Senior Revenue Cycle Manager

1 month ago

Raleigh, United States MAKO Medical Full time
Essential Job Responsibilities:

  • Clearly communicate roles and responsibilities, establish individual goals, monitor productivity, oversee quarterly performance reviews, and provide guidance as necessary.
  • Monitor billing department metrics and adjust as needed.
  • Continually evaluate billing operations and make suggestions for improvement.
  • Deliver results against a defined scope of work that includes measurable KPIs and provide consistent reporting to management
  • Be responsible for the end-to-end revenue cycle from when the charges hit the billing system to when the claim is fully adjudicated and paid
  • Hold regular meetings with the internal department managers to share information, identify areas for improvement and communicate on company issues, as needed
  • Interview, hire, and provide training to billing staff
  • Respond to high level concerns involving clients, payers, and patients from internal and external departments
  • Maintain knowledge of trends, best practices, regulatory changes in health care revenue cycle management
  • Stay current on payor specific rules around toxicology and clinical laboratory billing
  • Strong mentoring and relationship building skills with the ability to effectively manage and develop team members
  • Model the Core Values of the company (see appendix for definitions of the Core Values)
Experience:
  • Five years of experience in an RCM environment
  • 2 + years of management experience
  • Ability to focus on achieving business results while balancing employee engagement and retention of talent
  • Must have excellent leadership, interpersonal, communication, and motivational skills
  • Superior written and oral communication skills, with the ability to persuasively present and communicate
  • Clinical Lab billing experience preferred


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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