RN Senior Director, MSHS Nursing Staffing and Analytics- 42nd St Clinical Command Center - FT- Days

The Senior Director of Nursing Staffing is responsible for the overall strategic, financial, and quality management of Mount Sinai Health System clinical staffing operations to ensure implementation of the mission, philosophy, patient care standards and technology to support quality care and efficient throughput. This individual is responsible for ensuring safe, efficient, and regulatory compliant staffing practices across all clinical departments and settings. The Senior Director ensures MSHS clinical workforce strategies optimize patient outcomes, labor productivity, and financial performance while maintaining compliance with all federal, state, accreditation, and collective bargaining agreements. The Senior Director will work directly with the MSHS Throughput and Logistics Team within the Clinical Command Center (CCC) to ensure that staffing models support daily clinical operations that drive efficient patient throughout and support patient care based on census and acuity.

OPERATIONS AND ADMINISTRATION
1. Partners with CCC Throughput and Logistics, Nursing Leadership, Finance, HR, and Digital Technology Partners to forecast workforce needs and staffing models.

2. Collaborate with MSHS Throughput and Logistic to ensure staffing plans align with health system unit and bed utilization targets.

3. Works with Nursing Leadership and CCC Throughput and Logistics to gain an understanding of professional and non-professional staff needed for volume and patient complement on each clinical unit.

4. Lead workforce innovation initiatives such as predictive staffing analytics and staffing platform technology optimization.

5. Reviews census interface and staffing matrixes to ensure that clinical staffing aligns with actual and projected patient census and acuity.
6. Interprets collective bargaining agreements and regulatory requirements affecting staffing to ensure compliance.

7. Monitors and reports productivity metrics, staffing ratios, overtime utilization, emergency overtime, agency usage, premium pay utilization, and labor efficiency.

8. Collaborate with CCC Throughput and Logistics and clinical leaders to address staffing challenges, escalation processes, and emergency staffing plans.

9. Lead contingency staffing planning for disasters, surges, pandemics, and emergency preparedness situations.

10. Develop and implement strategies to reduce agency and overtime utilization.

11. Prepares time utilization reports as well as monthly orientation hours, monthly Constant/One to One Observation (CO)/Safety Observation (SO) hours, employee attendance reports, and ad hoc reports as requested by health system leadership.

12. Utilizes the staffing and scheduling system to produce regular and ad hoc reports to identify optimal staffing that is cost effective and supports safe patient care.

13. Maintains liaison with Human Resources, Payroll, Labor Relations, Finance and the Clinical Command Center to ensure that clinical staffing models meet financial, operational, and compliance objectives.

14. Participates in MSHS site staffing committee meetings and collaborative bargaining unit staffing meetings.

15. Establish staffing governance structures and staffing policy standards across the organization.

1. Serves as chairperson/ member of Nursing Department/Hospital and System committees, and initiatives.

2. Establishes and implements a system that supports best practice patient care staffing, safe and efficient patient throughput, and access to resources for the unit/clinical service area.

3. Performs related duties, as required.

REGULATORY AND COMPLIANCE
1. Ensure compliance with all applicable federal, state, and local staffing regulations and collaborative bargaining agreements.

2. Reviews and ensures that annual MSHS clinical staffing plans are prepared annually according to New York State regulations and are submitted each year per NYS guidelines.

3. Aggregate staffing variance report data and report data to CCC leadership, CNOs, Finance, and Labor Relations monthly.

4. Maintains documentation for MSHS demonstrating compliance with tracking and reporting as per NYS on the following but not limited to:

a. Staffing plan implementation
b. Staffing committee functioning
c. Staffing variance remediation
d. Corrective action efforts related to non-compliance

5. Ensures that MSHS clinical staffing plans are implemented and maintained throughout the year.

6. On a monthly basis collects and maintains required documentation related to Clinical Staffing Committee Reporting per NYS staffing guidelines including but not limited to:

a. Committee membership
b. Meeting Schedules
c. Attendance
d. Voting/consensus outcomes
e. Staffing complaints
f. Staffing Variance investigations
g. Changes to staffing plans
h. Implementation tracking

7. Performs weekly, monthly, and quarterly reports to CCC leadership on health system actual staff utilization against staffing grids.

8. Monitors compliance with:
a. State nurse staffing ratio requirements
b. CMS Conditions of Participation
c. Joint Commission standards
d. New York State Department of Health Regulations
e. Collective bargaining agreements where applicable

9. Oversee documentation and reporting related to staffing compliance audits and regulatory surveys.

10. Develop and maintain staffing policies, procedures, and protocols consistent with accreditation and legal requirements.

11. Monitor nurse licensure compliance, mandatory education requirements, and competency validation processes in collaboration with HR and nursing leadership.

12. Prepares and reviews monthly reports on Protests of Assignments and Unsafe Staffing to identify trends and potential risks. Communicates findings to VP of Central Staffing, CNE, CNOs, Finance, Labor Relations, and Human Resources.

13. Ensure staffing practices support patient safety, infection prevention, quality metrics, and risk management standards.

14. Prepare reports and participate in regulatory inspections, corrective action planning, and compliance reviews.

15. Maintain knowledge of evolving healthcare workforce regulations, collaborative bargaining agreements, and reimbursement impacts.
16. Monitors staffing related quality indicators including vacancy rates, turnover, absenteeism, and leave of absences.
17. Prepares time utilization analyses and reviews with CNOs, DCNOs, VPs, Finance, Labor Relations, and Human Resources to identify trends in staff scheduling and cost saving opportunities.
18. Utilize data analytics to identify staffing, census, acuity trends, and operational improvement opportunities.
19. Benchmark staffing performance against industry standards and best practices.
20. Lead performance improvement initiatives associated with workforce optimization, length of stay reduction, and patient outcomes.
FINANCE
1. Analyze labor expenses, productivity benchmarks, and staffing variances to ensure fiscal and regulatory accountability.

2. Lead initiatives to reduce premium labor costs including overtime, contract labor, and agency spend.

3. Partner with Finance, Nursing, CCC Logistics leadership on:
a. Budget forecasting
b. Labor productivity analysis
c. FTE planning
d. Workforce ROI initiatives
e. Cost containment strategies
4. Tracks spend and identify cost saving opportunities to minimize use of overtime and Constant Observation and Safety Observation staffing assignments with alternative safety observation strategies.

5. Monitor staffing efficiency metrics such as worked hours per patient day, labor cost per adjusted discharge, and skill mix utilization.

6. Evaluate and report financial impact of staffing models, recruitment initiatives, retention programs, and scheduling technologies.

7. Prepare and present executive reports and dashboards on staffing performance, staffing trends, and financial outcomes.
LEADERSHIP

1. Foster a culture of accountability, collaboration, engagement, and continuous quality improvement.

2. Collaborate with nursing leadership on initiatives to improve retention, employee engagement, patient outcomes, and length of stay.

3. Educate and mentor clinical leaders on strategies to improve staffing and financial outcomes.

4. Lead and mentor Central Staffing Nursing Directors and Clinical Program Managers on strategies and initiatives to reduce spending on premium labor such as overtime and agency utilization.

5. Educate Central Staffing Nursing Directors and Clinical Program Managers on updated regulatory and/or collaborative bargaining agreement staffing regulations.

• Masters Degree in Nursing Administration, Business, or Healthcare Administration, or related field or equivalent work experience required.
• Bachelors Degree in Nursing; required.
• 7+ years minimum demonstrated clinical and administrative expertise in area of nursing practice assigned
• 5+ years minimum experience in staffing operations, nursing administration, or hospital operations leadership.
• Expertise in nursing staffing procedures, regulations, and workforce analytics.
• Experience with healthcare finance and budgeting.
• Strong knowledge of healthcare regulatory, accreditation standards, and labor laws.
• Experience with collaborative bargaining agreements.
• Strong business analytics skills and experience with dashboard reporting.
• Experience with creating executive presentations and strong presentation skills.
• Crises staffing and emergency preparedness.
• Continuous quality improvement methodologies.
• Experience with workforce management systems and scheduling platforms.
• Licensed as a registered nurse with current registration in New York State. Professional Board Certification in leadership and/or clinical specialty strongly preferred.

Strength through Unity and Inclusion

The Mount Sinai Health System is committed to fostering an environment where everyone can contribute to excellence. We share a common dedication to delivering outstanding patient care. When you join us, you become part of Mount Sinais unparalleled legacy of achievement, education, and innovation as we work together to transform healthcare. We encourage all team members to actively participate in creating a culture that ensures fair access to opportunities, promotes inclusive practices, and supports the success of every individual.

At Mount Sinai, our leaders are committed to fostering a workplace where all employees feel valued, respected, and empowered to grow. We strive to create an environment where collaboration, fairness, and continuous learning drive positive change, improving the well-being of our staff, patients, and organization. Our leaders are expected to challenge outdated practices, promote a culture of respect, and work toward meaningful improvements that enhance patient care and workplace experiences. We are dedicated to building a supportive and welcoming environment where everyone has the opportunity to thrive and advance professionally. Explore this opportunity and be part of the next chapter in our history.

About the Mount Sinai Health System:

Mount Sinai Health System is one of the largest academic medical systems in the New York metro area, with more than 48,000 employees working across eight hospitals, more than 400 outpatient practices, more than 300 labs, a school of nursing, and a leading school of medicine and graduate education. Mount Sinai advances health for all people, everywhere, by taking on the most complex health care challenges of our time discovering and applying new scientific learning and knowledge; developing safer, more effective treatments; educating the next generation of medical leaders and innovators; and supporting local communities by delivering high-quality care to all who need it. Through the integration of its hospitals, labs, and schools, Mount Sinai offers comprehensive health care solutions from birth through geriatrics, leveraging innovative approaches such as artificial intelligence and informatics while keeping patients medical and emotional needs at the center of all treatment. The Health System includes more than 9,000 primary and specialty care physicians; 13 joint-venture outpatient surgery centers throughout the five boroughs of New York City, Westchester, Long Island, and Florida; and more than 30 affiliated community health centers. We are consistently ranked by U.S. News & World Report's Best Hospitals, receiving high "Honor Roll" status, and are highly ranked: No. 1 in Geriatrics, top 5 in Cardiology/Heart Surgery, and top 20 in Diabetes/Endocrinology, Gastroenterology/GI Surgery, Neurology/Neurosurgery, Orthopedics, Pulmonology/Lung Surgery, Rehabilitation, and Urology. New York Eye and Ear Infirmary of Mount Sinai is ranked No. 12 in Ophthalmology. U.S. News & World Reports Best Childrens Hospitals ranks Mount Sinai Kravis Children's Hospital among the countrys best in several pediatric specialties. The Icahn School of Medicine at Mount Sinai is ranked No. 11 nationwide in National Institutes of Health funding and in the 99th percentile in research dollars per investigator according to the Association of American Medical Colleges. Newsweeks The Worlds Best Smart Hospitals ranks The Mount Sinai Hospital as No. 1 in New York and in the top five globally, and Mount Sinai Morningside in the top 20 globally.

Equal Opportunity Employer

The Mount Sinai Health System is an equal opportunity employer, complying with all applicable federal civil rights laws. We do not discriminate, exclude, or treat individuals differently based on race, color, national origin, age, religion, disability, sex, sexual orientation, gender, veteran status, or any other characteristic protected by law. We are deeply committed to fostering an environment where all faculty, staff, students, trainees, patients, visitors, and the communities we serve feel respected and supported. Our goal is to create a healthcare and learning institution that actively works to remove barriers, address challenges, and promote fairness in all aspects of our organization.

Compensation

The Mount Sinai Health System (MSHS) provides salary ranges that comply with the New York City Law on Salary Transparency in Job Advertisements. The salary range for the role is $186005 - $270000 Annually. Actual salaries depend on a variety of factors, including experience, education, and operational need. The salary range or contractual rate listed does not include bonuses/incentive, differential pay or other forms of compensation or benefits.