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Director Revenue Cycle Jobs in Rio Rancho, NM (NOW HIRING)

Pegasus Senior Living

Executive Director

Santa Fe, NM · On-site

Has experience successfully managing volatile business cycles and operations and consistently ... Director of Operations overseeing multiple revenue generating departments allowing significant ...

DocGo

Director, Business Development

Albuquerque, NM · On-site

$59K - $60K/yr

Lead the full sales cycle for direct hospital partnerships, including outreach, discovery ... Build and maintain a pipeline of hospital opportunities, tracking progress and forecasting revenue.

DocGo

Director, Business Development

Albuquerque, NM · Remote

$59K - $60K/yr

Lead the full sales cycle for direct hospital partnerships, including outreach, discovery ... Build and maintain a pipeline of hospital opportunities, tracking progress and forecasting revenue.

Sodexo

Sales Director - Seniors

Albuquerque, NM · Remote

Role Overview Sodexo's Seniors segment is seeking a high-impact Sales Director - Seniors to drive net-new revenue across the Western Coast. This role owns the full sales cycle-from market mapping and ...

Sodexo

Sales Director - Seniors

Albuquerque, NM · Remote

Role OverviewSodexo's Seniors segment is seeking a high-impact Sales Director - Seniors to drive net-new revenue across the Western Coast. This role owns the full sales cycle-from market mapping and ...

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Showing results 1-20

All JobsRevenue Cycle JobsDirector Revenue Cycle JobsDirector Revenue Cycle Jobs in Rio Rancho, NM

Director Revenue Cycle information

See Rio Rancho, NM salary details

$35.6K

$108.4K

$179K

How much do director revenue cycle jobs pay per year?

As of Jun 15, 2026, the average yearly pay for director revenue cycle in Rio Rancho, NM is $108,413.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,500.00 and $135,300.00 per year, depending on experience, location, and employer.

How much does a VP of RCM make?

A Vice President of Revenue Cycle Management (RCM) typically earns between $150,000 and $250,000 annually, depending on the organization size, location, and experience. They often oversee billing, collections, and financial reporting, requiring strong leadership and healthcare industry knowledge.

What is a Director of Revenue Cycle?

A Director of Revenue Cycle is a senior healthcare management professional responsible for overseeing all aspects of an organization’s revenue cycle processes. This includes patient registration, billing, coding, insurance verification, claims management, and collections. Their main goal is to optimize the financial performance of the healthcare organization by ensuring timely and accurate billing and reimbursement. They also lead teams, implement process improvements, and ensure compliance with regulations.

What are the key skills and qualifications needed to thrive as a Director Revenue Cycle, and why are they important?

To thrive as a Director Revenue Cycle, you need deep expertise in healthcare finance, revenue management, and compliance, typically supported by a bachelor’s or master’s degree in business, healthcare administration, or a related field. Familiarity with revenue cycle management (RCM) software, electronic health record (EHR) systems, and certifications such as CRCR (Certified Revenue Cycle Representative) are highly valued. Strong leadership, analytical thinking, and communication skills help drive team performance and process improvement. These capabilities are crucial to maximize revenue integrity, ensure regulatory compliance, and optimize financial outcomes for the organization.

What does a revenue cycle director do?

A revenue cycle director oversees the processes involved in billing, collections, and revenue management within a healthcare organization. They coordinate departments such as billing, coding, and patient financial services to ensure accurate and timely reimbursement, often using healthcare management software and requiring strong leadership and compliance knowledge.

What are some common challenges a Director of Revenue Cycle might face when implementing new billing technologies?

Directors of Revenue Cycle often encounter challenges such as resistance to change from staff, integration issues with existing electronic health record (EHR) systems, and ensuring regulatory compliance during technology upgrades. It's important to provide comprehensive training and clear communication to teams during transitions. Additionally, maintaining data accuracy and minimizing disruptions to cash flow require careful planning and close collaboration with IT, finance, and clinical departments.

What jobs pay 500,000 a year in the US?

In the US, high-paying roles such as Chief Executive Officers, surgeons, anesthesiologists, and specialized attorneys can earn $500,000 or more annually. Executive positions in large corporations and certain senior healthcare roles often require extensive experience, advanced degrees, and leadership skills.

What are the 4 P's of the revenue cycle?

The 4 P's of the revenue cycle are typically Payment, Posting, Patient access, and Payer management. These components are essential for effective revenue cycle management in healthcare, requiring strong organizational and communication skills. Understanding these elements helps revenue cycle professionals optimize cash flow and reduce denials.

What is the difference between Director Revenue Cycle vs Revenue Cycle Manager?

AspectDirector Revenue CycleRevenue Cycle Manager
ResponsibilitiesOversees entire revenue cycle process, develops strategies, manages teamsManages daily revenue cycle operations, implements policies, supervises staff
CredentialsTypically requires a bachelor's degree, with some roles preferring certifications like CPC or CPARSimilar credentials, often CPC or related certifications
Work EnvironmentExecutive-level, strategic focus, cross-department collaborationOperational focus, team management, process improvement
Industry UsageCommonly used in healthcare organizations, hospitals, clinicsWidely used in healthcare settings, often reporting to directors

The main difference between a Director Revenue Cycle and a Revenue Cycle Manager lies in scope and strategic focus. The director oversees the entire revenue cycle process, setting strategies and managing teams at a higher level, while the manager handles daily operations and implements policies. Both roles require similar credentials and are vital in healthcare revenue management.

What are the most commonly searched types of Revenue Cycle jobs in Rio Rancho, NM? The most popular types of Revenue Cycle jobs in Rio Rancho, NM are:
What job categories do people searching Director Revenue Cycle jobs in Rio Rancho, NM look for? The top searched job categories for Director Revenue Cycle jobs in Rio Rancho, NM are:
What cities near Rio Rancho, NM are hiring for Director Revenue Cycle jobs? Cities near Rio Rancho, NM with the most Director Revenue Cycle job openings:
Director Revenue Cycle jobs near you

Director of Sales Training - High Ticket

Curvion Blue

Albuquerque, NM • On-site

$120K - $150K/yr

Full-time

Posted 16 days ago

Be an early applicant

Job description

A Snapshot of WFS Group:

WFS is a high performance RevOps agency that installs and deploys enterprise-grade, AI-driven revenue engines and selling systems for our clients. Think of a lead generation based marketing agency…. But focused on sales 🤪Put simply, our clients outsource their sales department to us and we sell their services to help them scale faster than ever before while changing as many people’s lives as possible. We architect entire end-to-end sales solutions by designing custom sales motions, integrating battle-tested systems, developing go to market strategies powered by our proprietary playbooks, and then hiring, training, and managing a highly trained on demand sales force to deploy faster and more predictable revenue engines. The current verticals we serve are the alternative education space that sell transformative programs including everything from business consulting programs, to programs that teach people how to invest in real estate, learn mergers and acquisitions and many many more, along with the software as a service (SaaS) vertical, bringing cutting edge technology products to market. In short, we’re a full-stack RevOps implementation partner that installs full cycle turnkey selling systems for our clients.

Position Overview:

At WFS Group, we don’t just onboard team members. We deploy high-performance revenue operators into live fire environments with precision and velocity.

The Director of Sales Training sits at the core of our talent activation engine. This role owns the entire learning lifecycle for all new sales hires and ongoing performance development across the organization. From day one ramp to long-term skill stacking, this person ensures every rep is not just “trained,” but fully operational, battle-tested, and continuously evolving.

This is not a passive facilitation role. This is a high-impact, high-ownership leadership function responsible for building, refining, and executing the systems that turn raw talent into revenue producers. You will design onboarding frameworks, lead recurring training cadences, dissect call performance at scale, and continuously optimize the training ecosystem based on real-world performance data.

You are the bridge between strategy and execution, turning sales theory into daily behavioral output that drives measurable revenue outcomes across every brand and account we operate.

You SHOULD apply to this role if:

  • You have built or led high-performance sales training or enablement programs

  • You understand how to take inexperienced reps and ramp them into consistent closers

  • You have deep experience in high-ticket sales environments

  • You are equally fluent in coaching soft skills and dissecting hard performance data

  • You know how to build training systems that actually stick, not just sound good

  • You thrive in fast-moving, high-accountability, no-fluff environments

  • You are obsessed with call reviews, performance patterns, and behavioral optimization

  • You can design onboarding journeys that shorten ramp time without sacrificing quality

  • You understand CRMs, pipelines, and sales metrics at a tactical level

  • You are comfortable running live training sessions, workshops, and recurring enablement meetings

  • You naturally turn underperformance into structured improvement plans

  • You enjoy building order out of chaos and scaling what works

  • You are energized by developing talent at scale and watching reps level up quickly

You SHOULD NOT apply if:

  • You have never owned or led a sales training or enablement function

  • You avoid data and prefer “gut feel” over performance analytics

  • You struggle to coach underperforming reps with direct, actionable feedback

  • You cannot translate sales performance into structured training content

  • You are uncomfortable reviewing calls, pipelines, and rep behavior in detail

  • You prefer static environments with minimal change or iteration

  • You are not confident running group training sessions or leading rooms

  • You get overwhelmed by fast-paced, high-volume sales environments

  • You think training is a one-time onboarding event instead of a continuous system

  • You are not excited by accountability, metrics, and measurable outcomes

  • You lack experience in high-performance sales organizations

  • You eat your pizza with ranch (may be flexible on this one)

Major Roles & Responsibilities:

  • Own and execute the full onboarding and ramp process for all new sales hires

  • Design, build, and continuously improve the WFS Sales Training Center (STC) curriculum

  • Lead all new hire training cohorts from kickoff through full ramp completion

  • Run recurring weekly and daily enablement sessions for active sales teams

  • Develop role-specific training modules for setters, closers, and hybrid roles

  • Review sales calls at scale and translate insights into structured coaching frameworks

  • Build performance-based feedback loops tied directly to revenue outcomes

  • Partner with Sales Directors to identify skill gaps and create targeted interventions

  • Continuously refine objection handling, closing frameworks, and discovery processes

  • Monitor rep ramp time, conversion rates, and productivity benchmarks

  • Standardize best practices across all accounts and ensure adoption across teams

  • Collaborate with recruiting and leadership to improve hiring-to-ramp alignment

  • Support live deal strategy coaching and real-time performance support

  • Maintain and evolve internal training documentation, playbooks, and SOPs

  • Identify top performer behaviors and systemize them into repeatable training assets

  • Ensure training alignment with CRM data, pipeline structure, and reporting accuracy

  • Work cross-functionally with leadership to support scaling initiatives and new account launches

  • Drive continuous improvement in sales effectiveness across all WFS brands and teams


Job Type: Full-time, W2

Pay: $120,000-$150,000

Schedule:

  • Monday to Friday

Compensation Range: $120K - $150K