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Vice President Rcm Analyst Jobs in Michigan (NOW HIRING)

Lake Trust Credit Union

VP, Lending

Brighton, MI

$132K - $170K/yr

Work-life balance Job Summary The Vice President of Lending is a lending leader responsible for ... Exceptional communication, analytical, and problem solving skills. * Proven ability to lead ...

Lake Trust Credit Union

VP, Lending

Brighton, MI · On-site

$132K - $170K/yr

Work-life balance Job Summary The Vice President of Lending is a lending leader responsible for ... Exceptional communication, analytical, and problem solving skills. * Proven ability to lead ...

Healthrise

RCM Ops & IT Integrator

Farmington, MI · On-site

Partner with Epic application analysts and IT build teams to review proposed configurations prior ... Experience facilitating stakeholders at the VP and C-suite levels. * Strong project management ...

Ilitch

VP, Financial Planning & Analysis

Detroit, MI · On-site

Leads all budgeting and forecasting for functional support areas, working closely with functional partners and the VP, Corporate FP&A. * Engages closely with the Data Analytics team to build/deliver ...

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Vice President Rcm Analyst information

Is SVP a high level position?

An SVP (Senior Vice President) is a high-level executive position often just below the C-suite, responsible for major divisions or functions within an organization. In comparison, a Vice President RCM Analyst typically reports to senior leadership and focuses on revenue cycle management analysis, making the SVP role significantly more senior and strategic.

What is a VP of RCM?

A Vice President of Revenue Cycle Management (RCM) is a senior executive responsible for overseeing the processes involved in billing, collections, and revenue generation within a healthcare organization. They ensure efficient revenue cycle operations, optimize cash flow, and often lead teams using healthcare management software and analytics tools. This role typically requires strong leadership, industry knowledge, and experience in healthcare finance or administration.

What is the difference between Vice President Rcm Analyst vs Revenue Cycle Manager?

AspectVice President Rcm AnalystRevenue Cycle Manager
CredentialsBachelor's degree, certifications like CPC or CPAR often preferredBachelor's degree, certifications like CPC or CPAR often preferred
Work EnvironmentStrategic leadership, executive meetings, high-level analysisOperational management, team supervision, process improvement
Industry UsageUsed in large healthcare organizations, hospitals, health systemsCommon in hospitals, clinics, healthcare providers

The Vice President Rcm Analyst focuses on strategic oversight and high-level analysis of revenue cycle processes, often working with executive teams. In contrast, the Revenue Cycle Manager handles day-to-day operations, team management, and process improvements. Both roles require similar credentials but differ in scope and responsibilities within healthcare revenue cycle management.

What are the key skills and qualifications needed to thrive as a Vice President RCM Analyst, and why are they important?

To thrive as a Vice President RCM Analyst, you need deep expertise in revenue cycle management, financial analysis, and a strong understanding of healthcare billing regulations, typically supported by a relevant degree and significant industry experience. Familiarity with RCM software platforms, data analytics tools, and compliance systems is essential for optimizing revenue processes. Exceptional leadership, strategic thinking, and effective communication skills help drive team performance and cross-departmental initiatives. These competencies are crucial for maximizing organizational revenue, maintaining compliance, and ensuring operational efficiency in complex healthcare environments.

How much does a VP of clinical trials make?

A Vice President of Clinical Trials typically earns between $150,000 and $250,000 annually, depending on experience, company size, and location. They often oversee large teams, manage budgets, and require advanced knowledge of clinical research processes and regulatory requirements.

How much does a VP of RCM make?

A Vice President of Revenue Cycle Management (RCM) typically earns between $130,000 and $250,000 annually, depending on experience, location, and the size of the organization. Senior roles often include bonuses and benefits, and strong leadership and healthcare industry knowledge are important for this position.

What are the main challenges a Vice President RCM Analyst faces when aligning revenue cycle management strategies across multiple departments?

A Vice President RCM Analyst often encounters challenges in standardizing processes and ensuring consistent data quality across various departments within an organization. Balancing the diverse needs of clinical, financial, and IT teams while implementing effective revenue cycle strategies requires strong collaboration and communication skills. Additionally, adapting to frequent regulatory changes and integrating new technologies can create complexity, making it essential to foster a culture of continuous improvement and cross-functional teamwork. Overcoming these hurdles is key to optimizing revenue flow and maintaining compliance.

What does a Vice President RCM Analyst do?

A Vice President RCM (Revenue Cycle Management) Analyst is responsible for overseeing and optimizing the financial processes related to patient billing, collections, and revenue generation in a healthcare organization. They analyze data, identify trends, and implement strategies to improve cash flow and reduce claim denials. Additionally, they lead teams, ensure compliance with regulations, and collaborate with other executives to align financial operations with organizational goals.
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Vice President Rcm Analyst jobs near you
Vice President, People & Culture

Vice President, People & Culture

C3 Industries

Ann Arbor, MI • On-site, Remote

Full-time

PTO

Posted 4 days ago

C3 Industries rating

5.8

Company rating: 5.8 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

22nd of 31 rated cannabis dispensaries

Job description

JOB SUMMARY:
The Vice President, People & Culture is responsible for leading and evolving the enterprise Human Resources function in support of C3 Industries' multi-state retail, cultivation/facilities, and corporate operations. This role serves as a strategic business partner to executive leadership and is accountable for workforce planning, HRIS and data governance, benefits strategy and cost management, labor relations, ESOP administration (if applicable), talent acquisition, compliance, compensation strategy, and organizational development. The Vice President will elevate administrative discipline, financial alignment, and operational rigor across the HR function while maintaining strong partnership across the business.
JOB DUTIES:
Core duties and responsibilities include the following. Other duties may be assigned.
  • Monitor, analyze, and update C3 Industries' strategies and policies in response to evolving labor market trends - both within the cannabis sector and across broader industries - including areas such as remote work, hybrid work models, compensation, benefits, PTO, and AI in the workplace.
  • Enhance HR process efficiency by driving standardization, automation, and clearly defined service-level expectations.
  • Lead and continuously enhance the enterprise Human Resources operating model across retail, facilities, and corporate teams to ensure consistent, scalable, and high quality execution.
  • Lead workforce planning and labor cost forecasting to align staffing plans with financial targets and operating needs.
  • Build and maintain executive level workforce dashboards (turnover, hiring velocity, labor costs, engagement, compliance risk).
  • Oversee HRIS strategy, system automation, reporting integrity, and data governance.
  • Negotiate and manage company wide benefits strategy, broker carrier relationships, and cost modeling.
  • Provide strategic leadership in union engagement and collective bargaining to support stable operations and compliant outcomes.
  • Ensure multi-state compliance, audit readiness, and consistent policy enforcement.
  • Design and govern compensation strategies including pay structures and market benchmarking, aligned to business needs and negotiated agreements.
  • Build structured talent acquisition pipelines and succession planning across all functions.
  • Managed Human Resources budget and align HR initiatives with enterprise financial performance.
  • Build and coach a high-performing HR leadership team with clear roles, accountability, and development plans.
  • Champion culture and organizational effectiveness through leader communication, manager capability, and consistent employee experience across sites.

SUPERVISORY RESPONSIBILITIES:
Directly oversees the HRIS Director, Director of Field HR, and Director of Talent Acquisition, while managing key external HR vendor relationships. Responsible for building and maintaining a high-performing, well-structured HR team.
JOB REQUIREMENTS:
  • Bachelor's degree in HR, Business, or related field; advanced degree or certification preferred.
  • PHR, SPHR or other HR certification, strongly preferred.
  • 10+ years of progressive HR experience with 5+ years in senior leadership.
  • Experience in multi-state and multi-unit, highly regulated environments preferred.
  • Demonstrated experience with union negotiations and labor strategy.
  • Experience managing benefits negotiations and cost governance.
  • Strong financial acumen with ability to align HR strategy to EBITDA and operational goals.
  • Deep knowledge of employment law and compliance best practices.
  • Strong executive presence with ability to partner effectively at both Vice President and C suite levels.
  • Strong (and current) knowledge of all laws and regulations pertaining to employment & labor laws.
  • Strong results- orientation and commitment to quality, performance and deliverables.
  • Working knowledge of HRIS systems and comfortable learning new systems.
  • Effective multi-tasker with demonstrated ability to prioritize.
  • Demonstrate strong oral and written communication skills; ability to correspond in a professional, businesslike manner.
  • This role requires the ability to travel as needed and pass applicable background check requirements.

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