individual unit/department/facility cultures and characteristics and simplifying onboarding programs
- Participate and lead innovations, using PDSA/other relevant performance improvement tools and processes, to improve and innovate nurse recruitment, retention, hiring, onboarding, career development, etc.
- Make referrals as needed for individual nurses and leaders to ensure career development, success and best match possible
- Support, and innovate, matching programs for nurse residents and SRNAs/early-career CRNAs to locate the best fit for culture, knowledge, skills and abilities
- Be a point of contact for nurse leaders to find new clinical placements as needed to ensure best career match
- Work with the marketing and communications team members for brand imaging and recognition materials
- Evaluate, expand, evolve, innovate and ensure system-wide nurse recognition efforts are effectively implemented and evolved
- In partnership with nurse leaders, evaluate, evolve and innovate the clinical ladder, career development pathways, mentor programs, etc.
- Develop, implement, evolve, innovate, and chair/co-chair a system-wide retention, recruitment, and recognition committee as part of the Nursing Professional Governance model and in partnership with the Magnet Program Directors and Office of Well-Being.
- Explore innovations in recruitment, re-recruitment, retention, and recognition activities and initiate PDSA teams to facilitate implementation and evaluation
- Through a matrix reporting relationship, provide guidance and leadership, including appropriate participation in workforce analyses
- Lead, implement and/or support key committees pertaining to those overseen by this position
- Ensure compliance with relevant licensing, regulatory, and accreditation requirements
- Accountable for the system approach
- Use data to create awareness and drive results
- Promote workforce development including professional growth, development and succession planning for self, leaders, and staff by meeting requirements for mandatory/continuing education, skills competency, and support workforce goals which contribute to the success of the organization
- Relevant Registered Nurse state licensure:
system positions require licensure in WI, MN and ND - 5-7 years of clinical nursing experience; nursing leadership experience preferred
- Demonstrated innovations in clinical practice and/or leadership roles
- Knowledge of trends, federal and state regulations, reimbursement requirements, and the evolving health care delivery system including Magnet Nursing and Pathways to Excellence programs, workforce challenges, and generational perspectives
- Demonstrated strong business acumen with ability to drive change in a large, complex organization with matrix reporting relationships
- Demonstrated success in leading large-scale initiatives that have significant impact across an organization
- Ability to collaborate across disciplines to create the needed innovation and changes
- Travel for this position is sometimes required
- Participation in system, community and employee engagement activities is required
- It is understood that this description is not intended to be all-inclusive and that other duties may be assigned as necessary in the performance of this position
- Experience as a CRNA or in direct collaboration with CRNA teams and SRNA programs strongly preferred.
- Relevant Registered Nurse state licensure:
system positions require licensure in WI, MN and ND.
1
Possible Remote/Hybrid Option:
Shift Rotation:
Day Rotation (United States of America)
Shift Start Time:
Shift End Time:
Weekends:
Holidays:
No
Call Obligation:
No
