Senior Revenue Cycle Educator - FT - Day - Revenue Cycle Education & Quality Lawrenceville NJ

Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advanced technology. Capital Health is a dynamic health care resource accredited by the DNV that includes two hospitals, an outpatient center, satellite ED, and an expansive network of primary and specialty care. Capital Health Medical Group is made up of more than 600 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.

Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.

The listed pay range or pay rate reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).

Pay Range:

$33.63 - $43.94

Scheduled Weekly Hours:

40

Position Overview

The Senior Revenue Cycle Educator is responsible for designing, developing, implementing, and evaluating advanced educational programs for Patient Financial Services and other Revenue Cycle departments. This position serves as a subject matter expert and lead educational resource for revenue cycle operations, and related workflows. The Senior Revenue Cycle Educator supports onboarding, ongoing competency development, Internal training programs, [DV2.1] system education, quality improvement initiatives, and performance-driven education. This role partners closely with operational leaders to identify knowledge gaps, develop targeted training plans, standardize educational materials, and promote consistent revenue cycle workflows across departments.

MINIMUM REQUIREMENTS

Education: Associate degree required or equivalent relevant experience. Bachelor's degree in healthcare administration, business, education, finance, or related field preferred. CRCR, HFMA certification, AAHAM certification, CPC, CPB, or other revenue cycle, coding, billing, or healthcare education certification preferred.

Experience: Five years of hospital or healthcare revenue cycle experience required. Experience should include one or more of the following areas: hospital billing, insurance follow-up, denials management, patient access, revenue integrity, coding-related workflows, reimbursement, or healthcare operations. Prior experience developing, delivering, and evaluating training programs required. Experience with adult learning principles, onboarding programs, competency validation, revenue cycle systems training, and process improvement preferred.

Other Credentials:

Knowledge and Skills: Demonstrated advanced knowledge of revenue cycle operations, healthcare billing workflows, payer requirements, claim submission, denial prevention, reimbursement concepts, and regulatory requirements. Strong understanding of adult learning styles, instructional design, curriculum development, competency assessment, and training evaluation methods. Excellent verbal, written, presentation, facilitation, and interpersonal communication skills. Ability to translate complex revenue cycle concepts into clear, practical training materials for staff at varying experience levels. Ability to analyze operational trends, audit findings, denial trends, quality results, and key performance metrics to identify education opportunities.

Special Training: Proficient in Microsoft Office, including Word, Excel, PowerPoint, and Outlook. Experience with learning management systems, reporting tools, electronic health records, patient accounting systems, claims management systems, payer portals, and other revenue cycle applications preferred.

Mental, Behavioral and Emotional Abilities: Must be able to manage multiple priorities, meet deadlines, work independently, and collaborate effectively with leadership and staff across departments. Must be able to handle sensitive feedback, competing priorities, change management, and operational stress in a professional manner.

Usual Work Day: 8 Hours

Reporting Relationships

Does this position formally supervise employees? No

If set to YES, then this position has the authority (delegated) to hire, terminate, discipline, promote or effectively recommend such to manager.

ESSENTIAL FUNCTIONS

Leads the design, development, implementation, standardization, and evaluation of Revenue Cycle education programs across Revenue Cycle departments to support consistent workflows, staff competency, quality, and operational performance while serving as the lead educational systems resource for Revenue Cycle, providing guidance, subject matter expertise, and educational direction to Revenue Cycle Educators, department trainers, mentors, preceptors, and operational leaders to promote consistent training standards and expectations across departments.

Partners with Revenue Cycle leadership to identify and prioritizes educational needs based on audit findings, denial and claim error trends, quality results, productivity concerns, performance metrics, payer requirements, regulatory changes, system.

Leads the development and ongoing improvement of Internal Education programming, including curriculum design, classroom instruction, hands-on training, skills validation, mentor/preceptor coordination, competency assessment, and transition-to-role readiness. Establishes and maintains standardized Revenue Cycle curricula, training materials, competency tools, workflow guides, job aids, reference materials, competency checklists, simulations, and educational standards. Ensures educational content remains accurate, current, consistent, and aligned with operational requirements.

Oversees work direction, coaching, and subject matter support to Revenue Cycle Educators and other designated training resources. Supports consistent assignment of educational activities, adherence to training standards, and achievement of departmental education objectives.

Develops and maintains orientation and onboarding programs for new hires, transfers, Internal Educational Program participants, and staff transitioning into new or expanded roles.

Individualizes education and development plans based on job responsibilities, experience level, demonstrated competency, performance needs, audit findings, and departmental expectations. Identifies when additional education, coaching, or remediation is required.

Facilitates advanced training using a variety of instructional methods, including classroom instruction, virtual education, hands-on demonstrations, scenario-based learning, workflow simulation, one-on-one coaching, and competency-based assessments.

Provides advanced education and coaching related to Revenue Cycle functions, and escalation procedures while assessing staff competency, learning progress, and readiness to independently perform assigned responsibilities. Develops and coordinates remediation plans when performance or competency gaps are identified and ensures completion and outcomes are appropriately documented.

Evaluates the effectiveness of education programs using learner feedback, competency results, audit findings, quality scores, operational metrics, denial trends, productivity outcomes, and leadership input. Recommends and implements changes to improve educational and operational outcomes. Participates in and supports departmental quality improvement and process improvement initiatives. Uses education, competency development, and workflow standardization to improve accuracy, compliance, efficiency, staff performance, and financial outcomes.

Supports compliance with regulatory requirements, payer requirements, organizational policies, departmental procedures, and documentation standards. Incorporates relevant changes into educational materials and communicates updates to impacted staff.

Promotes accurate and complete documentation within Revenue Cycle systems. Reinforces expectations for clear account documentation, appropriate follow-up actions, timely escalation, and proper utilization of system tools and workflows.

Maintains accurate and timely records of educational activities, attendance, training completion, competency assessments, skills validation, remediation activities, and other required documentation.

Disseminates relevant educational opportunities, payer and regulatory updates, system changes, workflow changes, and other information affecting Revenue Cycle operations while promoting professional development, critical thinking, accountability, knowledge sharing, and continuous learning among Revenue Cycle staff.

Performs other duties and responsibilities as assigned.

PHYSICAL DEMANDS AND WORK ENVIRONMENT

Frequent physical demands include: Carry objects

Occasional physical demands include: Standing , Walking , Climbing (e.g., stairs or ladders) , Push/Pull , Twisting , Bending , Reaching forward , Reaching overhead , Squat/kneel/crawl

Continuous physical demands include: Sitting , Wrist position deviation , Pinching/fine motor activities , Keyboard use/repetitive motion , Talk or Hear

Lifting Floor to Waist 15 lbs. Lifting Waist Level and Above 10 lbs.

Sensory Requirements include: Accurate Near Vision, Accurate Far Vision, Accurate Color Discrimination, Accurate Depth Perception, Accurate Hearing

Anticipated Occupational Exposure Risks Include the following: N/A

IND123.

This position is eligible for the following benefits:

• Medical Plan

• Prescription drug coverage & In-House Employee Pharmacy

• Dental Plan

• Vision Plan

• Flexible Spending Account (FSA)

- Healthcare FSA

- Dependent Care FSA

• Retirement Savings and Investment Plan

• Basic Group Term Life and Accidental Death & Dismemberment (AD&D) Insurance

• Supplemental Group Term Life & Accidental Death & Dismemberment Insurance

• Disability Benefits – Long Term Disability (LTD)

• Disability Benefits – Short Term Disability (STD)

• Employee Assistance Program

• Commuter Transit

• Commuter Parking

• Supplemental Life Insurance

- Voluntary Life Spouse

- Voluntary Life Employee

- Voluntary Life Child

• Voluntary Legal Services

• Voluntary Accident, Critical Illness and Hospital Indemnity Insurance

• Voluntary Identity Theft Insurance

• Voluntary Pet Insurance

• Paid Time-Off Program

The pay range listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity. Bonus and/or incentive eligibility are determined by role and level. 

The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare. Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.