Job Specifications/Qualifications A minimum of three (3) years' experience working in the health care industry and developing collaborative relationships with physicians is required.
Direct experience in presenting and dealing with professional staff performance.
Good understanding of current market dynamics related to health care with emphasis on physicians.
Computer literate with word processing, spreadsheet and database applications, and project management and presentation programs.
Outstanding customer relations, verbal, and written communication skills.
The position does require some intermittent work beyond normal business hours.
Education Bachelor's degree in Business Administration, Marketing or other related field; an advanced degree preferred; clinical experience preferred.
Certificates, Licenses, Registrations None required
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties or task may be requested or assigned by immediate supervisor, his/her designee, or other management/supervisor.
- Ensures that employed Physician practices are running within budgetary guidelines.
- Promotes and maintains physician satisfaction.
- Serves as the liaison between the physicians and the SMH Administration.
- Monitors and trends employed physician business volumes.
- Monitors and trends employed physician and clinic billing and reimbursement processes.
- Conducts periodic reviews of practice and/or physician performance.
- Reports to the administration on physician and market trends across all physician service areas.
- Supports the Hospital's physician recruitment program.
- Conducts outreach to physician's offices to build relationships and encourage referrals.
- Works closely with Chief Financial Officer and Chief Executive Officer in preparing proformas for new physician recruits.
Supervisory Responsibilities This position does have supervisory responsibilities.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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)