Sr. Director, National Credentialing & Privileging and Medical Staff Offices

Job Summary

Champions and removes barriers to resolve issues during the reviews and requests for primary source information and verifications to focus on long-term strategic needs. Enables relationships for collaboration with external entities. Proactively identifies, suggests improvements to, and provides resolution for complex gaps in vendor relationships. Champions and enables collaborations to disseminate practitioner information during application process. Evaluates applications and supporting highly complex documents.

Oversees and provides consultative efforts on complex cases regarding implementation of guidelines and requirements. Oversees alignment of organization-wide priorities and enable relationships to evaluate adverse data. Drives adherence to establish priorities when facilitating efficient cost-effective due process. Evaluates impact, forecasts business needs, enables collaborative relationships, and ensures resources are available for training and regulatory awareness. Determines standards and directs review of enrollment applications.

Leads collaborations with internal groups to progress and troubleshoot enrollment status. Removes barriers to and leads development of tools for maintenance of data systems, applications, and controls. Removes barriers and champions implementation of tools for credentialing data analyses. Leads and ensures continued growth in development of guidelines in collaboration with internal leaders for database structures and data use. Regularly collaborates with external/internal leaders.

Develops strategies for adherence during development of corrective action plans. Sets expectations for and leads collaborations with others to conduct high-impact audits and site visits.

• Builds organizational capacity and prepares high potentials for growth opportunities and advancement; builds collaborative networks inside and outside the organization for self and others. Provides framework for soliciting and acting on performance feedback; drives collaboration to set goals and provide open feedback and coaching to foster performance improvement. Models and drives continuous learning and oversees the recruitment, selection, and development of talent;
  
  stays current with industry trends, benchmarks, and best practices; ensures performance management guidelines and expectations to achieve business needs. Acts as a thought leader on industry trends, benchmarks, and best practices; shares best practices within and across teams to drive improvement. Motivates and empowers teams; maintains a highly skilled and engaged workforce by aligning cross-functional resource plans with business objectives.
  
  Provides guidance when difficult decisions need to be made; creates opportunities for expanded scope of decision making and impact across teams.
• Oversees the operation of multiple units and/or departments by identifying member and operational needs; ensures the management of work assignment allocation and completion; translates business strategy into actionable business requirements; ensures products and/or services meet member requirements and expectations while aligning with organizational strategies. Engages strategic, cross-functional business units to champion and drive support for business plans and priorities; assumes responsibility for decision making;
  
  sets standards, measures progress, and ensures resolution of escalated issues. Sets and communicates goals and objectives; analyzes resources, costs, and forecasts and incorporates them into business plans; obtains and distributes resources. Anticipates and removes obstacles that impact performance; addresses performance gaps and implements contingency plans accordingly; ensures teams accomplish business objectives; serves as a subject-matter expert and trusted source to executive leadership;
  
  provides influence and consultation in the development of the larger organizational or business strategy.
• Leads training and regulatory awareness by: evaluating assessment impact, forecasting business needs, ensuring resources for, and championing strategies to accommodate for future demands of orientation and training for new appointed physician leaders; leading strategy development and removing barriers to enable formation of relationships to efficiently convey informational/educational documents (newsletters, memos) to communicate critical information regarding organizational programs and policies; championing and prioritizing collaborations with interorganizational key stakeholders, both internal and external, to ensure appropriate awareness of key issues and decision-making;
  
  ensuring continued growth during leadership meetings aimed at developing on-boarding processes (orientation, training activities) and alignment to education requirements; ensuring organizational implementation of applicable governing documents (bylaws, rules and regulations/policies and procedures) that support and direct organizational practices and…