Nursing Workforce Program Manager

Overview

The Program Manager, Nursing Workforce Development, develops and advances strategic initiatives that strengthen the visibility, attraction, recruitment, development, and retention of the nursing workforce across Dana-Farber. The promotes the value and impact of nursing practice through innovative workforce programming, coordinated outreach, and relationship cultivation with internal and external partners. The position collaborates closely with NPCS leadership, Talent Acquisition, Recruitment Marketing, Institute Marketing, and academic partners to develop and implement workforce strategies that build sustainable staffing pipelines, support recruitment initiatives, and enhance Dana-Farber’s nursing brand. The role is accountable for analyzing recruitment, retention, and workforce data trends to identify opportunities, inform planning, and guide programs that support nursing excellence and align with Dana-Farber’s mission, vision, and values.

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS, and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.

Primary Duties and Responsibilities:

• Leads nursing workforce development initiatives that enhance the visibility, reputation, and long-term sustainability of Nursing and Patient Care Services. Partners with Nursing leadership and Talent Acquisition (TA) to identify workforce priorities and develops programs, outreach strategies, and related initiatives that support recruitment, retention, and pipeline development in alignment with operational needs and institutional policies.
• Serves as a visible representative and advocate for Dana-Farber nursing, promoting the strengths of nursing practice, professional development, and patient care excellence across internal and external audiences. Helps articulate and reinforce the nursing value proposition in a manner that reflects Dana-Farber’s mission, culture, and commitment to high-quality oncology care.
• Develops and maintains relationships with colleges, universities, schools of nursing, and other academic and workforce partners to strengthen awareness of Dana-Farber as a destination for nursing careers. Supports and advances outreach efforts that foster student engagement, early-career interest, and long-term pipeline development, including coordination related to student placements, experiential opportunities, and transition-to-practice pathways in collaboration with nursing education partners.
• Partners closely with Recruitment Marketing, Institute Marketing, Talent Acquisition, and NPCS leadership to develop and support branding, messaging, campaigns, materials, and events that elevate the profile of Nursing and Patient Care Services and strengthen nursing recruitment efforts. Ensures communications are consistent, mission-aligned, and reflective of the professional opportunities and practice environment within Dana-Farber nursing.
• Leads planning for and represents Nursing at recruitment events, open houses, conferences, school-based programs, and related outreach activities. Organizes nursing participation, supports event planning and follow-up, and ensures the Institute is represented in a professional, engaging, and mission-centered manner that builds interest in nursing opportunities and strengthens candidate engagement.
• Designs, implements, and evaluates workforce-related nursing programs in collaboration with nursing leaders, Professional Development Specialists, Clinical Practice Specialists, and interdisciplinary partners. Evaluates the new hire experience.
• Analyzes recruitment, retention, and workforce data trends to identify patterns, risks, gaps, and opportunities. Uses available data, stakeholder feedback, and program outcomes to develop insights, disseminate findings, refine strategies, strengthen engagement efforts, and support data-informed workforce planning and decision-making.

Knowledge, Skills and Abilities:

• Strong knowledge of nursing roles, specialty practice areas, scope of practice considerations, and qualification requirements that influence nurse recruitment, development, and retention.
• Demonstrated ability to represent nursing programs and practice environments effectively to external audiences, including students, faculty, professional organizations, and prospective candidates.
• Working knowledge of nursing professional development principles, adult learning concepts, orientation practices, and workforce development strategies.
• Ability to build, sustain, and leverage collaborative relationships across disciplines and levels, both internally and externally, including Nursing, Human Resources, Talent Acquisition, Recruitment Marketing, Institute Marketing, academic institutions, and workforce partners.
• Strong written communication skills, including the ability to contribute to outreach materials, event content, informational resources, reports, and workforce communications. Strong verbal communication and presentation skills, with the ability to translate nursing practice, career pathways, and professional development opportunities into clear, compelling, and audience-appropriate messaging.
• Ability to serve as a credible and effective ambassador for Nursing and Patient Care Services, promoting Dana-Farber’s nursing culture, values, and opportunities with professionalism and confidence.
• Strong program/project management skills, including planning, execution, stakeholder alignment, and managing multiple concurrent priorities.
• Ability to plan and support outreach events, partnership activites, and branding initiatives, including coordination of logistics, participant engagement, materials, and follow-up activities.
• High degree of discretion, professionalism, and integrity in handling sensitive applicant, employee, and workforce information.
• Proficiency with Excel, PowerPoint, and other systems used to support workforce programming, reporting, communications, and event coordination.
• Strong organizational skills, attention to detail, sound judgment, and the ability to balance strategic iniitiatives with day-to-day operational needs.

Minimum Job Qualifications:

Bachelor's Degree in Nursing required. Master's Degree in Nursing Education, Health Care Administration, Organizational Leadership, Public Health, Communications, Marketing, Human Resources, or related field preferred. 5 years of nursing experience required, including clinical practice experience and progressive experience in nursing education, professional development, workforce planning, recruitment outreach, academic partnership development, program management, or related functions. Oncology nursing experience preferred. Experience collaborating with marketing, recruitment, academic institutions, and operational leaders on workforce or pipeline initiatives preferred. Experience representing an organization externally and coordinating events, partnerships, or workforce programs preferred.

License/Certification/Registration Required:

• Licensed as a Registered Nurse in the Commonwealth of Massachusetts, or the State of New Hampshire, as required by the role.
• Professional certification required within 3 years of hire, such as NPD-BC, oncology-specific certification, or other relevant certification.
• Additional certification in professional development, workforce planning, project management, or talent-related disciplines preferred.

Supervisory Responsibilities:

No

Patient Contact:

None

Special Working Conditions:

• This position operates in a hybrid work environment, with a combination of on-site and remote work (On-site two to three days per week). On-site presence is expected based on operational needs, including participation in meetings, recruitment events, and other Nursing and HR stakeholder activities. 
• Periodic travel is required to attend and support recruiting, outreach, and exhibiting events, which may occur outside of standard business hours.

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are committed to having faculty and staff who offer multifaceted experiences. Cancer knows no boundaries and when it comes to hiring the most dedicated and compassionate professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.  

Pay Transparency Statement

The hiring range is based on market pay structures, with individual salaries determined by factors such as business needs, market conditions, internal equity, and based on the candidate’s relevant experience, skills and qualifications.

For union positions, the pay range is determined by the Collective Bargaining Agreement (CBA).