ZipRecruiter

Log In

1

Non Union Provider Credentialing Jobs (NOW HIRING)

LifeMD

Credentialing Specialist

$60K - $70K/yr

Handles confidential and non-routine information and maintains provider confidence and protects ... Credentialing Certification, Bachelor's Degree in Business Administration/Healthcare Administration ...

ApolloMD

Analyst, AR Credentialing

Atlanta, GA · On-site

$65 - $90/hr

... provider credentialing issuesThis is a full-time, non-exempt role.REQUIRED EDUCATION AND SKILLS:High School Diploma or equivalent required.Bachelor's Degree in Healthcare Administration or related ...

ApolloMD

Analyst, AR Credentialing (57790)

Atlanta, GA · On-site

Contact both government and commercial payers daily to resolve provider credentialing issues This is a full-time, non-exempt role. REQUIRED EDUCATION AND SKILLS: * High School Diploma or equivalent ...

ApolloMD

Analyst, AR Credentialing (57790)

Atlanta, GA · On-site

Contact both government and commercial payers daily to resolve provider credentialing issues This is a full-time, non-exempt role. REQUIRED EDUCATION AND SKILLS: * High School Diploma or equivalent ...

previous pagenext page

Showing results 21-40

All JobsHealthcare JobsHospital JobsDirector of Medical Staff Services JobsNon Union Provider Credentialing Jobs

Non Union Provider Credentialing information

See salary details

$13

$24

$38

How much do non union provider credentialing jobs pay per hour?

As of Sep 4, 2026, the average hourly pay for non union provider credentialing in the United States is $24.36, according to ZipRecruiter salary data. Most workers in this role earn between $19.23 and $27.64 per hour, depending on experience, location, and employer.

What is the difference between Non Union Provider Credentialing vs Medical Assistant Credentialing?

AspectNon Union Provider CredentialingMedical Assistant Credentialing
Required credentialsLicenses, certifications, provider-specific credentialsCPR certification, Medical Assistant diploma or certificate
Work environmentHospitals, clinics, private practicesClinics, outpatient facilities, doctor's offices
Employer and industry usageHealthcare providers, insurance companies, credentialing servicesMedical facilities, healthcare providers, clinics

Non Union Provider Credentialing involves verifying healthcare providers' licenses and certifications to ensure they meet industry standards, often for insurance and hospital credentialing. Medical Assistant Credentialing focuses on certifying medical assistants with specific certifications like CPR and completing relevant training. While both roles are essential in healthcare, Non Union Provider Credentialing is more comprehensive and provider-focused, whereas Medical Assistant Credentialing is specific to supporting clinical staff.

How to become a non union provider credentialing coordinator?

To become a non-union provider credentialing coordinator, candidates typically need a high school diploma or equivalent, with many employers preferring a bachelor's degree in healthcare administration or related fields. Relevant skills include attention to detail, knowledge of credentialing processes, and familiarity with healthcare databases and verification procedures; certifications such as Certified Provider Credentialing Specialist (CPCS) can enhance prospects. Experience in healthcare administration or insurance verification is often required or preferred.

How to get into non union provider credentialing?

To enter non-union provider credentialing, candidates typically need a background in healthcare administration, medical billing, or related fields, along with knowledge of credentialing processes and standards. Gaining relevant certifications, such as Certified Provider Credentialing Specialist (CPCS), and developing strong organizational and communication skills can improve job prospects. Experience with credentialing software and understanding of healthcare regulations are also beneficial.
More about Non Union Provider Credentialing jobs

What cities are hiring for Non Union Provider Credentialing jobs?

Cities with the most Non Union Provider Credentialing job openings:

What are the most commonly searched types of Provider Credentialing jobs?

The most popular types of Provider Credentialing jobs are:

What states have the most Non Union Provider Credentialing jobs?

States with the most job openings for Non Union Provider Credentialing jobs include:

What job categories do people searching Non Union Provider Credentialing jobs look for?

The top searched job categories for Non Union Provider Credentialing jobs are:

Non Union Provider Credentialing jobs near you
Infographic showing various Non Union Provider Credentialing job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, 3% Contract, and 1% Nights. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $50,665 per year, or $24.4 per hour.

Credentialing Manager

Children's Specialized ABA

Baltimore, MD • On-site, Remote

$75K - $92K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 14 days ago

Job description

Job Type
Full-time
Description
Position Overview
The Credentialing Manager is a working manager responsible for overseeing provider credentialing, recredentialing, and payor enrollment activities for Children's Specialized ABA. This position leads and supports credentialing staff, ensures timely and accurate outcomes, monitors departmental performance, and maintains compliance with payor, regulatory, contractual, and organizational requirements.
In addition to overseeing the department, the Credentialing Manager maintains an assigned low volume credentialing workload. The manager also remains sufficiently knowledgeable and engaged in credentialing workflows to provide broader direct coverage during staff PTO, vacancies, high-volume periods, urgent matters, and special projects.
Essential Duties and Responsibilities
Credentialing and Enrollment Operations
  • Oversee the full provider credentialing and payor enrollment lifecycle, including initial credentialing, recredentialing, renewals, demographic updates, group and practice-location linkages, provider additions, and terminations.
  • Ensure credentialing staff complete applications and supporting documentation accurately, submit them within required timeframes, and follow them through final payor approval, effective-date confirmation, and system loading.
  • Monitor departmental workflows, provider files, pending applications, expiring credentials, and enrollment risks to ensure timely follow-up, escalation, and resolution.
  • Ensure provider information is maintained accurately across internal systems, CAQH, NPPES, Medicaid systems, and commercial payor portals.
  • Ensure credentialing records are complete, confidential, organized, compliant, and audit-ready.
  • Provide direct credentialing support when needed for staff coverage, high-volume periods, urgent or escalate matters, or special projects.

Assigned Credentialing Responsibilities
  • Directly manage all initial credentialing, recredentialing, enrollment, and ongoing maintenance for non-New Jersey master's-level and above providers.
  • Own provider roster completion, maintenance, validation, submission, tracking, correction, and final payor confirmation.
  • Own payor practice-location additions, updates, tracking, follow-up, and confirmation.
  • Maintain visibility into the status, deadlines, risks, and outcomes of all assigned submissions.
  • Ensure provider, location, address, tax entity, group affiliation, and enrollment information is accurate across payor portals and internal systems.
  • Ensure credentialing-related payor portals remain accessible, current, and assigned to appropriate staff.
  • Balance assigned credentialing responsibilities with departmental leadership, staff oversight, and operational priorities.

Staff Leadership and Department Performance
  • Supervise, coach, train, and support credentialing staff on expectations for productivity, accuracy, timeliness, follow-up, documentation, and escalation.
  • Assign and balance workloads based on volume, complexity, organizational priorities, and staff capacity.
  • Review staff work, address performance or quality concerns, and participate in hiring, onboarding, performance evaluations, and corrective action processes.
  • Monitor and report departmental KPIs, including application volume, aging, turnaround times, accuracy, pending items, recredentialing completion, roster status, and confirmed enrollment outcomes.
  • Identify workflow gaps, recurring errors, backlogs, and staffing or training needs and recommend sustainable solutions.

Cross-Functional Collaboration and Coverage
  • Collaborate with internal stakeholders as needed for projects, operational updates, and sufficient flow of information.
  • Communicate credentialing risks or delays that may affect provider onboarding, case assignment, authorization processing, claims submission, payment, or revenue.
  • Establish clear handoffs and communication processes so downstream teams receive the credentialing information needed to perform their responsibilities.
  • Provide additional hands-on departmental coverage when necessary, which may include application tracking, data entry, portal updates, provider or payor communication, and issue resolution.

Compliance and Process Improvement
  • Ensure credentialing activities comply with applicable payor requirements, federal and state regulations, accreditation standards, delegated credentialing requirements, contracts, and organizational policies.
  • Maintain standardized policies, procedures, checklists, trackers, quality controls, and escalation processes.
  • Conduct routine audits of provider files, applications, rosters, payor systems, and staff documentation.
  • Ensure required licensure, certification, sanction, exclusion, and other ongoing monitoring activities are completed and documented.
  • Monitor changes in credentialing requirements and update departmental processes and staff training accordingly.
  • Support credentialing implementation for new payors, states, entities, service lines, and practice locations.

Minimum Qualifications
Education
  • High school diploma or GED.

Experience
  • 5+ years of experience provider credentialing required.
  • 2+ years of management, supervisory or team-lead experience required.
  • Comprehensive provider credentialing and enrollment experience, including roster and practice-location management, provider data systems, primary-source verification, and ongoing compliance monitoring.
  • Experience managing credentialing operations across multiple payors, states, entities, and locations.
  • Experience managing an assigned workload while overseeing staff and departmental performance required.
  • Experience supporting behavioral health, applied behavior analysis, therapy, or NCQA-aligned credentialing operations preferred.

Skills
  • Strong leadership, communication, organization, and problem-solving skills, with the ability to manage competing priorities in a fast-paced environment.
  • Demonstrated ability to work independently and collaboratively across teams with a high degree of ownership, accountability, and sound judgment.
  • Highly detail-oriented, adaptable, and professional, with a commitment to accuracy, confidentiality, and practical solutions.

Technical Proficiency
  • Proficiency in Microsoft Office (Outlook, Excel)
  • Ability to quickly learn and navigate multiple payor portals and EHR/practice management systems

Background Check
  • Must pass upon hire.

Physical Requirements
  • Prolonged periods of sitting and computer use.

Here's what you can expect:
  • Up to 19 paid days off in your first year (including PTO, sick time, and holidays); earned on an accrual basis, paid time off increases with tenure
  • Comprehensive benefits including FREE medical (for employee, buy-up for dependent/partner coverage), voluntary dental, vision, short-term disability, critical illness coverage, and more!
  • Free 50k life insurance policy.
  • Free Employee Assistance Program (EAP).
  • 401(k) retirement savings plan
  • Company discount program - discounts of amusement parks, memberships, cruises, movie tickets, spas, sports ticks and more.

Salary Description
$75,000-$92,000

Apply