Practice Manager - REI/ IVF

Site: The General Hospital Corporation Job Summary Responsible for single-site practice or smaller multi‑site practices (3 or more locations). Provides direct supervision of administrative and clinical support staff, and operational duties and functions. As a member of the leadership team, provides administrative cross coverage to manage staffing and/or operational issues. Essential Functions Oversees the day‑to‑day administrative performance of secretarial and clinical support staff and manages staff schedules. Evaluates daily staffing needs and coordinates replacement of staff. Performs hiring, orientation, and evaluation of staff. Administers corrective action if appropriate. Assists in the career development of practice employees through ongoing coaching, counseling, and training. Ensures that all mandatory training is completed by staff and that HIPAA policies and procedures are adhered to by staff. Evaluates, develops, and implements administrative systems and procedures designed to maximize practice operations. Regularly evaluates and analyzes practice performance metrics to ensure optimal outcomes. Collaborates with practice leaders on the preparation of the practice's annual budgets. Oversees the department’s payroll, including the resolution of payroll issues. Monitors patient billing activity to ensure compliance with revenue procedures. Qualifications Education Bachelor's Degree Related Field of Study required Experience in lieu of a degree: Yes Experience Supervisory experience 5‑7 years required and Experience working in a healthcare environment 5‑7 years required Knowledge, Skills and Abilities Strong understanding of Microsoft Office, including Excel. Strong communication and organizational skills. Strong and proven leadership skills. Ability to work with staff of all levels. Excellent time management skills. Strong analytical and math skills. Knowledge of Accounting Principles, physician billing, and revenue cycle management. Ability to adapt to multiple and rapidly changing priorities and deadlines. Physical Requirements Standing Occasionally (3‑33%) Walking Occasionally (3‑33%) Sitting Constantly (67‑100%) Lifting Occasionally (3‑33%) 20lbs - 35lbs Carrying Occasionally (3‑33%) 20lbs - 35lbs Pushing Rarely (Less than 2%) Pulling Rarely (Less than 2%) Climbing Rarely (Less than 2%) Balancing Occasionally (3‑33%) Stooping Occasionally (3‑33%) Kneeling Rarely (Less than 2%) Crouching Rarely (Less than 2%) Crawling Rarely (Less than 2%) Reaching Occasionally (3‑33%) Gross Manipulation (Handling) Constantly (67‑100%) Fine Manipulation (Fingering) Frequently (34‑66%) Feeling Constantly (67‑100%) Foot Use Rarely (Less than 2%) Vision - Far Constantly (67‑100%) Vision - Near Constantly (67‑100%) Talking Constantly (67‑100%) Hearing Constantly (67‑100%) Remote Type Onsite Work Location 32 Fruit Street Scheduled Weekly Hours 40 Employee Type Regular Work Shift Day (United States of America) Pay Range $65,998.40 - $96,033.60/Annual EEO Statement 1200 The General Hospital Corporation is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran’s Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at View phone number on click.appcast.io. Mass General Brigham Competency Framework At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People‑Focused, half Performance‑Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline. #J-18808-Ljbffr Role, Inc.