When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives.
The Revenue Cycle Optimization Director serves as the site leader responsible for driving performance improvement, operational standardization, and issue resolution across all Revenue Cycle functions. This role provides strategic and operational oversight of KPI monitoring, enterprise optimization initiatives, facility-level collaboration, and structured issue triage. The Director acts as the primary facilitator of cross-functional alignment, ensuring timely remediation of systemic challenges, consistency of workflows, and full execution of enterprise Revenue Cycle strategy. This role interfaces directly with CFOs, facility leaders, and Revenue Cycle executives to ensure transparency, accountability, and optimized financial and operational performance.
Job Description:
- Serve as the site leader for Revenue Cycle optimization, translating enterprise priorities into actionable operating plans across assigned facility.
- Direct systemwide KPI monitoring, performance trending, and interpretation to identify risks, systemic patterns, and operational improvement opportunities.
- Lead structured performance review discussions with facility CFOs, clinical leaders, and Revenue Cycle executives to drive accountability and issue resolution.
- Independently triage and escalate Revenue Cycle issues to functional leaders (Access, Coding/CDI, Billing, PFS, Enabling Services) ensuring timely closure.
- Manage enterprise issue intake, coordination, communication, and resolution to reduce administrative burden on facility leadership.
- Oversee identification of systemic barriers and facilitate cross-functional remediation initiatives.
- Partner with operational leaders to implement enterprise workflows, process enhancements, and best practices across Access, Clinical RC, PFS, and Enabling Services.
- Drive optimization initiatives including denial prevention, workflow redesign, productivity improvement, and performance stabilization.
- Coordinate outbound communication of enterprise initiatives, policy changes, regulatory updates, and system improvements to site stakeholders.
- Serve as a trusted advisor to facility leaders by providing visibility into financial and operational performance and ensuring alignment with enterprise goals.
Minimum Qualifications:
Education: Bachelor’s degree required; Master’s degree preferred.
Experience:
- 5-8 years of progressive experience in Revenue Cycle operations or optimization within a multi-entity health system.
- Demonstrated experience leading cross-functional initiatives and operational transformation projects.
Skills, Knowledge & Abilities:
- Strong analytical capability to interpret complex KPIs and identify actionable insights.
- Ability to influence and collaborate across matrixed organizations without direct authority.
- Deep knowledge of Revenue Cycle functions including Access, Billing, Denials, Cash Applications, and Clinical RC.
- Expertise in issue triage, cross-functional communication, and operational remediation.
- Executive presence with strong relationship management capabilities.
Preferred Qualifications & Skills
- Familiarity with Epic Revenue Cycle applications and reporting tools preferred.
Key Business Relationships (Title and Purpose):
- Facility / Entity CFOs – Provide transparency, performance insights, and issue coordination.
- Revenue Cycle Leaders – Coordinate issue resolution, KPI oversight, and performance improvement.
- Performance Improvement Leaders – Partner on root cause analysis and structured improvement initiatives.
- Enabling Services – Collaborate on reporting, analytics interpretation, and prioritization.
- Clinical and Administrative Leaders – Align workflows and address barriers impacting financial performance.
Physical Requirements & Environment:
- Standard office environment; extensive computer use; travel between facilities as needed.
Pay Range:
$160,000.00 USD – $175,000.00 USD
The pay range listed for this position is the annual base salary range the organization reasonably and in good faith expects to pay for this position at this time. Actual compensation is determined based on several factors, that may include seniority, education, training, relevant experience, relevant certifications, geography of work location, job responsibilities, or other applicable factors permissible by law.
