Mid Level Department Manager Jobs
Mid level department manager jobs go to professionals ready to own departmental operations end to end, mentor direct reports, and make resourcing and process decisions without constant oversight. Openings cover Healthcare & Medical Services, Consulting & Professional Services, and Aerospace & Defense, with 7% of roles available remotely or in hybrid settings, and employers like UCHealth, Terracon Consultants, and UES hiring at this level now.
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Showing 5 of 30+ Mid Level Department Manager jobs
Summary:
The Assistant Nurse Manager (ANM) works in partnership with the nurse manager to support and lead the daily operations of the units.
The ANM is expected to adhere to system and department compliance policies and any applicable laws and regulations. The ANM is expected to assume accountability and responsibility for translating the philosophy, objectives, policies, and procedures of the medical center/hospital and the nursing service into effective action under the guidance of the Nurse Manager. The AN manager demonstrates BH operating principles and behaviors. Responsibility is centralized within five major areas: Clinical Practice and Quality Outcomes, Human Resource Leadership, Management of the Environment, Financial Growth and Stewardship, and Operational Planning.
Job Responsibilities:
1) Clinical Practice and Quality Outcomes The Assistant Nurse Manager administers direct nursing care to patients and serves as a clinical resource and role model of clinical excellence for staff. Delivers service promise as evidenced by metrics in all unit practices and programs. Provides leadership collaboratively with the Nurse Manager in proactively developing quality-driven and cost-effective initiatives. Initiates and partners with the Nurse Manager to lead and achieve outcomes in service-based performance improvement efforts
2) Human Resource Leadership: The Assistant Nurse Manager in collaboration with the Nurse Manager leads a positive work environment that facilitates the delivery of excellent patient and caregiver experiences. Staff are highly engaged, as evidenced by relevant metrics. Individual and collective practices reflect the Core principles of Magnet. Initiates and manages necessary change, providing support and resources to staff. Seeks opportunities to build working alliances with other professional groups. Creates opportunities for Shared Governance in order to effectively solve problems. In alignment with the Nurse Manager, is responsible for recruiting & hiring; staff development; recognition; retention; establishing performance expectations for success; delivering performance appraisals, and implementing corrective actions.
3) Management of the Patient Care Environment: The Assistant Nurse Manager is a leader who is highly visible in the patient care unit and is responsible for the effective management of patient progress and outcomes of care. Leads collaborative efforts with other departments and disciplines to meet patient care needs. Accountable for unit issues in collaboration with the Nurse Manager, including the adequacy of appropriate materials and equipment, until resolution occurs.
4) Financial Growth and Stewardship: The Assistant Nurse Manager is accountable for managing within budget in collaboration with the Nurse Manager as evidenced by metrics. Stewards financial resources and promotes growth by developing business plans and budgets for their unit in collaboration with the Nurse Manager per organizational goals and other relevant factors. Establishes expectations with the Nurse Manager and holds accountable staff regarding the delivery of high-quality, affordable care. Responds to budget variances in a proactive, timely manner in partnership with the Nurse Manager
5) Operational Planning: The Assistant Nurse Manager, in concert with the Nurse Manager, sets a progressive pace for performance improvement and based on an assessment of internal and external influences, creates and implements plans that have a positive impact on the delivery of patient care and a positive work environment. Makes healthcare operations decisions /problem resolution to facilitate proper and timely patient flow on the unit and effective operations of the unit. Establishes staffing plans that respond to changing needs of the unit.
6) Staff education/training, the establishment of a learning environment, in partnership with a nurse Educator and Manager
7) Facilitates staffing models necessary to support case volumes and acuity
8) Evaluates clinical processes and workflows to ensure efficiency, and facilitate appropriate change
9) Responsible for direct nurse supervision on weekends and off shifts, in partnership with the clinical supervisor.
10) Evaluate clinical documentation to ensure completion and accuracy.
Required Work Experience:
1) Minimum of 3-5 years of nursing experience with the most appropriate patient population being served by the care team.
Preferred Work Experience:
None listed
Skills and Competencies:
Management/Leadership Skills
Note: The compensation range(s) in the table below represent the base salaries for all positions at a given grade across the health system. Typically, a new hire can expect a starting salary somewhere in the lower part of the range. Actual salaries may vary by position and will be determined based on the candidate's relevant experience. No employee will be paid below the minimum of the range. Pay ranges are listed as hourly for non-exempt employees and based on assumed full time commitment for exempt employees.
Minimum – Midpoint – Maximum
$118,934.00 – $136,718.00 – $161,720.00
Baystate Health is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, national origin, ancestry, age, genetic information, disability, or protected veteran status.
Summary:
The Assistant Nurse Manager (ANM) works in partnership with the nurse manager to support and lead the daily operations of the units.
The ANM is expected to adhere to system and department compliance policies and any applicable laws and regulations. The ANM is expected to assume accountability and responsibility for translating the philosophy, objectives, policies, and procedures of the medical center/hospital and the nursing service into effective action under the guidance of the Nurse Manager. The AN manager demonstrates BH operating principles and behaviors. Responsibility is centralized within five major areas: Clinical Practice and Quality Outcomes, Human Resource Leadership, Management of the Environment, Financial Growth and Stewardship, and Operational Planning.
Job Responsibilities:
1) Clinical Practice and Quality Outcomes The Assistant Nurse Manager administers direct nursing care to patients and serves as a clinical resource and role model of clinical excellence for staff. Delivers service promise as evidenced by metrics in all unit practices and programs. Provides leadership collaboratively with the Nurse Manager in proactively developing quality-driven and cost-effective initiatives. Initiates and partners with the Nurse Manager to lead and achieve outcomes in service-based performance improvement efforts
2) Human Resource Leadership: The Assistant Nurse Manager in collaboration with the Nurse Manager leads a positive work environment that facilitates the delivery of excellent patient and caregiver experiences. Staff are highly engaged, as evidenced by relevant metrics. Individual and collective practices reflect the Core principles of Magnet. Initiates and manages necessary change, providing support and resources to staff. Seeks opportunities to build working alliances with other professional groups. Creates opportunities for Shared Governance in order to effectively solve problems. In alignment with the Nurse Manager, is responsible for recruiting & hiring; staff development; recognition; retention; establishing performance expectations for success; delivering performance appraisals, and implementing corrective actions.
3) Management of the Patient Care Environment: The Assistant Nurse Manager is a leader who is highly visible in the patient care unit and is responsible for the effective management of patient progress and outcomes of care. Leads collaborative efforts with other departments and disciplines to meet patient care needs. Accountable for unit issues in collaboration with the Nurse Manager, including the adequacy of appropriate materials and equipment, until resolution occurs.
4) Financial Growth and Stewardship: The Assistant Nurse Manager is accountable for managing within budget in collaboration with the Nurse Manager as evidenced by metrics. Stewards financial resources and promotes growth by developing business plans and budgets for their unit in collaboration with the Nurse Manager per organizational goals and other relevant factors. Establishes expectations with the Nurse Manager and holds accountable staff regarding the delivery of high-quality, affordable care. Responds to budget variances in a proactive, timely manner in partnership with the Nurse Manager
5) Operational Planning: The Assistant Nurse Manager, in concert with the Nurse Manager, sets a progressive pace for performance improvement and based on an assessment of internal and external influences, creates and implements plans that have a positive impact on the delivery of patient care and a positive work environment. Makes healthcare operations decisions /problem resolution to facilitate proper and timely patient flow on the unit and effective operations of the unit. Establishes staffing plans that respond to changing needs of the unit.
6) Staff education/training, the establishment of a learning environment, in partnership with a nurse Educator and Manager
7) Facilitates staffing models necessary to support case volumes and acuity
8) Evaluates clinical processes and workflows to ensure efficiency, and facilitate appropriate change
9) Responsible for direct nurse supervision on weekends and off shifts, in partnership with the clinical supervisor.
10) Evaluate clinical documentation to ensure completion and accuracy.
Required Work Experience:
1) Minimum of 3-5 years of nursing experience with the most appropriate patient population being served by the care team.
Preferred Work Experience:
None listed
Skills and Competencies:
Management/Leadership Skills
Note: The compensation range(s) in the table below represent the base salaries for all positions at a given grade across the health system. Typically, a new hire can expect a starting salary somewhere in the lower part of the range. Actual salaries may vary by position and will be determined based on the candidate's relevant experience. No employee will be paid below the minimum of the range. Pay ranges are listed as hourly for non-exempt employees and based on assumed full time commitment for exempt employees.
Minimum – Midpoint – Maximum
$118,934.00 – $136,718.00 – $161,720.00
Baystate Health is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, national origin, ancestry, age, genetic information, disability, or protected veteran status.
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Find JobsMid Level Department Manager Job Market
Who's Hiring
Top Industries Hiring
- Healthcare & Medical Services18
- Consulting & Professional Services6
- Aerospace & Defense1
- Technology & Software1
- Distribution & Wholesale1
Mid Level Department Manager Jobs: Frequently Asked Questions
How do I get a mid level department manager job?
Position yourself around ownership, not just participation. Highlight projects where you led outcomes, managed people or cross-functional work, and solved problems without a supervisor guiding each step. In your resume and interviews, lead with scope and results rather than duties. Employers hiring at this level want to see that you can run a function independently, so make that case concrete and specific.
Which companies hire mid level department managers?
Companies hiring mid level department managers right now include UCHealth, Terracon Consultants, and UES, based on current listings on Migrate Mate as of November 2026. Hiring at this level covers large enterprises building out middle management layers, regional operators scaling their teams, and growing mid-size organizations that need experienced managers to run established departments without heavy senior oversight.
Are there remote mid level department manager jobs?
Yes, though availability varies by industry and function. About 7% of mid level department manager openings are remote or hybrid as of November 2026, making fully on-site the majority format for roles that involve direct team supervision or facility oversight. Use the remote and hybrid filters on Migrate Mate to narrow openings to the work setting that fits your situation.
How do I move up to a mid level department manager role?
The path from entry level into mid level department management is built through demonstrated ownership over time. That means volunteering to lead projects, taking accountability for measurable outcomes, and developing the ability to manage up and across teams, not just execute tasks. Professionals who advance fastest at this stage build a record of handling ambiguity, developing junior teammates, and improving processes within their existing role before the title changes.
Which industries hire the most mid level department managers?
Mid Level department manager roles concentrate in Healthcare & Medical Services, Consulting & Professional Services, and Aerospace & Defense, based on current listings on Migrate Mate as of November 2026. These sectors drive consistent hiring at this level because they rely on structured departmental teams with dedicated managers to coordinate day-to-day operations, meet compliance requirements, and maintain throughput across multiple locations or product lines.