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Day – 08 Hour (United States of America)
This is a Stanford Health Care job.
A Brief Overview
The Reporting and Data Analytics Program Manager- Revenue Cycle Optimization reports to the Director of Revenue Cycle Optimization and is responsible for designing and overseeing the data and analytics program that informs department priorities and recommendations for the Revenue Cycle’s key objectives. The Reporting and Analytics Manager serves as the key resource for the Revenue Cycle Optimization team’s data and reporting needs, and the primary liaison between Optimization and Revenue Cycle Analytics. The Reporting and Data Analytics Program Manager’s scope will span across the enterprise requiring collaboration with the School of Medicine Directors of Finance and Administration, SHC, Stanford Medicine-Partners, and Tri-Valley Hospital and Ambulatory Directors, IT, as well as various SHC Revenue Cycle Leadership. Additionally, the Revenue Cycle Optimization Analytics Manager oversees the ROI methodology for the team and ensures each Revenue Cycle objective is tied to quantitative, measurable outcomes.
Locations
Stanford Health Care
What you will do
Performs detailed analysis of financial and revenue cycle performance to identify trends, patterns, and root causes.
Provides leadership for large strategic initiatives, bring best-practice data and analytics methodologies to a large portfolio of Optimization projects and delivery of continuous improvement to data and reporting tools and fostering a culture of data-driven decision making.
Creates a structure of accountability ensuring that all ROI estimates are validated by key stakeholders and the measurement and reporting expectations for each project are clearly defined, holding project team responsible for any analytics milestones throughout project and measurement lifespan.
Manages the ROI program and methodology for the Optimization team and full portfolio of cross-functional Revenue Cycle projects. Ensures that benefit analysis for each initiative is calculated appropriately and consistently and oversees standard work related to ROI status updates to leadership and Optimization team members. Oversees creation of new ROI data resources as required.
Prepares data and monitors ROI and key performance results for Revenue Cycle Optimization projects, assists in preparation of status updates for department and Revenue Cycle leaders, and explores reasons for performance fluctuation and deterioration.
Leads, develops, and implements data and analytics training for Optimization team members and Revenue Cycle leadership to ensure understanding of ROI methodology and to foster improved competency with self-service service analytics tools.
Serves as the team’s primary point of escalation for all data and analytics escalations with future potential to lead a team of direct reports as the Optimization team and analytics needs expand.
Prepares summary findings of analysis for department leadership review. Examines historical and projected data to provide stakeholders with valuable information upon which to make operational decisions. Assists leadership in defining measurable outcomes for each new initiative and ensuring those outcomes will contribute to executive level goals.
Troubleshoots effectively and provides creative solutions when barriers to data and analytics requests are met. Utilizes a strong understanding of revenue cycle applications, operational workflows, and regulatory policies to assist in analytic evaluations.
Prioritizes effectively and communicates clear timelines to Optimization team and Revenue Cycle leadership.
Cultivates exceptional relationships across the revenue cycle and with external partners to develop a clear understanding of department workflows and related analytics requirements. Engages regularly with revenue cycle managers and directors on improvement opportunities identified through data analysis.
Analyzes, prepares, and coordinates distribution of various reports for internal Revenue Cycle use and as required for external constituents.
Understands and effectively utilizes various databases for the reporting of Revenue Cycle data.
Develops and manipulates large data sets.
Provides analytics for and supports special projects as needed.
Ensures appropriate project management is utilized.
Education Qualifications
Bachelor’s degree in Business, Finance, Computer Science or an equivalent combination of education and experience.
Experience Qualifications
Five (5) years of progressively responsible and directly related work
experience.Prior experience in Healthcare Revenue Cycle, patient financial services and/or health information systems required.
Experience in program management preferred.
3-5 years of statistical/healthcare analysis experience preferred.
Required Knowledge, Skills and Abilities
Ability to analyze and develop solutions to complex problems.
Ability to apply judgment and make informed decisions.
Ability to manage, organize, prioritize, multi-task and adapt to changing priorities.
Ability to communicate complex concepts in simple form to non-finance users to understand the appropriate use and limits of information provided.
Ability to communicate effectively in written and verbal formats including summarizing data, presenting results.
Ability to establish and maintain effective working relationships.
Ability to influence others.
Ability to plan, organize, motivate, mentor, direct and evaluate the work of others.
Knowledge of revenue cycle methodology.
Knowledge of hospital information systems, including Epic.
Knowledge of business analytical practices and methodologies.
Knowledge of Microsoft Office software, including strong knowledge of Excel.
Strong project/program management skills
Defines project scope, goals and deliverables that support business goals in collaboration with the management and other stakeholders.
Licenses and Certifications
HFMA – Certified Rev Cycle Rep (CRCR) preferred.
EPICC – EPIC Certification preferred.
Physical Demands and Work Conditions
Blood Borne Pathogens
Category III – Tasks that involve NO exposure to blood, body fluids or tissues, and Category I tasks that are not a condition of employment
These principles apply to ALL employees:
SHC Commitment to Providing an Exceptional Patient & Family Experience
Stanford Health Care sets a high standard for delivering value and an exceptional experience for our patients and families. Candidates for employment and existing employees must adopt and execute C-I-CARE standards for all of patients, families and towards each other. C-I-CARE is the foundation of Stanford’s patient-experience and represents a framework for patient-centered interactions. Simply put, we do what it takes to enable and empower patients and families to focus on health, healing and recovery.
You will do this by executing against our three experience pillars, from the patient and family’s perspective:
Know Me: Anticipate my needs and status to deliver effective care
Show Me the Way: Guide and prompt my actions to arrive at better outcomes and better health
Coordinate for Me: Own the complexity of my care through coordination
Equal Opportunity Employer Stanford Health Care (SHC) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SHC does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity and/or expression, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements.
Base Pay Scale: Generally starting at $64.58 – $85.57 per hour
The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training. This pay scale is not a promise of a particular wage.