Compliance Audit Specialist

Job Description Summary

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Compliance Auditor II
JOB PROFILE SUMMARY
Executes compliance medical chart audit activities under general supervision, including medical chart documentation review, testing of controls, and drafting of audit findings. Supports audit planning and builds foundational knowledge of compliance medical chart audit methodology, applicable regulations, and the organization’s internal control environment.
Compliance Medical Chart Auditor II works independently on moderately complex audit tasks within established frameworks, with work reviewed at key milestones.

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How will you make an impact & Requirements

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KEY RESPONSIBILITIES

• Execute assigned medical chart audit procedures, including medical chart documentation review, data testing, and education after audit findings with healthcare providers

• Draft medical audit findings and support preparation of medical audit reports under the direction of senior auditors.

• Maintain organized medical chart audit work papers and documentation in compliance with audit standards and departmental requirements.

• Track medical chart audit observation status and support follow-up on corrective action plan completion.

• Research applicable regulations and internal policies to inform audit scope and testing approaches.

• Communicate medical chart audit status and preliminary findings to the senior auditor or audit manager.

QUALIFICATIONS

• 2-4 years of experience in compliance medical chart auditing, internal audit, risk adjustment coding.

• Working knowledge of medical chart audit methodology, internal controls, and healthcare compliance requirements.

• Strong attention to detail and ability to manage audit documentation accurately.

• Proficiency in Microsoft Office; experience with medical chart audit management tools a plus.

• Effective written and verbal communication skills.

• CPC, CPMA, CRC certification AAPC/AHIMA

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Compensation Range:

$63,982.00

to

$95,972.00

The anticipated base salary range represents the Company's good-faith estimate of the compensation it reasonably expects to pay for this position at the time of posting. Actual compensation will be determined based on factors including experience, skills, qualifications, geographic location, internal equity, and business needs.