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The Inpatient MCS/Cardiac Transplant PA is required to work a rotating schedule including weekdays, weekends, and holidays. Cardiology or cardiac surgery experience and previous experience as a practicing PA strongly preferred.

Job Summary:

The Mechanical Circulatory Support (MCS)/Cardiac Transplant PA acts as primary Responding Clinician to treat advanced heart failure patients in conjunction with cardiac surgery and cardiology teams. Regular responsibilities include all aspects of daily clinical management for pre- and postoperative cardiac transplant patients as well as patients dependent upon mechanical circulatory support (Ventricular Assist Devices (VADs) and other temporary and permanent forms of cardiac support). This position will require the PA to coordinate multidisciplinary teams across the continuum of patient care through the outpatient setting. The Inpatient MCS/Cardiac Transplant PA is required to work a rotating schedule including weekdays, weekends, and holidays. Cardiology or cardiac surgery experience and previous experience as a practicing PA strongly preferred.

Qualifications:

Education:

Master's Degree Physician Assistant required:

Can this role accept experience in lieu of a degree?
No

Licenses and Credentials:

Physician Assistant State License - required:

Experience:

Cardiology or cardiac surgery experience and previous experience as a practicing PA strongly preferred.

• Knowledge, Skills and Abilities
• Skilled in taking medical histories to assess medical condition and interpret findings.
• Ability to maintain quality control standards.
• Ability to react calmly and effectively in emergency situations.
• Ability to interpret, adapt and apply guidelines and procedures.
• Ability to communicate clearly and establish/maintain effective working relationships with patients, medical staff and the public.

Additional Job Details (if applicable)Remote Type
Onsite

Work Location
75 Francis Street

Scheduled Weekly Hours:

40

Employee Type
Regular

Work Shift
Rotating (United States of America)

Pay Range
$122,803.20 - $173,867.20/Annual

Grade
7

At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors. The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package.

EEO Statement: 2200 The Brigham and Women's Hospital, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran’s Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at (857)-282-7642.

Mass General Brigham Competency Framework

At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.