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Practice Development Manager Jobs in Tennessee (NOW HIRING)

Addicks CPA Firm

Tax Senior

Knoxville, TN · On-site

Practice Development * Identify opportunities to provide value-added services * Deliver timely updates on tax and business issues * Administrative/Practice Management * Support partners in practice ...

Westrock

Mgr, Lrng & Org Dev

Chattanooga, TN · On-site

The Area Learning & Development (ALD) Manager is responsible for ensuring the effective execution ... Capture and communicate learning impact, wins, and best practices across the area. * Drive ...

Covenant Health

MGR ORGANIZATIONAL DEV

Knoxville, TN

Manager, Organizational Development Full Time, 80 Hours Per Pay Period, Day Shift Covenant Health ... practice division. Headquartered in Knoxville, Covenant Health is a community-owned integrated ...

Stampli

Senior Manager, Sales Development

Nashville, TN · On-site +1

Description As a Sales Development Manager at Stampli, you'll lead and develop a high-performing ... Coach SDRs on best practices for cold calls, emails, social selling, and outbound prospecting ...

Covenant Health

MGR ORGANIZATIONAL DEV

Knoxville, TN · On-site

Overview Manager, Organizational Development Full Time, 80 Hours Per Pay Period, Day Shift Covenant ... practice division. Headquartered in Knoxville, Covenant Health is a community-owned integrated ...

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Practice Development Manager information

See Tennessee salary details

$30K

$70.3K

$120.7K

How much do practice development manager jobs pay per year?

As of Aug 8, 2026, the average yearly pay for practice development manager in Tennessee is $70,284.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,100.00 and $82,100.00 per year, depending on experience, location, and employer.

What is the difference between Practice Development Manager vs Practice Coordinator?

AspectPractice Development ManagerPractice Coordinator
CredentialsTypically requires a background in healthcare, business, or related fields; certifications in practice management are commonUsually requires administrative or clerical qualifications; some healthcare or industry-specific training
Work EnvironmentLeads strategic growth, manages teams, and oversees practice operationsSupports daily administrative tasks, schedules, and patient or client coordination
Employer & Industry UsageUsed in healthcare, legal, or professional services to drive practice growthCommon in healthcare and corporate settings for administrative support

The Practice Development Manager focuses on strategic growth and team leadership within a practice, while the Practice Coordinator handles day-to-day administrative tasks. Both roles are essential but differ in scope and responsibilities.

What is a practice development manager?

A Practice Development Manager is a professional responsible for driving growth, efficiency, and strategic initiatives within a business practice, such as a healthcare clinic, law firm, or consulting team. They focus on improving operational processes, implementing best practices, and supporting business development activities to enhance the overall performance of the practice. Their role often includes staff training, client relationship management, and identifying opportunities for service expansion. Practice Development Managers work closely with leadership and staff to set goals and ensure the practice achieves its objectives.

How does a practice development manager typically collaborate with clinical and administrative teams to drive practice growth?

A Practice Development Manager works closely with both clinical and administrative teams to identify growth opportunities, streamline operational processes, and enhance patient experience. They often facilitate regular meetings, coordinate marketing initiatives, and implement best practices to improve efficiency and profitability. Building strong relationships across departments is essential, as the role often requires bridging communication between healthcare providers and support staff. Collaboration is key to aligning goals, tracking progress, and ensuring the practice adapts effectively to industry changes.

What are the key skills and qualifications needed to thrive as a practice development manager, and why are they important?

To thrive as a Practice Development Manager, you need expertise in business development, client relationship management, and strategic planning, often supported by a relevant degree in business, healthcare, or management. Familiarity with CRM software, data analytics tools, and industry-specific compliance systems is typically required. Strong leadership, communication, and problem-solving skills help you inspire teams and drive organizational growth. These skills are crucial for expanding the practice, retaining clients, and ensuring sustainable business performance.
What are the most commonly searched types of Practice Development jobs in Tennessee? The most popular types of Practice Development jobs in Tennessee are:
What are popular job titles related to Practice Development Manager jobs in Tennessee? For Practice Development Manager jobs in Tennessee, the most frequently searched job titles are:
What job categories do people searching Practice Development Manager jobs in Tennessee look for? The top searched job categories for Practice Development Manager jobs in Tennessee are:
What cities in Tennessee are hiring for Practice Development Manager jobs? Cities in Tennessee with the most Practice Development Manager job openings:
Practice Development Manager jobs near you
Infographic showing various Practice Development Manager job openings in Tennessee as of August 2026, with employment types broken down into 92% Full Time, and 8% Part Time. Highlights an 100% In-person job distribution, with an average salary of $70,284 per year, or $33.8 per hour.

Clinical Practice and Development Manager, Full Time, Days

East Tennessee Children's Hospital

Knoxville, TN • On-site

Full-time

Posted 12 days ago

East Tennessee Children's Hospital rating

6.6

Company rating: 6.6 out of 10

Based on 28 frontline employees who took The Breakroom Quiz

681st of 1,055 rated hospitals

Job description

BASIC PURPOSE OF THE JOB
The Manager is responsible for supervising and mentoring unit-based educators, ensuring role clarity, alignment with organizational priorities, and validation of educator contributions through measurable outcomes. This includes oversight of orientation programs, competency validation, continuing education, and professional growth initiatives, andBachelor's other duties as assigned.
A key function of the role is to foster strong, bidirectional communication between Educators, Nurse Managers, Central Educators, and Nursing Directors, promoting collaboration, shared accountability, and alignment of clinical and operational goals. The Manager partners closely with nursing leadership to assess practice gaps, support change initiatives, and drive continuous improvement in care delivery using the full scope of the NPD model-including learning facilitation, role development, leadership, inquiry, and outcome evaluation-to ensure a highly competent, engaged, and future-ready nursing workforce. The Manager will provide leadership in establishing and advancing the Clinical Practice and Professional Development program, including program development & department infrastructure.
REPORTS TO
  • Director of Clinical Practice & Professional Development
JOB REQUIREMENTS
Supervisory Responsibilities: YES
Minimum Education: Bachelor's Degree Required; Master's degree or Doctoral degree preferred
Degree: Bachelor's Degree required plus Nursing Professional Development (NPD) certification or ability to obtain w/in 6mos of reaching eligibility. Graduate degree in Nursing or Nursing Education preferred
License/Certification Required: Licensed RN in Tennessee or Compact License; Certification in NPD required within 6 months of reaching eligibility criteria; BLS
Minimum Work Experience: 3 years professional nursing experience in direct patient care required. 2 years of management experience required. At least 1-year of documented training-related experience such as competency building, proven communication skills, etc. Must have adult teaching and assessment experience.
REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES
  • Advanced knowledge of the Nursing Professional Development (NPD) Practice Model roles, scope of practice, and system-wide application.
  • Understanding of adult learning principles, curriculum design, and competency-based education.
  • Thorough knowledge of clinical nursing standards, regulatory/accreditation requirements, quality improvement methodologies, and patient safety practices.
  • Strong foundation in onboarding methodologies, competency validation techniques
  • Skilled in leading, coaching, mentoring, and developing unit-based educators, including managing performance and delivering data-driven feedback.
  • Ability to translate complex clinical and organizational needs into actionable education strategies and influence outcomes across a matrixed environment.
  • Skilled in managing multiple high-priority projects simultaneously, leading organizational change, and supporting practice improvement initiatives.
  • Ability to interpret complex metrics, evaluate program effectiveness, and analyze outcome data to drive continuous improvement
  • Demonstrated understanding of hospital nursing operations, staffing models, patient acuity, workflow design, and workforce demand, with the ability to develop and implement education and professional development strategies that support organizational goals while balancing frontline caregivers' responsibilities for safe, effective patient care.
  • Knowledge of simulation foundations and facilitation.

DUTIES AND RESPONSIBILITIES
  • Ability to assess and analyze current practices to ensure they align with staff learning needs and institutional standards.
  • Ability to evaluate data and identify gaps in performance and outcome, then create targeted action plans that implement evidence-based strategies, foster growth, and continuously improve outcomes.
  • Oversee unit-based educators, serving as a direct mentor to help them operationalize and excel within the NPD model.
  • Define and maintain clear role boundaries, standard workflows, and performance expectations for the education team.
  • Act as the primary liaison facilitating seamless, two-way communication between unit-based educators, nurse managers, and the central education department.
  • Actively collaborate with hospital leadership, cross-functional committees, and clinical teams to align education with broader organizational goals.
  • Collaborate with Clinical Practice to provide continuous professional development programs specifically tailored to elevate the skills of the unit-based educators.
  • Drive consistency across the hospital system by standardizing educational processes, competencies, and tools.
  • Review, direct, and evaluate unit-specific orientation, onboarding, and competency programs to ensure new staff meet educational and clinical outcomes.
  • Integrate clinical standards, quality initiatives, and patient safety practices directly into educational programming to support optimal patient outcomes.
  • Regularly monitor and analyze clinical education program outcomes and metrics to measure effectiveness and implement continuous quality improvements.
  • Collaborate with Quality & Safety and Infection Prevention departments to identify learning gaps or needs related to actionable items based on data review.
  • Assist with the creation of education-based initiatives.
  • Working knowledge of hospital nursing operations, staffing models, patient acuity, workload demands, and clinical workflow processes to effectively align educational and professional development initiatives with operational priorities while minimizing disruption to patient care delivery.
  • Ability to collaborate with nursing leaders to design and implement learning strategies that balance workforce development needs with staffing constraints, patient care demands, and operational efficiency.
  • Understanding of workforce planning principles, including staffing, scheduling, productivity, and clinical resource utilization, to support the development of accessible and sustainable education programs for frontline staff.
  • Ability to assess operational impacts of educational initiatives and develop innovative learning approaches that promote engagement, competency development, and professional growth without compromising patient care responsibilities.

PHYSICAL REQUIREMENTS
  • Note: Reasonable accommodation may be made for individuals with disabilities to perform the essential functions of this position.
  • Light lifting, pushing, and pulling are required for 10-20 lbs, and frequent moving of objects of less than 10 lbs is required. Frequent sitting with some walking, standing, squatting, bending, and reaching is required. Occasionally, it may be necessary to lift more than 20lbs. Keyboard/computer use and/or repetitive motions may be required.

Come work where you can make a difference everyday.

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