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Director Denials Management Jobs (NOW HIRING)

Healthrise

Manager, Denials Operations

Farmington, MI · On-site

Reporting to the Director of Denials Management, this role leads a team of denial specialists and coordinators focused on resolving technical and coding-related claim denials across all payer types ...

7004

Technical Denials Management Specialist II

Dallas, TX · Hybrid

$17.75 - $23.75/hr

TECHNL DENIALS MGMT SPEC II Date Last Edited: 3/13/2024 FLSA Status: N JOB SUMMARY UT Southwestern ... This role focuses on follow-up and resolution of denied claims and does not involve direct billing ...

Revecore

Head of Denials

Franklin, TN · Remote

For over 25 years, we've been at the forefront of specialized claims management, helping healthcare ... Remote - USA As Revecore's Head of Denials and Receivables, you will: Primarily be responsible ...

Revecore Technologies

Head of Denials

For over 25 years, we've been at the forefront of specialized claims management, helping healthcare ... Remote - USA As Revecore's Head of Denials and Receivables, you will: Primarily be responsible for ...

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All JobsDirector Denials Management Jobs

Director Denials Management information

See salary details

$83.5K

$126.9K

$178K

How much do director denials management jobs pay per year?

As of Jul 4, 2026, the average yearly pay for director denials management in the United States is $126,879.00, according to ZipRecruiter salary data. Most workers in this role earn between $105,500.00 and $141,000.00 per year, depending on experience, location, and employer.

What is the difference between Director Denials Management vs Denials Management Specialist?

AspectDirector Denials ManagementDenials Management Specialist
CredentialsBachelor's degree, leadership experienceHigh school diploma or associate's, healthcare or insurance knowledge
Work EnvironmentManagement, strategic planning, team oversightOperational, claims review, denial resolution
Industry UsageHealthcare, insurance companies, hospital systemsHealthcare providers, insurance payers, billing departments
Search/Comparison IntentLeadership roles, strategic denial managementOperational roles, claims processing

While both roles focus on managing claim denials, the Director Denials Management oversees teams and strategies, whereas the Denials Management Specialist handles day-to-day claim review and resolution tasks.

What are the primary challenges faced by a Director of Denials Management, and how can they address them effectively?

A Director of Denials Management often encounters challenges such as staying ahead of frequently changing payer regulations, identifying root causes of denials, and leading cross-departmental initiatives to improve claim approval rates. Success in this role requires strong analytical skills to interpret denial trends, effective communication to collaborate with clinical, coding, and billing teams, and the ability to implement process improvements. Addressing these challenges involves fostering a culture of accountability, providing ongoing staff education, and leveraging technology to streamline workflows and monitor performance metrics.

What does a Director of Denials Management do?

A Director of Denials Management is responsible for overseeing the strategies and processes that address insurance claim denials in a healthcare organization. They lead teams to analyze denial trends, develop solutions to reduce future denials, and work closely with billing, coding, and clinical staff to ensure accurate claims submission and appeals. Their role is crucial in optimizing revenue cycle performance and ensuring the organization receives appropriate reimbursement for services provided.

What are the key skills and qualifications needed to thrive as a Director of Denials Management, and why are they important?

To thrive as a Director of Denials Management, you need in-depth knowledge of healthcare revenue cycle management, denial prevention strategies, and a relevant degree in healthcare administration or business. Experience with claims management systems, EHRs, and analytics tools such as Epic, Cerner, or similar platforms is typically required. Strong leadership, problem-solving, and communication skills help drive team performance and facilitate cross-departmental collaboration. These skills are crucial for minimizing denials, optimizing reimbursement, and ensuring financial health for healthcare organizations.
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Director Denials Management jobs near you
Infographic showing various Director Denials Management job openings in the United States as of June 2026, with employment types broken down into 41% Full Time, 53% Part Time, and 6% Contract. Highlights an 83% Physical, 2% Hybrid, and 15% Remote job distribution, with an average salary of $126,879 per year, or $61 per hour.
Director, Denials Prevention & Performance Improvement

Director, Denials Prevention & Performance Improvement

Beth Israel Lahey Health

Charlestown, MA

$165K - $180K/yr

Full-time

Posted 20 days ago

Beth Israel Lahey Health rating

6.9

Company rating: 6.9 out of 10

Based on 148 frontline employees who took The Breakroom Quiz

444th of 877 rated healthcare providers

Job description

When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives.

The Director, Denials Prevention & Performance Improvement leads the enterprise-wide strategy for reducing denials, improving upstream workflows, and driving systemic performance improvement across all Revenue Cycle functions. This role oversees denial analytics, cross-functional remediation efforts, clinical and operational partnerships, and digital enablement strategies to strengthen financial outcomes and reduce revenue leakage. The Director aligns facility-specific needs with enterprise priorities and ensures visibility, accountability, and measurable operational improvement across Beth Israel Lahey Health (BILH).

Job Description:

Essential Duties & Responsibilities including but not limited to:
  • Lead the development and execution of an enterprise denials prevention strategy across hospital and professional billing environments.
  • Analyze clinical, technical, and payer-related denial trends to identify root causes and drive upstream corrective actions.
  • Partner with Clinical Revenue Cycle, Physician Advisors, and clinical departments to address documentation, medical necessity, and coding-related denial drivers.
  • Collaborate with Access & Experience to mitigate front-end authorization and eligibility denials.
  • Coordinate with Patient Financial Services to understand denial patterns, payer-specific issues, and system-level trends.
  • Establish enterprise standards for denial categorization, tracking, reporting, and root cause identification.
  • Lead structured performance improvement initiatives using disciplined problem-solving methodologies.
  • Oversee Revenue Cycle digital and automation strategy to enhance work queues, workflows, and system configuration.
  • Deploy technology-enabled solutions (automation, reporting enhancements, workflow redesign) to strengthen productivity and reduce manual effort.
  • Monitor initiative ROI and ensure measurable improvements in denial rate, net revenue yield, and AR performance.
  • Partner with Revenue Cycle Business Partners and PFS Denial Recovery lead to prioritize facility-specific interventions based on performance trends.
  • Collaborate with Enabling Services (Reporting & Analytics) to enhance dashboards and KPI visibility for operational and clinical leaders.
  • Maintain current knowledge of regulatory requirements, payer rules, industry trends, and emerging technologies to inform strategic planning.
  • Elevate systemic risks and opportunities to Revenue Cycle and Executive Financial Leadership.
Minimum Qualifications:

Education:

  • Bachelor’s degree required; Master’s degree preferred.

Experience:

  • 5-8 years’ demonstrated experience leading Revenue Cycle performance improvement initiatives in a complex health system.

Skills, Knowledge & Abilities:

  • Deep knowledge of hospital and professional billing workflows and denial prevention best practices.
  • Strong analytical abilities with capacity to synthesize complex data into actionable strategies.
  • Ability to influence physicians, clinical leaders, and operational stakeholders without direct authority.
  • Executive presence and strong communication skills for presenting complex issues to senior leadership.
  • Strong understanding of clinical, technical, and payer-related denial drivers and upstream workflow dependencies.

Preferred Qualifications & Skills:

  • Working knowledge of Epic Revenue Cycle applications and reporting infrastructure preferred.
Key Business Relationships (Title and Purpose):
  • Enabling Services Lead – Align on enterprise priorities and improvement roadmap.
  • Revenue Cycle Business Partners – Collaborate on facility-specific denial trends and targeted interventions.
  • Physician Advisors & Clinical Leaders – Improve documentation integrity and medical necessity compliance.
  • Revenue Cycle Leaders – Partner to coordinate front-end, clinical, and back-end denial prevention.
Physical Requirements & Environment:
  • Standard office environment; extensive computer use; travel between sites as needed.

Pay Range:

$165,000.00 USD - $180,000.00 USD

The pay range listed for this position is the annual base salary range the organization reasonably and in good faith expects to pay for this position at this time. Actual compensation is determined based on several factors, that may include seniority, education, training, relevant experience, relevant certifications, geography of work location, job responsibilities, or other applicable factors permissible by law. 

As a health care organization, we have a responsibility to do everything in our power to care for and protect our patients, our colleagues and our communities. Beth Israel Lahey Health requires that all staff be vaccinated against influenza (flu) as a condition of employment. More than 35,000 people working together. Nurses, doctors, technicians, therapists, researchers, teachers and more, making a difference in patients' lives. Your skill and compassion can make us even stronger. Equal Opportunity Employer/Veterans/Disabled

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