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Remote Rn Coding Jobs in Kansas (NOW HIRING)

Datavant

Inpatient Audit Specialist PRN Sign on Bonus

Topeka, KS · Remote

$25.75 - $29.25/hr

This role is fully remote with a flexible schedule, allowing you to help shape the future of health ... coding and auditing * Associate or Bachelor's degree from an AHIMA-certified HIM or Nursing Program ...

Knowtion Health

Audit Reviewer

Emporia, KS · Remote

$86K - $113K/yr

Current and valid RN License or Coder with 3 years inpatient experience. * Two years of experience ... This position is remote and requires a dedicated, distraction-free work space at home. We offer a ...

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All JobsRemote Rn Coding JobsRemote Rn Coding Jobs in Kansas

Remote Rn Coding information

What can an RN do remotely?

A remote RN can perform tasks such as reviewing medical records, coding diagnoses and procedures, providing patient education, and supporting telehealth services. These roles often require strong clinical knowledge, certification in coding, and proficiency with electronic health record systems.

What is the difference between Remote Rn Coding vs Remote Medical Coder?

AspectRemote Rn CodingRemote Medical Coder
CredentialsRN license, coding certifications (e.g., CPC, CCS)Certification (CPC, CCS), no RN license needed
Work EnvironmentHealthcare facilities, insurance companies, remote clinicsInsurance companies, billing companies, healthcare organizations
Industry UsageHospitals, clinics, outpatient facilitiesInsurance, billing, coding services
Job FocusClinical documentation, patient records, coding from RN perspectiveMedical coding from documentation, billing codes, insurance claims

Remote Rn Coding involves licensed RNs with coding certifications working primarily on clinical documentation and patient records, often within healthcare settings. Remote Medical Coder roles focus on coding insurance claims and billing documentation, typically requiring coding certifications but not an RN license. Both roles are essential in healthcare revenue cycle management but differ in credentials, work environment, and job focus.

Can you work remotely as a medical coder?

Remote Rn Coding is a common role in medical coding, allowing professionals to perform coding tasks from home using electronic health records and coding software. It typically requires certification, attention to detail, and knowledge of medical terminology and coding guidelines. Many healthcare organizations offer remote coding positions, making it a flexible career option.

What are some common challenges faced by Remote RN Coders and how can they be addressed?

Remote RN Coders often encounter challenges such as staying updated with frequent coding guideline changes, ensuring accurate documentation, and maintaining productivity without direct on-site supervision. To address these, it's important to actively participate in ongoing training, utilize reliable coding resources, and establish a dedicated, distraction-free workspace. Regular communication with team members and supervisors also helps clarify uncertainties and promote a collaborative environment, even while working remotely.

Can an RN work as a medical coder?

Yes, registered nurses (RNs) can work as medical coders, especially if they have knowledge of medical terminology, anatomy, and coding systems like ICD-10 and CPT. Many RNs transition into coding roles by obtaining certification such as the Certified Professional Coder (CPC) to enhance their qualifications and improve job prospects.

What is a Remote RN Coder?

A Remote RN Coder is a registered nurse who specializes in medical coding and works from a remote location, often from home. Their primary responsibility is to review patient medical records and assign appropriate diagnosis and procedure codes for billing, insurance, and data collection purposes. They use their clinical expertise to ensure coding accuracy and compliance with healthcare regulations. This role requires both nursing credentials and specialized training or certification in medical coding. Remote RN Coders play a critical role in supporting healthcare revenue cycles and maintaining accurate patient records.

Are RN coders in demand?

Registered Nurse (RN) coders are in high demand due to the increasing need for accurate medical coding for billing and documentation. Their skills in clinical knowledge and coding systems like ICD-10 and CPT are essential in healthcare settings, and remote coding positions are growing as healthcare organizations seek flexible staffing options.

What are the key skills and qualifications needed to thrive as a Remote RN Coder, and why are they important?

To thrive as a Remote RN Coder, you need a current RN license, in-depth clinical knowledge, and expertise in medical coding, often supported by certifications such as CCS or CPC. Familiarity with coding software, electronic medical records (EMRs), and healthcare compliance systems is essential. Strong attention to detail, self-motivation, and effective communication skills help ensure coding accuracy and collaboration with healthcare teams. These competencies are crucial for maintaining accurate medical records, optimizing reimbursement, and ensuring regulatory compliance in a remote work environment.
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Remote Rn Coding jobs near you
Breast Nurse Navigator - Cancer Center - FT - Day

Breast Nurse Navigator - Cancer Center - FT - Day

Stormont Vail Health

Topeka, KS • Remote

Full-time

Posted 7 days ago

Stormont Vail Health rating

5.7

Company rating: 5.7 out of 10

Based on 53 frontline employees who took The Breakroom Quiz

778th of 873 rated healthcare providers

Job description

Position Status:

Full time

Shift:

First Shift (Days - Less than 12 hours per shift) (United States of America)

Hours per week:

40

Job Information
Exemption Status: Non-Exempt
A Brief Overview
The Breast Nurse Navigator functions in the role of care manager and specialized patient navigator for individuals with breast disease and breast cancer. This role mirrors the Oncology Nurse Navigator structure while incorporating breast-specific navigation responsibilities aligned with American College of Surgeons (ACS) National Accreditation Program for Breast Centers (NAPBC) standards. The navigator facilitates coordination of care, patient education, barrier reduction, and multidisciplinary communication across the breast cancer care continuum. The Breast Nurse Navigator functions primarily in the role of care manager. This role includes coordination of patient care activities, delegation of tasks as appropriate, and collaboration with clinical team members in accordance with the Kansas Nurse Practice Act and Joint Commission regulations.
Education Qualifications

  • Bachelor's Degree of Science in Nursing (BSN) Preferred


Experience Qualifications

  • 2 years Nursing experience in oncology Required

  • 2 years Breast Care or Navigation experience Preferred


Skills and Abilities

  • Ability to read, analyze, and interpret professional journals, technical procedures, and regulatory requirements.

  • Ability to effectively present information and respond to questions from physicians, patients, and staff.

  • Ability to apply mathematical concepts such as percentages and ratios.

  • Ability to define problems, collect data, and draw valid conclusions.

  • Proficiency with electronic medical record systems.


Licenses and Certifications

  • Registered Nurse - KSBN Required

  • Oncology Certified Nurse (OCN)- Magnet - ONCC-Magnet Required to obtain within 2 years of hire date or

  • Certified Breast Care Nurse (CBCN) required to obtain within 2 years of hire date


What you will do

  • The Breast Nurse Navigator performs the following duties consistent with the Oncology Nurse Navigator role, with additional breast-specific focus:

  • Coordinates patient care activities and serves as a resource to the multidisciplinary care team.

  • Initiates patient contact at the time of abnormal breast screening, biopsy, or diagnosis.

  • Guides patients through the healthcare system, including scheduling, diagnostics, consultations, and treatment.

  • Facilitates communication between physicians, nursing staff, patients, and families.

  • Provides disease- and treatment-specific education to patients and caregivers.

  • Identifies and addresses barriers to care.

  • Documents patient interactions and navigation outcomes.

  • Ensures coordination of breast imaging, pathology review, surgical consultation, and adjuvant therapy planning.

  • Facilitates multidisciplinary breast tumor board preparation and follow-up.

  • Coordinates referrals to genetic counseling, lymphedema services, physical therapy, and survivorship resources.

  • Participates in quality improvement and accreditation activities supporting NAPBC and Commission on Cancer standards.

  • Participates in Survivorship Education Series/Assists

  • Works with the Breast Cancer Team in providing community education

  • Assists with Breast Cancer data collection


Required for All Jobs

  • Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health

  • Performs other duties as assigned


Patient Facing Options

  • Position is Patient Facing


Remote Work Guidelines

  • Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.

  • Stable access to electricity and a minimum of 25mb upload and internet speed.

  • Dedicate full attention to the job duties and communication with others during working hours.

  • Adhere to break and attendance schedules agreed upon with supervisor.

  • Abide by Stormont Vail's Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.


Remote Work Capability

  • Hybrid


Scope

  • No Supervisory Responsibility

  • No Budget Responsibility


Physical Demands

  • Balancing: Occasionally 1-3 Hours

  • Carrying: Occasionally 1-3 Hours

  • Climbing (Ladders): Rarely less than 1 hour

  • Climbing (Stairs): Rarely less than 1 hour

  • Crawling: Occasionally 1-3 Hours

  • Crouching: Occasionally 1-3 Hours

  • Eye/Hand/Foot Coordination: Frequently 3-5 Hours

  • Feeling: Frequently 3-5 Hours

  • Grasping (Fine Motor): Occasionally 1-3 Hours

  • Grasping (Gross Hand): Frequently 3-5 Hours

  • Handling: Occasionally 1-3 Hours

  • Hearing: Frequently 3-5 Hours

  • Kneeling: Rarely less than 1 hour

  • Lifting: Frequently 3-5 Hours up to 50 lbs

  • Operate Foot Controls: Occasionally 1-3 Hours

  • Pulling: Occasionally 1-3 Hours up to 25 lbs

  • Pushing: Occasionally 1-3 Hours up to 25 lbs

  • Reaching (Forward): Frequently 3-5 Hours

  • Reaching (Overhead): Occasionally 1-3 Hours

  • Repetitive Motions: Frequently 3-5 Hours

  • Sitting: Rarely less than 1 hour

  • Standing: Occasionally 1-3 Hours

  • Stooping: Rarely less than 1 hour

  • Talking: Frequently 3-5 Hours

  • Walking: Occasionally 1-3 Hours


Working Conditions

  • Burn: Occasionally 1-3 Hours

  • Chemical: Occasionally 1-3 Hours

  • Combative Patients: Rarely less than 1 hour

  • Dusts: Rarely less than 1 hour

  • Electrical: Rarely less than 1 hour

  • Infectious Diseases: Rarely less than 1 hour

  • Mechanical: Rarely less than 1 hour

  • Needle Stick: Occasionally 1-3 Hours

  • Noise/Sounds: Frequently 3-5 Hours

  • Poor Ventilation, Fumes and/or Gases: Rarely less than 1 hour

  • Radiant Energy: Occasionally 1-3 Hours

  • Risk of Exposure to Blood and Body Fluids: Occasionally 1-3 Hours

  • Risk of Exposure to Hazardous Drugs: Occasionally 1-3 Hours

  • Hazards (other): Rarely less than 1 hour

  • Vibration: Rarely less than 1 hour

  • Wet and/or Humid: Rarely less than 1 hour

Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.

Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.

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