Job Summary: The Vice President of Revenue Cycle is responsible for leading and optimizing the revenue cycle operations within a healthcare system. The primary goal of this role is to ensure efficient and effective management of all aspects of revenue generation, reimbursement, and financial performance across the organization. The Vice President of Revenue Cycle will work closely with senior leadership, finance, clinical departments, and other stakeholders to develop and implement strategies that support revenue optimization and financial sustainability. Qualifications - License, Education, and/or Experience Required:
- Bachelor's degree in Healthcare Administration, Business Administration, Finance, or a related field; a Master's degree is preferred.
- Minimum of 10 years of progressive experience in revenue cycle management within a healthcare system or large healthcare organization.
- Strong knowledge of revenue cycle best practices, billing and coding regulations, and healthcare reimbursement methodologies.
- Proven experience in leading revenue cycle process improvement initiatives.
- Excellent leadership, communication, and interpersonal skills.
- Strong analytical and financial skills.
- Familiarity with revenue cycle management software and systems.
- Ability to adapt to evolving industry trends and regulatory changes.
Salary & Benefits: This position offers an annual salary range of $151,840 to $174,616, based on education and experience. Eligible employees may also receive discretionary bonuses, relocation assistance, merit increases, market adjustments, and other performance-based compensation. Employees are eligible for a competitive benefits package that includes medical, dental, and vision coverage, paid time off, educational assistance, and a 403(b) retirement plan with employer matching, among other perks. Benefit eligibility varies by employment status and will be reviewed during the hiring process. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor 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. 41 CFR 60-1.35(c)