Vice President - Revenue Cycle

Huron helps its clients drive growth, enhance performance and sustain leadership in the markets they serve. We help healthcare organizations build innovation capabilities and accelerate key growth initiatives, enabling organizations to own the future, instead of being disrupted by it. Together, we empower clients to create sustainable growth, optimize internal processes and deliver better consumer outcomes. Health systems, hospitals and medical clinics are under immense pressure to improve clinical outcomes and reduce the cost of providing patient care. Investing in new partnerships, clinical services and technology is not enough to create meaningful and substantive change. To succeed long-term, healthcare organizations must empower leaders, clinicians, employees, affiliates and communities to build cultures that foster innovation to achieve the best outcomes for patients. Joining the Huron team means you’ll help our clients evolve and adapt to the rapidly changing healthcare environment and optimize existing business operations, improve clinical outcomes, create a more consumer‑centric healthcare experience, and drive physician, patient and employee engagement across the enterprise. Join our team as the expert you are now and create your future.

The Vice President of Revenue Cycle provides strategic direction, operational leadership, and oversight of ambulatory and acute Revenue Cycle operations across a complex healthcare organization. This executive serves as the senior Revenue Cycle leader, working closely with health system executives, finance leadership, and other key stakeholders to drive financial performance, operational excellence, and a consistent patient financial experience. The Vice President has overall leadership responsibility for the end‑to‑end Revenue Cycle and oversees a large, multidisciplinary organization of Revenue Cycle leaders, staff, and supervisors. The role is responsible for establishing strategy, performance expectations, and operational priorities while ensuring alignment between Revenue Cycle operations and broader organizational and financial objectives. The Vice President works collaboratively with executive, finance, clinical, operational, and technology leaders to identify opportunities to strengthen Revenue Cycle performance, standardize operations, improve the patient financial experience, and implement sustainable process and technology improvements. This leader is also responsible for developing a high‑performing leadership team, establishing clear accountability through key performance indicators, and driving continuous improvement across the Revenue Cycle.

Periodic travel may be required based on organizational, operational, leadership, or business needs.

High‑Level Key Accountabilities

The Vice President of Revenue Cycle is responsible for leading and sustaining performance improvement initiatives that strengthen financial performance, operational efficiency, and the overall effectiveness of Revenue Cycle operations.

Strategy

Develop and execute long‑term Revenue Cycle strategies that advance financial performance, operational efficiency, and organizational objectives. Align Revenue Cycle strategy with enterprise priorities, with a focus on maximizing cash collections, improving performance, and effectively managing cost. Translate strategic priorities into actionable plans across operations, finance, technology, workforce, customer service, and regulatory compliance. Partner with Finance, IT, Human Resources, clinical leadership, and other key stakeholders to develop and execute a comprehensive Revenue Cycle roadmap. Build Revenue Cycle knowledge and accountability across the organization to strengthen collaboration and financial performance.

Leadership

Provide executive leadership to drive standardized, efficient, and compliant Revenue Cycle operations. Build, develop, and engage a high‑performing Revenue Cycle leadership team with clear accountability for results. Foster a culture of continuous improvement, collaboration, accountability, and employee engagement. Establish forums for leadership development, education, best‑practice sharing, and operational alignment. Represent Revenue Cycle performance, priorities, risks, and initiatives with senior leadership, governance committees, and other key stakeholders.

Revenue Cycle Performance & Program Management

Establish and monitor key Revenue Cycle metrics, benchmarks, and performance improvement plans to achieve industry‑leading results. Use analytics, process improvement, and technology to identify opportunities and drive measurable operational and financial improvement. Lead resolution of complex Revenue Cycle challenges and develop sustainable solutions across functions. Evaluate emerging technologies and vendors, develop business cases and ROI analyses, and recommend investments that enhance Revenue Cycle performance. Oversee Revenue Cycle budgets, strategic partners, vendors, and major transformation initiatives. Maintain strong relationships with Revenue Cycle leaders, organizational stakeholders, and external strategic partners.

Process Improvement & Technology

Lead continuous improvement across the end‑to‑end Revenue Cycle through process redesign, standardization, automation, technology, and data. Partner with IT and project leadership to plan, implement, and optimize Revenue Cycle systems and applications. Identify and implement system functionality that improves workflow, productivity, financial performance, and the patient financial experience. Lead evaluation and redesign of Revenue Cycle processes to support accurate and timely billing, collections, denial prevention, and account resolution. Establish consistent policies, procedures, workflows, and productivity standards across Revenue Cycle operations. Monitor major Revenue Cycle transformation initiatives to ensure milestones, objectives, and expected outcomes are achieved.

Executive Reporting & Stakeholder Management

Maintain strong relationships with executive leadership, operational stakeholders, and strategic partners. Provide regular reporting on financial performance, operational KPIs, budgets, compliance, quality, customer service, and productivity. Proactively identify emerging issues, performance gaps, and opportunities and provide senior leadership with clear recommendations and action plans. Ensure Revenue Cycle services and deliverables meet established quality, performance, and service expectations.

Risk, Compliance & Governance

Identify operational, financial, regulatory, and compliance risks that could impact Revenue Cycle performance. Develop and implement mitigation strategies and corrective action plans in partnership with organizational leadership. Maintain standardized policies, controls, and processes that support regulatory and organizational requirements. Ensure required reporting is accurate, timely, and compliant with applicable standards and requirements. Maintain compliance with HIPAA privacy and security requirements and applicable healthcare billing regulations.

People & Operational Management

Build and sustain a high‑performing organization measured through financial results, operational benchmarks, quality, compliance, and employee engagement. Establish goals, objectives, budgets, and performance expectations for assigned Revenue Cycle functions. Monitor performance against established targets and implement corrective actions when needed. Develop leadership capability, succession readiness, and accountability throughout the Revenue Cycle organization. Ensure leaders and team members operate consistently with established organizational policies, procedures, and standards of conduct.

The estimated base salary for this job is $200,000 - $265,000. The actual salary paid to an individual will vary based on multiple factors, including but not limited to specific skills or certifications, years of experience, market changes, and required travel. This job is also eligible to participate in Huron’s annual incentive compensation program, which reflects Huron’s pay for performance philosophy. Inclusive of annual incentive compensation opportunity, the total estimated compensation range for this job is $260,000 - $358,800. The job is also eligible to participate in Huron’s benefit plans which include medical, dental and vision coverage and other wellness programs.

Position Level Senior Director Country United States of America

At Huron, we’re redefining what a consulting organization can be. We go beyond advice to deliver results that last. We inherit our client’s challenges as if they were our own. We help them transform for the future. We advocate. We make a difference. And we intelligently, passionately, relentlessly do great work…together. Are you the kind of person who stands ready to jump in, roll up your sleeves and transform ideas into action? Then come discover Huron. Whether you have years of experience or come right out of college, we invite you to explore our many opportunities. Find out how you can use your talents and develop your skills to make an impact immediately. Learn about how our culture and values provide you with the kind of environment that invites new ideas and innovation. Come see how we collaborate with each other in a culture of learning, coaching, diversity and inclusion. And hear about our unwavering commitment to make a difference in partnership with our clients, shareholders, communities and colleagues.

Huron Consulting Group offers a competitive compensation and benefits package including medical, dental, and vision coverage to employees and dependents; a 401(k) plan with a generous employer match; an employee stock purchase plan; a generous Paid Time Off policy; and paid parental leave and adoption assistance. Our Wellness Program supports employee total well‑being by providing free annual health screenings and coaching, bank at work, and on‑site workshops, as well as ongoing programs recognizing major events in the lives of our employees throughout the year. All benefits and programs are subject to applicable eligibility requirements.

Huron is fully committed to providing equal employment opportunity to job applicants and employees in recruitment, hiring, employment, compensation, benefits, promotions, transfers, training, and all other terms and conditions of employment. Huron will not discriminate on the basis of age, race, color, gender, marital status, sexual orientation, gender identity, pregnancy, national origin, religion, veteran status, physical or mental disability, genetic information, creed, citizenship or any other status protected by laws or regulations in the locations where we do business. We endeavor to maintain a drug‑free workplace.