Remote Utilization Review Rn Jobs in Topeka, KS (NOW HIRING)

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Job Information
Exemption Status: Exempt
A Brief Overview
The Value Analyst provides leadership for Clinical Value Analysis, Surgical Value Analysis and Purchase Services/Indirect Spend committees and various subcommittees across Stormont Vail Health. This position is responsible for investigating, evaluating and implementing product and service standardization, utilization and conversion opportunities that achieve quantifiable cost savings to the organization. This position requires interaction with suppliers, internal customers and department staff daily. This position must possess the ability to uncover and understand current practice, calculate overall impact of proposed changes and professionally present new ideas to the hospital administration team and department directors. Ideal candidate will be experienced in the value analysis process. The individual will act as a Materials Management Information System (MMIS) super user as well as Subject Matter Expert on GPO resources.
Education Qualifications

• Bachelor's Degree Required

Experience Qualifications

• 2 years Experience in purchasing, contracts, data analysis, information systems or related business. Required

Skills and Abilities

• Ability to read, analyze, and interpret proposals and contracts for terms, conditions and financial impact. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, customers, vendors and the general public. (Required proficiency)
• Ability to calculate figures and amounts such as discounts, interest, commissions and percentages. Ability to apply concepts of basic algebra. (Required proficiency)
• Ability to define problems, collect data, establish facts, and draw valid conclusions. (Required proficiency)
• Ability to interpret an extensive variety of proposals and presentations and deal with several abstract and concrete variables. (Required proficiency)
• Must be proficient in Microsoft platform including Word, Excel, and Outlook. Experience in Workday Supply Chain Management or other SCIS a plus. (Required proficiency)

Licenses and Certifications

• CMRP certification is preferred.

What you will do

• Supports hospital expense management by identifying opportunities for cost reductions through value analysis, product/service standardization, contract optimization, vendor proposals and utilization of group purchasing organization (GPO) contracts.
• Leads multiple value analysis projects simultaneously.
• Works with Integrations Analyst and Vizient Spend Manager to perform data analysis of current product mix and promotes compliance to GPO contracts.
• Maintains high degree of knowledge of market and GPOs.
• Conducts data validation of current category spend for GPO analytics team.
• Plans projects, develops timelines, provides team leadership for supply initiatives and negotiates with vendors.
• Presents all cost savings opportunities in standard department template.
• Evaluates potential substitute products for clinical efficacy.
• Leads interdisciplinary teams and provides appropriate levels of service.
• Analyzes impact of recall notifications, coordinates action planning and notifies appropriate stakeholders.
• Analyzes impact of discontinued product and works with end users to identify appropriate alternatives.
• Creates new items and performs contract price updates in the MMIS Item Master.
• Works with Sourcing Director to develop departmental Standard Work Documents.
• Communicates with supervisor regarding potential or existing concerns.
• Actively supports all policies and procedures of the department and hospital.

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 Not 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 No Budget Responsibility

Physical Demands

• Balancing: Rarely less than 1 hour
• Carrying: Occasionally 1-3 Hours
• Climbing (Stairs): Rarely less than 1 hour
• Eye/Hand/Foot Coordination: Frequently 3-5 Hours
• Feeling: Occasionally 1-3 Hours
• Grasping (Fine Motor): Frequently 3-5 Hours
• Grasping (Gross Hand): Occasionally 1-3 Hours
• Handling: Occasionally 1-3 Hours
• Hearing: Frequently 3-5 Hours
• Kneeling: Rarely less than 1 hour
• Lifting: Occasionally 1-3 Hours up to 25 lbs
• Pulling: Occasionally 1-3 Hours up to 25 lbs
• Pushing: Occasionally 1-3 Hours up to 25 lbs
• Reaching (Forward): Rarely less than 1 hour up to 25 lbs
• Reaching (Overhead): Rarely less than 1 hour up to 25 lbs
• Repetitive Motions: Frequently 3-5 Hours
• Sitting: Frequently 3-5 Hours
• Standing: Occasionally 1-3 Hours
• Stooping: Rarely less than 1 hour
• Talking: Frequently 3-5 Hours
• Walking: Occasionally 1-3 Hours

Working Conditions

• Noise/Sounds: 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.