Revenue Performance Analyst

Center for Human Development (CHD), is seeking a Revenue Performance Analyst to join our billing team in our corporate office located in Springfield, MA.

Your role as the Revenue Performance Analyst will include:

The Revenue Performance Analyst will collect and interpret data from multiple sources, develop comprehensive reports, and maintain reports that monitor the company's financial health. Additional duties include, but are not limited to:

• Analyze and interpret payer policies for compliance and organizational understanding.
• Communicate policy updates to relevant teams and maintain a centralized policy repository.
• Monitor payment trends and identify revenue maximization opportunities.
• Analyze billing/documentation for optimization and compliance.
• Develop strategies to improve cash flow and reduce denials.
• Collaborate with teams on best practices and accurate billing.
• Conduct financial analysis to improve the bottom line.
• Evaluate the financial impact of policy changes and propose adjustments.
• Research and propose innovative revenue enhancement strategies.
• Contribute to the design and optimization of revenue cycle systems.
• Oversee outsourced rate configuration and manage rate updates.
• Ensure accurate loading and testing of rate tables.
• Prepare data analysis and presentations for stakeholders.
• Develop KPIs to monitor revenue integrity efforts.
• Collaborate with internal and external RCM teams.
• Stay updated on healthcare regulations.
• Assist in staff training and maintain efficiency in a dynamic environment.
• Proactively identify, retrieve, and analyze payment policies and guidelines from various insurance payers.
• Interpret complex payer rules and regulations to ensure organizational understanding and compliance.

REQUIRMENTS:

• Bachelor’s degree in healthcare administration, Finance, Business Administration, or related field preferred.
• High school diploma or equivalent required.
• Must have 7-10 year of experience with revenue cycle management in a health care setting.
• Proven experience in analyzing payment data, identifying trends, and developing actionable strategies.
• All candidates must complete and pass background record screening.

Success Factors:

The ideal candidate for the Revenue Performance Analyst role would have previous experience in analyzing payment data, identifying trends, and developing actionable strategies. They should have strong analytical, problem-solving, and critical thinking skills. Experience with system design and implementation related to billing and pricing.

Ability to organize tasks and priorities as well as meet individual and department goals.

Take advantage of a competitive compensation of $80,000 - $90,000, range based on experience. As well as a phenomenal benefit package that includes, Dental, Health and Life insurance. Paid time off, earned vacation time and paid holidays just to name a few.

At Center for Human Development, (CHD) Care Finds a Way:

The Center for Human Development (CHD) provides a broad range of high quality, community-oriented human services dedicated to promoting, enhancing, and protecting the dignity and welfare of people in need. At CHD we are celebrating differences, inclusion is not just a policy- it is a daily practice. Multicultural, multilingual, and fluent in sign language, CHD is a reflection of those we serve.

CONNECT WITH OUR TEAM TODAY!

If this sounds like the right job for you, do not wait - apply today to join our team. We look forward to hearing from you!

Education

• High School or better

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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)