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Provider Relations Manager Jobs in Iowa (NOW HIRING)

Trinity Health

Medical Director

Des Moines, IA · On-site

... supports Provider Relations and CPI Committee activities. They also lead the QAPI Committee ... Time management and autonomous functioning * Commitment to THAH mission and ethics Preferred ...

Sears Seating

Labor Relations Coordinator

Davenport, IA · On-site

$65K - $97K/yr

Support supervisors and managers in understanding contract provisions related to attendance ... Provide guidance and tools to leaders to improve consistency in decision-making. Reporting ...

Sears Seating

Labor Relations Coordinator

Davenport, IA · On-site

$65K - $97K/yr

Support supervisors and managers in understanding contract provisions related to attendance ... Provide guidance and tools to leaders to improve consistency in decision-making. Reporting amp;

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Showing results 41-60

All JobsProvider Relations JobsProvider Relations Manager JobsProvider Relations Manager Jobs in Iowa

Provider Relations Manager information

See Iowa salary details

$32.4K

$73.3K

$125.9K

How much do provider relations manager jobs pay per year?

As of Aug 9, 2026, the average yearly pay for provider relations manager in Iowa is $73,342.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,200.00 and $93,900.00 per year, depending on experience, location, and employer.

What is the difference between Provider Relations Manager vs Provider Relations Specialist?

AspectProvider Relations ManagerProvider Relations Specialist
CredentialsBachelor's degree, experience in healthcare or insuranceSimilar credentials, often entry to mid-level experience
Work EnvironmentSupervisory roles, strategic planning, team managementOperational support, provider communication, data entry
Employer & Industry UsageHealth insurance companies, healthcare providersHealth plans, insurance firms, healthcare organizations
Search & Comparison IntentHigher-level responsibilities, management rolesOperational tasks, provider communication roles

The Provider Relations Manager typically oversees provider relations teams, focusing on strategy and relationship management. The Provider Relations Specialist handles day-to-day provider communication and support. Both roles require healthcare knowledge, but the manager position involves more leadership and strategic planning.

How does a provider relations manager typically collaborate with healthcare providers to resolve issues or concerns?

Provider Relations Managers frequently serve as the main point of contact between healthcare organizations and their provider networks. They collaborate closely with providers to address operational concerns, such as claims processing, contract questions, or compliance matters. This often involves organizing regular meetings, conducting site visits, and facilitating communications between internal teams and providers to ensure high service levels and mutual understanding. Strong relationship-building and problem-solving skills are essential for success in this role.

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

To thrive as a Provider Relations Manager, you need a strong background in healthcare administration, contract negotiation, and provider network management, often supported by a bachelor’s degree in health administration or a related field. Familiarity with healthcare claims systems, provider databases, and regulatory compliance tools is typically required. Exceptional interpersonal skills, problem-solving abilities, and effective communication help build and maintain strong provider partnerships. These competencies ensure successful collaboration, network expansion, and the delivery of high-quality healthcare services.

What does a provider relations manager do?

A Provider Relations Manager serves as the main point of contact between healthcare providers, such as doctors or hospitals, and insurance companies or healthcare organizations. They work to build and maintain strong relationships, address concerns, and ensure effective communication. Their responsibilities include negotiating contracts, resolving issues related to claims or services, and supporting providers with onboarding and training. Ultimately, they help ensure providers and organizations work together efficiently to deliver quality care to patients.
What are the most commonly searched types of Provider Relations jobs in Iowa? The most popular types of Provider Relations jobs in Iowa are:
What are popular job titles related to Provider Relations Manager jobs in Iowa? For Provider Relations Manager jobs in Iowa, the most frequently searched job titles are:
What job categories do people searching Provider Relations Manager jobs in Iowa look for? The top searched job categories for Provider Relations Manager jobs in Iowa are:
What cities in Iowa are hiring for Provider Relations Manager jobs? Cities in Iowa with the most Provider Relations Manager job openings:
What are popular job titles related to Provider Relations Manager jobs in IA? For Provider Relations Manager jobs in IA, the most frequently searched job titles are:
Provider Relations Manager jobs near you
Infographic showing various Provider Relations Manager job openings in Iowa as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $73,342 per year, or $35.3 per hour.

Employee Relations / Recruiting Specialist

Linn-Mar Community School District

Marion, IA • On-site

Full-time

This job post has expired today. Applications are no longer accepted.

Job description

Position Type:
Professional/Human Resources
Date Posted:
7/22/2026
Location:
District
Position Title: Employee Relations/Recruiting Specialist
Immediate Supervisor: Chief Human Resources Officer
Summary: Develop and implement strategic initiatives to recruit diverse applicants for teaching and non-teaching positions as well as maintain a positive workplace culture through resolving employee conflicts, addressing workplace concerns, ensuring compliance with labor / leave laws, and supporting employee satisfaction and engagement.
Essential Duties and Responsibilities:
Employee Relations:
Performance:
  • Provide support, direction, guidance, counseling, and/or recommendations to effectively address Employee Relations issues.
  • Conduct investigations related to employee misconduct, collect information, interview individuals, analyze evidence and facts and make recommendations for corrective or disciplinary action that is consistent with past practice and adheres to district policies, negotiated agreements, and associated employment laws.
  • Partner with district leaders regarding performance concerns, including teacher intensive support plans and performance improvement plans.
  • Communicate and assist in the interpretation and implementation of personnel policies and negotiated agreements.
  • Participate as a member of the district's negotiations team for designated bargaining units.
  • Conduct personnel research, prepare personnel statistics and develop, conduct or assist in training programs.
  • Receive, address and respond to inquiries, requests for information and grievances relating to various assigned services from teachers, school administrators, classified staff and the public.
  • Serve on District, state or community councils or committees as assigned.
  • Partner with district leaders to foster a positive workplace culture rooted in respect, equity, and belonging.

Leave:
  • Determine eligibility, following state/federal laws and Board policy, for District leave programs including FMLA, disability, extended leave, etc.
  • Assist administrators and managers with ADA issues and coordinate reasonable accommodation process as appropriate.
  • Communicate and counsel employees and administrators concerning leave benefits as well as provide accurate information regarding medical certification requirements, return-to-work dates, etc.
  • Remain in contact with employees who are on FMLA, extended leave, disability, etc. Regularly report employee status to CHRO.
  • Handle leave inquiries and complaints to ensure quick, equitable, courteous resolution.

Recruiting:
  • Develop and implement strategic initiatives to recruit applicants for teaching and non-teaching positions within K-12 schools and departments.
  • Manage the recruiting process to meet staffing goals across all levels within multiple schools and departments. Initiate employment and marketing strategies to attract active and passive job seekers.
  • Create and foster relationships with colleges and professional organizations to attract and recruit qualified candidates.
  • Implement and maintain a "grow your own" program focusing on identifying potential future teaching and non-teaching professionals within the district student population. Work with other departments to create an educational path for them to begin at the district level.
  • Provide updated district information to a variety of organizations and external entities to source candidates for all vacancies.
  • Travel as needed to represent the district at approved recruitment events.
  • Perform yearly job analysis for all active and potential positions and create and/or update job descriptions.
  • Develop and implement a variety of search strategies that include the use of external recruiting opportunities and leverage networking through the use of employee referrals, social media, university/college resources and business/community partnerships.
  • Oversee the Applicant Tracking System to streamline the application process and to track metrics designed to measure and predict staffing activity. Track the success of various recruitment efforts to determine the most effective methods for sourcing and recruiting applicants.
  • Assist with employment application inquiries and requests for applicants and employees.
  • Develop and maintain relationships with all Principals/Managers/Hiring Supervisors.
  • Manage the student teacher placements for a variety of colleges/universities and the district. Ensure current contracts are in place for participating schools.
  • Attend and/or coordinate recruitment functions such as job fairs, career days and/or other events to source qualified candidates.
  • Prepare and deliver presentations for recruiting events, training, orientations and other needs as directed.

Other:
  • Recommend new approaches, policies, and procedures for continual improvement in efficiency of HR department and services performed.
  • Effectively communicate various Human Resources initiatives, Board policies, procedures, and standards with District employees (in person, web, reports, HR communication pieces).
  • Advise management on Human Resources policies and compliance laws and regulations.
  • Participate in developing and implementing HR department goals, objectives, and systems.
  • Prepare and submit requested personnel reports, documents, and information to the Chief Human Resources Officer as needed.
  • Assist Chief Human Resources Officer with projects and training as well as work independently and within a team on special and ongoing projects.
  • Answer incoming HR telephone calls, screen calls, take messages or field/answer routine and some non-routine questions. Answer routine correspondence.
  • Perform other related duties as required and assigned.
  • Regular and reliable attendance.

Professional Standards:
  1. Quality of Work (Work is correct, precise, and near; confidentiality is maintained, as job required; work product presents positive/professional appearance).
  2. Quantity of Work (The amount of work performed is evidence of high productivity; industrious; carries fair share of work load; seeks additional tasks).
  3. Knowledge of job (The job and job-related responsibilities are well understood and reflected in job performance; exhibits continuous improvement and ongoing learning).
  4. Creativity/Problem solving Offers new ideas; suggests innovative and better ways of performing necessary tasks).
  5. Interpersonal Skills (Works collaboratively with others; courteous; polite; pleasant; promotes positive image in contacts with co-workers and district's customers).
  6. Dependability (Completes work in a timely fashion; reliable; punctual; consistent attendance; stable and calm in a crisis for an emergency; works independently).
  7. Professional Appearance (Dress is acceptable for the job; appears clean, well-groomed and "professional").
  8. Organizational Skills (Exhibits ability to prioritize work; organizational skills enhance job productivity).
  9. Technical Skills (Advanced technical knowledge of the techniques and procedure of software and network support for multiple users).
  10. Written/Verbal Communication (Convey information and ideas accurately and clearly to meet the needs of the reader, transfers thoughts and ideas into speech and presents clearly).
  11. Managing Change/Adaptability (Demonstrates good understanding of organizational changes and communicates support for such change).
  12. Professional Approach (Professional, positive, and helpful approach with customers. Displays loyalty toward the organization. Demonstrates a capacity to understand customer (internal and external) requirements and produces a professional level of service that is satisfactory).
  13. Flexibility (Demonstrates openness to new organizational structures, procedures, technology. Willingly takes direction and will modify one's preferred way of doing things).

Supervisory Responsibilities: None
Minimum Education or Experience:
High School Diploma
B.A. in HR or teaching field and/or previous experience.
Prior Teaching, Human Resources, Recruiting, and Employee/Union Relations experience preferred.
Knowledge, Skills and Abilities: (To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed here are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.)
  • Ability to maintain confidentiality in daily operations and in the nature of human resources work.
  • Above average communication skills (written, verbal, etc.) and the ability to work effectively with applicants, employees, and administrators.
  • Convey a positive, professional, and helpful image to applicants and employees.
  • Possess a high level of interpersonal skills and demonstrate poise, tact, and diplomacy to handle sensitive and confidential situations.
  • Working knowledge of a variety of computer software applications in word processing, spreadsheets, database and presentation software (MS Word, Excel, Access, PowerPoint, etc.).
  • Continual attention to detail in composing, typing, and proofing materials, establishing priorities and meeting deadlines.
  • Must be able to work in a fast-paced environment with demonstrated ability to juggle multiple competing tasks and demands.

Physical Demands:(The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.)
While performing the duties of this job, the employee is regularly required to stand, walk, speak, sit, and hear. The employee is regularly required to make keyboard entries in a computer and must have manual dexterity required to use the telephone, calculator, and a computer keyboard/mouse. Employee will sit for long periods of time. The employee is occasionally required to reach with hands and arms, stoop kneel, or crouch. Specific vision abilities required by this job include close vision and depth perception. The employee is occasionally required to lift and/or move up to 15 pounds. A physical examination is required within 30 days of employment verifying that the employee is physically able to perform the functions of the assigned job with or without reasonable accommodations.
Work Environment:(The work environment characteristic described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.)
Tobacco-free and drug-free, climate controlled working and learning environment. Noise level in the work environment is usually moderate; however, due to the number of persons working in a limited amount of space, there can be distractions. Position demands meeting deadlines with severe time restraints.
The statements in this job description are intended to describe the general nature and level of work being performed by individuals assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel in this position. These statements are not intended to limit or in any way modify the right of any supervisor to assign, direct, and control the work of employees under his or her supervision.

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