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Remote Core Measures Data Abstractor Jobs in Indiana

CSAA

Project management skills to accurately complete detailed data assignments, understand and ... Experience working with operational / product / financial measures and models, business planning ...

Autodesk

This role can be on-site, hybrid, or remote in the US. Responsibilities * Utilize extensive ... data handling, validation, and measurement practices * Moderate understanding of compliance ...

The Krazy Coupon Lady

You may have noticed that our headquarters are in Boise, ID, but our workforce is fully remote in ... Keep internal and external measurement reconciled. Partner with Data Engineering and Analytics on ...

CSpring

Grant Coordinator

Indianapolis, IN · Remote

$47K - $65K/yr

This is a remote, field-based contract role supporting multiple regions, with close connection to ... Coordinate regional data collection, performance tracking, outcome measurement, and reporting in ...

New

SOSi

Systems Engineer III

Indianapolis, IN · On-site +1

Its capabilities include data science, software development, network engineering, intelligence ... Remote or Hybrid work model * Core hours of operation are Monday through Friday, 0600 - 1700. * May ...

SOSi

Systems Engineer III

Indianapolis, IN · On-site +1

Its capabilities include data science, software development, network engineering, intelligence ... Remote or Hybrid work model * Core hours of operation are Monday through Friday, 0600 - 1700. * May ...

SOSi

Systems Engineer III

Indianapolis, IN · On-site +1

Its capabilities include data science, software development, network engineering, intelligence ... Remote or Hybrid work model * Core hours of operation are Monday through Friday, 0600 - 1700. * May ...

Workiva

Spring & Summer 2027 Intern - Marketing

Gary, IN · On-site +1

$21/hr

Maintain data integrity in Salesforce and Marketo * Perform in-depth analysis measuring marketing ... This internship is primarily a remote opportunity. However, if you are located near one of our ...

Workiva

$21/hr

Maintain data integrity in Salesforce and Marketo * Perform in-depth analysis measuring marketing ... This internship is primarily a remote opportunity. However, if you are located near one of our ...

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How much do remote core measures data abstractor jobs pay per hour?

As of Sep 15, 2026, the average hourly pay for remote core measures data abstractor in Indiana is $24.10, according to ZipRecruiter salary data. Most workers in this role earn between $17.60 and $30.43 per hour, depending on experience, location, and employer.

What is a remote core measures data abstractor?

A Remote Core Measures Data Abstractor is responsible for reviewing and analyzing medical records to ensure compliance with core quality measures set by regulatory agencies like CMS and The Joint Commission. They work remotely to extract data, identify trends, and report findings that help improve patient outcomes and hospital performance. This role requires clinical knowledge, attention to detail, and experience with electronic health records (EHR) and quality reporting systems.

What are the key skills and qualifications needed to thrive as a remote core measures data abstractor?

To thrive as a Remote Core Measures Data Abstractor, you need in-depth knowledge of medical terminology, healthcare standards, and experience in data abstraction or chart review, often supported by a healthcare degree or clinical background. Familiarity with electronic health records (EHRs), core measure abstraction software, and certifications such as Certified Health Data Analyst (CHDA) are highly valued. Strong attention to detail, time management, and effective written communication are essential soft skills for this detail-oriented and remote-based role. These competencies ensure the accurate extraction and reporting of clinical data, supporting hospital compliance and quality improvement initiatives.

What are some of the common challenges faced by remote core measures data abstractors?

Remote Core Measures Data Abstractors often face challenges related to interpreting diverse clinical documentation across multiple healthcare providers and ensuring complete, accurate data abstraction in accordance with ever-evolving regulatory requirements. Staying organized and managing time effectively is essential when working remotely to meet tight submission deadlines. Additionally, collaborating virtually with clinical teams and quality departments requires strong communication skills and proactive follow-up. Overcoming these challenges not only ensures compliance but also contributes to the overall quality improvement efforts of the organization.

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Infographic showing various Remote Core Measures Data Abstractor job openings in Indiana as of June 2026, with employment types broken down into 72% Full Time, 14% Part Time, and 14% Contract. Highlights an 100% Remote job distribution, with an average salary of $50,135 per year, or $24.1 per hour.

Senior Organizational Effectiveness Consultant

Merrillville, IN • On-site, Remote

Blue Star Partners
Business Management Consulting • 11 - 50 employees
Learn more about Blue Star Partnersexternal

$130 - $140/hr

Part-time

Re-posted 6 days ago

Job description

Job Title: Senior Organizational Effectiveness Consultant - Corporate Services Assessment
Location: Merrillville, IN
Work Model: Remote with travel to client site required
Rate: $130-$140/hour
Contract Length: September 1, 2026 - November 30, 2026
Hours: Part-time, approximately 20 hours/week
Project Duration: Initial 90-day assessment effort
Position Overview
We are seeking an experienced Senior Organizational Effectiveness Consultant to lead a corporate services organizational assessment for a hospitality client. This engagement will evaluate the structure, operating effectiveness, process maturity, headcount alignment, and talent considerations across the client's headquarters corporate services functions.
The consultant will work closely with executive HR leadership and senior business stakeholders to assess how the organization is currently structured, how work is performed across key corporate functions, and where opportunities may exist to improve efficiency, effectiveness, scalability, and leadership clarity. The scope will include interviews with the CEO and department leaders, functional benchmarking, spans and layers analysis, process inventory, process maturity assessment, and a high-level review of talent risk or succession gaps.
The ideal consultant will bring strong experience in organizational design, operating model assessment, shared services evaluation, process maturity analysis, executive stakeholder interviews, and benchmarking. This role is well suited for a senior consultant who can quickly structure an assessment, facilitate executive conversations, analyze organizational and process data, and deliver practical recommendations to leadership.
Key Responsibilities
Organizational Assessment & Discovery
  • Lead the planning and execution of a corporate services organizational assessment.
  • Facilitate project kickoff sessions and discovery meetings with executive and functional leaders.
  • Conduct interviews with the CEO, CHRO, and heads of departments across corporate services functions.
  • Assess how corporate services teams support a distributed hospitality operating model across hotel locations.
  • Gather and synthesize information related to structure, headcount, roles, decision-making, process ownership, and performance.

Functional Scope Assessment
  • Assess corporate functions including, but not limited to:
    • Human Resources
    • Finance
    • Supply Chain
    • Accounting
    • Legal
    • Aviation
    • Information Technology
    • Other headquarters corporate services teams as needed
  • Evaluate how each function is organized, staffed, governed, and connected to the broader business.
  • Identify areas of duplication, role ambiguity, capacity constraints, or operating model misalignment.

Benchmarking & Comparative Analysis
  • Conduct headcount benchmarking across corporate services functions.
  • Compare functional staffing levels against relevant industry benchmarks and external best practices.
  • Support spend comparisons where data is available and relevant.
  • Analyze whether current staffing and cost structures appear aligned to organizational size, business model, and service expectations.
  • Translate benchmarking findings into clear, practical insights for leadership.

Spans, Layers & Organizational Structure
  • Analyze organizational spans and layers across leadership and functional teams.
  • Assess reporting structures, management depth, direct report ratios, and organizational complexity.
  • Identify opportunities to simplify structures, improve accountability, and reduce unnecessary layers where appropriate.
  • Compare leadership structures to common best practices for flatter, more efficient organizations.

Process Inventory & Process Maturity Assessment
  • Develop an inventory of key business processes within each corporate services function.
  • Evaluate process maturity across dimensions such as documentation, ownership, training, consistency, measurement, and continuous improvement.
  • Assess whether processes are known, documented, current, trained, measured, and actively improved.
  • Identify gaps in process governance, standardization, documentation, and performance management.

Process Performance & Metrics Review
  • Assess how well key corporate services processes are performing.
  • Review available performance metrics, service levels, cycle times, quality measures, or other relevant indicators.
  • Benchmark process performance against industry data where available.
  • Identify opportunities to improve process efficiency, service quality, accountability, or measurement discipline.

Talent & Succession Risk Assessment
  • Conduct a high-level talent assessment where appropriate to identify key-person risk, succession gaps, or critical roles without ready backfill.
  • Identify areas where performance concerns may be driven by organizational capacity, role clarity, process maturity, or talent capability.
  • Provide leadership with practical insights related to talent depth, organizational risk, and potential follow-on needs.
  • Identify possible future opportunities for leadership coaching, role redesign, capability development, or talent replacement support.

Findings, Recommendations & Executive Reporting
  • Synthesize interview findings, data analysis, benchmarking, process maturity insights, and talent observations.
  • Develop clear executive-ready deliverables that summarize findings, risks, opportunities, and recommended actions.
  • Present recommendations in a practical and prioritized format.
  • Identify potential quick wins, medium-term improvements, and longer-term organizational effectiveness opportunities.
  • Support leadership discussions around implementation considerations and potential follow-on work.

Typical Deliverables
  • Project kickoff materials and stakeholder interview plan
  • Executive and department leader interview summaries
  • Corporate services organizational structure assessment
  • Headcount and spend benchmarking analysis
  • Spans and layers analysis
  • Functional process inventory
  • Process maturity assessment
  • Process performance and metrics review
  • High-level talent and succession risk summary
  • Executive findings and recommendations presentation
  • Prioritized roadmap for improvement opportunities

Required Qualifications
  • 10+ years of experience in organizational effectiveness, organizational design, management consulting, operating model assessment, corporate services transformation, or related advisory work.
  • Experience leading organizational assessments for executive stakeholders.
  • Strong background conducting stakeholder interviews with senior leaders and synthesizing findings into actionable recommendations.
  • Experience assessing corporate functions such as HR, finance, accounting, legal, supply chain, IT, or shared services.
  • Strong understanding of spans and layers analysis, headcount benchmarking, operating model design, and organizational structure evaluation.
  • Experience building process inventories and evaluating process maturity, documentation, governance, training, and performance measurement.
  • Strong analytical skills with ability to interpret organizational, process, headcount, spend, and performance data.
  • Excellent executive communication, facilitation, presentation, and written communication skills.
  • Ability to work independently in a part-time consulting capacity while driving progress against a compressed 90-day timeline.

Preferred Qualifications
  • Experience supporting hospitality, lodging, restaurant, retail, or distributed service organizations.
  • Experience evaluating headquarters / corporate services teams that support distributed field operations.
  • Experience with shared services, G&A benchmarking, or corporate function optimization.
  • Experience with talent assessment, succession risk, leadership capability assessment, or workforce planning.
  • Prior experience working directly with CHROs, CEOs, and executive leadership teams.
  • MBA, Master's degree in Organizational Development, Human Resources, Business, or related field preferred.
  • Certifications in organizational design, change management, process improvement, or HR strategy are a plus.

Core Competencies
  • Organizational Effectiveness
  • Organizational Design
  • Corporate Services Assessment
  • Operating Model Review
  • Spans & Layers Analysis
  • Headcount Benchmarking
  • Process Maturity Assessment
  • Executive Stakeholder Interviews
  • Shared Services Evaluation
  • Talent & Succession Risk Assessment
  • Data-Driven Recommendations
  • Executive Presentation Development

Ideal Candidate Profile
The ideal consultant is a senior organizational effectiveness advisor who can quickly bring structure to an ambiguous assessment, engage credibly with executive leaders, and translate qualitative and quantitative findings into practical recommendations. They are comfortable evaluating corporate functions, assessing process maturity and organizational structure, benchmarking headcount and spend, and identifying where operating model, process, or talent gaps may be limiting performance. They should be polished, independent, analytical, and capable of delivering executive-ready work within a focused 90-day engagement.

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