Nurse Manager - Postpartum Unit

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Pay range

-

Salary

$142,210.00 - $227,531.00

Nurse Manager, Postpartum Unit (PPU)

Overlake Medical Center & Clinics

Bellevue, WA

Position Summary

Working in partnership with a dedicated unit supervisor, physician leaders, clinical educators, pediatric and obstetric providers, and outpatient care teams, the Postpartum Nurse Manager promotes a culture of safety, accountability, excellence, and compassionate family-centered care.

The Nurse Manager of the Postpartum Unit provides operational, clinical, financial, and strategic leadership for a high-acuity, family-centered inpatient unit that cares for postpartum mothers, newborns, and gynecologic surgical patients. This leader is accountable for ensuring exceptional patient outcomes, outstanding patient and employee experiences, regulatory compliance, fiscal stewardship, and achievement of organizational quality and safety goals.

The Postpartum Unit consists of a 34-bed couplet care unit that supports more than 4,000 births annually and provides care for postpartum patients requiring specialized therapies including magnesium sulfate administration , newborns requiring phototherapy , management of families participating in the Eat, Sleep, Console (ESC) program, and select gynecologic surgical patients .

The PPU Nurse Manager leads a multidisciplinary team of more than 90 employees , including Registered Nurses, Lactation Consultants, Patient Care Technicians, Health Unit Coordinators, and Birth Data Coordinator staff.

Essential Responsibilities

Leadership & Operations

• Provides day-to-day operational leadership for the Postpartum Unit.
• Establishes and maintains a culture of patient safety, accountability, collaboration, and clinical excellence.
• Ensures appropriate staffing, scheduling, patient throughput, and resource utilization.
• Maintains regulatory readiness and compliance with hospital policies, accreditation standards, and nursing practice requirements.
• Leads unit-based initiatives that support organizational strategic goals.

Quality & Patient Safety

• Drives performance on unit quality, safety, and patient experience metrics.
• Monitors clinical outcomes and develops action plans to improve performance.
• Leads efforts to reduce preventable harm and improve reliability of care processes.
• Supports evidence-based practice and implementation of best practices in postpartum and newborn care.
• Oversees quality initiatives related to maternity care, newborn outcomes, breastfeeding support, and patient safety.

Patient Experience

• Ensures delivery of exceptional family-centered care.
• Promotes practices that improve patient satisfaction and engagement.
• Investigates and resolves patient concerns while fostering a service recovery culture.
• Champions communication, compassion, and partnership with patients and families.

Employee Engagement & Development

• Recruits, interviews, hires, and retains qualified team members.
• Provides coaching, performance management, mentoring, and career development.
• Partners with Clinical Education to support onboarding, competency validation, and professional development.
• Fosters employee engagement, wellness, recognition, and retention.
• Creates an inclusive environment that supports teamwork, belonging, and professional growth.

Financial Stewardship

• Develops, manages, and monitors departmental budgets.
• Maintains accountability for labor productivity, staffing costs, supply management, and financial performance.
• Identifies opportunities for operational efficiencies while maintaining high-quality patient care.

Interdisciplinary Collaboration

• Collaborates closely with Obstetricians, Certified Nurse Midwives, Pediatricians, Neonatologists, Anesthesia providers, Lactation Services, Pharmacy, Rehabilitation Services, Social Work, and ancillary departments.
• Partners with outpatient obstetric, pediatric, and specialty clinics to ensure continuity of care across the perinatal continuum.
• Participates in hospital committees, quality councils, and strategic initiatives.

Qualifications

• Bachelor's degree required. Master's degree preferred.
• Current license to practice as a Registered Nurse in the State of Washington required.
• Current BLS and NRP certifications required.
• RNC certification preferred.
• Minimum of four (4) years of recent clinical Postpartum experience required - in a Level III or higher neonatal intensive care setting desired.
• Minimum of two (2) years of prior managerial experience in a Postpartum strongly preferred.
• Demonstrated ability to lead teams, manage patient flow, coordinate resources, and support staff development.
• Effective verbal and written communication skills.
• Strong leadership, critical thinking, problem-solving, and decision-making skills.
• Computer proficiency required.

Benefits

• Leadership Annual Incentive
• Competitive compensation package
• Professional development
• 10k Tuition Reimbursement
• Generous PTO
• Medical, dental, vision
• 2-part retirement plan including 5% matching
• Long term disability
• Flex spending
• Extended illness banked hours
• Employee Assistance program

Why join Overlake?

We're proud to offer benefits that support you in every stage of your career and life. But it's our inspirational culture that has made us one of America's Top 150 places to work in healthcare for several years in a row.

• Local, visible leaders who care about you.
• A values-based work environment.
• Medical insurance premiums as low as $0 per month.
• Many Overlake services covered at 100%.
• Tuition reimbursement up to $10,000 per year.
• Generous retirement plan matching starting at 5% and increasing to 7% after five years with immediate vesting.
• Pre-tax and Roth after tax retirement savings plans.
• An expanded Employee Assistance Program.
• A caregiver support program to help with everything from childcare to eldercare.
• Free parking and Orca transit passes.

If this sounds like an environment where you'll thrive, we'd love to hear from you.

How much will this job pay?

Posted pay ranges represent the entire pay scale, from minimum to maximum. For jobs with more than one level, the posted range reflects the minimum of the lowest level and the maximum of the highest level. Some positions also offer additional pay based on shift, certification or level of education. Job offers are determined based on a candidate's years of relevant experience and internal equity. If you have questions about Overlake's pay practices, employee benefits or the pay for a specific position, please contact HR@overlakehospital.org