Nursing Engagement

Nursing Engagement & Growth Manager Role Overview The Nursing Engagement & Growth Manager focuses on Nurse and PCA welfare,staff development, team culture, and internal communications. This role ensuresthat ongoing training, induction, and professional career programs are systematicallydelivered while fostering a cohesive, accountable, and supportive clinical team. Thisrole directly contributes to employee retention, motivation, and professional growthby cultivating a transparent, respectful, and high-trust environment that encouragescollaboration and continuous learning.It acts as the bridge between learning, engagement, and operations, embeddingstructured process improvement and people development into the daily workflow.The role is pivotal in ensuring that every member of the clinical team feelsrecognized, empowered, and connected to the hospital's mission and values.Purpose of the Role The Nursing Engagement & Growth Manager leads initiatives that improve staffsatisfaction, teamwork, and communication, ensuring that every nurse and PCA isequipped not only with the right technical skills but also with the emotional andpsychological support to perform effectively. The role transforms feedback intoaction, creates transparency between leadership and staff, and promotes fairnessand psychological safety across clinical teams.Work Schedule 8:00 AM - 5:00 PM, 5 days a week. This will be a hybrid clinical and non-clinical role based on hospital needs. The rolewill work for 3 days clinical work in Avian & Exotics Department and 2 days forOperations role Key Responsibilities 1. Staff Welfare, Recognition & Engagement Foster team cohesiveness among nurses, PCAs, and vets through consistent communication and engagement. Promote morale and mutual respect via transparent expectations, appreciation systems, and achievement celebrations. Encourage cross-departmental unity between nursing, ECC, and specialist teams along with other departments. Support open, respectful communication within clinical teams and client- facing interactions. Design and implement a Clinical Wellbeing Program (peer support, mental health check-ins, fatigue audits). Analyse absenteeism and turnover trends to detect early signs of burnout or disengagement. Develop targeted interventions for high-stress departments (e.g., ECC, night shifts). Ensure equitable access to welfare benefits and fair treatment across all departments and shifts. Build and manage recognition frameworks tied to hospital values and teamwork outcomes. Co-lead recognition initiatives to celebrate clinical excellence and collaboration. Collaborate with the Deputy Hospital Manager to align welfare and facility- related initiatives. Collaborate with HR to maintain a "Calendar of Care" integrating events, training, and recognition. Introduce regular updates to demonstrate responsiveness to staff feedback. Facilitate "Listening Circles" to capture staff sentiments and build trust. 2. Learning, Development & Performance Design and maintain a Clinical Competency Matrix mapping skills, certifications, and growth paths for Nursing staff. Implement structured onboarding, induction, and mentorship programs for new clinical hires. Oversee proper induction and probation support with departmental HODs. Create modular training roadmaps for balanced coverage across specialties. Coordinate continuing education and professional upskilling programs. Support on-the-job training and continuous education for nursing and clinical support staff. Partner with Nurse Manager to embed SOP updates into training and ensure relevant staff learning modules are included. Coach nurses to integrate operational best practices (e.g., stock location management) into workflows. Monitor training impact via performance reviews, audits, and feedback loops. Ensure performance reviews focus on growth and learning outcomes. Build and sustain a structured Performance Evaluation System focused on development and peer coaching. Participate in "Learning from Incidents" reviews to connect outcomes with development needs. 3. Culture, Communication & Leadership Conduct quarterly Culture Pulse Surveys and present actionable insights to Management. Lead DEI initiatives with HR to promote inclusivity and fairness across clinical hierarchies. Manage internal communication channels (newsletters, updates, recognition highlights). Promote a culture of respectful, inclusive teamwork through consistent communication tone and leadership presence. Facilitate transparent cross-department meetings to rebuild collaboration between ECC, nursing, and management. Serve as the primary communication bridge between nursing teams and senior clinical management for grievances and disciplinary actions. Lead and participate in HOD meetings to share updates, collect feedback, and align on welfare initiatives. Coordinate with Nurse Manager and departmental HODs to execute staff development plans. Conduct leadership, communication, and emotional intelligence training for team leads and HODs. Support marketing and outreach for continuing education events, conferences, and referral networking. 4. Operational Alignment & Continuous Improvement Partner with Operations team and HR to align welfare and engagement with hospital efficiency goals. Document recurring staff challenges and propose procedural enhancements (e.g., handover formats, communication channels). Introduce digital tracking tools to monitor participation and outcomes of recognition, learning, and engagement programs. Integrate feedback from exit interviews, grievances, and surveys into HR and operational policies. Co-own workforce engagement KPIs with HR. Qualifications & Experience Degree or Diploma in Veterinary Nursing, Healthcare Management, or related clinical background. 4-7 years of experience in mentoring, staff development, and team leadership within a hospital environment. Strong interpersonal and communication skills with demonstrated success in building positive team culture. Experience in conducting training and implementing welfare or engagement programs preferred. Proven ability to build engagement frameworks and training programs within a hospital or clinical environment. Demonstrated success in translating cultural insights into actionable organisational improvements. Reporting Structure  Reports To: Clinical Head of Operations (Dr. PJM) Key Collaborations: Clinical Operations Hospital Nurse Manager,Department HODs, Deputy Operations Manager and HR