Clinical Applications Manager, Revenue Cycle

Job description

If you're ready to be part of our legacy of hope and innovation, we encourage you to take the first step and explore our current job openings. Your best is waiting to be discovered. Day - 08 Hour (United States of America) "This IT Manager position will oversee teams that support revenue cycle and billing systems. The role will apply expertise in health IT resource management, technology service delivery, and revenue cycle, coding, charge capture, HIM, billing, and claims." This is a Stanford Health Care job. A Brief Overview The Manager– IT Rev Cycle Applications leads a team of Supervisors and/or staff responsible for the delivery, support, and continuous improvement of an assigned application area/service line, ensuring services meet the operational and clinical needs of the organization. This role is strongly oriented towards people leadership paired with technical and business acumen to translate high-level business and clinical requirements into workflow and system solutions while managing day-to-day service delivery, SLAs, and most importantly, team performance and development. The Manager owns hiring, performance management, and development decisions for their team, sets and measures performance objectives, and builds/manages team capacity and capability to meet both current demands and evolving strategic priorities. Working based on IT governance direction, the Manager guides requirements gathering and solution design across relevant experts and peer IT leaders. This position defines procedures consistent with hospital, university, and departmental policy, and contributes to technology selection and budget planning for their area of responsibility. Success in this role requires the judgment to operate effectively under ambiguity, the interpersonal skill to build trust with clinical stakeholders, and the ability to hold a team accountable to a roadmap while adapting to changing operational realities. Locations Stanford Health Care What you will do People Leadership Set and measure performance objectives for the team; approve or decline Supervisor-recommended hiring and performance actions (if applicable), including corrective action up to termination. Execute performance management actions and document appropriately. For direct reports, provide day-to-day supervision, coaching, and regular one-on-one feedback to staff. Coach, mentor, and manage Supervisors (if applicable) and staff to implement, maintain, and support software, configurations, and workflows within area of responsibility. Support onboarding and skill development for team members; coach staff on software, configurations, and workflows within area of responsibility. Planning & Resourcing Assist Director with budget preparation for IT systems and services in area of responsibility. Understand team capacity and allocate team members to roles and functions across delivery and domain responsibilities. Gather data and understand where team members are over or under allocated and adjust accordingly. Requirements, Design & Governance Identify high-level business and information system requirements; recommend business process and workflow redesign to stakeholders in conjunction with other positions, such as experts, business relationship managers, and informatics. Guide requirements-gathering and solution-design activities, including workflow design, for area of responsibility. Define procedures compliant with departmental, health system, and university policy. Work with IT management peers and appropriate analysts to identify, evaluate, select, and implement technology that supports business plans and IT strategy. Delivery & Performance Own delivery and SLA outcomes for the application suite in area of responsibility; ensure incident, problem, maintenance, and enhancement processes meet service commitments. Develop relevant metrics, measure and publish service performance, and drive continuous improvement in collaboration with peer groups. Utilize standard Service Now dashboards to monitor and manage team performance. Act as a communication focal point between the team and other IT groups on changes, fixes, and updates. Maintain and document team-level procedures consistent with departmental, health system, and universtiy policy. Ensure a high level of customer satisfaction among supported clinicians, researchers, and staff for services and products provided. Assess opportunities to take advantage of existing tools and workflows to better meet user needs. Education Qualifications Bachelor's Degree in a work-related discipline/field from an accredited college or university or >10 years experience in a healthcare setting required. Experience Qualifications Five (5) years of progressive responsibility and directly related work experience required. Experience in a health care provider setting is strongly preferred. Health Care adjacent or life sciences experience may be considered. Required Knowledge, Skills and Abilities Knowledge Background, experience, and performance that promotes a high level of credibility with clinical and research professionals. Understanding the assigned Application portfolio and how it maps to clinical/business/research workflows and the other technical platforms General knowledge of IT governance models and decision rights (who owns what) AI tooling landscape relevant to the domain Understanding of Electronic Health Records and/or other key vendor fundamentals Performance management mechanics — calibration, performance improvement plans, compensation bands Team capacity management/skills inventory for their specific function Near-term (quarterly/annual) roadmap sequencing and dependencies SLA structures and the incident/ticket lifecycle typical for the assigned systems. Skills Coordinating service delivery across user groups to maintain uninterrupted IT service Hands-on technical troubleshooting and operational problem-solving within area of responsibility; sufficient skill to ask the right questions and/or engage the appropriate technical expertise without needing to be an expert in every topic. Day-to-day coaching and performance feedback delivery, including evaluating results and assisting with training Prioritization and tradeoff communication to stakeholders based on team capacity and assignments Excellent at written, verbal, diagrams/flows, and instructional content to relevant audiences including executive and peer communication Interpersonal skills focused on motivation and positive attitude Conflict navigation (with peers, with staff) Effective delegation of tasks Conducting an effective 1:1 cadence and individual development planning Resourcing and workload balancing across a team; building a metrics-driven case for replacing a vacancy or hiring an additional team member Hiring and onboarding new team members Abilities Fostering effective working relationships within and across the teams Planning, organizing, and implementing work within the team Judgment in ambiguous situations Coaching conversations (giving direct, specific feedback) Reading organizational dynamics/politics without being consumed by them Diagnosing when an individual performance issue is a skill gap vs. a will gap vs. a structural gap Building psychological safety at the team level Preferred Knowledge, Skills and Abilities Knowledge Standard IT, health system, and university policies and how team level processes may map into them. Skills Translating strategic direction into sprint/quarter-level execution Abilities Holding a team accountable to a roadmap while adjusting for reality 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 $79.21 - $104.97 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.