Manager of Respiratory Therapy

Description

Main Function:

The Manager of Respiratory Therapy has the responsibility, authority and accountability for the clinical, financial and personnel management of designated areas of clinical practice on a 24-hour basis.

He/She leads the units in a goal directed manner, which is congruent with the system goals and philosophies.

The Manager works closely with the VP of Patient Care Services/ in assuring and meeting the strategic imperatives for the unit and hospital.

Expectations of excellent customer service and clinical quality are articulated and formulated into operational plans and monitoring of outcomes.

The Manager is responsible for fostering interdisciplinary collaborative relationships with medical surgical team and the institution as a whole.

Qualifications:

New York State License in either Respiratory Therapy

Required: Bachelors’ Degree in Respiratory Therapy

Preferred: Masters’ Degree or willingness to complete within 5 years of appointment.

Minimum of 3 years experience with evidence of career advancement and progressive responsibilities within the healthcare environment

Recent clinical/leadership experience in respiratory area required.

Mature, energetic, and creative individual who demonstrates leadership qualities.

Demonstration of sound ethical principles, advanced communication style and interpersonal skills development is necessary.

Achieves growing expertise to promote clinical areas.

Pay Range: $93,600 -$104,000

Starting Pay: Based on Experience

Thompson Health is an EOE encouraging women, minorities, individuals with disabilities and veterans to apply

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)