How to hire a trauma program manager

How to hire a trauma program manager, step by step

Here's a step-by-step trauma program manager hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a trauma program manager job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new trauma program manager
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the trauma program manager you need to hire. Certain trauma program manager roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect trauma program manager also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of trauma program manager salaries for various roles:

   Type of Trauma Program Manager	Description	Hourly rate
   Trauma Program Manager	Medical and health services managers, also called healthcare executives or healthcare administrators, plan, direct, and coordinate medical and health services. They might manage an entire facility, a specific clinical area or department, or a medical practice for a group of physicians... Show more	$33-66
   Clinical Director	A clinical director is a managing professional who manages the work of healthcare providers to ensure quality patient care is achieved. Clinical directors are responsible for organizational tasks such as adjusting staff schedules, explaining insurance benefits to the patients, and managing financial reports... Show more	$30-69
   Service Director	A service director is responsible for managing and implementing customer service policies and ensuring that all staff strictly adhere to reach the highest customer satisfaction. Service directors' duties include identifying business opportunities to improve customers' experience, monitoring the performance of the customer service team, developing strategic procedures on service delivery, creating new promotional offers and services, and coaching the team to increase business productivity... Show more	$33-90

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Patient Care
   • Injury Prevention
   • Performance Improvement
   • Trauma Program
   • Optimal Care
   • Trauma Service
   • Prevention Programs
   • Atls
   • Peer Review
   • ICU
   • Community Outreach
   • Trauma Registrar
   • Level II Trauma

   Check all skills

   Responsibilities:

   • Achieve employee performance and satisfaction providing supervision supporting excellence in documentation, a collaborative approach with providers and compassion for members.
   • Assist in establishing trauma resuscitation and treatment protocols and evaluate effectiveness of care and outcomes for trauma patients.
   • Initiate and conduct the organ donation portion of ICU orientation.
   • Review all nursing documentation of trauma patients and provide feedback to nurses for improvement of care/documentation as appropriate.
   • Represent the logistics business division for all quality relate issues including process development for all ISO and Non-ISO certify warehouse locations.
   • Achieve employee performance and satisfaction providing supervision supporting excellence in documentation, a collaborative approach with providers and compassion for members.

3. Make a budget

   Including a salary range in your trauma program manager job description is a great way to entice the best and brightest candidates. A trauma program manager salary can vary based on several factors:

   • Location. For example, trauma program managers' average salary in nebraska is 40% less than in california.
   • Seniority. Entry-level trauma program managers earn 50% less than senior-level trauma program managers.
   • Certifications. A trauma program manager with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a trauma program manager's salary.

   Average trauma program manager salary

   $98,481yearly

   $47.35 hourly rate

   ---

   Entry-level trauma program manager salary

   $69,000 yearly salary

   Updated December 17, 2025

4. Writing a trauma program manager job description

   A trauma program manager job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a trauma program manager job description:

   Trauma program manager job description example

   Pediatric Trauma Program Manager Wesley Medical Center We are seeking a Trauma Program Manager for our center to ensure that we continue to provide all patients with high quality, efficient care. We are an amazing team that works hard to support each other and are seeking a phenomenal addition like you who feels patient care is as meaningful as we do. We want you to apply now! Position Summary: This position will collaborate with the Pediatric Trauma Medical Director (PTMD), the Trauma Program Director (TMD) to plan, implement, and evaluate pediatric trauma care to assure adherence to the Trauma Program's Performance Improvement/Patient Safety (PIPS) program through clinical review-both concurrent and retrospective- and chart review of all pediatric trauma patients. In addition, this position will serve as the lead liaison and collaborate with all departments involved in the care of the pediatric trauma patients to assist in problem resolution, outcome improvements, and assurance of safety (“loop closure”) through methods of monitoring, reevaluation, benchmarking, and documentation. In addition, this position is responsible for assessing, planning, coordinating, implementing, and evaluating the effectiveness of injury prevention programs within the community, both locally and regionally for pediatric individuals. This position provides leadership by coordinating community and regional programs to ensure commitment to the prevention of injuries to all age groups. In addition, this position will utilize injury prevention initiatives that are prioritized and based upon local trauma registry and epidemiologic data. This position will collaborate with the Injury Prevention Coordinator for a robust injury prevention program that offers an effective approach that assure that physicians, nurses, and other trauma center personnel have unique opportunities to focus community efforts on effective injury prevention program.
   We offer you an excellent total compensation package, including competitive salary, excellent benefit package and growth opportunities. We believe in our team and your ability to do excellent work with us. Your benefits include 401k, PTO medical, dental, flex spending, life, disability, tuition reimbursement, student loan repayment, employee discount program, and employee stock purchase program. We would love to talk to you about this fantastic opportunity.
   
   Healthcare Corporation of America (HCA) is a community of 94,000 Registered Nurses and 38,000 active physicians. We have over 1,900 facilities ranging from hospitals, freestanding ER's, ambulatory surgery centers, and urgent care clinics. Our facility based staff continues to raise the bar in patient care. Ten HCA hospitals have been named in IBM Watson Health's top 100 best-performing hospitals based on patient satisfaction and operational data. One of the most experienced and comprehensive medical centers in Kansas! Wesley Medical Center is the hospital of choice for thousands of people in Kansas and northern Oklahoma. Their preference for Wesley extends well beyond the high quality medical services Wesley offers. It also includes the spirit of intensive caring that inspires and guides everyone who works at Wesley Medical Center. Wesley Medical Center is an acute care center, level I trauma center and licensed for 760 beds and 102 bassinets. As a leader in overall recommend care, Wesley treats more than 24,000 patients annually and delivers more than 6,000 babies - more than any hospital in a 13 state region! Wesley Healthcare owns and operates Wesley Medical Center, Wesley Woodlawn Hospital & ER, Wesley Children's Hospital, Wesley West ER, Wesley Derby ER and multiple WesleyCare clinics.
   
   Wesley Woodlawn, a campus of Wesley Medical Center, provides patients with convenient access to expert heart care, surgical care and emergency services. Our 82-bed facility provides world class medical care while promoting wellness, healthy lifestyles and community health education programs and screenings.
   
   Wesley Woodlawn Hospital & ER earned a national Excellence in Patient Care award from the Studer Group for a second consecutive year for its overall emergency department patient satisfaction scores, ranking in the 90th percentile nationally. If you are looking for an opportunity that provides satisfaction and personal growth, we encourage you to apply. We promptly review all applications. If you are highly qualified you will hear from one of our managers. Come unlock the possibilities and apply today!
   

   • Required Registration, Licensure or Certification
   • 
     ⚫ Current Licensure in the State of Kansas as a Registered Nurse (RN) or Current Multi-State Licensure as a Registered Nurse.
     ⚫ Current Basic Life Support (BLS) verification course through American Heart Assoc. or American Red Cross - Healthcare Provider CPR
     ⚫ Advanced Cardiac Life Support (ACLS) verification course through American Heart Association or American Red Cross- Healthcare Provider within 90 days of hire date
     ⚫ Current Trauma Nursing Core Course (TNCC) and/or ATCN verification course
     ⚫ Pediatric Advanced Life Support (PALS) verification course through American Heart Association or American Red Cross- Healthcare Provider within 90 days of hire date
   • 
     Preferred Registration, Licensure or Certification
     ⚫ Successful completion of Dysrhythmia Exam
   • 
     Required Education or Experience
     ⚫ Associates degree in Nursing
     ⚫ Graduate of an accredited school of professional nursing
     ⚫ 2 years of experience

   **We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.**

   Copy this example

   

5. Post your job

   To find the right trauma program manager for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with trauma program managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit trauma program managers who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your trauma program manager job on Zippia to find and recruit trauma program manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit trauma program managers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new trauma program manager

   Once you've selected the best trauma program manager candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new trauma program manager. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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