Board Administrator jobs in Liberty, NY

Job Summary

Responsible for supervising the clinical and administrative affairs of nursing home and related facilities. Duties include overseeing staff and personnel, financial matters, medical care, medical supplies, facilities and other tasks required to run a nursing home facility. Frequent communication with family members and community leaders is also required.

• Essential Functions:
  • Direct and oversee facility operational activities
  • Possess understanding of organizational policies and procedures including DOH regulations
  • Promote and guide initiatives to improve facility operations to meet goals and objectives
  • Be able to multi task and manage multiple objectives simultaneously
  • Possess ability to lead others and inspire them to achieve desired results
  • Provide daily management and training of all staff, and the management of services through consultants and other contract arrangements.
  • The provision of quality health care and daily living services for residents in conformance with state and federal laws.
  • The provision of care and treatment of residents that promotes respect for the individual and the protection of basic rights.
  • Maintain a safe, sanitary and pleasant environment for residents, visitors, and volunteers and good working conditions for employees.
  • Ensuring resident census remains at capacity, controlling of costs for financial stability, and the safe-keeping of resident account and cash monies.
  • The provision of payroll, billing and management information to the central office.
  • Encourages staff involvement, customer focus, leadership initiatives and sets standards for all staff.
• NYS Active Licensed Nursing Home Administrator License required.

Salary $140,000 to $160,000

Licenses & Certifications

• Administrator

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)