Job Information
Thompson Health Claims and Remittance Coordinator in Canandaigua, New York
Description
Benefits:
Health, dental, vision insurance
Tuition reimbursement up to $6000/year
4 weeks of PTO
Contribution and match on Retirement Plan
Access to Success coaches
Free parking
Main Function:
Responsible for the electronic claim submission and retrieval of electronic remittances for applicable government and non-government payers, along with posting all electronic and manual remits and payments.
Works with Patient Account staff in regards to claim edit errors or problems to help with resolution.
Works with URMC build team and claim clearing house vendor to resolve issues or for continued enhancements.
Alerts Manager in areas requiring changes or maintenance in build in order to enhance billing productivity and charging procedures.
Works in coordination with Manager to report claim edit key indicators from systems being utilized.
Plays a role in revenue cycle in identifying and analyzing areas affecting claim submissions.
Qualifications:
Energetic individual who demonstrates knowledge in hospital patient account billing.
Demonstrated knowledge in billing compliance both federal and state.
A willingness to learn and pursue excellence is necessary.
Education:
- Associates Degree preferred or 3 years work related experience required
Experience:
2 to 3 years of previous medical billing experience required.
2 to 3 years of hospital main-frame experience preferred.
Familiarity with all forms payer claims by paper and electronic media is preferred.
Excellent public/patient relations and communication skills.
Skills in using computers including Excel and Work required.
Skills in using web-based financial applications.
Pay Range: $19.00 - $23.00 per hour
Starting Rate: $19.00 -$22.00
Thompson Health is an EOE encouraging women, minorities, individuals with disabilities and veterans to apply
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)