Problem: In the United States, the complexities and challenges of nurse leadership are magnified by lack of competency and resources. At a mid-size urban hospital, nurse leaders report significant workload strain and burnout, with turnover rates high and internal survey results showing low scores ranking in the 10th percentile nationwide and in the 4th percentile for burnout climate. Purpose: The purpose of this quality improvement project is to reduce workload strain and nurse leader burnout by implementing bundled interventions from the Institute for Healthcare Improvement (IHI) Joy in Work Model. Methods: The QI Project Lead (QI-PL) formed a multidisciplinary workgroup to develop a nurse leadership resource program including a robust council (Nurse Leader Resource Council) and resource library. Monthly electronic surveys measure participation, awareness, workload strain, and structural empowerment (CWEQ-II tool). Data was reviewed by the QI-PL and project leadership (Chief Nursing Officer (CNO) and Director of Nursing Practice). Ensuring all eligible participants were included, the monthly surveys were distributed by the project lead via URL link through emails and presentations in multiple forums. The QI-PL’s implementation strategies and tactics included leveraging existing structures, committees, roles, and leaning on experts. Results: Results reveal decreased strain and attention needed for work for nurse leaders. In the Quality Improvement (QI) project, 30 nurse leaders were eligible. There was 60% participation (18 respondents) in the first month, 40% participation (12 respondents) in the second month, and 23% (7 respondents) in the third month. Results for resource availability and empowerment through the CWEQ-II tool had an initial average of 3.47 and an improvement to 3.49 in the second month, and 3.76 in the final month. Conclusions: Implementation increased structural empowerment, decreased burnout, decreased strain, and decreased continuous attention from bundled interventions to support nurse leaders.