Description

RN Vent Unit Manager Sign on bonus up to $7500

STARTING RATE: $38.00/hr. to $43.27/hr depending on experience

SHIFT: Full-Time

BENEFITS:

• Up to $7,500 Sign-on Bonus

• Weekly Paychecks

• Referral Bonuses

• Flexible Schedule

• Peer Mentorship

JOB DESCRIPTION:

An RN Supervisor must be able to interpret patient information, make critical decisions about necessary actions, and administer medication, wound care, and other personalized interventions.

RESPONSIBILITIES:

• Responsible for oversight of the day-to-day clinical activities of health care personnel, such as LPNs and CNAs

• Maintains a safe environment for residents and strives to meet maximum security and comfort needs

  REQUIREMENTS:

• New York State Registered Professional Nurse licensure

• Experience in long-term care facility preferred

• Able to interpret patient information and make critical decisions about necessary actions

• Ability to supervise and work well with and show respect toward other healthcare personnel (i.e., CNAs, LPNs, physicians, etc.), residents, and their family members

• Strong written and verbal communication skills; able to follow written and oral instructions

• Able to perform tasks while upholding high standards of quality, cleanliness, and kindness

• Physical endurance for frequent activity; ability to lift a minimum of 20 pounds

ABOUT US:

Taconic Health Care is a portfolio of three health care facilities in New York state, including: Taconic Rehabilitation and Nursing at Beacon in Beacon; Taconic Rehabilitation and Nursing at Hopewell in Fishkill; and Taconic Rehabilitation and Nursing at Ulster. We’re proud to be a family of high-quality health care providers that also includes Absolut Care, The McGuire Group and VestraCare.

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)