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Practice Performance Manager Jobs in Lansing, IL

United Health Partners

Practice Manager

Chicago, IL · On-site

Description The Practice Manager is responsible for the overall administrative, operational ... Monitor clinic performance metrics and identify opportunities for improvement. * Ensure appropriate ...

Sinai Chicago

PRACTICE MANAGER

Chicago, IL

The Practice Manager will be primarily responsible for direct onsite management of the daily ... Achieve performance standards for the revenue cycle, analyze monthly physician income and expenses ...

Sinai Chicago

PRACTICE MANAGER

Chicago, IL · On-site

The Practice Manager will be primarily responsible for direct onsite management of the daily ... Achieve performance standards for the revenue cycle, analyze monthly physician income and expenses ...

Webster Dental Care

Practice Manager

Chicago, IL · On-site

Practice Manager Webster Dental Care Edison Park Description Webster Dental Care has delivered the ... Monitor and improve key performance indicators including production, collections, treatment ...

Webster Dental Care

Practice Manager

Chicago, IL · On-site

Practice Manager Webster Dental Care Edison Park Description Webster Dental Care has delivered the ... Monitor and improve key performance indicators including production, collections, treatment ...

McDermott Will and Emery

Practice Manager

Chicago, IL · On-site

$131K - $203K/yr

The Practice Manager relies on extensive experience and judgment to plan and accomplish goals ... earn performance-based bonuses. Target Hiring Range $131,000 - $203,000 Please note that quoted ...

Mwe

Practice Manager

Chicago, IL · On-site

$131K - $203K/yr

The Practice Manager relies on extensive experience and judgment to plan and accomplish goals ... earn performance-based bonuses. Target Hiring Range $131,000 - $203,000 Please note that quoted ...

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Showing results 21-40

All JobsPractice Performance JobsPractice Performance Manager JobsPractice Performance Manager Jobs in Lansing, IL

Practice Performance Manager information

See Lansing, IL salary details

$38.5K

$70.3K

$112.7K

How much do practice performance manager jobs pay per year?

As of Aug 21, 2026, the average yearly pay for practice performance manager in Lansing, IL is $70,271.00, according to ZipRecruiter salary data. Most workers in this role earn between $55,600.00 and $77,100.00 per year, depending on experience, location, and employer.

How does a practice performance manager collaborate with clinical and administrative teams to improve practice efficiency?

A Practice Performance Manager works closely with both clinical and administrative teams to identify workflow bottlenecks, streamline processes, and implement best practices. They often facilitate regular meetings to gather feedback, analyze data on key performance indicators, and develop action plans for improvement. By fostering open communication and aligning team goals, Practice Performance Managers ensure that operational changes are effectively adopted and lead to measurable enhancements in patient care and practice efficiency.

What are the key skills and qualifications needed to thrive as a practice performance manager, and why are they important?

To thrive as a Practice Performance Manager, you need strong analytical abilities, healthcare operations knowledge, and a background in business or healthcare administration, often supported by a relevant degree. Familiarity with practice management software, data analytics tools, and quality improvement frameworks is typically required. Exceptional communication, leadership, and problem-solving skills help you effectively drive performance improvements and manage teams. These competencies are crucial for optimizing practice operations, enhancing patient outcomes, and ensuring organizational success in a competitive healthcare environment.

What is the difference between Practice Performance Manager vs Practice Operations Coordinator?

Practice Performance ManagerPractice Operations Coordinator
Focuses on analyzing and improving practice performance metrics, financial outcomes, and strategic planning.Handles daily operational tasks, scheduling, and administrative support to ensure smooth practice functioning.
Requires skills in data analysis, performance metrics, and strategic management.Requires organizational, communication, and administrative skills.
Typically holds certifications in healthcare management or related fields.Often has administrative or office management certifications.

The Practice Performance Manager primarily focuses on analyzing practice performance and implementing improvements, while the Practice Operations Coordinator manages daily operations and administrative tasks. Both roles are essential for practice success but differ in scope and responsibilities.

Is practice performance management a stressful job?

Practice performance management can be stressful due to the need to meet performance targets, analyze data, and implement improvements. Managers often work under deadlines and must balance multiple priorities, which can contribute to job-related stress.

What cities near Lansing, IL are hiring for Practice Performance Manager jobs?

Cities near Lansing, IL with the most Practice Performance Manager job openings:

Practice Performance Manager jobs near you

Performance + Succession Planning Manager

Northern Impact

Chicago, IL • On-site

Full-time

Re-posted 26 days ago

Job description

Overview
One of America's largest retailers is seeking a growth-oriented Performance/Succession Planning Manager to join their Talent Team. In this role, you will have an opportunity to build and implement their approach to performance management and together with the VP of Talent, develop and implement their strategy and approach to succession planning. This role will report to the VP of Talent and will be onsite or hybrid (three days a week) at their corporate offices in Chicago, IL
Responsibilities
  • Succession Planning: You will be responsible for developing and implementing the company's approach to succession planning. You will partner closely with the business and HR partners to identify critical roles across the organization; assess and identify key talent, build individual development plans and career paths for key talent; structure succession plans with a keen focus on developing strategies for when we acquire versus develop talent. Work across the HR function and with business leaders to improve talent readiness and predictability of succession over time. Develop and execute a continuous talent review process that provides insight into the company's future leaders, creates a strong and diverse talent pipeline, and ensures ready successors for critical roles.
  • Performance Management: Research, support, and lead the development of their performance management strategy and approach. Build the performance management system in available technology and create supporting artifacts and tools such as standards of performance and performance evaluation instruments. Align performance management initiatives to strategic priorities and critical skillsets for the organization.
  • Talent Management Programs: Create and execute talent management programs and supporting processes to strengthen their talent pipeline, including talent identification and assessment tools, coaching and mentoring programs, and individual development plans. Lead, improve, and expand upon existing talent programs. Identify gaps and work with the Talent team to build internal and external talent pipelines to ensure people with the necessary capabilities are placed in the right roles at the right time.
  • Technology Expertise: Lead Workday Talent Management projects involving strategy, implementation support, and change management related to operations, business processes, security, and data integrity for the Workday applications.
  • Data Insights and Analytics: Establish and implement common language and assessment mechanisms to measure the effectiveness of their talent management practices, including the identification of KPIs and data critical to measuring success; Collect and analyze data to provide insights into talent management practices, identify talent and organization capability gaps and recommend adjustments to a strategy where appropriate to meet organization needs.

Critical Success Factors
  • Thinks critically to design and execute programs against the strategy and goals of the organization and HR team
  • Demonstrates strong business acumen, effective consultative techniques, design-thinking & problem-solving skills to recommend and deliver solutions
  • Effectively manages multiple high-priority projects simultaneously and works well under pressure in a fast-paced, high-growth environment while maintaining a high level of accuracy and attention to detail
  • Proactive, takes initiative, and demonstrates good judgment in a dynamic environment. Self-motivated and able to work independently to deliver on critical milestones
  • Willingness and ability to thoughtfully and quickly adapt to change
  • Learns quickly, independently acquires knowledge on new subjects and technology in a short timeframe, and knows when to ask for help
  • Builds collaborative and trusting relationships with colleagues at all levels and across functions
  • Communicates in a clear, concise, and compelling manner, orally and in writing, in a style, tone, and manner appropriate for the audience

Education & Experience
  • Bachelor's degree in HR, Learning & Development, or Industrial/Organizational Psychology or a related field. A Master's degree is highly preferred.
  • 5+ years in Talent Management, Organizational, and Leadership Development.

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