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Vice President Hcc Risk Adjustment Coder Jobs in Pulaski, TN

Northrop Grumman

Manager Programs 2

Huntsville, AL · On-site

$153K - $230K/yr

... risk management Enables alignment across engineering, manufacturing, software, FMS, and business ... Vice President or Director positions may be eligible for Long Term Incentives. In addition ...

Northrop Grumman

Manager Programs 2

Huntsville, AL · On-site

$153K - $230K/yr

... risk management Enables alignment across engineering, supply chain, manufacturing, and business ... Vice President or Director positions may be eligible for Long Term Incentives. In addition ...

Northrop Grumman

Manager Programs 2

Huntsville, AL · On-site

$153K - $230K/yr

... risk management Enables alignment across engineering, manufacturing, software, FMS, and business ... Vice President or Director positions may be eligible for Long Term Incentives. In addition ...

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All JobsVice President Hcc Risk Adjustment Coder JobsVice President Hcc Risk Adjustment Coder Jobs in Pulaski, TN

Vice President Hcc Risk Adjustment Coder information

See Pulaski, TN salary details

$84.2K

$174K

$260K

How much do vice president hcc risk adjustment coder jobs pay per year?

As of Sep 4, 2026, the average yearly pay for vice president hcc risk adjustment coder in Pulaski, TN is $173,978.00, according to ZipRecruiter salary data. Most workers in this role earn between $134,900.00 and $201,900.00 per year, depending on experience, location, and employer.

What is a Vice President HCC Risk Adjustment Coder?

A Vice President HCC (Hierarchical Condition Category) Risk Adjustment Coder is a senior executive responsible for overseeing the medical coding operations related to risk adjustment in healthcare organizations. They lead teams that ensure accurate coding of patient diagnoses and health information, which impacts how healthcare providers are reimbursed by insurance payers, especially Medicare Advantage plans. Their role typically involves compliance oversight, quality assurance, training coders, and strategic planning to optimize risk scores. These professionals require extensive experience in medical coding, deep knowledge of HCC models, and strong leadership skills. They play a critical part in helping organizations maximize compliant reimbursement and improve patient outcomes.

What are the key skills and qualifications needed to thrive as a Vice President HCC Risk Adjustment Coder?

To thrive as a Vice President HCC Risk Adjustment Coder, you need deep expertise in HCC coding, risk adjustment methodologies, healthcare regulations, and a relevant certification such as CPC, CRC, or CCS. Mastery of coding software, EHR systems, and data analytics platforms is typically required. Leadership, strategic thinking, attention to detail, and strong communication skills distinguish top performers in this role. These skills are crucial for ensuring coding accuracy, regulatory compliance, and driving organizational success in value-based care environments.

What are some common challenges faced by a Vice President HCC Risk Adjustment Coder, and how can they be managed?

A Vice President HCC Risk Adjustment Coder often faces the challenge of ensuring coding accuracy and compliance across large teams while keeping up with evolving CMS guidelines. Managing remote or distributed coding staff, integrating new technology solutions, and balancing productivity with quality assurance are also common hurdles. Success in this role requires strong communication skills, ongoing coder education, and the implementation of robust audit processes to maintain data integrity and regulatory compliance.

What is the difference between Vice President Hcc Risk Adjustment Coder vs Hcc Risk Adjustment Coder?

AspectVice President Hcc Risk Adjustment CoderHcc Risk Adjustment Coder
CredentialsAdvanced certifications, leadership experienceCertifications like CPC, CCS, or RHIT
Work EnvironmentExecutive-level, strategic planningOperational, coding departments
Industry UsageUsed in large healthcare organizations, insurersCommon in hospitals, clinics, coding firms

The Vice President Hcc Risk Adjustment Coder focuses on strategic leadership and oversight of risk adjustment coding programs, often requiring advanced certifications and leadership skills. In contrast, the Hcc Risk Adjustment Coder handles day-to-day coding tasks, ensuring accurate HCC coding based on medical records. Both roles are vital in healthcare risk management but differ mainly in scope, responsibilities, and experience level.

What cities near Pulaski, TN are hiring for Vice President Hcc Risk Adjustment Coder jobs?

Cities near Pulaski, TN with the most Vice President Hcc Risk Adjustment Coder job openings:

Vice President Hcc Risk Adjustment Coder jobs near you

Labor Relations Manager

Chugach Government Solutions

Huntsville, AL • On-site

Full-time

Posted 5 days ago

Job description

About Us
When you work at Chugach Government Solutions (CGS), you join a proud legacy of supporting missions while sustaining culture.
The federal division of Chugach Alaska Corporation, CGS has been supporting critical missions as a government contractor for over 25 years. Our focus is to support facility maintenance, IT/technical services, construction and education. We are proud to have built, and continue to foster, an incredibly talented team spanning across the globe in hundreds of different fields - each team member proud to serve our country with first-class business services, while also making a difference for our Chugach shareholders.
At CGS, empowering employees is a part of our core, and that focus is one of the ways we build and foster high-performing teams. We empower our employees through competitive compensation and benefits package, professional growth opportunities, truthful communication, and more!
If you are looking for an opportunity to serve something bigger than yourself; if you want your day job to be one that creates meaningful value; if you are looking for an environment that highly values employees and respects individual differences - then Chugach Government Solutions may be the right fit for you!
Job Overview
The Labor Relations Manager is CGS's enterprise operational lead and subject matter resource for labor-management relations. Reporting to the Vice President of Human Resources, the role leads the day-to-day execution, coordination, and governance of labor relations activities across CGS programs and represented employee groups. The position partners closely with Operations, site Human Resources, Payroll, Benefits, union representatives, and Legal Counsel to administer collective bargaining agreements (CBAs), resolve labor disputes, support bargaining, and identify labor risk before it affects employees, customers, or business continuity. HR leadership and Legal Counsel establish overall labor strategy and approve material bargaining positions, economic commitments, precedent-setting contract interpretations, and significant settlements; the Labor Relations Manager translates that direction into consistent execution across the organization. The role also supports labor-related due diligence and workforce transitions associated with new business, contract changes, and program mobilization or demobilization.
Responsibilities
Essential Job Duties:
Labor Relations Strategy, Governance & Partnership
  • Lead the execution of CGS labor relations strategy and recommend proactive approaches that strengthen labor-management relationships, workforce stability, and business continuity.
  • Serve as the primary day-to-day liaison among CGS leadership, program management, Human Resources, union representatives, and Legal Counsel on represented-workforce matters.
  • Advise leaders on CBA interpretation, management rights, past practice, grievance handling, discipline, performance management, workforce changes, and other labor implications of business decisions.
  • Establish enterprise labor-relations standards, tools, calendars, escalation protocols, and consistent practices while recognizing site-specific CBA obligations and established past practices.
  • Support labor-related due diligence for new business, proposals, acquisitions, contract transitions, and mobilization/demobilization.

Collective Bargaining & CBA Administration
  • Lead or serve as a principal member of CGS bargaining teams, as assigned and in coordination with HR leadership and Legal Counsel, including bargaining preparation, proposal development, data analysis, costing, table strategy, documentation, and implementation of negotiated commitments.
  • Maintain centralized oversight of CGS CBAs, including bargaining units, union/local information, contract terms, expiration and reopener dates, wage and benefit provisions, side letters, memoranda of understanding, notice requirements, and other continuing labor commitments.
  • Lead day-to-day CBA administration and interpretation, research contract history and past practice, and provide clear guidance to HR and Operations on contractual obligations and available management options.
  • Partner with Payroll, Benefits, HRIS, Finance, and Operations to ensure negotiated wages, premiums, benefits, leave provisions, schedules, seniority rules, and other employment terms are accurately implemented and administered.
  • Monitor contract milestones and bargaining obligations sufficiently in advance to support timely planning, leadership alignment, costing, and negotiation readiness.

Grievances, Disputes & Labor Proceedings
  • Manage the grievance process from intake through resolution, including issue assessment, investigation, documentation, contractual timelines, management preparation, grievance meetings, resolution recommendations, and follow-through on settlements or other commitments.
  • Represent CGS in grievance hearings, mediations, arbitrations, and other labor proceedings as assigned; coordinate case strategy and external counsel support with HR leadership and Legal Counsel when appropriate.
  • Maintain centralized tracking of grievances, information requests, arbitrations, unfair labor practice matters, settlements, and other labor disputes, including deadlines, owners, status, outcomes, and precedent considerations.

Labor Compliance, Risk & Representation Matters
  • Support compliance with the National Labor Relations Act (NLRA), applicable federal and state labor requirements, collective bargaining obligations, and company policy in coordination with HR leadership and Legal Counsel.
  • Support responses to representation matters, organizing activity, unfair labor practice charges, agency inquiries, and related labor proceedings as assigned and with appropriate legal oversight.
  • Assess labor implications associated with reorganizations, reductions in force, transfers of work, schedule changes, subcontracting, program start-up or closeout, and other operational changes, including notice and bargaining obligations.
  • Handle sensitive and confidential labor matters with sound judgment and promptly escalate material compliance, litigation, customer, financial, reputational, or employee-relations risk.
  • Develop and maintain labor relations procedures, playbooks, training materials, and manager guidance that support effective contract administration and defensible, consistent practices.

Labor Analytics, Records & Business Support
  • Maintain complete and organized labor relations records, including CBAs, bargaining notes, proposals, cost models, grievance files, settlement agreements, side letters, historical interpretations, and relevant correspondence.
  • Track and analyze labor metrics such as grievance volume and aging, arbitration activity, discipline trends, contract expirations, information requests, settlement patterns, and recurring contract issues to identify risk and improvement opportunities.
  • Support labor-related due diligence for new business, acquisitions, contract transitions, and mobilization/demobilization activities by identifying represented-workforce obligations, inherited practices, bargaining requirements, and implementation risks.
  • Partner with Finance and business leaders, as needed, to evaluate labor-cost implications of bargaining proposals, settlements, and workforce changes.

Leader Capability & Labor-Management Engagement
  • Develop and deliver practical training for leaders and HR partners on CBA interpretation, grievance administration, documentation, labor-law fundamentals, supervisor conduct, and effective communication in a unionized environment.
  • Coach managers and HR partners on consistent, contract-compliant application of policies, performance expectations, attendance standards, corrective action, and documentation.
  • Build constructive working relationships with union representatives and employees while preserving CGS management rights, contractual positions, and business objectives.
  • Promote early issue identification and resolution through regular engagement with program leadership, HR partners, and union representatives.

Job Requirements
Mandatory:
  • Bachelor's degree in Human Resources, Labor Relations, Business Administration, or a related field; an equivalent combination of education and directly relevant experience may be considered.
  • Seven (7)+ years of progressive Human Resources, employee relations, or labor relations experience, including at least five (5) years of substantive, hands-on labor relations experience in a unionized environment.
  • Demonstrated experience with collective bargaining, CBA administration and interpretation, grievance management, arbitration preparation, labor investigations, and advising leaders on complex represented-workforce matters.
  • Working knowledge of labor requirements applicable to represented employees in federal contracting environments, including Service Contract Labor Standards, wage determinations, and successor-contractor labor obligations.
  • Demonstrated ability to independently manage multiple labor matters, contractual deadlines, and stakeholder relationships across geographically dispersed operations.
  • Strong working knowledge of the NLRA, collective bargaining principles, grievance and arbitration processes, and labor-management practices.
  • Strong written, verbal, negotiation, conflict-resolution, and executive communication skills, with the ability to develop clear recommendations from complex facts and contract language.
  • Experience handling highly sensitive and confidential matters with sound judgment, disciplined documentation, and appropriate escalation.
  • Proficiency with Microsoft Office, HRIS platforms, databases, and reporting tools used to organize and analyze labor-relations information.
  • This position involves access to export-controlled technology and requires U.S. Person status or government authorization.

Preferred:
  • Experience supporting labor relations in a federal government contracting environment.
  • Experience supporting multiple unions, bargaining units, and CBAs across multiple states, sites, or business programs.
  • Substantive participation in contract negotiations, mediation, arbitration, NLRB representation matters, or unfair labor practice proceedings.
  • Experience in aerospace and defense, manufacturing, industrial operations, construction, facilities services, or other operationally intensive environments.
  • Professional certification such as SPHR, SHRM-SCP, or a relevant labor-relations credential.
  • Advanced ability to interpret collective bargaining agreements, reconcile contract language with past practice and policy, and explain practical management options and risk.
  • Strong negotiation, conflict-resolution, fact-finding and labor-dispute resolution skills.
  • Ability to evaluate, operational, financial, employee-relations, precedent and , and legal/compliance implications of labor decisions.
  • Ability to influence and communicate effectively with executives, operations leaders, HR professionals, employees, union representatives, Legal Counsel, and external advisors.
  • Strong analytical, organizational, project-management, records-management, and follow-through skills; including management of competing priorities and contractual deadlines in a fast-paced environment.
  • Sound judgment in complex or high-pressure situations, including the ability to balance constructive labor-management relationships with preservation of management rights and recognize matters requiring executive or legal escalation.

Working Conditions:
  • Work is typically sedentary in nature and performed in an office setting.
  • The incumbent should be able to sit for extended periods of time, stand, walk, talk, hear, and write.
  • Work hours are subject to change, and work over 40 hours per week, evening, weekend, and/or holiday work may be necessary based on bargaining schedules, grievance or arbitration activity, investigations, and other urgent labor matters.
  • Travel Approximately 20% may be required, as well as work outside standard business hours when required to support labor meetings, negotiations, investigations, training, and other Human Resources activities.

Disclosures
Chugach Government Solutions is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, gender, sexual orientation, gender identity or expression, age, pregnancy, disability, genetic factors, protected veteran status or other characteristics protected by law.
Chugach will provide reasonable accommodations, according to applicable state and federal laws, to all qualified individuals with physical or mental disabilities. In compliance with the ADA Amendments Act (ADAAA), if you have a disability and would like to request an accommodation in order to apply for a position with Chugach Government Solutions or any of its subsidiaries, please email ada@chugachgov.com.
Chugach Government Solutions supports pay transparency and is committed to equitable and competitive compensation practices. Compensation for this role will be determined based on factors including job responsibilities, experience, skills, internal equity, geographic location, and applicable contract requirements. Where required by law, compensation ranges will be provided to candidates during the hiring process.
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