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Unit Director Jobs in Ridgeville, SC (NOW HIRING)

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Unit Director information

See Ridgeville, SC salary details

$22.2K

$75.4K

$145.3K

How much do unit director jobs pay per year?

As of Aug 22, 2026, the average yearly pay for unit director in Ridgeville, SC is $75,405.00, according to ZipRecruiter salary data. Most workers in this role earn between $42,000.00 and $103,800.00 per year, depending on experience, location, and employer.

What is a unit director?

Unit Directors are professionals responsible for overseeing the operations and management of a specific department, unit, or division within an organization. They ensure that their unit meets its goals, manages staff effectively, and operates within budgetary and organizational guidelines. Unit Directors also develop and implement policies, coordinate with other departments, and report to higher-level management. Their role is critical in maintaining the quality, efficiency, and effectiveness of the services provided by their unit.

What are the key skills and qualifications needed to thrive as a unit director?

To thrive as a Unit Director, you need strong leadership abilities, strategic planning skills, and relevant experience in the specific field, often backed by a bachelor's or master's degree. Familiarity with budgeting software, project management tools, and organizational systems is typically required. Outstanding communication, conflict resolution, and team-building skills help you lead diverse teams and drive unit performance. These competencies ensure effective oversight, operational efficiency, and achievement of organizational goals.

What are the primary challenges a unit director faces when managing multidisciplinary teams?

Unit Directors often oversee teams with diverse professional backgrounds, such as nurses, administrative staff, and allied health professionals. One of the main challenges is ensuring clear communication and collaboration across these varied roles to maintain high standards of care and operational efficiency. Balancing administrative responsibilities, such as budgeting and staffing, with hands-on leadership and staff development can also be demanding. Successful Unit Directors frequently rely on strong interpersonal skills and adaptability to foster a positive, cohesive team environment.

What is the difference between Unit Director vs Program Coordinator?

AspectUnit DirectorProgram Coordinator
CredentialsBachelor's degree often required; management experience preferredBachelor's degree typically required; experience in program support beneficial
Work EnvironmentLeads teams within organizations like healthcare, education, or social servicesSupports program implementation, often in similar settings
Employer & IndustryNonprofits, healthcare, education, government agenciesNonprofits, educational institutions, community programs

The main difference is that a Unit Director oversees entire units or departments, managing staff and operations, while a Program Coordinator supports specific programs within those units, focusing on coordination and logistics. Both roles require similar credentials but differ in scope and responsibility.

What cities near Ridgeville, SC are hiring for Unit Director jobs?

Cities near Ridgeville, SC with the most Unit Director job openings:

Unit Director jobs near you
Infographic showing various Unit Director job openings in Ridgeville, SC as of August 2026, with employment types broken down into 2% As Needed, 78% Full Time, 13% Part Time, and 7% Contract. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $75,405 per year, or $36.3 per hour.

Director, Trauma Program

Roper St Francis Healthcare

Charleston, SC • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 9 days ago

Job description

Thank you for considering a career at Roper St. Francis Healthcare!
Scheduled Weekly Hours:
40
Work Shift:
Days (United States of America)
DIRECTOR, TRAUMA PROGRAM | Charleston, SC
Roper Hospital and RSF Berkeley Hospital
Reports to: AVP, Surgical Services
# of Direct Reports: 2
Primary Function/General Purpose of Position
The Director, Trauma Program provides leadership and oversight for the Trauma Program, ensuring the delivery of high-quality, evidence-based trauma care and compliance with all regulatory and trauma verification requirements. In partnership with the Trauma Medical Director and interdisciplinary teams, this role is responsible for program operations, performance improvement, quality outcomes, trauma registry management, and strategic program development. The Trauma Director collaborates across departments to optimize patient outcomes, support accreditation readiness, and advance organizational goals.
Essential Job Functions
  • Provide strategic, operational, financial, and personnel leadership for the Trauma Program, ensuring alignment with organizational goals. Assist with the budgetary process for the trauma program.
  • Partner with the Trauma Medical Director to oversee trauma program performance, clinical protocols, practice management guidelines, quality improvement initiatives, and patient outcomes across the continuum of care.
  • Ensure compliance with all regional, state, national, and American College of Surgeons (ACS) trauma designation and verification requirements, including preparation for verification and re-verification surveys.
  • Oversee trauma registry operations, data integrity, performance reporting, and the use of data to drive quality improvement, injury prevention, research, and program development initiatives.
  • Serve as the primary liaison between the Trauma Program, hospital leadership, physicians, EMS agencies, and community stakeholders, representing the program on internal, regional, and professional committees.
  • Lead strategic planning, community outreach, and financial performance initiatives to support growth, operational excellence, and optimal trauma patient care.
  • Partner with the Trauma Medical Director and Performance Improvement team to lead the Trauma Quality Management Program, including performance improvement activities, case review, quality audits, practice guideline compliance, and ongoing monitoring of clinical outcomes and system performance.
  • Ensure the Trauma Registry supports performance improvement efforts and utilize data to identify trends, drive system redesign, implement corrective actions, and promote compliance with ACS standards, Joint Commission requirements, and organizational policies.

Licensing/Certification
Current RN license in South Carolina or covered by compact (required)
BLS Basic Life Support (preferred upon hire, must obtain from approved source prior to entering patient care setting)
ACLS Advanced Cardiac Life Support (preferred upon hire, must obtain from approved source prior to entering patient care setting)
Certifications required based on the unit(s) that the leader oversees and the requirements for those specific units:
  • PALS Pediatric Advanced Life Support (preferred)
  • TNCC Trauma Nurse Core Curriculum (required)
  • TNCC Trauma Nurse Core Curriculum Instructor (preferred)
  • NRP Neonatal Resuscitation Program (preferred)
  • ENPC Emergency Nurse Pediatric Course (preferred)
  • National Board Certification Specialty (preferred)
  • Nurse Executive Certification or designated specialty certification (preferred

Education
Bachelor's Degree in Nursing (required)
Master's Degree in Nursing or related health field (required)
Work Experience
5 years of experience as a professional nurse (required)
3+ years in Trauma Nursing (preferred)
2+ years of progressive leadership/management experience in an acute care setting (required)
Skills
Build collaborative relationships
Collaborate with physicians and other medical staff
Community involvement
Conflict resolution
Effective oral communication
Establish an environment that values diversity
Facilitate consensus building
Facilitate group discussions
Inspire desired behaviors and manage undesired behaviors
Interpersonal communication
Public Speaking
Relationship building
Situational leadership
Stakeholder engagement
Written communication
Application of high reliability concepts
Care Delivery Models and Patient Care Delivery across the continuum
Clinical outcomes
Education and developmental practices
Evidence-based practices
Governance related to fiduciary responsibilities, credentialing and performance management
Health care economics and policy
Hospital policies and procedures
Nursing and clinical best practices and research
Nursing professional practice
Patient care services
Performance improvement
Quality clinical care
Quality improvement
Regulatory standards
Risk management
Working knowledge of patient safety programs, identifying risks, and responding to recommendations.
Able to learn from setback and failures.
Change management
Foundational leadership
Mentor others
Succession planning
Advocacy
Holding self accountable to actions and decisions
Open to receiving feedback and coaching
Uphold ethical principles and corporate compliance standards
Analyzing data or information
Knowledge of creating and managing budgets
Creating operational objectives and the strategies to achieve the goals
Customer service
Financial Management
Human Resources management
Information management and technology
Knowledge of SWOT and Gap analyses
People management and leadership
Problem solving
Staffing and managing staffing based on matrix
Strategic planning and management
Workforce development planning
Union environments
Roper St. Francis Healthcare is an equal opportunity employer.
As a Roper St. Francis Healthcare teammate, you're part of a Misson that matters. We support your well-being - personally and professionally. Our benefits are built to grow with you and meet your unique needs, every step of the way.
What we offer
  • Competitive pay, incentives, referral bonuses and 403(b) with employer contributions (when eligible)
  • Medical, dental, vision, prescription coverage, HAS/FSA options, life insurance, mental health resources and discounts
  • Paid time off, parental and FMLA leave, and short- and long-term disability
  • Tuition assistance, professional development and continuing education support

Benefits may vary based on the market and employment status.
Department:
Admin - Perioperative Service - Roper St Francis Healthcare
It is our policy to abide by all Federal and State laws, as well as, the requirements of 41 CFR 60-1.4(a), 60-300.5(a) and 60-741.5(a). Accordingly, all applicants will receive consideration for employment without regard to race, color, national origin, religion, sex, sexual orientation, gender identity, age, genetic information, or protected veteran status, and will not be discriminated against on the basis of disability. If you are an individual with a disability and would like to request a reasonable accommodation as part of the employment selection process, please contact The Talent Acquisition Team at recruitment@RSFH.com.

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