Associate Director, Revenue Cycle

About this role

Associate Director, Revenue Cycle

Faculty Practice Organization

Associate Director, Revenue Cycle

• 560378
• Parker Plaza (Fort Lee, NJ)
• New York
• Other NYC Locations
• Faculty Practice Organization
• Full Time
• Opening on: Oct 28 2026
• Grade 106
• Job Type: Officer of Administration
• Regular/Temporary: Regular
• Hours Per Week: 35
• Standard Work Schedule: Core business hours Monday-Friday, schedules vary
• Building: 3 Columbus Circle, New York, NY 10019
• Salary Range: $150,000.00 - $175,000.00

The compensation range listed in this job posting reflects the market rate for the New York City Metropolitan area. Actual compensation may vary depending on the geographic location of the candidate, in accordance with local labor market conditions.

The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.

Position Summary

Reporting to the Executive Director of the Clinical Revenue Office, the Associate Director, Revenue Cycle will oversee accounts receivable and revenue cycle units in the central business office. As a senior member of the CBO’s Revenue Cycle Management team, the Associate Director will work to develop efficient processes, business solutions, and promote best-practice revenue cycle management.

Responsibilities

Operations

• Working with the Executive Director, the Associate Director oversees a large centralized business office unit that manages open accounts receivable and credit balances.
• Responsible for the performance of business units to achieve productivity and quality metrics. Assesses quality metrics and implements remediation measures to achieve compliance and best outcomes.
• Evaluates workflow inventory in work queues for prioritizing work activities. Evaluates workflow effectiveness and performance. Evaluates trends for early intervention to achieve optimum efficiency. Makes policy and/or process recommendations as needed.
• Assesses and ensures adequate staffing is available to support and manages centralized functions for existing and new business needs.
• Leads and/or participates in various revenue cycle initiatives to maximize reimbursement and collections. Leverages combined network resources to support Revenue Cycle’s programs and priorities in achieving organization-wide results.
• Conducts periodic evaluation of workflows, identifies issues, recommends strategies for corrective measures, and leads implementation. Measures effectiveness of implementation and adjusts as needed. Ensures that staff are engaged and trained to execute a remedy as appropriate.
• Applies expertise and strategic thinking to revenue cycle platforms and workflows to maximize the organization’s performance results, limit risk, and effectively contribute to own department, team, and/or broader organization results.
• Extracts from multiple data resources, analytics, and reporting to develop key performance indicators and optimization and troubleshooting strategies.
• Performs Revenue Cycle Lead responsibilities. Works closely with Epic enterprise and Clearinghouse to identify and troubleshoot system and workflow issues.
• Develops and maintains excellent working relationships with Columbia University Departments, payers, and vendors. Serves as liaison between CRO and Clinical Departments in the coordination of activities.
• Collaborates with Director to determine key performance indicators and implement performance improvement initiatives, as needed. Continuously seeks and implements operational improvements. Utilizes system dashboards and reports to monitor key performance indicators of operational workflows to ensure a holistic view of the Revenue Cycle. Develops revenue optimization and improvement strategies and utilizes a data-driven methodology to monitor progress.
• Promotes best practices by evaluating current workflows, measuring performance against industry benchmarks, and recommending and overseeing the implementation of new workflow/policies, and monitoring performance post-implementation.
• Defines project scope, goals, and deliverables that support business goals in collaboration with senior management and stakeholders.
• Sources feedback from key stakeholders in the department, central business office & vendors with the goal of assessing revenue cycle performance against established benchmarks.

Strategic:

• Ensures strategic alignment of unit goals to overall CRO organization, mission, and vision.
• Works closely with FPO, CRO, and Clinical Department leadership to identify and implement strategies to improve revenue cycle performance across the organization.
• Emphasizes shared responsibility for managing performance goals and engages others in finding ways to achieve goals and improve results.
• Collaborates with senior leadership to create and implement strategies that support overall revenue cycle goals and process improvement initiatives.
• Leads communication strategies for the Revenue Cycle and implements tools for effective communication, including but not limited to newsletters, senior leadership/stakeholder presentations, vendors, etc.
• Utilizes system dashboards and monitors key performance indicators of operational workflows.
• Works with the management team to identify and mitigate any roadblocks to performance.
• Develops and maintains excellent working relationships with Columbia University Departments, payers, and vendors.
• Represents ColumbiaDoctors as the liaison between NYP, Departments, and CRO.

People (15%)

• Collaborates with the Executive Revenue Cycle Optimization Director with execution of HR strategy: Performance Management, Talent Management, Recruitment & Retention, Succession Planning, Professional Development, and Employee Engagement. Directs assigned reports on all people-related matters within the unit. Ensures timely submission of HR deliverables.
• Establishes a culture of coaching and mentoring to facilitate continuous professional development. Emphasizes shared responsibility for managing performance by helping managers and supervisors set goals, establish an approach, identify learning opportunities, and track performance progress; engages others in finding ways to achieve difficult expectations and improve results. Ensures that support is available to help individuals reach goals, obtain resources, and overcome barriers.
• Partners with the HR team (Central HR, FPO HR, and Service Corp) and engages the management team to execute strategy, promoting professional development and employee engagement.
• Provides guidance, mentorship, and supervision to delegate effectively to direct reports.
• Ensures compliance with Columbia's and departmental policies and procedures with Human Resources.

Compliance (5%)

• Represents the Clinical Revenue Office at committees, task forces, and/or revenue cycle work groups. Leads meetings as needed.
• Conforms to all applicable HIPAA, Billing Compliance, and safety policies and guidelines.
• Keeps apprised of rules and regulations affecting the revenue cycle.
• Learns best industry practices, conducts environmental scans, and identifies potential gaps in current processes to develop proposals for senior leadership.
• Performs other tasks or management responsibilities as required by leadership.

This list of duties and responsibilities is not intended to be all-inclusive and may be expanded to include other duties or responsibilities as necessary.

Please note: While this position is primarily remote, candidates must be in a Columbia University-approved telework state. There may be occasional requirements to visit the office for meetings or other business needs. Travel and accommodation costs associated with these visits will be the responsibility of the employee and will not be reimbursed by the company.

Minimum Qualifications

• Bachelor’s degree or equivalent in education and experience.
• Minimum of 5 years of relevant management experience.
• An equivalent combination of education and experience may be considered.
• Demonstrated proficiency with physician billing platforms.
• Demonstrated skills in revenue cycle management, problem assessment, project management, analytical skills, and resolution and collaborative problem-solving in complex, interdisciplinary settings.
• Ability to manage a high volume of data sets; extract, evaluate, clean, and summarize; conduct qualitative and quantitative data analysis and validation as applicable to revenue cycle areas of responsibility.
• Proficiency in insurance billing, collections, denials management as it pertains to commercial, managed care, government, managed care lines of business.
• Ability to communicate effectively in both oral and written form. Must be able to create and deliver high-level communication presentations for senior leadership and other organizational stakeholders.
• Strong leadership, organizational, and customer service skills, demonstrating tact and sensitivity in stressful situations.
• Ability to work collaboratively and promote team-building with a culturally diverse staff and patient/family population.
• Ability to work independently with follow-through and handle multiple tasks simultaneously.
• Must be a motivated individual with a positive and exceptional work ethic.
• Ability to educate and train all levels of professional staff.
• Must successfully complete systems training requirements.

Preferred Qualifications

• Master’s Degree preferred.
• Epic experience is preferred.

Other Requirements

Core Competencies:

Preferred Minimum Proficiency Level

Accountability & Self-Management

Level 4 - Advanced

Adaptability to Change

Level 3 - Intermediate

Communication

Level 3 - Intermediate

Customer Service-Patient Focus

Level 4 - Advanced

Emotional Intelligence

Level 4 - Advanced

Problem Solving & Decision Making

Level 4 - Advanced

Productivity & Time Management

Level 4 - Advanced

Teamwork & Collaboration

Level 3 - Intermediate

Quality & Compliance Focused

Level 4 - Advanced

Leadership Competencies:

Preferred Minimum Proficiency Level

Business Acumen & Vision Driver

Level 3 - Intermediate

Performance Management

Level 3 - Intermediate

Innovation & Organizational Development

Level 3 - Intermediate

Equal Opportunity Employer / Disability / Veteran

Columbia University is committed to the hiring of qualified local residents.

We discussed your request to relocate to another Columbia University–approved telework state. To ensure clarity and alignment, please see a summary of our discussion below. This arrangement reflects a change in work location only and does not alter role expectations or responsibilities.

Summary of Discussion

• Role & Performance Expectations
• Job duties, responsibilities, and role expectations remain unchanged.
• Expectations for ownership, accountability, responsiveness, and turnaround times remain the same.
• The transition to remote work reflects a change in location only and does not alter performance expectations or leadership responsibilities.
• Meetings & Communication
• All regular meetings with management and staff will continue and be conducted via MS Teams and/or Zoom.
• Conference calls/phone calls will continue to be used as appropriate for informal discussions.
• Continued active participation in leadership discussions and decision-making is expected.
• Structured communication is required, including regular updates, scheduled touchpoints, and proactive visibility into priorities, risks, and escalations.
• Expectations for leadership visibility, proactive communication, and timely escalation remain unchanged regardless of work location.
• In-Person Attendance & Travel
• For the regularly scheduled monthly meetings, in-person meeting attendance is encouraged when feasible; virtual access will be provided when attendance is not possible.
• A minimum of five (5) business days’ notice will be provided for any required ad-hoc or leadership related in-person meetings.
• As stated in your JD, there may be occasional requirements to visit the office for meetings or other business needs. Travel and accommodation costs associated with these visits will be the responsibility of the employee and will not be reimbursed by the company
• Team Oversight & Leadership Responsibilities
• The employee will retain full responsibility for team oversight, including mentoring, performance evaluations, and addressing performance issues.
• PTO & Coverage
• PTO processes remain unchanged; the employee must coordinate time off in advance and ensure appropriate coverage.
• Backup coverage will include direct report manager, peer Assistant/Associate Director, and senior leadership as needed.