EKG Lab Manager

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
Summary
Responsible for managing all aspects of a large-scale and complex program and corresponding projects. Leads and implements initiatives that support alignment with organizational goals and strategic planning. Oversees communication and collaboration with stakeholders. Develops the program schedule, budget, and various program and project plan details. Analyzes data, prepares reports, and provides regular updates to program leadership. Identifies and escalates issues and risks and recommends solutions. Leads and provides guidance and support to other team members.


Essential Functions
-Leads program and project teams and coordinate and delegate cross-project initiatives.
-Conducts research, manages and analyzes data in systems, and develops reports and presentations to support programs.
-Identify potential risks, issues, and challenges associated with programs and develop mitigation strategies to minimize impact.
-Monitor program progress and proactively address any deviations from plans, timelines, or budgets.
-Manages the program budget, ensuring responsible allocation of resources and adherence to financial guidelines.

Qualifications

1. Composes and maintains daily schedules for EKG, Cardiac Monitoring and Stress Testing. Reviews incoming orders for accuracy, appropriate use and feasibility. Liaises with ordering providers and patients for alterations as needed.

2. Hires, trains, manages and mentors technical and administrative staff, cross-covering when necessary.

3. Provides administrative oversight of the MUSE application, including onboarding new users, ensuring timely processing of studies, troubleshooting errors, performing database sorts and report pulls, and liaising with readers, BioMed and non-lab users.

4. Provides administrative oversight of Cardiac Monitor vendors' web portals, including onboarding new users, ensuring timely processing of studies, troubleshooting errors, performing database sorts and report pulls, and liaising with readers, 3rd party vendors and non-lab users.

5. Meets regularly with leadership group to discuss strategic goals, plan process updates, and implement interventional tactics.

6. Acts as the face of the labs in communications with patients, other hospital employees, research studies and 3rd party vendors.

7. Acts as local owner of the labs' electronic resources, such as EPIC orders depots, scheduling templates, SFAs, and application interfaces.

8. Composes and disseminates lab reading schedules to covering physicians and their support staff.

9. Performs regular testing for quality assurance, productivity and efficiency. Provides updates to leadership and feedback to staff as necessary.

10. Maintains lab equipment and supply par levels.

11. Acts as timekeeper for lab employees.

12. Adjudicates safety reports and liaises with HR, Patient/Family Relations, Environmental Health and Safety to ensure a safe and hospital environment for patients, visitors and staff.

13. Responsible for ensuring readiness for Joint Commission.

14. Adjudicates subordinates' annual reviews, performance improvement plans, corrective actions and terminations when necessary.

15. Performs all other duties and responsibilities as required.

Additional Job Details (if applicable)

Remote Type

Hybrid

Work Location

15 Francis Street

Scheduled Weekly Hours

40

Employee Type

Regular

Work Shift

Day (United States of America)

Pay Range
$79,560.00 - $115,720.80/Annual

Grade
7

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 View phone number on click.appcast.io.

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.