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Associate Counsel I

2 months ago

Seattle, United States Community Health Plan of Washington Full time

*This is a hybrid role expected to maintain a regular in-office presence in Seattle, Washington at least two days per week.

Who we are

Community Health Plan of Washington is an equal opportunity employer committed to a diverse and inclusive workforce. All qualified applicants will receive consideration for employment without regard to any actual or perceived protected characteristic or other unlawful consideration.

Our commitment is to:

  • Strive to a pply an equity lens to all our work.
  • Become an anti-racist organization.
  • Create an equitable work environment.

About the Role:

The Associate Counsel I is responsible for providing legal advice and counsel to divisions within the organization in support of CHPW’s Medicaid and Medicare managed care plans. The primary purpose of this position is to help ensure that the organization complies with all relevant laws, regulations, and contractual requirements and to protect the organization’s reputation and business interests.

To be successful in this role, you:

  • Have a Juris Doctor Degree (JD) from ABA accredited law school.
  • Are licensed to practice law by the bar of at least one state, preferably in Washington (or ability to waive in or gain admission in Washington)
  • Have two (2) years of experience in a law firm, health insurer, hospital, or similar organization; and have experience providing legal advice and counsel concerning managed care Medicaid and Medicare issues.

Essential functions and Roles and Responsibilities:

  • Provide day-to-day legal advice on a wide range of Medicaid and Medicare managed care matters to functional area leaders to ensure their activities, policies, business practices, and transactions comply with all relevant laws, regulations, and contractual requirements.
  • Provide legal services on a variety of aspects of health plan operations, including vendor contracting, information technology, appeals and grievances, regulatory matters, human resources, and compliance, among others.
  • Review and/or draft new or modified policies, procedures, contracts, and other documents.
  • Conduct legal research and communicate recommended courses of action to ensure appropriate compliance with existing laws and regulations. Other duties as assigned.
  • Essential functions listed are not necessarily exhaustive and may be revised by the employer, at its sole discretion.

Knowledge, Skills, and Abilities:

  • Ability to manage multiple clients’ demands and projects with shifting priorities in a fast paced and dynamic environment.
  • Excellent interpersonal, written, and oral communications skills.
  • Ability to empathize with others, resolve conflicts, and communicate effectively with all levels of management.
  • Ability to think creatively and outside-the-box to develop solutions that achieve requirements of all parties.
  • Ability to see the big picture as well as pay close attention to detail.
  • Excellent organizational skills and the ability to work under pressure, meet deadlines, and able to work independently and as a part of a team to prioritize responsibilities, take initiative and self-motivate/self-manage work and time.

As part of our hiring process, the following criteria must be met:

  • Complete and successfully pass a criminal background check.

Criminal History:includes review of criminal convictions and probation. CHPW does not automatically or categorically exclude persons with a criminal background from employment. The applicant’s criminal history will be reviewed on a case-by-case basis considering the risk to the business, members, and/employees.

  • Has not been sanctioned or excluded from participation in federal or state healthcare programs by a federal or state law enforcement, regulatory, or licensing agency.
  • Vaccination requirement (CHPW offers a process for medical or religious exemptions)
  • Candidates whose disabilities make them unable to meet these requirements are considered fully qualified if they can perform the essential functions of the job with reasonable accommodation.

Compensation and Benefits:

The position is FLSA Exempt and is not eligible for overtime. Based on market data, this position grade is 70 (see full range below) and has a 10% annual incentive target based on company, department, and individual performance goals.

CHPW offers the following benefits for Full and Part-time employees and their dependents:

  • Medical, Prescription, Dental, and Vision
  • Telehealth app
  • Flexible Spending Accounts, Health Savings Accounts
  • Basic Life AD&D, Short and Long-Term Disability
  • Voluntary Life, Critical Care, and Long-Term Care Insurance
  • 401(k) Retirement and generous employer match
  • Employee Assistance Program and Mental Fitness app
  • Financial Coaching, Identity Theft Protection
  • Time off including PTO accrual starting at 17 days per year.
  • 10 standard holidays, 2 floating holidays
  • Compassion time off, jury duty

Sensory/Physical/Mental Requirements:

Sensory*:

  • Speaking, hearing, near vision, far vision, depth perception, peripheral vision, touch, smell, and balance.

Physical*:

  • Extended periods of sitting, computer use, talking and possibly standing
  • Frequent torso/back static position; occasional stooping, bending, and twisting.
  • Some kneeling, pushing, pulling, lifting, and carrying (not over 25 pounds), twisting, and reaching.

Mental:

  • Frequent decision-making. Ability to gather and assess data, determine appropriate actions, apply protocols and knowledge to unique situations, problem-solve and provide consultation.

Office environment Employees who frequently work in front of computer monitors are at risk for environmental exposure to low-grade radiation.

Qualifications
Skills
Behaviors

:

Motivations

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Education
Experience
Licenses & Certifications

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)

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