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Remote Provider Relations Jobs in Texas (NOW HIRING)

Stryker

Associate Manager, Employee Relations

Dallas, TX · On-site +1

$116K - $193K/yr

Remote What you will do Make an impact where it matters most-helping shape a fair, respectful, and ... Provides additional support on high level, complex cases as needed. * Analyzes HR investigations ...

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Remote Provider Relations information

See Texas salary details

$32.1K

$72.7K

$124.8K

How much do remote provider relations jobs pay per year?

As of Sep 5, 2026, the average yearly pay for remote provider relations in Texas is $72,747.00, according to ZipRecruiter salary data. Most workers in this role earn between $42,900.00 and $93,200.00 per year, depending on experience, location, and employer.

What is a remote provider relations?

A Remote Provider Relations job involves managing relationships between healthcare providers and an organization, such as an insurance company or healthcare network, from a remote location. Responsibilities typically include onboarding new providers, addressing concerns, ensuring compliance with contracts, and facilitating communication between providers and the organization. This role requires strong communication, problem-solving, and organizational skills to maintain positive partnerships and efficient service delivery.

What are the main responsibilities of a remote provider relations specialist on a typical day?

As a Remote Provider Relations specialist, your primary duties usually involve establishing and maintaining relationships with healthcare providers, addressing their questions and concerns, and ensuring they are satisfied with network participation. You’ll regularly communicate via phone, email, and virtual meetings, coordinate credentialing or contract renewals, and resolve issues related to claims or billing. Collaboration with internal teams like credentialing, contracting, or customer service is also common, allowing for a team-oriented approach to provider support. This role requires proactive outreach, attention to detail, and the ability to manage multiple tasks simultaneously while working independently from a remote location.

What are the key skills and qualifications needed to thrive in the remote provider relations position, and why are they important?

To thrive as a Remote Provider Relations specialist, you need strong interpersonal communication, negotiation skills, and a solid understanding of healthcare networks or insurance regulations, often supported by a relevant bachelor's degree. Familiarity with CRM software, provider management systems, and proficiency in virtual meeting platforms are often essential. Excellent problem-solving abilities, organizational skills, and a proactive attitude help professionals excel in building and maintaining provider partnerships remotely. These competencies ensure effective network development, prompt issue resolution, and sustained provider satisfaction in a virtual work environment.

What are the most commonly searched types of Provider Relations jobs in Texas?

The most popular types of Provider Relations jobs in Texas are:

What are popular job titles related to Remote Provider Relations jobs in Texas?

For Remote Provider Relations jobs in Texas, the most frequently searched job titles are:

What job categories do people searching Remote Provider Relations jobs in Texas look for?

The top searched job categories for Remote Provider Relations jobs in Texas are:

What cities in Texas are hiring for Remote Provider Relations jobs?

Cities in Texas with the most Remote Provider Relations job openings:

Remote Provider Relations jobs near you
Infographic showing various Remote Provider Relations job openings in Texas as of August 2026, with employment types broken down into 1% Locum Tenens, 2% As Needed, 76% Full Time, 16% Part Time, and 5% Contract. Highlights an 94% Physical, 1% Hybrid, and 5% Remote job distribution, with an average salary of $72,747 per year, or $35 per hour.

Associate Manager, Employee Relations

Stryker

Dallas, TX • On-site, Remote

$116K - $193K/yr

Full-time

Re-posted 3 days ago

Stryker rating

8.2

Company rating: 8.2 out of 10

Based on 112 frontline employees who took The Breakroom Quiz

133rd of 496 rated machine equipment manufacturers

Job description

Work Flexibility: Remote

What you will do

Make an impact where it matters most-helping shape a fair, respectful, and high-performing workplace. In this role, you'll lead complex employee relations investigations across multiple regions while partnering closely with HR and business leaders to strengthen culture, mitigate risk, and drive consistency. This is an opportunity to influence outcomes at scale while building trusted relationships across a global organization.

  • Conducts HR investigations for a high-volume portfolio of cases across all US, LATAM and Canada, including intake processes, investigation planning, conducting interviews, making determinations and recommendations, and providing reporting/insights analysis. Communicates and updates status of investigations to relevant managers and HRBPs. Makes recommendations to HRBPs and leadership regarding investigations and employee relations issues.

  • Provides additional support on high level, complex cases as needed.

  • Analyzes HR investigations, employee relations and other data trends to address and mitigate risk and support and drive our culture of integrity. Partners with HR to drive necessary improvements.

  • Responds to alleged violation of rules, regulations, policies, procedures and standards of conduct through the initiation of appropriate investigation procedures in partnership with Employment Legal, Compliance and local HR teams.

  • Provides counsel and advice to HRBPs regarding employee relations issues, submits recommendations on addressing employee relations matters.

  • Develops and delivers training to managers, employees and HRBPs as appropriate. Supports in defining the standards and processes related to employee relations.

  • Provides coaching to HRBPs on employee relations matters in addition to work environment matters.

  • Coordinates with Compliance and Employment Legal regarding employee discipline for Compliance investigations that are not work environment matters. May also assist in these investigations.

  • Maintains knowledge of current and emerging laws and regulations, and periodically reviews and updates applicable standards, trends and issues affecting the company work environment and policies.


What you need

Required

  • Bachelor's Degree or 6+ years relevant experience

  • Minimum 6 years of work experience

  • Bilingual fluent speaking and writing Spanish

Preferred

  • Minimum 3 years business-facing HR, HR COE, HR Operations, orrole-related experience

  • Minimum 1 year of relevant investigation experience

  • Bilingual Portuguese

The ideal candidate would be a commutable distance from a major Stryker hub.

United States of America Pay Ranges:

  • USN: $89,300 - $148,800 USD Annual
  • US5: $93,800 - $156,200 USD Annual
  • US10: $98,200 - $163,700 USD Annual
  • US15: $102,700 - $171,100 USD Annual
  • US20: $107,200 - $178,600 USD Annual
  • US30: $116,100 - $193,400 USD Annual

View the U.S. work location and transparency guide to find the pay range for your location.

Travel Percentage: 20%Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer - M/F/Veteran/Disability.Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

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