Senior Revenue Cycle Educator - FT - Day - Revenue Cycle Education & Quality Lawrenceville NJ

Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advanced technology. Capital Health is a dynamic health care resource accredited by the DNV that includes two hospitals, an outpatient center, satellite ED, and an expansive network of primary and specialty care. Capital Health Medical Group is made up of more than 600 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.

Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.

The listed pay range or pay rate reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).

Pay Range:

$33.63 - $43.94

Scheduled Weekly Hours:

40

Position Overview

The Senior Revenue Cycle Educator is responsible for designing, developing, implementing, and evaluating advanced educational programs for Patient Financial Services and other Revenue Cycle departments. This position serves as a subject matter expert and lead educational resource for revenue cycle operations, and related workflows. The Senior Revenue Cycle Educator supports onboarding, ongoing competency development, Internal training programs, [DV2.1] system education, quality improvement initiatives, and performance-driven education. This role partners closely with operational leaders to identify knowledge gaps, develop targeted training plans, standardize educational materials, and promote consistent revenue cycle workflows across departments.

MINIMUM REQUIREMENTS

Education: Associate degree required or equivalent relevant experience. Bachelor's degree in healthcare administration, business, education, finance, or related field preferred. CRCR, HFMA certification, AAHAM certification, CPC, CPB, or other revenue cycle, coding, billing, or healthcare education certification preferred.

Experience: Five years of hospital or healthcare revenue cycle experience required. Experience should include one or more of the following areas: hospital billing, insurance follow-up, denials management, patient access, revenue integrity, coding-related workflows, reimbursement, or healthcare operations. Prior experience developing, delivering, and evaluating training programs required. Experience with adult learning principles, onboarding programs, competency validation, revenue cycle systems training, and process improvement preferred.

Other Credentials:

Knowledge and Skills: Demonstrated advanced knowledge of revenue cycle operations, healthcare billing workflows, payer requirements, claim submission, denial prevention, reimbursement concepts, and regulatory requirements. Strong understanding of adult learning styles, instructional design, curriculum development, competency assessment, and training evaluation methods. Excellent verbal, written, presentation, facilitation, and interpersonal communication skills. Ability to translate complex revenue cycle concepts into clear, practical training materials for staff at varying experience levels. Ability to analyze operational trends, audit findings, denial trends, quality results, and key performance metrics to identify education opportunities.

Special Training: Proficient in Microsoft Office, including Word, Excel, PowerPoint, and Outlook. Experience with learning management systems, reporting tools, electronic health records, patient accounting systems, claims management systems, payer portals, and other revenue cycle applications preferred.

Mental, Behavioral and Emotional Abilities: Must be able to manage multiple priorities, meet deadlines, work independently, and collaborate effectively with leadership and staff across departments. Must be able to handle sensitive feedback, competing priorities, change management, and operational stress in a professional manner.

Usual Work Day: 8 Hours

Reporting Relationships

Does this position formally supervise employees? No

If set to YES, then this position has the authority (delegated) to hire, terminate, discipline, promote or effectively recommend such to manager.

ESSENTIAL FUNCTIONS

Leads the design, development, implementation, standardization, and evaluation of Revenue Cycle education programs across Revenue Cycle departments to support consistent workflows, staff competency, quality, and operational performance while serving as the lead educational systems resource for Revenue Cycle, providing guidance, subject matter expertise, and educational direction to Revenue Cycle Educators, department trainers, mentors, preceptors, and operational leaders to promote consistent training standards and expectations across departments.

Partners with Revenue Cycle leadership to identify and prioritizes educational needs based on audit findings, denial and claim error trends, quality results, productivity concerns, performance metrics, payer requirements, regulatory changes, system.

Leads the development and ongoing improvement of Internal Education programming, including curriculum design, classroom instruction, hands-on training, skills validation, mentor/preceptor coordination, competency assessment, and transition-to-role readiness. Establishes and maintains standardized Revenue Cycle curricula, training materials, competency tools, workflow guides, job aids, reference materials, competency checklists, simulations, and educational standards. Ensures educational content remains accurate, current, consistent, and aligned with operational requirements.

Oversees work direction, coaching, and subject matter support to Revenue Cycle Educators and other designated training resources. Supports consistent assignment of educational activities, adherence to training standards, and achievement of departmental education objectives.

Develops and maintains orientation and onboarding programs for new hires, transfers, Internal Educational Program participants, and staff transitioning into new or expanded roles.

Individualizes education and development plans based on job responsibilities, experience level, demonstrated competency, performance needs, audit findings, and departmental expectations. Identifies when additional education, coaching, or remediation is required.

Facilitates advanced training using a variety of instructional methods, including classroom instruction, virtual education, hands-on demonstrations, scenario-based learning, workflow simulation, one-on-one coaching, and competency-based assessments.

Provides advanced education and coaching related to Revenue Cycle functions, and escalation procedures while assessing staff competency, learning progress, and readiness to independently perform assigned responsibilities. Develops and coordinates remediation plans when performance or competency gaps are identified and ensures completion and outcomes are appropriately documented.

Evaluates the effectiveness of education programs using learner feedback, competency results, audit findings, quality scores, operational metrics, denial trends, productivity outcomes, and leadership input. Recommends and implements changes to improve educational and operational outcomes. Participates in and supports departmental quality improvement and process improvement initiatives. Uses education, competency development, and workflow standardization to improve accuracy, compliance, efficiency, staff performance, and financial outcomes.

Supports compliance with regulatory requirements, payer requirements, organizational policies, departmental procedures, and documentation standards. Incorporates relevant changes into educational materials and communicates updates to impacted staff.

Promotes accurate