Clinical Program Development Jobs in Rhode Island

SUMMARY:

The Clinical Program Manager System Nursing Leadership Development is a senior nursing leader responsible for the strategic design, implementation, and evaluation of systemwide leadership development and nurse residency programs across Brown University Health. This role is intentionally designed for a high impact leader with significant leadership experience who excels in teaching, coaching, and mentoring emerging and experienced nurse leaders. The System Clinical Program Manager serves as a trusted advisor to nursing leaders, fostering leadership capability, professional growth, and succession readiness across the system. Grounded in evidence based leadership frameworks and professional practice standards, this role ensures that leadership development and transition to practice programs are strategically aligned, consistently operationalized, and measurably impactful—supporting nurse retention, engagement, leadership effectiveness, and organizational sustainability.

PRINCIPAL DUTIES AND RESPONSIBILITIES:

Brown University Health employees are expected to successfully role model the organization’s values of Compassion, Accountability, Respect, and Excellence as these guide our everyday actions with patients, customers and one another.

System Leadership Development

• Design, lead, and evaluate system‑wide nursing leadership development programs, with a focus on frontline, emerging, and developing nurse leaders.
• Serve as a teacher, coach, and mentor, providing direct leadership education, coaching, and professional development support to nurse leaders across the continuum.
• Partner with senior nursing leadership to identify leadership capability gaps, succession risks, and development priorities.
• Embed evidence based leadership principles, adult learning theory, and professional nursing frameworks into all leadership development offerings.‑based leadership principles, adult learning theory, and professional nursing frameworks into all leadership development offerings.
• Support a culture of leadership excellence, accountability, and professional growth across all nursing entities.

Nurse Residency Program Oversight

• Provide strategic oversight and leadership for systemwide nurse residency and transition to practice programs, ensuring alignment with organizational goals and national best practices.‑wide nurse residency and transition‑to‑practice programs, ensuring alignment with organizational goals and national best practices.
• Ensure nurse residency programs are designed, implemented, and evaluated in accordance with American Nurses Credentialing Center (ANCC) standards and professional practice expectations.
• Collaborate with Nursing Education, Professional Practice, and entity leaders to support program consistency, quality, and outcomes.
• Utilize data and outcomes to continuously improve program effectiveness, retention, and participant experience.

Coaching, Mentorship, and Leader Development

• Actively coach and mentor nurse leaders through formal and informal mechanisms, supporting leadership confidence, decision-making, and professional identity development.‑making, and professional identity development.
• Facilitate leadership learning experiences, workshops, and forums that emphasize self‑awareness, emotional intelligence, communication, and change leadership.
• Support leaders navigating complexity, change, and operational challenges through reflective practice and coaching approaches.

Strategic Alignment and System Collaboration

• Collaborate with the System Director of Professional Practice, CNOs, entity leadership, and interdisciplinary partners to ensure leadership development strategies are aligned with system priorities.
• Contribute to succession planning, workforce strategy, and leadership pipeline development.
• Participate in system committees, councils, and professional practice initiatives as a leadership subject matter expert.‑matter expert.

Outcomes, Evaluation, and Continuous Improvement

• Establish and monitor program outcomes, metrics, and benchmarks related to leadership development and nurse residency programs.
• Use data to inform strategic decisions, demonstrate program value, and guide continuous improvement.
• Support preparation and documentation related to Magnet designation, accreditation, and regulatory requirements as applicable.
• Performs other duties as assigned.

EDUCATION & EXPERIENCE:

Required Qualifications

• Master’s degree in Nursing or related field required; doctoral degree (DNP, PhD, or EdD) preferred.
• Significant nursing leadership experience required, including demonstrated success in nursing leadership roles (e.g., manager, director, executive, system leader).
• Proven experience in teaching, coaching, and mentoring nurse leaders.
• Demonstrated expertise in leadership development, professional practice, or nurse residency/transition to practice programs.‑to‑practice programs.
• Strong communication, facilitation, and executive level interpersonal skills.‑level interpersonal skills.
• Ability to influence, inspire, and develop leaders across diverse clinical and organizational settings.

Preferred Qualifications

• Experience in a large, complex, or multi-entity health system.‑entity health system.
• Familiarity with ANCC Nurse Residency Program® standards and Magnet principles.
• Formal training or certification in leadership coaching, adult education, or organizational development.
• Track record of successful program design, implementation, and evaluation.

Core Competencies

• Leadership presence and credibility
• Teaching, coaching, and mentorship expertise
• Strategic thinking and systems leadership
• Professional practice and workforce development
• Data informed decision making‑informed decision‑making
• Collaboration and influence

SUPERVISORY RESPONSIBILITY:

This position supervises up 15 FTE’s

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EEO Statement:

Brown University Health is committed to providing equal employment opportunities and maintaining a work environment free from all forms of unlawful discrimination and harassment.

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