Contract Data Analyst Jobs in Hanover, NH (NOW HIRING)

Kids Are Our Everything.

Department

10115 Revenue Cycle Ops & Analytics

Pay Range

$73,195.20 - $121,971.20

The Revenue Cycle Improvement Analyst is responsible for identifying and managing process improvements initiatives that drive net revenue improvement. The Revenue Cycle Improvement Analyst is responsible for executive dashboard reporting, revenue cycle reporting, and other reporting to meet the financial needs of the organization. The Revenue Cycle Improvement Analyst will lead recurring meetings with clinical and Revenue Cycle leadership to review analytics and provide updates on process improvement initiatives. The Revenue Cycle Improvement Analyst will report to the Director of Revenue Cycle Analytics.

Minimum Education
Bachelor's Degree (Required)
Minimum Work Experience
5 years Healthcare experience in finance, decision support, clinical operations, or related financial analysis background. (Required) And
5 years Revenue Cycle operations experience. (Preferred) And
2 years Experience with managing projects or process improvement initiatives. (Preferred) And
1 year Experience with hospital/physician information and Revenue Cycle information systems. (Preferred)
Required Skills/Knowledge
Proven analytical skills including, ability to identify trends and areas for improvement and make recommendations based on financial analysis.
Have superior technical skills including proficiency in the Microsoft Suite of applications (Word, Excel, PowerPoint, Access).
Robust understanding of the revenue cycle processes.
Demonstrated ability to facilitate team or group activities and demonstrated leadership qualities including professional verbal and written communication skills.
Ability to project manage performance improvement initiatives related to improving processes and financial performance.
Ability to deliver results on time, on budget, and to the very highest standards.
Ability to support the VP of Revenue Cycle, Finance and the CFO with key reporting and trending relating to overall business intelligence including denial management, vendor management and Key Performance Indicator (KPI) dashboards.
Ability to work efficiently under pressure and to tight deadlines.
Demonstrated ability to be flexible and to prioritize workload, decision-making skills, and professional development through participation in continuing education and professional organizations.
Ability to train clinical staff on new technologies and processes, and to analyze workflow for process improvement.
Ability to partner with external parties, including technology vendors.
Experienced in department budget, contract modeling, healthcare statistics and interpersonal communication preferred.
Functional Accountabilities
Clinical Department Partnership

• Create monthly analytics workbook for clinical departments and service lines focused on gross revenue, denials, cash, and coding related metrics.

• Present analytics workbook to clinical department and service line leadership on recurring basis.

• Identify revenue improvement opportunities through analysis of data and review of current processes.

• Manage implementation and completion of process improvements through partnering with appropriate clinical and revenue cycle teams leading to measureable success.

• Manage ad hoc report requests received from other departments in the organization.

Revenue Cycle Strategic Planning and Reporting

• Contribute to the strategic plan for Revenue Cycle services, including the rollout of monthly analytics workbooks to additional clinical departments and service lines.

• Appropriately utilize industry information (e.g. from HFMA, AAHAM, etc.) and CNMC peer resources (e.g. State Hospital Association, CHA) to understand national and regional trends, peer hospital innovations, successes, and benchmarks related to revenue cycle, specifically denials management.

• Provide strategic support of AR Strategy as it relates to items such as reporting and identify focus areas for improvement.

Program and Service Administration and Implementation

• Responsible for overall Revenue Cycle Dashboard reporting on both a weekly and monthly basis, which includes data mining and report interpretation to ensure key themes are identified, addressed and escalated appropriately to VP of Revenue Cycle.

• Collaborate with upper management to evaluate current as well as new program initiatives for effectiveness, feasibility, performance measurement and cost; ensure compliance with organizational and departmental policies and procedures, and regulatory standards.

• Analyze data on all Revenue Cycle KPIs related to Patient Access, Patient Accounting, and Revenue Integrity.

• Manage improvement initiatives related to opportunities identified from Revenue Cycle reporting.

Information Resources Management

• Acts as the "super user" of Revenue Cycle reporting tools; provide key input and participation on any system upgrade or enhancement affecting these systems.

• Utilize multiple IT systems to manage analysis, issue research and resolution, and process improvement implementation.

• Routinely identify enhancements to reports and/or tools to support leading practice processes and facilitate continuing Revenue Cycle improvement; provide content expertise in the development, implementation, revision and management of data systems that support the Revenue Cycle.

• Actively support initiatives related to Revenue Cycle and ensure organizational preparedness and compliance (such as Cerner Revenue Cycle implementation).

• Serve as key resource for Revenue Cycle reporting vendors; manage tasks related to these vendors.

Budget and Financial Management

• Work with Director of Revenue Cycle Analytics and Vice President of Revenue Cycle throughout the year and participate in the budgeting process to identify volume impacts, equipment needs, resource needs.

• Implement actions to administer programs within budgetary guidelines.

• Mitigate financial risks for the organization and departments with the organization associated with the processes and programs reporting to the Vice President.

The disclosed salary range includes the minimum and maximum rates within which Children's National believes an individual's base pay rate will fall for this position. It is not typical for an individual to be hired at or near the maximum of the pay range. The exact pay rate for this position will be based on a variety of factors in alignment with the Children's National compensation philosophy. These factors are legitimate and non-discriminatory including, but not limited to, the current market conditions; organizational needs; the individual's combination of prior work experience, level of education, knowledge, skills, and other qualifications. Children's National is committed to providing a fair and competitive total rewards package to each of our employees. This base salary range does not include our comprehensive benefits package or any additional compensation for which this position may be eligible.

Childrens National Hospital is an equal opportunity employer that evaluates qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender, identity, or other characteristics protected by law. The "Know Your Rights" poster is available here: and the pay transparency policy is available here:Know Your RightsPay Transparency Nondiscrimination Poster.

Please note that it is the policy of Children's National Hospital to ensure a "drug-free" work environment: a workplace free from the illegal use, possession or distribution of controlled substances (as defined in the Controlled Substances Act), or the misuse of legal substances, by all staff (management, employees and contractors). Though recreational and medical marijuana are now legal in the District of Columbia, Children's National and its affiliates maintain the right, in accordance with our policy, to enforce a drug-free workplace, including prohibiting recreational or prescribed marijuana.