Revenue Analyst II

Site: Mass General Brigham Incorporated

Mass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham.

Job Summary

Reporting to the Revenue Integrity Manager, the Revenue Integrity Analyst II plays an important role in a high-profile group tasked with improving revenue results by taking a global view of clinical and financial processes, functions and interdependencies from the provision of patient care to final bill generation. Due to its service focus and project management emphasis, this position requires strong interpersonal and communication skills, well-developed analytic and organizational skills, and the ability to meet deadlines while influencing, but not directly managing the work of others.Essential Functions:

• Provide support for assigned service lines and in collaboration with your team, performs reviews related to Charge Description Master (CDM) integrity.
• Evaluates current charging and coding structures and processes in clinical departments to ensure appropriate capture and reporting of revenue and compliance with government and third-party payor requirements.
• Assesses the accuracy and build of all charging workflows in EPIC, including documentation, dictionaries, preference lists and other interface or third-party charging systems.
• Provides PHS Enterprise guidance, communication and education on correct charge capture, coding and billing processes.
• Leads and participates in moderately complex projects related to revenue cycle initiatives.
• Collaborates with Partners eCare (PeC), Revenue Cycle Operations staff, Compliance, Budget Office, PHS Coding, Internal Audit and other Revenue and Finance departments on revenue management initiatives.
• Analyzes Epic work/error queue data and performs root cause analysis. Executes on work plans to correct identified deficiencies.
• Formally prepares and presents findings in standard presentation for other committees, including leadership.
• Analyzes changes to coding and billing rules and regulations by utilizing appropriate reference materials, internet sources, seminars and publications. Executes on work plans to adapt systems and processes to accommodate changes.

  Qualifications

  Education

  Bachelor's Degree Finance required or Master's Degree Finance preferredCan this role accept experience in lieu of a degree?No

  Experience

  Revenue or Finance experience 2-3 years required

  Knowledge, Skills and Abilities

  • Ability to review, analyze and interpret payor payment policies, billing guidelines, and state and federal regulations.
  • Financial analysis application skills, including database development and report generation.
  • Advanced Excel and Access skills required.
  • Strong customer service skills
  • Well-developed, formal presentation skills.
  • Comfort in presenting to and interacting with senior levels of hospital management and with physician leaders.
  • Excellent organizational and project management skills.
  • Capacity to manage time effectively, attention to detail, and follow through.
  • Well-developed research skills.
  • Strategic thinker with business acumen.
  • Advanced level root cause analysis

  Additional Job Details (if applicable)

• M-F Eastern Business hours required for remote role
• A quiet, secure, stable, HIPPA-compliant workstation is required.

  Remote Type

  Remote

  Work Location

  399 Revolution Drive

  Scheduled Weekly Hours

  40

  Employee Type

  Regular

  Work Shift

  Day (United States of America)

  Pay Range

  $63,648.00 - $92,570.40/Annual

  Grade

  6At Mass General Brigham, we believe in recognizing and rewarding the unique value each team member brings to our organization. Our approach to determining base pay is comprehensive, and any offer extended will take into account your skills, relevant experience if applicable, education, certifications and other essential factors.
• The base pay information provided offers an estimate based on the minimum job qualifications; however, it does not encompass all elements contributing to your total compensation package. In addition to competitive base pay, we offer comprehensive benefits, career advancement opportunities, differentials, premiums and bonuses as applicable and recognition programs designed to celebrate your contributions and support your professional growth. We invite you to apply, and our Talent Acquisition team will provide an overview of your potential compensation and benefits package.

  EEO Statement:

  0100 Mass General Brigham Incorporated is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran’s Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at (857)-282-7642.

  Mass General Brigham Competency Framework

  At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.