HIM Manager

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HIM Manager

Job Overview

HIM Manager

Overview:

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Onsite Manager that covers ROI, CDI & Coding (Told them that CDI is out of the norm with ROI)
  • CDI & Coding- they dont have separate managers (9-10 coders total), 2 CDI, 4.5 FTEs front desk area
  • CDI- outsourced, have contract staff internally- prepandemic, they wanted to bring it in house but stopped due to covid, wants to hire then bring in house, a few years, after marie retires
  • still have to report to higher levels, manage DNFC/ DNFB
  • EPIC & 3M encoder, CDI are using EPIC 
  • RHIT or RHIA AND CDI or Coding credential

RAC- Denial letters (CDI assist)
Contract ROI out to Ciox (2.5 FTEs)
Reports to Trent
Marie- has been there 7 years as a contract employee, Asst Manager, will train the new manager
Should have a survey in the summer
Interview Process- Marie and Trent
Then meet with Rev Cycle managers- 3 others (Patient access, rev cycle ops, rev integrity)
NO RELO- 
Salary- not sure
HR Nancy Foster- knows pay
independent hospital system
wants someone who is open minded- open to suggestion and part of the team
Would really like to do.... asked her what- for the manager to be partially remote, quarterly meetings onsite, their senior management needs to be a physical presence
There was an HIM D- then that changed (had 3 CFO's in the last 5 years- newest started in Dec 2020)
Trent has been there 4 years
No directors now
Trent is REALLY nice- seems like a great boss- heavily depends on his leadership team, there to help, not a micromanager
Benefits- all the standards, believes they start immediately- self insured plan thru unified, tiered benefits based on position
PTO plan- vacation, holidays (6 weeks a year)
Separate sick time- reset every year and 520 hours
Company Culture- independent health system, very engaged board, 2nd fastest county in the state for growth, planned expansion, not in a declining area, cost of living is very very good, 20 mins west innapolis, out in the suburbs a little bit, good school, growing area, they have a care and share program- paid out at end of every year based on different metrics- everyone is eligible for a bonus, last week Sr leadership give out movie tickets, free car washes, anything to show appreciation, they work with Make a wish- seem to rally care about their employees
do about 1.3 billion in gross revenue, mid size
From Marie- a lot of room for growth and change, people need each other more, not silo'd into one area, more interaction with higher ups
Proactive vs reactionary per Trent and marie
Lots on tenure other than CFO
Super involved in the community
Pandemic- reduction of force in 2020, rev cycle lost 6-7 staff, has about 105 in Rev cycle now, couple of positions that were eliminated- more about automation
Auto coding for OP

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