Director - Revenue Cycle Automation (Remote)

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This is a Stanford Health Care job.

A Brief Overview
This position reports directly to the VP Revenue Cycle Optimization and will have oversight over a team of Revenue Cycle Analysts. The Director of Revenue Cycle Automation is an independent, dynamic, and innovative leader, critical to advancing our healthcare organization. This pivotal role, which bridges technology and healthcare operations, is focused on driving transformation by implementing automation and innovative solutions aimed at optimizing revenue and enhancing user experience within our Electronic Health Record (EHR) and related systems. This role directly influences the organization's finance performance by ensuring technology and lean processes are embedded in all revenue cycle strategic workflows.

The Director of Revenue Cycle Automation will work closely with Optimization leadership, Revenue Integrity, and Information Technology teams to develop a comprehensive strategy for revenue automation. This involves understanding the key revenue cycle goals, organizational workflows, competitive landscapes, and identifying opportunities to leverage automation technologies to streamline revenue-generating processes.

Locations
Stanford Health Care

What you will do

• Understanding Business Objectives: Develop a deep understanding of Revenue Cycle operations, IT and Clinic stakeholders' strategic goals, and priorities.

• Strategic Planning: Create the strategic vision for revenue generation in alignment with the organization's broader objectives. This involves aligning revenue goals with the broader mission and objectives of the healthcare organization. Identify, and spearhead, innovative initiatives across the organization, with a primary focus on system automation across the systems and tools available (ex. Epic EHR).

• Aligning IT Services with Business Needs: Advocate for IT best practices that enhance Revenue Cycle objectives. Align the TDS roadmap, project list, and future development opportunities within Epic with Revenue Integrity objectives.

• Requirements Analysis & Solution Design: Collaborate with stakeholders to understand their needs. Based on these requirements, design project roadmaps, and research and evaluate technologies that align with organizational goals.

• Market Analysis: Conduct research to understand healthcare industry dynamics and strategize for potential differentiation opportunities within our organization.

• Revenue Cycle Optimization: Lead initiatives to optimize revenue cycles through automation, enhancing operational efficiency. Drive revenue generation optimization by minimizing manual interventions, reducing end-user impact, and maximizing Accounts Receivable (AR). Overhaul workflows to streamline processes and minimize click-focused operations, fostering a culture of continuous improvement.

• Data Analytics & Continuous Improvement: Leverage data analytics to identify revenue trends, and advocate for continuous enhancements in IT services based on feedback from Revenue Cycle stakeholders. Leverage data analytics to identify revenue opportunities and trends within the healthcare organization. Proactively identify new areas of opportunity and revisit successful automation initiatives for further enhancement, such as Bill Area automation and revenue reconciliation simplification.

• Collaboration & Governance: Collaborate with organization leaders and third-party vendor support teams for successful solution implementation. Establish a governance council for automation proposal vetting.

• Building and Managing Relationships: Develop and sustain relationships with key personnel across the organization, fostering a culture of continuous improvement.

• Strategic IT Liaison: Act as the strategic intermediary between TDS, Epic, and the internal Technical Coordinators, ensuring alignment of technology solutions with Revenue Cycle goals.

• Request Support: Provide consultation support for revenue cycle leaders in navigating Epic functionalities, and streamline request processes.

• Facilitating Change Management & Communications: Act as a communication bridge between Revenue Cycle and IT teams, facilitating change management for the adoption of revenue automation solutions.

• Managing Expectations: Help stakeholders understand the trade-offs associated with technology decisions, and reconcile business needs with IT constraints.

• Measuring and Demonstrating Business Value: Define and track Objectives and Key Results (OKRs), and Key Performance Indicators (KPIs) to measure the impact of IT investments on Revenue Cycle outcomes. Quantify benefits such as cost savings, revenue growth, productivity for value demonstration.

• Must be able to work well under strict deadlines. Exercises high level of discretion and understands importance of confidentiality with regard to data management at a healthcare institution.

Education Qualifications

• Bachelor's degree in Healthcare Information Technology, Computer Science, Business Administration, or related field.

Experience Qualifications

• Minimum of 10 years of experience in healthcare /IT, focusing on revenue cycle management and automation, or 7 years of experience in healthcare information technology, focusing on revenue cycle management and Epic system administration.

Required Knowledge, Skills and Abilities

• Superior communication and interpersonal skills to establish effective relationships across the organization.

• Proven leadership skills, with a knack for strategic planning and initiative driving.

• Demonstrable expertise in leading automation initiatives and process improvements within a healthcare organization.

Preferred Knowledge, Skills and Abilities

• Certified Epic Systems professional.

• Proven experience as a solutions architect.

• Strong analytical and problem-solving skills, with the ability to translate complex technical concepts into actionable insights.

• Demonstrable experience in prioritization and managing work to meet organizational goals and deadlines.

• Ability to work independently with limited supervision while also working effectively within a team structure.

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

#LI-RL1

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.

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.